By Carter Haydu
country with 13 different apprenticeship systems, the inability to get
hours worked in one jurisdiction recognized in another appears to be a
barrier for journeymen-in-training looking for oilpatch jobs, but
greater harmonization of apprenticeship training at the federal level
and co-operative agreements between provinces can help solve the
“Currently, the administration of apprenticeship moves between provinces
can be extremely complicated depending on the trade, and the province
you’re moving from and the province you’re moving to,” Sarah Watts-Rynard,
executive director of the Canadian Apprenticeship Forum, told the
Bulletin. “It is always nice to see when provinces do what they
can to actually facilitate mobility, because that is something we see as
a problem on a regular basis.”
example, last month Alberta and Nova Scotia agreed, in principle, to
ensure apprenticeship training is transferable between both provinces,
allowing for recognition of apprenticeship work experience hours and
enhancing labour mobility for apprentices in both provinces.
from last month’s announcement, Alberta is working with other provinces
and territories through the New West Partnership Trade Agreement and the
Canadian Council of Directors of Apprenticeship (CCDA) to enhance
apprenticeship mobility. Further, the province recognizes registered
apprentices and journeymen from other Canadian jurisdictions at the same
level as their home jurisdiction and facilitates the transition of
apprentices between provinces.
the provisions of the agreement on internal trade, the Alberta
Apprenticeship and Industry Training Board also recognizes the
qualifications of journeymen from across Canada.
Apprentices vulnerable to regional economics; mobility
offers solution towards certification
Apprentices from Nova Scotia, and all provinces for that matter, should
have work hours in Alberta counted towards their training certification,
said Gil McGowan, president of the Alberta Federation of
has not always been the case, and so if this agreement helps address
that, then it is a good thing for the individual apprentices. It is also
a good thing for the Canadian economy, because it will allow apprentices
from the Maritimes to come here to Alberta and fill jobs that are open.”
According to Watts-Rynard, apprentices are very vulnerable to layoffs
during hard economic times, as an employer would want to maintain a
staff of skilled journeymen first and foremost. Therefore, the ability
for apprentices to move to other parts of the country for training hours
is key to ensuring all provinces are able to develop and maintain a
healthy arsenal of tradespeople into the future.
Employment and Social Development Canada spokeswoman said the federal
government is working with provinces and territories through CCDA to
harmonize apprenticeship training and certification requirements in 10
targeted trades: carpenter, mobile crane operator, hydraulic mobile
crane operator, welder, tower crane operator, metal fabricator, heavy
duty equipment technician, as well as general, structural and
ornamental, and reinforcing ironworker.
email response to the DOB, the spokeswoman said this project is
reviewing various apprenticeship training and certification
requirements, such as the sequencing of in-school technical training
levels and the total number of training hours.
federal emphasis on harmonization means that in first-, second- and
third-year training, apprentices would be doing comparable and
transferable work anywhere across the country, Watts-Rynard noted.
Red Seal allows for journeyman mobility across Canada;
ALF says to leave that system alone
noted that while the Alberta/Nova Scotia agreement should provide
improved apprentice mobility, Canada already has a very good mobility of
a very robust system that allows people to move from one province to
another once they have obtained their trade certification. It is called
the ‘Red Seal Program,’ and it works very well.”
JuneWarren-Nickle's Energy Group Daily Oil
Everyday Habits That Will
Get You Promoted
By Melissa Allen
There are many articles out there that
outline strategies for advancing your career, while inspiring, I often
find these concepts to be a bit abstract. Many of us don’t have the
time, or even know-how, to apply this advice to our daily lives.
However, I have noticed some common behaviours in people who rise
quickly through the ranks. So here are some instant, real-world
activities that you can start doing today to help you get your next
Take at least 15 to 30
minutes to industry read books, blogs, news sites and columns
specific to your industry every day. This is the quickest, simplest
way to stay on top of how your industry is evolving, allowing you to
spot potential opportunities for your team, company and your career,
and will help position you has a someone on the cutting edge.
In today’s hectic,
multi-tasking world, being over-prepared can seem impossible. But
it’s not. Whether that means opting out of less priority meetings
(or sending a replacement), coming in a bit early (or staying a bit
late), in order to get that presentation or report just right, it’s
well worth it and will allow you to consistently deliver quality
work with confidence.
