The Career Foundation

The Career Foundation 2018 Raffle Lottery Results

December 14, 2018 By The Career Foundation

The Career Foundation sold 1,007 raffle tickets between Oct. 15 and November 23, 2018 to raise funds for our Toronto-based programs and to support our clients in need! In raffle sales alone, we raised $5,035! Please see below for the list of winners. Thanks to everyone for supporting our cause!

Prize Winners


Prize	Value	Winning Ticket #	Winner Name
WestJet Flight Voucher — Roundtrip flight for 2 guests to any regularly scheduled WestJet destination (accommodations not included)	$3,350	856	Olivia Hetherman
Shoppers Drug Mart (beautyBOUTIQUE) Mixed Luxury Gift Set	$650	87	Kris Ufholz
SiriusXM Satellite Radio Boombox Bundle with 1-Year Subscription	$537.73	465	Vanessa Lall
Toronto Maple Leafs Autographed Hockey Stick (#35 - Curtis McElhinney)	$300	979	Shawn Gay
Staples Carry-on Luggage	$225	1291	Mike Pereira
Lush Gift Basket	$150	750	Mariko Mackenzie
$100 CARA Restaurant Gift Card	$100	1136	Leah Ormsby
$100 CARA Restaurant Gift Card	$100	49	Ewa Adamczyk
$100 CARA Restaurant Gift Card	$100	1046	Keisha T.
Free In-Store Landscape Design Consultation from Sheridan Nurseries	$99	1382	Maria Barbieto
Google Home Assistant / Smart Speaker	$80	968	Muna Omar
Casino Woodbine Poker Set	$80	1390	Noman Noor
Mansfield Hotel & Spa Robe	$80	557	Kathy Garratt
LifeTrak Follow Your Heart Rate Watch	$70	973	Saeeda God
Kaia 'Juicy Bamboo' Tapioca Beads	$38	63	Keld Hougesen
Dirt Devil Versa Clean 2-in-1 Corded Stick Vacuum	$35	1291	Mike Pereira

Funds raised will help clients at The Career Foundation in the following ways:

Subway tokens/tickets will be purchased for clients to travel to/from interviews
New computers/software will be purchased to enhance client job search services
Guest instructors and speakers will be hired to conduct client workshops
Tutors/mentors will be hired to assist clients with updating their skills (e.g. in Math, English, etc.)
Special events, workshops and training days will be coordinated for the benefit of client participants (e.g. hiring events, skills development days, etc.)

From Another Perspective: The Case Against Five-Year Plans

November 12, 2018 By The Career Foundation

Five-year plans are the trendy things that blogs tell young professionals to make while plotting out their futures. Yet, they can also land a crushing blow to your soul before you even get a chance to enter the labour market. That deflated feeling you get when you look at your schedule and realize almost every hour of every day is mapped out for the next week? Five-year plans are the life-sized version of that.

The whole point of a five-year plan is to help you define and achieve your goals—be they personal or professional—but there’s still something sinister about them. It has to do with seeing everything you’re supposed to accomplish in the foreseeable future (the ideal path your life would follow in a perfect world) laid out in front of you. It also has to do with sealing and accepting your fate from the get-go, without ever giving spontaneity a chance.

Confusion, confusion, confusion

In theory, five-year plans should be most useful to young people; they’re the ones who are supposed to be the most ambitious with the most ground to gain. However, it could be argued that they do more harm than good. Few young people coming out of high school or even post-secondary education have a concrete idea of what they truly want their future to look like. And the ideas they do have are subject to change, whether they want to admit it or not. Creating a plan in such a precarious stage of life is a surefire way to end up confused and stuck to a path that may not be right for you.

For context, let’s give a real-life example. Ellie is approaching her mid-twenties and is currently in university part-time. She had previously been full-time but switched three years ago because, in her words, life got in the way. “While planning is important, you can never plan for life to happen,” says Ellie.

Ellie had a five-year plan when she graduated high school. According to that plan, she should have earned her degree, entered teacher’s college, and started supply teaching in a high school by now. Instead, she’s still in school and is working five part-time jobs.

