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.

Are you actively networking?  If not, you are in the minority.  You are likely missing out on opportunities for advancement in your current career and if you are searching for a job, you are facing a much greater struggle than necessary.

Recruiters list networking as one of their most effective means of finding senior managers and more than two-thirds of executives listed networking as their best method of finding jobs.  The percentage of managers planning to leave their positions within the next six months is astounding and of course there are those that will be caught in the world of corporate downsizing or restructuring, all of whom will be entering into the job search market.  While they may not look for work on job boards or in newspapers, you can bet the smart ones are nurturing their networks.

Start out by simply making a list of anyone and everyone whom you think could be helpful in offering you contacts and/or advice and then expand your contacts through networking.  Attend professional networking meetings such as ExecuNet.  And there is no shortage of the number of available networking sites such as LinkedIn, Naymz and Ziggs.  As our world of networking continues to evolve, our networks are becoming less about who we know, than who the people we know, know!

According to a recent article, Job Seekers: Personal Connections Still Matter, most people are likely to rely on personal connections and their own experiences with potential hiring organizations when searching for a job.   A survey of those who were unemployed and searching for work, as well as those who were recently employed, (within six months), showed that 74% relied on friends and family and 70% relied on referrals from current employees at a company as resources when searching for work.  Online job databases were used by 62%, specific organizations’ web sites were used by 56% and 39% used search engines such as Google and Yahoo.

More interesting than the resources used by job seekers, were the responses regarding the resources that were the most effective.  Referrals and personal interactions were rated as the most effective, but only one-third considered organizations’ Web sites to be effective and only one-quarter said that online job databases were effective during their job hunt.

So go ahead and spread the word about your job search to everyone you know, including family members, friends, professors and former co-workers!  Take advantage of professional networking sites such as LinkedIn to make personal connections and locate former associates.

Once you have found a job prospect, be sure you are able to continue on a positive path by being prepared with a professional cover letter of introduction and a resume that makes you stand out from the competition!

If you are not convinced that hiring female executives should be a global priority, you will be when you read National Post’s article, ”A champion of women“. The most compelling information in this article is the statistics provided by Catalyst, a non-profit advisory group who looked at the relationship between women’s representation in corporate-officer positions and board-of-director positions in the U.S. Fortune 500 companies. These were their findings:

On average, companies with the highest representation of women in corportate-officer positions financially outperformed those with the lowest representation. Return on equity was 35.1% higher and the total return to shareholders was 34% higher!  The numbers were even higher for women serving as directors on Fortune 500 boards, showing a return on equity 53% higher, the return on sales 42% higher and the return on invested capital was 66% higher than those with the least number of women.

“When you consider these financial implications and the fact women are the single-largest segment of the talent force, at a time when Canadian businesses are fighting a war for talent, women become a critical part of the solution for businesses,” says Deborah Gillis, vice-president of Catalyst Canada.

But according to the most recent data from Catalyst Canada, only 15.1% of the top jobs in Canada’s FP 500 Companies and only 12% of board seats are held by women.  The Rosenzweig Report on women at the top levels of Corporate Canada reports 31 women now holding top-officer jobs in Canada’s 100 largest publicly traded companies, which is down from 37 last year.

Thankfully some Canadian firms are taking note and for the first time, Ernst and Young held a women’s leadership conference in Toronto which included 1000 men and women from 38 countries who came to talk about and learn how to help women advance.

“This is a global priority,” says Billie Williamson, Ernst & Young’s Americas director of flexibility and gender-equity strategy, as well as a senior partner at Ernst & Young LLP.  “What this boils down to is the active engagement of all of our people, especially our men, mentoring and being a champion of women.”

Engineers, machinists and skilled trade workers are among the nation’s most challenging postitions to fill according to this year’s survey of the hardest jobs to fill, released annually by Manpower Inc., as reported by U.S. employers.

Jonas Prising, President of Manpower North America said, “From our research it is clear that across the country employers are experiencing a mismatch between the talent their businesses need and the skills and abilities potential employees possess.”

Included in the hardest jobs to fill are sales representatives, technicians, accountants/finance staff  and new to the 2008 list are IT staff and production operators.

Again, we hear the reference to dealing with the “Baby Boomers” issue, and companies are being advised of the need to find a balance in attracting and retaining aging workers and at the same time initiating programs to target young professionals, especially those interested in technical and trade careers.

This survey coincides with the publication of the Manpower White Paper, Confronting the Talent Crunch: 2008, which highlights talent issues around the world and what businesses, government and individuals should be doing to adapt their human resource strategies.

Each year ExecuNet publishes a comprehensive report on the current status of the executive job market.  As always these surveys make for interesting reading, especially the 2008 survey which suggests that even though our minds are constantly being directed to a slowdown in the economy, some key points from this report suggest otherwise.

¬ “Thanks in part to an aging workforce and global economic growth, the demand for executive talent continues to increase while the threat of recession looms.”

¬ “More than 70% of search firms and corporate human resource professionals believe that there is a shortage of executive talent, and two-thirds (67%) say war for executive talent has intensified over the last year amid increasing economic uncertainly.”

¬ “Nearly all (86% corporate human resource executives and 61% of search firms report that they do not routinely post positions with a total compensation of $200,000 and above on public websites.”

¬ “Recruiters don’t deny that age can be an issue, but 71% of search consultants say their clients are less focused on age than they were in prior years; and 57% of corporate HR executives say that when over 50, the candidate’s age is not a negative factor in hiring decisions.”

¬ “Increasing demand in High Tech, Healthcare, Energy, and Business Services sectors, combined with a shortage of qualified talent and sustained economic growth overseas, is driving better than expected job growth at the executive level.” Dave Opton, ExecuNet’s CEO and Founder states: “Unfortunately, many of the opportunities created this year will remain out of reach to those who fail to read beyond the headlines,” “However, given the current pace of change, the consequences of ignoring opportunities to enhance your network and failing to closely monitor the marketplace are clearly rising.”

Finally I think this is a very telling comment:

¬ “More than 25% of search firms added professional staff in the last quarter of 2007, and another 46% have plans to hire more recruiters in the first quarter of 2008.” Mark Anderson, President, ExecuNet comments, “ They wouldn’t be expanding if they didn’t think they would have the search assignments to support additional staff,” recalling the hard lessons in the industry in 2001.