For many people not involved in the manufacturing industry, our current ecomomic state is somewhat of a shock. I’ve been asked, “How can we suddenly be in a recession?”. The following statistics from Statistics Canada will provide a better perspective on where our economy has been heading for the past nine years.

The last time we saw any growth in employment in the manufacturing industry was from 1998 to 2000. 2001 to 2004 was a period of stagnation and from 2004 to 2008 job losses reached 322,000! In just four years, one in seven manufacturing jobs disappeared and one in five manufacturing jobs were lost in Ontario alone!

Statistics Canada further reports, “ These trends are not unique to Canada — manufacturing has been declining in most Organisation for Economic Co-operation and Development countries. The situation in Canada was noticeable for being somewhat delayed, with manufacturing jobs beginning to decline only in 2004, while other countries, notably the United States, had already registered significant job losses for several years.”

The Canadian Federation of Independent Business has been lobbying at the federal, provincial and local levels of government on behalf of small and medium sized businesses, (SME’s) for over 35 years and provides the following statistics:

Small and mid-sized enterprises (SMEs) are essential to Canadian society and its economy. SMEs play a role in shaping local communities, creating new jobs and serving consumers. Collectively, they generate close to half of Canadian GDP, according to a CFIB estimate based on National Accounts data. Small and mid-sized establishments, with fewer than 500 employees, represent 97 per cent of all Canadian businesses and employ 56 per cent of all workers.

Prior to our last Federal Election, the CFIB sent a questionaire to each of the party leaders to assess their level of support for entrepreneurs and small business. Despite the significance of SME’s, which account for the employment of six out of ten Canadians, no response was received from the Conservative Party of Canada.

If you have been have been affected by manufacturing job losses or are considering a career transition, call today for a free resume critique.

As a former police officer, I have to agree with councilman D. Michael Collins of Toledo, who is also a former police officer and says, “This is absolutely irresponsible, and the mayor has no idea what the consequences will be to the city”. Mr. Collins is referring to the proposed layoff of 75 police officers!

It is understandable in today’s troubling economy that cutting costs is at the forefront of every business, every community and every individual. However, no decision should ever be considered that compromises the safety individuals!

Martin Buckland

Smart Money provides some good advice from Aleksandra Todorova in 7 Ways to Recession-Proof Your Career. Included are unemployment statistics for the U.S. since 1967 and although they are not nearly as high as they were in 1983, economists are predicting they could be close by 2010.

Details are offered for the following 7 ways to recession-proof you career:

Get personal
Be visible
Be a cheerleader
“Linkedin” to real life
Freelance
Take a pay cut
Reinvent yourself

Easily achievable, positive and effective. Great advice for everyone in today’s economy.

If you are new to finding a job, you may be a little overwhelmed by the increased number of job search tools available today, especially online.

According to a recent survey, Monster is listed as one of the elite in the online employment industry.  Another study to determine where 15,600 respondents found their last job reported that 13.3% were as a result of an ad posted on an Internet job board.  A further study of over 7,000 employees rated surfing online job postings as the number one most popular job search activity and the second most popular job search activity was updating their resume.

Networking is still your most effective job search tool, whether it be through online professional or social sites, or the many organizations that are available for face to face meetings such as ExecuNet or HAPPEN.

Today, it is imperative that you have an online presence!  Hiring professionals are using online networking tools to find you. Can you be found?

50 of the best employers in Canada have been published in the Globe & Mail ReportonBusiness.com Magazine for the 10th year.  Hewitt Associates, a global HR outsourcing and consulting firm designed and conducted the study, involving over 100,000 employees, 1200 leaders and 200 organizations.  Strict guidelines are followed to produce results including a concept called employee engagement, researched and developed by Hewitt Associates, which measures three elements, say, stay and strive described as follows:
“Speak positively about the organization to co-workers, potential employees and customers.  Have an intense desire to be a part of the organization. Exert exta effort and are dedicated to doing the very best job possible to contribute to the organization’s business success.”

Of the top 50 employers in Canada, three have been on the list for the past five years, one for the past seven years, Keg Restaurants Ltd. and one for the past nine years, Chubb Insurance Co. of Canada.

The following are the top five employers:  EllisDon Corporation, London, ON; PCL Constructors Inc. Edmonton, AB; Bennett Jones LLP, Calgary, AB; Edward Jones, Mississauga, ON and CIMA+, Montreal, QC.