While some may contest that your five-year plan can change and grow with you, simply having that plan in mind can keep you in a specific mindset for too long. Ellie slowly realized that the goals outlined in her plan were not what she actually wanted to do, but not before wasting a lot of time pursuing them. “No one had this plan other than me,” she laments. “I was putting this stress on myself to achieve things I should have known I didn’t want anymore.”

No idea what’s happening? No problem.

Young people should be allowed to be young. They shouldn’t feel the need to funnel themselves into a specific field with specific goals right off the bat. They shouldn’t be living the formative years of their adult lives on a set, self-imposed schedule that spells out the remainder of their youth. Make a handful of five-year plans and you’ll have your life planned out until retirement, and that’s really the last thing you want when your whole life is ahead of you.

People stumble into their careers all the time, simply by exploring what they like or by pursuing the various opportunities that come their way. That’s what Ellie did in the end. “Five-year plans are pretty limiting,” she says. “They close you off to opportunities that you are unaware of, and in my opinion, you should never close yourself off. Just be ready for whatever comes at you.”

When planning for the future, Ellie believes having a flexible, less exclusive goal is better because it “allows room for you to change and grow rather than locking you into a fake thing in your mind.”

For some, five-year plans will certainly provide a welcome sense of direction and purpose. Maybe they’re supposed to be a way of reigning in the chaos or finding some order where there usually isn’t any. If you’re one of those people, that’s great! But if you don’t know exactly what you want to do, don’t feel like you need to set out a five-year plan right now. Direction isn’t a bad thing, but a long-term plan meticulously explaining how you should be living your life isn’t always the way to find it.

Sure, you can have an idea of what you want to do, but you don’t have to write it out in painful detail. That can just end up looming over you, stressing you out, and keeping you on a set path with blinders on. Allow opportunities to present themselves. Look for them, even. You’ll get to where you’re supposed to be going.

Blythe Hunter is a volunteer with The Career Foundation.

4 Changes You Can Make When Feeling Down in Your Job Search

August 27, 2018 By The Career Foundation

Job searching is one of the most stressful parts of life, especially when you’re not having any luck. Below are four key recommendations from The Career Foundation’s career counsellors on how you can take your unsuccessful job search by the horns and start making progress.

1.) Be Self-Aware

You need to be realistic about your skillset, as well as what your actual potential in the current job market is. According to our counsellors, one of the most common problems they encounter is tunnel vision. Job seekers struggling to find work might be picky and only apply to jobs in a specific field. It might be painful at first, but examining your own qualifications and the job market, itself, is vital to your success!

If you don’t have much experience in a given field, the chances of getting a job in said field are extremely slim at best. If you do have a lot of experience but most or all of it took place outside of the country where you’re applying, it’s unlikely that you’ll get the job you want off the bat. And even if you do have enough domestic experience, the number of available jobs in many specialized fields fluctuates.

It comes down to: if you really need a job, don’t set your sights on just one! Every opportunity should be treated as a positive opportunity. Your ambitions are important, and you’ll get there with time. Broaden your horizons and be open-minded.

2.) Be Willing to Change

It will almost always be necessary to adapt somehow to an employer’s needs. That isn’t to say that you need to overhaul your entire personality — if that’s the case, then the job isn’t right for you — but be willing to change your personal or work habits in order to better serve them. In job interviews, employers will be reassured knowing you’re not set in your ways. Emphasize that you’re always grateful for constructive criticism and always eager to improve.

It’s not enough to ‘talk the talk,’ either. Once you get a job, a huge part of being retained is taking constructive criticism well and making subsequent changes to yourself and your work. Don’t let criticism deter you or throw you off, and don’t take it personally. Accept that you’re not perfect and listen thoroughly to what employers say and suggest: they’ll appreciate knowing you’re someone who can maturely take and respond to criticism.

3.) Put in the Effort — A Lot of It

It seems obvious, but a job won’t just fall into your lap. Clicking ‘Apply’ on as many postings as you can and hoping for the best is not effective if you actually want results. Creating a persuasive, viable application takes both effort and time. The age-old tips for applying to jobs are true: research the company, read the job posting thoroughly, and tailor your résumé and cover letter with key words from the posting and experiences or skills that are specifically related to the job. It may seem like a labourious process when you’re applying to multiple jobs in a row, but employers will value your effort.

