ReportWire

Tag: skills development

  • Generation Alpha May Find the Workplace Even Tougher Than Gen Z Does

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    As they enter the labor market in larger numbers, many Gen Z employees have earned their cohort the unenviable reputation of being aloof, averse to taking orders, insufficiently trained, and prone to blankly staring in ways that freak older colleagues out. But if people born between 1995 and 2010 resent that criticism as harsh, they should bend an ear to hear what their bosses are saying about even younger Generation Alpha members, who’ve been deemed unprepared for the workforce many are already seeking to enter.

    Gen Zers who recently completed college face the challenge of overcoming their cohort’s vexing workplace reputation as they struggle to land a job. They’re also finding employers generally aren’t hiring much anymore — and are increasingly prioritizing skills and experience over diplomas when they do. Despite these hurdles, it’s worse for the youngest Gen Zers and the oldest members of Generation Alpha, born between 2010–2024. They’re having trouble finding employment for an even worse reason: Bosses say they aren’t capable of doing any available jobs.

    In fact, according to a recent survey by the U.S. Chamber of Commerce and College Board, 84 percent of the 500 participating hiring managers said “most high school students are not prepared to enter the workforce.” Perhaps even worse, 80 percent of those respondents said the most recent crop of high school graduates were even more clueless about applying for, earning, and effectively performing a job than previous generations.

    That likely strikes both disbelief and fear into the hearts of the 60 percent of managers who told a poll last year they’d already fired Gen Z hires for being unable to get with the program at their businesses. Another 75 percent said “some or all of the recent college graduates they hired this year were unsatisfactory.” Wait until Generation Alpha teens straight out of high school come their way asking for a job.

    A further complication appears in the findings of the latest U.S. Chamber of Commerce New Hire Readiness Report 2025. They suggest current high school students are drawing lessons from the time and money Gen Zers spent on college — only to find those degrees increasingly less useful in getting a job. Not illogically, many of those younger students are no longer bothering to consider higher education as an effective bridge for crossing into the workforce, and are trying to dive right in as teens.

    It turns out there’s a problem with that, too.

    The same hiring managers who no longer consider college degrees as important in making recruitment decisions as they had for decades still view them as immeasurably better for preparing future employees than no qualifications at all.

    “(T)hey view trade school or four-year college graduates as much more prepared to enter the workforce,” the report said of respondents comparing those degree holders to people trying to find work straight out of high school. “Yet, today the majority of high school students are not going directly to college after graduation.”

    Instead, they’re coming straight at employers, many of whom are rattled by the youngest wave of job applicants.

    So what can high school students do to avoid being underskilled and inexperienced to the point they can’t land a job — or going thousands of dollars into debt to finance a college education that’s no longer a fast track to a career? And what are employers advising to avoid both those scenarios?

    Survey participants urged those youths to seek out opportunities to engage with the workforce and acquire foundational experience in other ways. Those include internships or apprenticeships, as well as trade schools that respondents considered even more effective for developing early career skills than four-year colleges.

    They also propose remedial solutions before students finish high school.

    Fully 92 percent of hiring managers surveyed urged educators to introduce more business classes at the high school level. They suggested those should focus on teaching students skill sets that develop critical thinking and problem solving — tools 94 percent of respondents called essential in selecting potential new hires.  

    Respondents said new or improved high school business courses should emphasize effective communications, decision making, and teamwork abilities, which 98 percent, 97 percent, and 94 percent of respondents respectively described as important.

    Regardless of whether students learn about business in high school, trade schools, or colleges, 96 percent of respondents stressed the importance of teaching financial literacy to young people before they enter the labor market. Among those skills survey participants specified most as necessary for for entry-level work candidates to have are a working knowledge of taxes, net income, and budgeting; saving and investing; and borrowing, credit, and debt management.

    The value of helping high school students become better versed and experienced with business practices goes beyond ensuring company managers won’t have to face a new generation of employees even more difficult to integrate than many Gen Zers have been, the report noted.

    “This matters because high school students are such a large percentage of entry-level employees entering the workforce,” its conclusion said. “As a result, early talent preparation falls on employers to address, resulting in increased cost and time, or is not prioritized, negatively impacting workers’ livelihoods. An unprepared workforce can cause ripple effects throughout the economy and society.”