Sponsors of this study also include, Queen’s School of Business and study partners, Canadian Council of Human Resources Associations, Workopolis and LA PRESSE.

The countdown to 2009 was fraught with a barrage of forecasts, especially those related to future employment.  Unfortunately, much of what we are hearing is bleak.  Whether you work in Canada, the United States, Dubai or China, layoffs are the top news stories. Challenger, Gray & Christmas published their Work Place Trends Outlook for 2009 and predict an increase in unemployment throughout 2009 and believe we will not see employment growth associated with a healthy and expanding economy before 2013.

Although unsettling, to say the least, we are fortunate to have been part of a stable or booming economy for many years.  It is now time to initiate the changes that are necessary in an extremely competitive global marketplace and get through the expected lengthy economic recovery.  The best resources available today are online.  Online resources not only allow you to keep abreast of current affairs, personal and professional networking websites are soon to be the number one tool used by both employees and employers.  You need to stand out, ONLINE!  Research and find information on those industries that are not affected by this global economic downturn.  Search employment sites around the world and consider relocating. Review opportunities available to further your education, improve skills, increase your marketability or begin a second career. Keep on top of new government initiatives that provide funding for further education or job creation projects.  Web sites offer world wide information and it’s free.  If you don’t find what you are looking for, ask us ONLINE!

Randstad, a job placement agency, surveyed 6,600 employers and found 53% of managers feel that the search for employees is more difficult than it was in 2007.  According to Statistics Canada,  this trend will reach a turning point in 2016 when the number of people leaving the job market will be greater than the number of people entering it.  In response, companies will have to devise ways to attract new graduates.  Generation Y is showing expectations of good salaries, benefits and a respectful environment that  considers employees as partners rather than mere employees.

Randstad also reports close to 80% of jobs are not advertised and 94% of those asked, found their jobs through networking.  Sebastien Girard, regional manager for Randstad says, “We advise our clients to spread the word about their job search to as many people as possible” and he comments on the importance of Facebook as well as other social networks, newspapers, professional association websites, job search sites and job placement agencies.

For valuable tips on effective networking online and off check out Networking and Your Job Search.

It’s no surprise that most people agree the major cause of stress in Canada is financial pressure and it is unlikely that these results would be any different in the United States. What is surprising, even shocking, is the financial cost of stress on the Canadian industry. According to Dr. Kenford Nedd, it is approximately $51 billion annually – more than the profits of all Fortune 500 companies put together, adding, “If you really look after stress, you’re looking after your business”.

Be well – Money and Stress, is a special information series on wellness at home and in the workplace, sponsored by Desjardins Financial Security. Ms Nowski, director of disability claims and management for Desjardins Financial Security, says “Unmanageable stress and unmanaged worry can have long-lasting effects on mental and physical health, quality of life and productivity in the workplace, so it is in the best interests of both individuals and organizations to take a proactive approach to managing financial stressors.”

Ongoing stress in the workplace and at home can severely impair our immune systems with the potential to result in long term illness or even death. Although this is a critical issue, there are some simple steps that anyone can take to prevent serious negative effects and help in maintaining a healthy immune system. Make a point of reaching out to others. Decide if you are in need of reaching out for help. Eat healthy and nourishing food. Don’t skip meals, especially breakfast. Get a full night’s sleep and maintain a regular exercise program. If you can’t make it to the gym, go for a walk. Think positive. Take the time to smile and laugh with coworkers. Dr. Kenford Nedd, says, “Happiness in the workplace triggers the release of chemicals that strengthen the immune system…”.

In Japan, 34,000 otherwise healthy men, die every year of stress-related heart attacks. Nutritious meals, regular exercise, sleep, happiness and reaching out can increase your ability to manage stress. You have the choice to take control of your personal life and stay healthy! Your physical and emotional health impacts your family, friends, business and our country. It starts with you! Do you really have a choice?

In today’s economic crisis, the number one job available is in SALES!  These positions are currently the most sought after as an increase in sales could potentially be the key factor in the survival of many companies caught up in today’s economic turmoil.

Increasing sales is one of the few definitive options available to the decision makers of many companies and organizations at a time when so much is beyond their control.  The fluctuating dollar, volatile stock markets and wavering economies of neighbouring countries have resulted in widespread, growing concerns over the viability of many businesses.  An economic crisis, forecasted by some, as the worst since the Great Depression of the 30′s.