Counsellors also recommend branching out from broad, general job boards like Indeed. While they may be simpler to use and appear to have more postings, industry-specific jobs boards will have postings that are much more related to your search if you want a specialized job. Looking for work in a non-profit? Try Charity Village. Maybe media is more your thing? Try Mediabistro. You can keep looking on Indeed, but make sure you’re actively searching on industry-specific boards and company sites as well.

4.) Learn to Accept Failure

Counsellors often see job seekers who “shut down” as soon as anything negative happens during their search — it could be a bad interview, a typo in a cover letter, or anything in between. If someone has a bad experience interviewing for a finance position, they may lose confidence or become angry and not look as hard or even give up their search for finance jobs out of fear, frustration or even embarrassment. Don’t let that be you.

Failure is just par for the course during the job hunt. You may not want to fail; however, you should become more comfortable with the idea of failure. It might feel difficult, but all failures lead to learning experiences. Stay positive and keep motivated. The best is yet to come!

Blythe Hunter is the Participant Services Representative with The Career Foundation’s Completing the Circle-Mississauga Program.

Career Spotlight: Zoologist

July 23, 2018 By The Career Foundation

Dr. Rebecca Dannock, 29, Project Manager at Elephants for Africa (Makgadikgadi Pans National Park, Botswana)

When I was 13, I travelled to Botswana and was exposed to various careers in conservation and tourism. I also learned a lot about the many challenges wildlife face in Africa, including climate change and conflict with humans. I knew I wanted to help, and my passion for animals certainly made my career choice a lot easier.

Fast-forward a few years: I pursued a Bachelor of Science and spent an additional year completing a research project to achieve an honours degree in zoology. After that, I pursued my PhD while observing the behaviour of wildebeest in Etosha National Park, Namibia, which allowed me to hone my skills in research, project management and bush-living.

As a project manager I oversee all of Elephants for Africa‘s work in Botswana, including our community projects where we work alongside farmers to help them mitigate or prevent crop raiding by elephants; our education work where we lead and instruct environmental clubs at local primary schools; and our research that has been developed to understand the ecology of elephants in the area. We then use our findings to reduce human-elephant conflict.

I think the important thing to remember is that very few conservation jobs are 100% research-based. Most require you to either manage people, oversee a research camp, or apply for funding. In my case, it’s all the above. It’s also important to make sure you can live the lifestyle. Often you are in remote areas with a small team and in basic living conditions (living in a tent, limited power and outdoor showers), so be prepared to make some sacrifices if you want to live in the field!

How to Start

Studying and working with the animal kingdom typically requires an undergraduate and/or graduate degree in zoology or biology. A zoologist can study a broad range of organisms – from tiny insects to giant mammals – and can specialize in many areas including animal behaviour, developmental biology, taxonomy, physiology or anatomy. A love for animals is a must, as is a passion for research, wildlife conservation and working outdoors.

Students of zoology will investigate the relationships between animals and their environment, learn how to analyze data and evaluate specimens, and prepare scientific papers that report on experimental results. Some zoos and animal care facilities offer volunteer programs, which are good starting points for aspiring zoologists.

Where You Can Go

Zoologists commonly work outdoors observing animals; however, they can also feel equally at home in an office or laboratory setting. For example, some zoologists work with government departments, research institutes, environmental firms and non-profit organizations to assist in conservation and endangered species management. Some dedicate their lives to preparing or writing scientific research papers or textbooks, and others may work at zoos as zookeepers, curators or directors.

The Basics: Zoologist

$40,695: Median salary for an entry-level zoologist. According to Zoologist Salary Canada, professionals with several years of experience can earn upwards of $78,500 per year.

+5%: Projected rate of job growth over the next eight years.

(Data for this feature was provided by onetonline.org and eco.ca.)

Kyle Reynolds is an Administrative & Quality Assurance Specialist with The Career Foundation.

6 Mistakes to Avoid When Helping Clients

July 9, 2018 By The Career Foundation

Imagine you have an issue and you decide to share your problem with a friend. How would you feel if the friend responded with any of comments below?

“Let me tell you exactly what you need to do.”
“That has happened to me and I did ________ to solve the problem.”
“Tomorrow will be a better day.”
“Everything happens for a reason.”
“You are not given more than you can handle.”
“Think of this as a learning opportunity.”
“Have you considered doing _______”
“There must be a lesson here for you.”