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    Bruce Crumley

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  • Micro-credentials in Canada: Is it worth it to upskill? – MoneySense

    Micro-credentials in Canada: Is it worth it to upskill? – MoneySense

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    These digital-first bragging rights are known as micro-credentials, and they’re booming right now. Micro-credentialing has been accelerated by the pandemic-driven demand for online learning, job-seekers’ efforts to upskill or reskill, and educational institutions’ desire to attract more students. 

    If you’re looking to increase your skill set or stand out from a sea of job candidates, micro-credentials could be a worthwhile investment—plus, you may qualify for financial assistance or tax credits. The trick is to choose a micro-credential program that’s right for you and your goals.

    What is a micro-credential? 

    A micro-credential is similar to a certificate or a degree, but more targeted and with less of a time commitment. Essentially, it’s a skills or learning upgrade that is focused on helping workers meet the needs of employers—or, conversely, of helping employers find or train workers with the skills they need. And it’s a recorded achievement: you earn a badge or certificate, or something else to prove you earned each particular credential.

    Micro-credential programs are often offered by universities and colleges, but you’ll also find programs from major employers like IBM and Salesforce, specialty providers such as FutureLearn and Coursera, and non-profits. Many other individuals and organizations offer learning and training programs, too: you might see courses available from your favourite finance blogger, or from organizations like Raw Signal Group and The Trauma of Money. Since trustworthiness is a key factor in micro-credentials, institutions that already have that trust baked in are well placed to flourish in this relatively new industry. Whether you choose to go with an accredited educational institution or a startup depends on what you want to learn and why.

    What are people most interested in when it comes to micro-credentials? According to Google data from early August 2024, top searches include:

    1. PMP (project management professional)
    2. CPR (cardiopulmonary resuscitation)
    3. Food handler
    4. Food safety
    5. BLS (basic life support)
    6. CSM (certified scrum master)
    7. WHMIS (Workplace Hazardous Materials Information System)
    8. Smart Serve certification (responsible liquor training program for Ontario)
    9. Cybersecurity certifications
    10. Google certification

    And the top-searched topics on eCampusOntario’s Micro-credentials Portal over the past 12 months are: 

    1. Project management 
    2. Accounting 
    3. Data 
    4. Leadership 
    5. Business 
    6. Payroll 
    7. Health 
    8. Marketing 
    9. Mental health 
    10. Finance 
    11. Human resources 
    12. Data science 
    13. Law 
    14. Python 
    15. Construction 
    16. Education 
    17. Writing 
    18. Digital marketing 
    19. Healthcare 
    20. Cybersecurity 

    According to the Higher Education Quality Council of Ontario (HEQCO), the two defining features of micro-credentials are a narrow scope and a short completion time. That makes efficiency the primary appeal of micro-credential programs. Degrees take years to complete and often contain requirements that are superfluous for those in mid-career. And, of course, many Canadians simply don’t have the resources to take extended time off to upgrade their skills or go back to school full-time. 

    Micro-credential programs are appealing in other ways, too. Many are offered online or in a hybrid format, meaning students can complete them on their own schedule. Micro-credentials also tend to be timely and relevant, so that people can acquire competencies they can use immediately. Canada-based programs can be a useful bridge for newcomers trying to localize their international skill sets and experience. Plus, they’re more affordable than traditional in-depth education and skills programs. In essence, they’re mini-programs that offer you what you need, when you need it—and no more.

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    Kat Tancock

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  • How to negotiate working less – MoneySense

    How to negotiate working less – MoneySense

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    “Think about what constitutes performance in [your] job,” he says. In some fields and industries, like marketing or financial consulting, performance is typically tied to a specific project rather than the number of hours an employee spends on the clock. Many freelancers do this by charging flat fees: The amount of time they spend on a project doesn’t matter, so long as they get it done.

    In those cases, Friedman says, you might be able to arrange for a four-day workweek or flexible hours. “If the job is amenable, it has nothing to do with time, it’s not client-facing, you don’t have meetings—then absolutely, you should go and ask for it,” he says. “But you’ve got to have a plan.”

    4. Start with a discussion—not a negotiation

    After all your reflection and research, it may be tempting to rush into your boss’s office and lay out your terms. Kaila-Gambhir advises against that—at least initially. Instead, she says, talk to your boss about the possibility of working less. That way, “you’re not committing to anything. You’re not giving them what your optimal, ideal scenario is just yet,” she says. “You just want to have a discussion—to explore options and see what may be possible.” 