Many people are currently in career transition and those who are not could potentially be in the near future.  Statistics show a continuing decline in the length of tenure in all executive positions.  Although it may not seem to be at the time, this transition can be a positive opportunity for your career development.  By acquiring knowledge and a clear understanding of current trends in our market place, recognizing the significance of fulfilling your own needs, focussing on your strengths and following your passion you can set the goals needed to create a path to success.

If you require the professional advice of a career transition coach, professional branding strategist or master resume writer please do not hesitate to contact us.

Plumbers, carpenters, masons, electricians, machinists, mechanics and crane operators have provided work for about one million people in 2007, as reported by Statistics Canada.  Other than a brief decline in the mid-1990′s, skilled trades have seen a steady employment growth to date.

The proportion of trades employment varied by province, with an increase from 9% in 1987 to 15% in 2007 in Alberta, due to the oil and gas boom.  Whereas Ontario experienced a significant decrease in trades workers from 41% in 1987 to 36% in 2007 coinciding with the decline in the manufacturing industry.  In 1946 Canada’s total employment in manufacturing was 26% and in 2007 it has declined to just 12%!

Studies have shown that 51% of immigrants from 2001 to 2006 arrived with a university degree, far higher than the 20% for the Canadian-born population.  Since educational requirements for the trades are below university level it is not surprising that fewer immigrants are employed in the trades, 17% in 2007 compared to non-trades at 21%.

97% of all workers in the trades have full-time jobs and 97% are men.  The proportion of men in other occupations has seen a decline in the past, from 54% in 1987 to 50% in 2007.

A CBC article, “Who’s your plumber?”, generated some interesting comments, including one from an individual describing the trades as low prestige, labour intensive, dirty work requiring long hours and travel noting that women don’t want that but they should be encouraged to be equal!  It may be significant to note that in a 2006 Census, women accounted for 60% of university graduates.

Any industry reporting steady employment growth, despite the current economic turmoil is welcome news, even if it is a male dominated industry.

Do you have an enticing resume as a skilled trades worker?  Call now for a free resume critique!

Whether you are in a high profile executive position or career transition, it is likely you are experiencing some amount of stress. You may also be aware that those stressful situations will diminish or disappear entirely in the event of laughter.

Laughing your way to organizational health, by David Granirer for About.com reports that a recent study found managers who facilitated the highest level of employee performance used humour the most often. Thomas Kuhlman, a psychologist a the University of St. Thomas relays specific indicators that tell us we need to incorporate humor into our workplace.  How we react to stressful situations is a choice to despair or laugh. “Being able to laugh about oursleves and our situation helps us release tension, regain our perspective, and accept that which we cannot change. Not ony that, it also gives us the physical energy and resilience needed to survive.”

More and more companies are recognizing the value of creating a fun workplace and organizations such as, Big Fish Interactive and Tree Top Trekking offer professional team building events and outdoor adventures.  The connection of humour, laughter and creativity will contribute to a healthier workplace and a sense of individual and team purpose, passion and play.

Scientific studies are reporting the health benefits of laughter beyond relieving stress to include lowering blood pressure, boosting the immune system and burning calories!

Shirley Maclaine said: “I laugh at myself a lot. The person who knows how to laugh at himself will never cease to be amused.”

In Good Life In the City magazine, Tracy McLaughlin writes, “There is nothing like a good rolling, rollicking, hearty laugh.  It sucks the stress from every pocket of your body and leaves you feeling refreshed, energized and happy”.

CareerBuilder has a great article by Selena Dehne on the impact your social networking profile could have on getting hired or fired.  She suggests that many people have no idea, or maintain an, “it won’t happen to me” attitude when it comes to posting derogatory statements or lewd photos that may cost them the job of their dreams.  Also listed in this article are key points on how to get hired, by showcasing your skills, and how to get fired by posting a scandalous photo or updating your profile on company time.

Bosses screening applicants’ Web lives, published in the Globe and Mail shows the results of a recent survey by CareerBuilder.com which found that 22% of hiring managers are screening potential employees via social networking profiles, up from 11% in 2006.

The top concerns among hiring managers included posting information about drinking or using drugs, posting provocative or inapporpriate photos and information, poor communication skills, lying about qualifications, descriminatory remarks and an unprofessional screen name.