The list above includes a few examples of common mistakes that people in the helping profession use. At first glance, these responses appear to be helpful and are used when there is a problem to be solved. However, these comments don’t invite further conversation but rather discourage communication. The best approach is a collaborative one: helping the client define their problems and goals and assisting them in finding ways to solve problems and achieve goals.

According to Chang, Scott & Decker (2013), here are the 6 common mistakes professionals make when developing working relationships with clients.

Offering Advice

Offering advice is only appropriate once you fully understand the client, situation, and the challenges faced by the client. You should know the individual’s short- and long-term goals. Otherwise, offering advice prematurely “reinforces the practitioner as the authority and expert instead of demonstrating the belief that the client is able to solve problems and is the expert on his/her situation” (Chang, et.al. pp. 99).

Being Too Reassuring

Reassurance is not an appropriate response to someone’s concern. Saying “it will be OK” is not based in reality – unless you know for certain that it will be OK. Reassurance is offered to reduce someone’s pain. But the pain a client feels can also motivate them to solve the problem. Downplaying someone’s pain can make them feel misunderstood or disrespected. Comments such as, “Don’t worry!” are also ineffective as they minimize an individual’s concerns.

Offering Excuses

Offering excuses for a client’s situation may indicate understanding, but it doesn’t motivate a client to look for ways to solve the problem. It’s more productive to help the client set goals and find ways to achieve those goals.

Asking Leading Questions

Unless the client and helping professional have established clear goals, asking leading questions is like offering advice. The advice is embedded in the question, “Have you considered speaking in a calm voice to your child?” Leading questions do not lead to the client feeling a sense of empowerment (aka the Eureka effect), which should be one of the principal goals.

Dominating through Teaching

Communicating in a dominating way can create numerous detrimental reactions from the client. The client may feel ashamed, rebellious, defensive or argumentative. Teaching in a dominating or pushy way can appear as though there is only one correct solution. It does not stimulate the client to think for themselves and to search for their own solutions (Chang, et. al. pp.100).

Interrogating

Asking a client one question after another makes clients feel as though they are being interrogated. Helping professionals just starting in their careers tend to ask too many questions rather than listening and expressing empathy. “Why” questions can be problematic as they can be viewed as judgmental.

I found this information valuable, not only for professionals but for lay people as well. Regardless of who you are or what field you’re in, I believe these concepts can be applied to any and all relationships whether they are friends, family, colleagues, customers or clients. Next time you’re meeting with someone, try out some of these ideas and observe how it changes the conversation!

Reference:

Chang, Scott & Decker (2013), Developing Helping Skills: A Step by Step Approach to Competency. Belmont, CA. Brooks/Cole, Cengage Learning.

Irma LeBlanc is a Business Development Specialist with The Career Foundation’s Canada-Ontario Job Grant (COJG) Program.

4 Lessons on Attaining and Retaining Employment – As Taught by Indiana Jones

June 12, 2018 By The Career Foundation

To mark the 37^th anniversary since the release of Lucasfilm’s cinematic opus, Raiders of The Lost Ark, we decided to look at the significantly pertinent, if unrealized, career advice that the good Doctor Henry Walton “Indiana” Jones Junior offered us. We’ve broken these teachings into four easy categories … But you’d still be well-advised to watch the movie!

1.) The Right Education and Training

Career dreams don’t work unless you do, and before any idea can be put into motion, a plan must be made. Part of any job search plan is researching the credentials and education needed for any said profession. Indiana Jones could not have become an archaeologist without post-secondary training. He not only studied archeology, but he chose his institution precisely; attending the University of Chicago where he would eventually be mentored by Abner Ravenwood. Aside from dating, then dumping, then rescuing (over five times by my count), then marrying Ravenwood’s daughter, Indiana learned from the best. This was not only a wise move in terms of where he studied, but the networking contacts he met there.

2.) Match Your Vocation and Passion to the Current Labour Market

Indiana’s father was also an archaeologist. It was a shared family passion. That was perhaps all the self-assessment needed. Keep in mind, however, that the first Indiana Jones movie took place in 1936. This was the era of The Great Depression. Working as an archeologist would have been neither gainful nor full-time. Thus, Indiana adapted what he learned and loved to also become a part-time professor at Marshall College. While this was not what he really wanted to do, he adapted his passion and vocation to the current labour market – rather than expecting the labour market to adapt to him.