    This phase isn’t just about gathering more information for your proposal. It also lets your boss see that you understand their position as an employer, one who needs to consider their own business needs alongside your request. Then you can book a follow-up conversation to ensure you keep the conversation going, Kaila-Gambhir says.

    If your boss isn’t open to the idea of a hard-and-fast change to your work schedule, this is also a good time to suggest a trial run of your proposal. A conversation, rather than an ultimatum-driven negotiation, can feel less intimidating for an employer. 

    5. Be prepared to walk away

    While it’s tempting to imagine that absolutely everything about a job is negotiable, that isn’t always true. For instance, it would be very difficult for an intensive care unit nurse to convince an employer to allow remote work. Same goes for the manager of a community centre or a barista. 

    In fact, most Canadian jobs have never been worked remotely. In April 2020, at the height of the first wave of COVID-19, it felt like everyone was at home. But the Statistics Canada Labour Force Survey reported that 40% of Canadian workers were mostly clocking in from home. As of last November, it dropped to 20%.

    To Friedman, asking for flexibility when your job cannot easily be done through alternate arrangements is a bad strategy. It won’t convince employers, he says, and might come off as entitled. If all else fails, finding a new job that will accommodate your desire to work less might be the best option. Some job postings include information on working from home, flexible hours, part-time status, etc.

    “Do you want a flexible job? Then maybe you ought to apply for another position that has more flexibility,” he says. “I’m not telling you that’s right or wrong—I’m just saying that’s what an employer will say.” 

    Understand what you’re up against

    You may have to accept the reality: a request to work remotely or outside of office hours may not be a possibility in your current job, or your boss may not see your working less as good for their bottom line. 

    But in his experience in coaching executives, Friedman says many are open to changing the ways their employees work. Negotiating a four-day week, a flexible work arrangement, or the ability to disconnect from email at the end of the day is totally possible, so long as you do your homework and know how to ask.

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    Brennan Doherty

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  • How to become a contractor: The real costs – MoneySense

    How to become a contractor: The real costs – MoneySense

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    What do I need to know about managing my finances as a contractor?

    No matter what type of construction business you launch or buy, it’s important to have a bookkeeping system in place—between material expenses, insurance fees, client payments and more, you’ll have a lot of money going in and out each month. You’ll need a separate bank account and line of credit for your business, and it’s smart to have a credit card that’s solely for professional use.

    Pro tip: Choose a credit card for contractors

    Scotiabank has a small-business credit card that’s great for contractors: the Scotia® Home Hardware PRO Visa† Business Card, which can be used wherever Visa is accepted. Its variable interest rate is tied to Scotiabank’s prime rate, and credit limits of up to $500,000 are available (a limit high enough for larger, or multiple, renovations). The card’s interest rate and credit limit depend on whether the account is secured or unsecured, subject to approval and the security provided. The Scotiabank Prime Rate is the prime lending rate published from time to time by The Bank of Nova Scotia. (See the current Scotiabank Prime Rate.) The card has no annual fee, and it has an interest-free grace period of 21 days on new purchases.

    And then there are the rewards. You’ll earn one Scene+TM point for every dollar spent on eligible business purchases made at Home Hardware, which has more than 1,000 locations across Canada, or online at homehardware.ca.

    For every 10,000 Scene+ points you collect, you can redeem $100 at Home Hardware. If you’re regularly buying construction and renovation materials, you can accumulate points quickly—and get a lot of free stuff. Points can be redeemed for groceries, travel, gift cards and more. Plus, as your contractor business grows, you can add supplementary credit cards at no cost. These are great perks for entrepreneurs who want to minimize spending while getting their home renovation business off the ground.

    The business credit card also includes insurance protection on most newly purchased items charged to the account. Most newly purchased items are covered for 90 days by Purchase Security, and these items may be eligible for replacement, repair or reimbursement if they are stolen, damaged or destroyed by fire.

    Cardholders also have access to optional business loan protection insurance, Scotia Business Loan Protect, which can help cover business loan payments, or provide a lump sum of money, if you or another eligible key person can’t work for health reasons or passes away. Scotia Business Loan Protect is underwritten by The Canada Life Assurance Company (1-800-387-2671, www.canadalife.com) under a group policy issued to the Bank of Nova Scotia. All coverage is subject to the terms and conditions outlined in the Certificate of Insurance, which you will receive upon enrollment.