The survey found 34% of hiring managers that screen candidates on the Internet found content that resulted in dropping them from the short list.  However, 24% said they found content to help them solidify their decision to hire a candidate.

Only 16% of workers with social networking pages said they modified the content on their profile to convey a more professional image to potential employers.

Is your online profile putting you at risk for an opportunity to land your dream job?

According to Manpower’s Global Employment Outlook, hiring across the globe is down significantly, as reported in Forbes magazine article, World’s Worst Places To Get A Job.  Hiring in the U.S. grew at 18% in the fourth quarter last year and is expected to drop to 9% for the same period this year.

Even China will see a drop in hiring expected to grow 12% this year over last years 13%.  The largest decline was in Singapore where hiring grew 53% in the fourth quarter last year and is expected to be 25% this year.  Japan, the U.K. and Spain are all expected to drop.

However, small growth in hiring is expected in the Netherlands, India and Belgium.

A further report in Business Week from Monster Worldwide Inc. said its employment index, which measures online recruitment activity, rose to 159 last month from 157 in July.  Year-over-year the index has remained down 14%.

Online job availability has increased in both the utilities and mining industries and a significant decline was seen in the agriculture, forestry, fishing and hunting industries.

….Planning vacations while working!  According to a new online survey of visitors to Monster.ca, only 43% of 1439 Canadians said they “do not work at all” during vacation.

“Many Canadians seem to be missing the point when it comes to taking holidays”, said Monster Canada vice-president of sales and general manager Peter Gilfillan, noting that using vacation time wisely is crucial to maintaining a good work-life balance.

While most Canadians stay connected to work while vacationing, a further survey by Monster.ca revealed that 50% planned their vacations while at work!

If you are planning your vacation while at work, you are taking away from your employer and if you are working while on vacation, you are taking away from yourself.  Either way, someone is losing so keep the holidays all about you and the work all about the employer!

Emerging Technology, globalization and demographic changes continue to have a significant impact on our workplace.

In a recent article in the Baltimore Sun, John A. Challenger, chief executive of Challenger, Gray & Christmas, a Chicago outplacement firm identifies some workplace trends of the future that could transform office culture.  He begins by saying, “Teleconferencing could end business travel.”  Audio, video and Web conferencing continues to grow significantly as these tools become less expensive and more available.  Soaring energy costs will also have an impact on reducing business travel and the potential for increased productivity with less time spent travelling.

“No health benefits.”  Not a surprise to anyone.  On a positive note, employers are introducing health and fitness programs.

“A four day work week in the office becomes standard.”  It will help in dealing with soaring gas prices and who doesn’t want a three day weekend?

“Globalization will lead to an exodus of specialized workers to job-rich areas.”  Not to mention the effects of skills and talent shortages.

Challenger goes on to forecast further trends including, the evolution of cubicle life to open spaces and common areas, free agents representing 40% of the U.S. work force by 2012 and no more corporate offices.  The emerging workplace flexibility and the need for companies to save costs on real estate are key factors.

Managing the work-family conflict by Judith Maxwell, and published in the Globe and Mail adds to the thousands of blogs and articles verifying the ever increasing acknowledgement of the importance of a healthy balance between work and family.  And I continue to follow up further to previous blogs, “Employee’s looking for work life balance” and “Bummed out at work?”

Barack Obama recently said, “We need families to raise our children.  Only families can set the standard of exellence, pass along the value of empathy, and give the gift of hope – hope that something better is waiting for us if we’re willing to work hard for it.”

Our government, our employers and our society as a whole must be committed to supporting men and women to be the best they can be in the world of work and in the home.  The cost both financially and psychologically is too great to ignore!  If the number of positive initiatives currently underway prove to be successful, we will eventually eliminate the serious conflict that is so prevalent between work and family and establish a healthy balance.

A recent ariticle, Why women quit technology careers, by Kathleen Melymuka relays some startling research from this month’s Harvard Business Review.  Women, between the ages of 25 and 30 are excelling in the science, engineering and technology fields making up 41% of the young talent with related credentials.  Unfortunately, 52% of this talent drops out, most significantly between the ages of 35 and 40, which relates to approximately one million well qualified women. Not only are women leaving technology and science companies but they are leaving the field all together.