3.) Dress Correctly and Adapt as Needed

It was the 1930s and even in the middle of an economic sandstorm, people generally dressed as formally as they could. As a professor, Dr. Jones wore a proper suit. As the swashbuckling archeologist in the field he dressed down; however, he was still adaptable in that he could easily respond to changing weather conditions, formal encounters with dignitaries, tarantulas, and a lot of dust and sand. And that hat is, well, legendary!

4.) The Right Temperament is What Employers Need

A paralyzing fear of snakes aside, Indiana made it work. The snakes are worth mentioning because Indiana (despite his fear of said reptiles) never let that part of the job prevent him from working and doing what needed to be done. The lesson here is simple: no job is perfect, but you need to adapt. The job doesn’t adapt to you.

No matter the position, many employers want similar characteristics in their employees. While brash at times, Indiana Jones was as equally as patient and perseverant. He was technically astute, while remaining both an independent and loyal team player. He was also never afraid to roll his sleeves up and get dirty (assuming he still had sleeves). Employers crave these qualities.

It’s also worth pointing out that perhaps the most heroic employability quality to the personality and appeal of Indiana Jones was his ability to innovate. Whether it was using a statue to go through a wall, cutting down the bridge he was standing on to get off said bridge, or using a rubber life raft to escape a crashing airplane, Indy was never afraid to take a risk by looking at things differently. The ability to accomplish goals by thinking outside the box (or in this case the Ark of the Covenant) is not only a key trait in being hired but staying hired and being promoted.

Last we saw him, Indiana was promoted at Marshall College to associate dean. For his lucky students (if they can keep up with him), valuable life and employability lessons would seem to be aplenty.

Jason Douglas Smith is a Training Application Coordinator with The Career Foundation, and has successfully directed clients in not only developing personalized job search strategy plans, but in circumnavigating the rigorous demands of applications for provincially-funded retraining. When not working, this self-professed Futurist can often be found reading, writing and barbecuing in his native Burlington.

5 Habits of Highly Effective Job Seekers

June 8, 2018 By The Career Foundation

When searching for the right job, you are competing against a sea of candidates. To set yourself apart from the competition, follow these five important habits.

Sell Yourself

Sell the employer on hiring you by being your own best sales representative. Oftentimes, we are taught not to boast about ourselves or our abilities. The job search is the one time when you can and should truly promote yourself.

Be convincing in the way that you present yourself and your skills. You can start by making a list of all skills, experiences, and certifications that you bring to the job.

Remember, the employer doesn’t know who you are and what you have accomplished. Be sure to share this information in a way that is relevant to your job role.

Be Visible

Show the company that you are interested in them through social media. A great way to do this is to promote the company and its activities through your own social media channels.

This includes the use of Instagram, LinkedIn, Twitter, and Facebook. It’s as simple as re-posting, sharing, or referencing a link to a corporate event, program, product, or news item on your channel(s).

You can even use a #hashtag that a company or organization is using through their social media. If they ‘like’ or ‘re-post’ your message, then this is a great sign that you are now visible to the company.

Even if you don’t receive a ‘like’ or ‘re-post’, rest assured that you’ll still remain on the company’s radar.

Make Friends

Network with the company through any opportunity available to the public.

Oftentimes, we don’t want to appear pushy when applying to a role. This often holds us back from reaching out to connections made, or from following up with an employer.

One effective way to connect with a company (without appearing too pushy) is to begin networking before receiving any offers. You could participate in events, conferences, seminars, launches, or other public avenues where the company is present.

Even if the company is sponsoring or exhibiting at a public event, it’s a good idea to introduce yourself. This will help you to build a relationship with individuals who work there.

When the right opportunity presents itself, reach out to your contact to let them know you’ve applied for a role. The personal connection will give you an advantage. It may even help you get selected sooner for an interview — or the job!

Know the Role

Know as much as you can about the job that you are applying for.

Knowing the role inside out means that you can effectively speak to the duties, responsibilities, and direction that has been outlined in the job description. Beyond this, you should begin to understand where the role fits within the company’s mission, vision and objectives.