Alright so you messed up
that one time. But you owned up to it, apologized, recommended a
solution, and then put that solution into action, so there’s no need
to dwell on it any longer. The more you dwell, the more it takes
your focus away from doing everything else right moving forward, and
you risk permanently associating yourself with that mistake,
jeopardizing future promotions.
Jim Rohn said “You’re
the average of the five people you spend the most time with.” I
personally take this to heart and so should anyone who wants to
achieve certain things in their life. Spending time with gossipers,
backstabbers, or even B-players and the mediocre means acclimatizing
yourself to their level.
Are you the “type” (like
I can be) that always starts projects but never finishes them? Do
you have a garage full of half-finished birdhouses or a corner piled
high with unfinished knitting? If that sounds familiar then there’s
a chance your habit of “unfinishing” projects could be trickling
over into your work life. In your personal and professional life,
make it a habit to always finish things you start, and keep everyone
up to date with your progress along the way. In no time at all,
you’ll develop a reputation for being a reliable colleague who
others can depend on to get things done.
Success isn’t about doing
one thing that will work instantly, it’s about methodically developing a
bunch of small habits and attitudes, that when combined, prepare you for
taking on new roles and responsibilities…and the success that comes with
How to Land a Job for
the Holiday Season
By Peter Harris
If you’re looking to land a seasonal gig for
the holidays this year, you can’t wait until after Halloween to start
thinking about Christmas. Employers are already hiring.
Obviously retail outlets staff up for the
fourth quarter of the year, requiring added staff to mind the cash
registers and sales floor and also to stock shelves, create displays and
manage events. It’s estimated that many retailers do up to 40% of their
annual sales in the last quarter of the year, with November and December
being the biggest months.
But it’s not just retailers hiring. Shipping
and distribution companies, especially with the rapid growth in online
shopping see a huge growth in demand in the fourth quarter. Fed Ex
announced that it was hiring 50,000 new people just for the holiday
season. Canada Post began posting for seasonal positions back in August.
Hospitality, tourism, and seasonal
attractions all do the bulk of their hiring before the start of the
actual holiday season so that newly acquired staff are ready to hit the
the hospitality and retail sectors are two of the industries showing
amongst the most robust job creation this year, competition for seasonal
jobs is still expected to be fierce. There has been an ongoing situation
of much higher than average youth unemployment in Canada for several
years now. Compounding that will be the students looking for part-time
and temporary work for the holiday season and increased competition from
semi-retired seniors filling more and more of customer-facing positions.
Even if you don’t need the extra cash for
the holiday season this year, you should still consider getting a job
for the good of your future. A recent study out of the University of
British Columbia showed how young people who work in the fast-food
industry or hold down part-time jobs while studying end up being more
successful in their long-term careers than their peers who didn’t work.
So get out there, and start now.
How to land a seasonal job
Apply now. Holiday hiring has
already begun, so the sooner you can get your application in, the
better. And don’t be discouraged if you don’t hear back right away.
Seasonal and part-time positions have a much higher than average
turnover rate. Many companies will also scatter their staffing up
over a period of weeks so that they can gage traffic levels and
consumer confidence this season.
Tailor your resume or application to the position you are
applying for. Customer service skills, product knowledge,
sales experience, and experience managing cash transactions will all
give you a leg up. Make sure you highlight these in your
application, and be prepared to speak to them in an interview.
Look the part of the retailer. If you’re applying for
a retail gig, be aware of the brand and style of the outlet you’re
targeting. If you look like a good fit with their image when you
walk in the door, you’ll have a better chance of walking out with a
Be flexible. Many places are open longer hours during
the holiday shopping season. The regular staff are dealing with
increased volumes of merchandising and customers. Employers need to
hire people who can pick up the slack. Being available (and
cheerful) to work evenings, weekends, long shifts, short shifts (and
short-notice shifts), will all go a long way towards getting you the
gig and making you invaluable on the job.
A seasonal gig is also a
great way to make an impression on employers. I worked full time in a
retail bookstore while in university, and I often saw the new holiday
workers who shone at work kept on as regular staff when the Christmas
crunch ended. (Sometimes even at the expense of workers who had been
there longer, but who were less customer-friendly or hard working.)
One Thing that Most Resumes are Still Getting Wrong
By Peter Harris
My parents are going through this thing
where they’ve suddenly decided to clean out the house of clutter. This
means that every time they visit they bring me more and more mementos
from my childhood including notebooks, papers, and embarrassing photos.