Most startling is one of the main factors attributed to this significant dropout; sexual harassment!  63% of women in science, engineering and technology have experienced sexual harassment!  This 2008 study included private-sector employers in the U.S., three large global companies with women working across the world, focus groups in Australia, Shanghai and Moscow and all data was consistent.  Appartently India is a little better than the U.S., but there was little variation found around the globe.

An average 71 hour work week in the tech industry including emergencies and a very family-unfriendly atmosphere also presented a serious work-life issue to women balancing children and a career.  Although women often take a brief break from their careers, in many fields 100% will try to get back into the industry at a later date.  In the technology and science industry only 60% say they would be willing to give it another try if conditions were right.

Several high profile companies, (Cisco Sytems Inc., Intel Corp., Johnson & Johnson and General Electirc Co.) that were involved in this research project are experimenting with programs to change the pattern of the female exodus from IT and have implemented some promising initiatives.

In a survey found in Trans-Logic Executive Search Group’s May Issue, 100 senior executives were asked, “In your opinion, on which day of the week are employees generally most productive?”  If their opinions are correct, everyone might as well take Friday off as it was listed as the least productive at 2%!  Thursday was close at 3% and Monday and Wednesday were at 18% and 19% respectively.  Be sure you show up for work on Tuesday’s or the company you work for could be in dire straights as Tuesday was voted the  most productive day at 53%!

In a study on employee health and productivity produced by Ipsos-Reid on behalf of FGIworld, CEO’s and working Canadians were asked to identify from a list of workplace factors which ones they believe are positively impacting productivity in their organization.  Results listing CEO’s and working Canadians respectively are as follows:

Effective training programs - 79% and 73%
Management practices – 69% and 64%
Appropriate employee assistance programs to help manage worker stress, burn out, or other physical and mental issues – 60% and 60%
The design of worker pay structures and incentives – 57% and 58%

The top issue negatively affecting productivity was stress, burn out or other physical and mental health issues, according to 66% of CEO’s and 71% of working Canadians.

Study after study has provided consistent results showing employees general well being/mental health is the real key to productivity and motivation.  Employees continue to rate general well being and mental health as a more important issue than money.

“Talent Shortage Emerges as No. 1 Employer Concern” “Our population will begin to shrink and our workforce will dry up.” “Schools in peril across Ontario” “Census Points to shrinking households” “Retirement of baby boomers may reverberate in workplace”, ”Enrollment Shrinking, says education minister”, “The Talent Shortage Myth”, The Immigration Squeeze”

These are only a few of the headlines we are being inundated with concerning the projections of a severe talent and skills shortage in our North American labour market.  While some believe it is directly related to the aging baby boomer population, there are those who attribute it to our declining population and the significant reduction in education enrollment.  Of course everyone has their opinion, as reported in articles contending the talent shortage is nothing more than a myth and a hoax, comparable to the Y2K scare.

On  the “myth” side, I found it difficult to find statistics and pertinent links to information.  It appears that the main reason the ”talent shortage” is believed to be a myth, is the fact that we can’t predict retirement patterns and workers will work longer.  I’m pretty sure both sides will agree, based on history, statistics and plain old common sense that although 76 million baby boomers will be eligible for retirement, it is highly unlikely that they will all retire the same day.

The statistics and surveys available that support the prediction of a ”talent shortage” relate to more than just the number of baby boomers that will be retiring.  Here are just a few:   (more…)

According to a recent Survey published by Monster, 89% of respondents look for work/life balance programs when evaluating a new job.  Only half of the HR professionals agreed on the importance, which is probably why only 29% of employees who participated in the online survey rated their company’s work/life balance programs as good or excellent.

The 2008 Executive Job Market Intelligence Report compiled by ExecuNet also contains some interesting information regarding job satisfaction.  40% of employed executives are not satisfied with their jobs.  Although boredom and a lack of advancement were the most cited reasons, work/life imbalance was also a key reason why they leave companies.  Dave Opton, ExecuNet CEO and founder said, “We see this year after year – money will motivate people to come on board, but it can’t make them stick.”

Salary.com reported in their third annual 2007/08 Employee Satisfaction and Retention Survey that the top reasons employees stay at their jobs was not an attractive compensation but relationships with co-workers.  Included in the top five reasons were relationships with managers, benefits and desirable working hours.

Employment surveys and statistics are available in abundance and yet with the wealth of information available we continue to see surprising disparities between how employers and employees perceive job satisfaction.