Start by researching the company’s website, LinkedIn page, and any news related to the company. You can read any reviews available on the internet but be mindful that not all opinions online are reflective of company culture and work styles.

This is also a great time to learn more about your hiring manager and how your role fits within the objectives of their department or team. A simple LinkedIn search can tell you a lot about how your future manager leveraged their skills and experience towards the company’s goals and objectives.

Get Excited

Passion and enthusiasm should be expressed throughout the job search. Be sure to introduce yourself and share your passion for the role, the industry, and the services or products being offered by the company.

After your interview, reiterate your interest and enthusiasm in the work (if your feelings are genuine). This interest and enthusiasm should continue throughout any interviews, when you accept the offer, and into your role on the new job.

Follow these habits and you will become highly effective at your job search – and at securing the right role for your career!

Rohit Mehta is the Youth Job Connection Program Coordinator with The Career Foundation. He is passionate about helping people to reach their full potential through skill building, mentorship and professional development. Rohit enjoys giving back to his community by serving as a volunteer on charity boards and supporting fundraising events.

A Short Collection of the Silliest Career Moves I’ve Seen in the Last 15 Minutes (as Told by an Employment Specialist)

May 22, 2018 By The Career Foundation

Silliest Career Moves - Coffee spills from a mug that's been tipped over. Work papers, magazines and other paraphernalia are shown stained with coffee.

Of all the social service capacities, “Employment Services” feel like the mid-point where people from every walk of life and experience come together for a common purpose. As an Employment Specialist, I’m involved in assisting clients through a myriad of career-related options to enhance and develop their overall potential. This includes self-marketing activities like résumé and cover letter writing, to methods one can use to access the Hidden Job Market, as well as skills enhancement through retraining programs (e.g., Second Career). It affords me the privilege of meeting many fantastic people with as many far-ranging experiences. It also affords me a firsthand look at the disastrous – if sometimes comical – mistakes many job seekers make.

The following list, through tears of merriment and exasperation, was jotted down over a single 15-minute period as I assisted my colleagues in reviewing applications for a Hospitality Hiring Event.

Failure to read the job posting and/or tailor your application to it

For one, the hospitality sector is unrelated to hospitals and mechanical engineering. A strong job search requires the job seeker to read the details of a posting and tailor their application as closely as possible. Moreover, hospitals are very competitive work environments to enter. If your goal is to work in a hospital, one needs to know what hospitals generally expect. If you can’t see the difference between ‘hospitality’ and ‘hospital,’ you are wasting more than just your own time.

The same applies to engineering. Even if you’re an engineer looking to change career paths, a mechanical engineering résumé will not assist you in applying for work in hotels, restaurants, or tourism. For this, you need to craft a skills-based résumé to show that you have the transferrable skills to enter an industry in which you have little to no experience.

Refusal to consider logistics

A “willingness to relocate” is an attribute many employers will appreciate. However, the Hospitality Hiring Event I’m referencing was set to take place in less than a week’s time. If an event is taking place in Toronto and you live in Calgary, a conservative estimate puts the drive to Toronto at 33 continuous hours across 3,419 kilometres (and that’s with taking a route that crosses the American border). It’s certainly a much shorter flight, but is it really worth it – especially if you don’t end up getting a job offer?

For those applying outside of Canada, you need to factor in the visa requirements of working in Canada if you are neither a citizen nor a permanent resident. Has this been factored in, along with the cost of a flight, accommodations, food, and the duration of your travel? Unless plans to relocate are directly addressed in an applicant’s cover letter, the employer will likely assume that out-of-area applicants don’t actually know or understand what they’re applying for.

Questioning employer antics (or simply being rude)

We’ve probably all had that dream where we’re at school giving a speech or taking an exam on a subject that we know nothing about. It’s terrifying. However, with regards to job search the best advice is quite simple: if you don’t know why someone is calling you, play it safe and remain polite at all times. It’s fine to ask polite, proactive questions as needed. I was taken aback at the number of applicants I called who became hostile because I was calling them at school, at work, or while they were sleeping (it was around 10:30 a.m., for the record). This anger seemed exacerbated by those applicants who also had no idea why I was calling them, despite my simple straightforward introduction.