One such pile included a file folder of my
early resumes. You had to print them in those days either for mailing,
hand delivering, or faxing to potential employers. (Yes, I grew up
before the Internet was a thing.)
I found looking at my old
resumes (often for some reason titled in a bold historic font Curriculum
Vitae) more cringe-worthy than the long-haired photos from my long-gone
wannabe rock star youth. Perhaps this is because I do this for a living
now, but the resumes really were quite bad.
And here’s the thing: they
were bad precisely because I had followed all of the resume rules I was
told use at the time. And from the resumes I often see here at
Workopolis, many people are still following those same outdated
traditional resume pattern
Literally thousands of
resumes have the title Resume, C.V., or Curriculum Vitae. Employers
already know what a resume is, so labelling it as such is a waste of
valuable real-estate. This is your headline, the first thing anyone will
read on the document that is their first impression of you. Make it
count. Your resume should be titled the name of the job that you are
applying for – or how you best describe your career.
Next off, too many traditional resumes start
out with the candidate’s objective statement about what they are looking
for in a next employment opportunity.
There’s also usually a few
self-descriptive sentences about how you’re a hard-working team player
who is results oriented and customer focused.
Then they go on to detail
what you’ve been up to in your professional life so far, what you
studied in school, and what it is you’re good at. Sometime they even
list your interests and hobbies.
In short, the resume
provides a detailed portrait of who you are and what you’re looking for
as a professional.
But how is that interesting
to your audience?
You’ll be sending your
resume to potential employers who don’t know you and don’t yet care what
you’re looking for. Why should they? When reading resumes, employers
care about whether or not the person it describes can step into the role
they need filled. Do you have the skills to do the job? Can you make
their lives easier by filling the vacancy in their team?
Employers aren’t asking,
“What has this candidate done, and what are their objectives?”
No, they’re asking, “What can this candidate
do for me? Does this resume indicate that they can do it better than the
other candidates whose resumes I’m reading?”
resume isn’t about you, it is about the employer
This is the key message that your resume
needs to deliver: I understand what needs to be done (in this role, at
this company), and here’s why I would be great at it.
And that’s what most resumes still get
wrong. They’re focused on the candidate – the author, when they should
be entirely focused on the employer – the audience.
Saying that you’re ‘results
oriented’ is useless. Listing the actual results that you achieved is
powerful. (Similarly, being a hard worker isn’t particularly interesting
unless you manage to accomplish something through all that exertion you
put in.) In the real world there are no marks for effort or intent.
Describe your past work
accomplishments to show that you have the people skills, work ethic, and
technical ability to succeed and excel at the job that needs filling.
This is why you must update
your resume for each job that you apply for. And updating your resume
doesn’t mean simply adding your latest job to the top. You need to read
through every word and make sure that every skill included and
accomplishment listed are described in a way that makes them relevant to
the targeted job. That’s the first rule of successful marketing: focus
on the customer needs, not the product specs. (Yes, in this case, you’re
Not Doing This is Gross
By Elizabeth Bromstein
Do you wash your hands after you use the
If you all answered yes, 10%
of you are lying.
Last year, the New York
Times reported that researchers in Michigan observed 3,749 people in
public restrooms and found that 10.3 percent did not wash their hands at
all, and 22.8 percent used no soap. The rest used soap, but only 5.3
percent washed for longer than 15 seconds. Apparently, you’re supposed
to scrub for at least 20 seconds for optimal disease control.
Of course, these people didn’t know they
were being watched. Had they known, it’s pretty much guaranteed the
number of proper hand washers would have been significantly higher.
Case in point: A new
study from the University of Iowa’s Carver College has found that
healthcare workers are 7% more likely to comply with hand hygiene
regulations when their colleagues were nearby.
In total, between these two
studies, over 50,000 hand hygiene opportunities were recorded, and none
of those under observation were aware of it.
“What does this have to do
with my career?” you’re wondering, unless you’re a healthcare worker, in
which case the implications are obvious.
What it has to do with your career is
this: You never know who else might be in that bathroom, so act
recruiters shared their job interview horror stories, and one of them
“While in the restroom
washing my hands I noticed someone walk out of the bathroom stall
without washing his hands, ‘Gross,’ I thought. I went back to my
office and the receptionist rang to inform me my 1:30 appointment
was in the lobby. Low and behold my 1:30 was the person from the
bathroom. I met the candidate at the front and sure enough he
reached out to shake my hand. I told him that I had arthritis, so I
was unable to shake his hand.”