    You can apply for the Scotia® Home Hardware PRO Visa† Business Card online. Plus, until May 31, 2024, you can earn up to 15,000 bonus Scene+ points in your first year (that’s worth up to $150 in points value) by making at least $1,500 in eligible purchases at participating Home Hardware, Home Building Centre, Home Hardware Building Centre, Home Furniture locations in Canada and online at homehardware.ca in the first three months after opening your account. Cardholders also have access to online tools and services designed just for business owners. See Scotiabank’s website for full card details.

    Building a successful career as a home renovation contractor

    If you have the skills and motivation needed to become a contractor in Canada, you have the potential to build a lasting, rewarding career in home improvement. Over time, you might find that the Scotia® Home Hardware PRO Visa† Business Card is just as important to your contractor business as any other tool in your belt. After all, every dollar matters to your small business—so make them count.

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    Erin Pepler

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  • Best jobs in Canada for immigrants: The top 5 industries in demand – MoneySense

    Best jobs in Canada for immigrants: The top 5 industries in demand – MoneySense

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    2. Jobs in health care

    The demand for health care workers has never been higher. The Canadian government has included health care workers in its first-ever category-based priority jobs process, announced in May 2023. The following month, it announced a new immigration stream for health care workers—the first 2,000 invitations to apply were sent out last year. Some provinces—including British Columbia, Alberta and Nova Scotia—have express entry or dedicated pathways for newcomers to get health care jobs quickly. Nova Scotia’s program is a pilot project. (See resource box below for links.)

    In-demand jobs: Health care jobs range from hospital administrative staff (such as medical office assistants, secretaries and schedulers) to unregulated care providers (such as personal support workers and physician assistants) to regulated professionals (such as doctors, nurses and pharmacists). (Regulation will vary by province or territory.) According to the Canadian Institute for Health Information (CIHI), the need for nurses here is high, based on Canada’s RN-to-population ratio. (In 2022, we had just 825 nurses per 100,000 people.) Physicians are also badly needed. From 2022 to 2031, the number of job openings for family physicians and general practitioners is expected to reach 48,900, far outweighing the estimated 29,400 job seekers, according to the Canadian Occupational Projection System (COPS).

    Training and credentials: This varies widely by job type, and by province or territory. Administrative and unregulated health workers may need training to satisfy job requirements; you can find courses at government-funded and private schools. For regulated health professionals, getting international credentials recognized in Canada can be challenging. This is changing somewhat, as regulatory bodies try to address the labour shortage. Still, getting licensed or certified to work in Canada can be expensive and time-consuming, and many newcomers are not successful in continuing their medical careers here. (Start with the government’s Foreign Credential Recognition Tool.)

    Industry hot spots: The demand for health workers is strong across Canada. However, there are some places where the need is greater than others. Family physicians are most needed in the three territories (Yukon, Nunavut and the Northwest Territories), Quebec and British Columbia. Among the provinces, the physician-to-patient ratio is the worst in Ontario, Manitoba, Saskatchewan and B.C. For personal support workers (PSWs) and continuing care assistants (CCAs), the demand is so high that some provinces, including Ontario and Nova Scotia, offer free training to qualified students. Graduates may be required to work in underserved communities for a certain period.

    Salary range: Salaries vary widely by role, location and experience. A few examples from Canada’s Job Bank: Medical administrative assistants can earn $17 to $34.55 per hour (lowest rate in Prince Edward Island, highest rate in Yukon), with a national median of $22.56 per hour. Registered nurses can earn $25 to $83 per hour (lowest rate in Quebec, highest rate in Nunavut), with a national median of $40.39 per hour. General practitioners (family physicians) earn $69,539 to $497,843 per year (lowest amount in British Columbia, highest amount in Manitoba), with a national median of $233,726 annually.

    Resources for health care workers

    Return to menu.

    3. Jobs in skilled trades

    There are many ways to join skilled trades in Canada. In mid-2023, the government announced a category-based priority immigration plan that includes trades jobs, such as carpenters, plumbers and contractors. Some provinces, such as Ontario, British Columbia and Nova Scotia, have programs to compete for much-needed skilled workers. (See resource box below for links.)

    In-demand jobs: Below are the top five Red Seal tradespeople in demand from now until 2026, according to Employment and Social Development Canada. (The Red Seal Program sets the standards for skills assessment of tradespeople. Canada has more than 300 designated trades; about 50 of them are Red Seal trades.)

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    Veronica Silva Cusi

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