Hostility within a job search is wrong at every level! It’s not the employer’s responsibility to keep a record of your job search – that’s your responsibility. The world is small, and burning bridges anywhere is ill-advised. Remain courteous at all times and keep a list of all your applications, including the employer’s name and address, the position applied for, and the date of your submission.

Using the wrong name and/or wrong phone number on your résumé

Just don’t do that. Use your name on your résumé. If you have more than one name, you should make life easier for the employer (and you) by using the same name on your résumé and in your email address. The same philosophy applies for your phone number. This includes having a clear voicemail message with your name in it and no one else’s. Many companies, banks in particular, have strict privacy policies regarding messages left on voicemail that do not clearly state who the recipient is. A simple, clear, and friendly message with your name is the best policy for job seekers. This is a simple yet highly important rule to follow.

Lack of attention to detail, practicality, courtesy, and common sense seem to be an Achilles’ Heel for more than a few job seekers! However funny these mistakes seem, they are really and truly only fun to giggle at when you are employed. So take a breather, adapt to the best practices, and brightly move forward! You’ve got this (We hope…)!

Why Sector-Focused Career Fairs Are the Way of the Future

April 10, 2018 By The Career Foundation

The Problem:

The rudiments that comprise typical “career fairs” today include employment agencies, training institutions, product placement, and a large array of community organizations on display to share information, network, and boost their own branding. As such, the common career fair today is a letdown for both job seekers and the employers in attendance looking to hire. Job seekers arrive hoping to target a specific industry, not to buy wellness products or register for job search services; as it was likely their current provider who sent them. For employers, the prospective applicants are so varied in their skill sets and career trajectories, it would hardly seem worth their time and cost to attend.

There is no dedicated industry-specific event that aims to identify leading employers in specific, targeted sectors, and then connects them with the right type of skilled and knowledgeable workers to facilitate their future growth. Not yet, anyways.

The Solution:

We need to start leveraging like-minded, industry-specific companies and professionals. By targeting precise occupations, this will maximize the turnout of the most highly skilled professionals and facilitate more effective linkages between labour need and labour supply. In other words, maximizing an employer’s time by accessing a pool of the most qualified and skilled workers that an area/sector has available.

3 Ways We Make This Happen:

1.) By organizing and holding industry-specific career fairs, job developers and recruiters can target and then pre-screen applicants whose skill sets are the most appropriate. The promotion of industry-specific events is more easily and readily shared within job boards, professional associations, and other networks and online forums which are the most relevant for those professionals. This serves to bring in the ‘best of the best’ within each industry.

Job seekers have become overwhelmingly disappointed at “hiring events” that have everything but employers. An industry-specific event manages the expectations for both the employer and applicants by directly addressing who is hiring and what the positions are; lending to itself increased promotional value given the names of the employers and positions. With all of this comes a substantial decrease in the time often wasted when spent talking to professionals and job seekers outside of that industry. While with any event that is open to the public there are exceptions (like those hospital hopefuls who continually attend hospitality hiring events), employers at this type of industry-focused event can expect a sharper degree of defined and refined industry-relevant applicants.

2.) The best candidates are the most prepared. Career fairs that focus on a singular labour pool allow keener professionals to develop clear-cut strategies to demonstrate their skill-sets. When a company’s brand is known, it is easier for professionals to understand the culture of its employees and the products/services that company offers. With this additional perspective, an applicant can tailor their application with more relevance. With less company knowledge, the right talent can, through no fault of their own, miss the opportunity to market their skill-sets. As such, ‘keener’ applicants are given the opportunity to demonstrate that their character and work ethic match not only the position, but the corporate culture within that company. This gives employers a sharper edge in accessing whether a client is indeed a proper fit or is merely going through the motions.

3.) Have faith in results-oriented and successful employment service providers. The Career Foundation is one of the fastest growing employment service providers in Ontario. The range of services offered by The Career Foundation are as vast as they are varied. Our clientele includes, but is never limited to, multi-barriered at-risk youth, newcomers, those who self-disclose as having physical and mental disabilities, recent graduates, internationally trained professionals, storied professionals, and both job seekers and employers looking to access training and hiring incentives provided by the provincial and federal governments. Our yearly assigned (and annually surpassed) targets speak for themselves; as do those whom we have the honour of assisting. It stands to reason then, that our incomparable ability to strategize and assist with such a diverse range of needs, can be equally put to service serving a range of employer needs just as diverse.