Even if (you think) nobody
else is in the bathroom with you, wash your hands anyway. Even if you’re
at home, and you’re certain nobody is there. You’ll get sick less often.
The Washington Post reported just the other
day on research that found viruses can spread from a single doorknob to
40-60% of surfaces and people in a building in less than four hours. Ew.
Wash your hands.
What I would also like to do
here is use hand washing as an analogy for best behavior, which we
should always display in and out of the restroom, and one way to ensure
this is to assume we’re always being watched – which you are, sort of.
You never know who might snap a secret picture of you not offering your
seat to the old lady on the bus and post it to social media. (And, by
the way, shame on you.)
As Thomas Jefferson once suggested,
“Whenever you do a thing, act as if all the world were watching.”
Evidence suggests even the illusion of an
audience is enough to change our behaviour, that many of us don’t make
choices based on what the right thing to do is, we make them based on
how they make us look, even to an imaginary pair of eyes.
So, the advice I’m giving
is, despite a seemingly endless stream of Twitter drivel advising you to
“dance like no one is watching” (stop freaking telling me how to dance,
dammit), if you want to be happier, healthier, better liked and more
hireable, you should actually:
Always assume someone is
watching and behave accordingly.
Wash your hands.
Prepare For and Conduct a Great Phone Interview
By Robert Half
As a manager, telephone
interviews are the go-to method for narrowing your list of candidates
and moving on to face-to-face interviews. A phone interview is short and
preliminary, so that makes it pretty simple, right? Not so fast. If
you’re not properly preparing for a phone interview with job applicants,
you could be wasting time and passing up on top-tier talent. Here are
some quick tips for conducting a great phone interview.
Preparing for a phone
typical phone screen interview lasts between 15 and 30 minutes, so
you’ll need to know exactly what you’ll focus on to be as efficient as
possible. Before you call anyone, re-review the job description for the
position. Prepare one list of interview questions and use it for every
short-listed candidate in order to make fair and accurate comparisons.
Then check candidates’ resumes again to see if you have questions about
what’s in them and what’s not, such as missing dates in their work
history. By having this information at your fingertips, you’ll be able
to focus on what candidates are saying rather than searching your
computer for relevant files during the phone interview.
During the phone
Take notes. Even though you think
you’ll remember what job candidates say, it’s important to write it
down, either with pen and paper or on your computer. This will help
later when you’re discussing the interviews with other members of the
team. Also make notes of your overall impressions of applicants.
Keep a scorecard.
Just as asking consistent questions will help you assess candidates
fairly after the interviews, keeping a rating scorecard of candidates’
strengths and weaknesses in areas such as experience, knowledge,
communication skills and professional engagement will help you maintain
your objectivity. This is especially important for candidates you might
be prompted to select based on likeability rather than skills and
Assess the skills candidates say they have.
The phone interview is the time to sniff out and separate the “resume
padders” from the “real deals.” For example, if you’re looking for a
person to manage complicated projects and the candidates you’re
interviewing have that skill on their resumes, ask for specific
examples. This is a great way to find out whether this responsibility
was a major or minor part of their duties, how recently they managed
projects, and what the outcomes were.
Don’t dominate the
conversation. In fact, you should talk for only about 20
percent of the time. This will ensure you get the most information
during the short phone interview. And be patient; don’t think that you
have to fill every pause in the conversation. The silence could mean
candidates are thinking through their responses before speaking — an
admirable trait that you’ll want to notice.
Have good phone
manners. The candidate is expected to display certain
etiquette during the phone interview, and the same applies to the
interviewer. Find a quiet place, such as a conference room, to cut down
on background noise. For the best call quality, use a landline. Help put
candidates at ease with some small talk before diving into the Q&A
portion. And since you’ll be on the phone for a while, it doesn’t hurt
to have a glass of water nearby. If you need to sneeze, cough or clear
your throat while the other person is speaking, put the phone on mute.
A phone interview requires thought and
effort if your goal is to learn as much as possible about candidates.
Use these tips to save time and make the most out of this key step in
the hiring process.
Robert Half is the world’s
first and largest specialized staffing firm with a global network of
more than 400 staffing and consulting locations worldwide. For
additional management advice, read our blog at blog.roberthalf.com or
follow us on social media at roberthalf.com/follow-us.