The right labour pool is the right talent. If you are an employer looking for a precise skill-set, mindset, and talent, why not directly contact us? If this is the event you want, and this is the precise talent you are looking for, then we are here for your business and your future.

Are you interested in taking part in a re-imagined career fair? If you’re an employer in the financial, health or technology industries, take part in the GTA Hiring Event on May 15th, 2018 at the MaRS Discovery District!

Learn more about the event and register for the GTA Hiring Event here.

Written by Jason D. Smith (with assistance from Eve Hart)

5 Ways to Create Safer, LGBT2Q-Friendly Workspaces

March 15, 2018 By The Career Foundation

LGBTQ at Work - Five Ways to Create Safer and Friendlier Workspaces for LGBT2Q Employees

Before 1969, homosexuality was deemed a criminal act in Canada. It wasn’t until 1973 when the North American Psychiatric Association removed homosexuality from its list of mental disorders. In 1996, sexual orientation was recognized as a protected class under the Canadian Human Rights Codes. The Supreme Court of Canada finally legalized same-sex marriages in 2005.

More recently (in 2016), gender identity and expression was recognized as a protected class. Despite these positive changes in legal protection for the Canadian LGBT2Q community, sexual minorities still fear the possible stigma associated with their sexual orientation and gender identity(ies). This fear is especially prevalent in the workplace.

A population study conducted by polling firm CROP found that 75% of Canada’s LGBT2Q community has experienced discrimination or bullying due to their sexual orientation. According to the same study, 40% of this discrimination occurred in the workplace.

Many Canadians are not open about their sexual orientation or gender identity on the job due to the risk of being judged by their co-workers and managers. Our careers are a big part of our individual identity and we should be able to be ourselves at work, whether we identify with the LGBT2Q community or not. To accomplish this, employers should be more aware of how to create friendlier and safer workplaces for LGBT2Q staff. The following are some tips that should be considered:

1. Become Familiar with the LGBT2Q Alphabet

Employers should become more aware of LGBT2Q identification terms. For instance, “queer” was once used as a defamatory term but it is now used as an encompassing term for individuals belonging to all aspects of the LGBT2Q community or in the process of questioning. However, some LGBT2Q members can still be offended by this term due to its once offensive meaning.

2 spirited is a term for an individual who identifies with both male and female energies. It is a term commonly used by individuals who are First Nations when describing their gender, sexual orientation or spirited identity.

Transgender individuals are people who choose not to identify with their biological sex whereas transsexual individuals are people who choose to live permanently as the opposite sex typically after undergoing reassignment surgery. It is important to know which pronouns that staff members would like to be addressed by, whether it is he or she, him or her, or they, etc.

2. Keep Personal Feelings in Check

Some staff members may not support the LGBT2Q community. Staff should still be able to respect each other’s work aptitudes regardless. Ask yourself, ‘If I knew a paramedic was transgender, would I still allow them to treat my injuries? If I knew my accountant was gay, would I still let them do my taxes?’

To foster better harmony in the workplace, we need to be able to keep our personal feelings in check.

3. Display More Office Media that Advocates for the LGBT2Q Community

To show that your workplace supports LGBT2Q staff members, try to incorporate a few of the iconic rainbow LGBT2Q flags around frequently visited office areas. Furthermore, depending on the business, try to incorporate some images of LGBT2Q couples in promotional ads for your workplace (e.g., a same-sex couple and their children enjoying a dinner together for a restaurant ad).

4. Have the Option of Gender-Neutral Washrooms

Staff members who are transgender or transsexual may feel more comfortable with the option of using gender-free washrooms.

5. Inclusive Staff Events

Instead of encouraging staff members to bring their boyfriend, girlfriend, husband or wife to staff events, use encompassing terms such as “significant others” or “partners” instead. This way, a staff member’s sexual orientation or gender identity is not assumed during event planning.

LGBT2Q civil rights have come a long way, but there is still more work to be done. The above tips alone may not solve the ongoing stigma associated with sexual minorities in the workplace altogether, but they are definitely a start. If we can keep an open mind while remaining professional, anything is possible.

Jeremy Leo Stanley is an Employment Specialist at The Career Foundation-Weston Hub and a Career Counselling Connoisseur.