EXPERT ADVICE Columnist Ron McGowan says Resumés are so last century
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Newcomer’s feel underemployed
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Switching career paths
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CV: two letters to know
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Second quarter hiring expected
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Building boom needs skilled workers 9 B.C. Tech job wars heat up
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Finding work in B.C. just got easier Government “WorkBC” plan to grant job seekers greater access to employment services takes effect April 2 BY NOA GLOUBERMAN
In 2011, after two-and-a-half years of provincewide consultations, research and data analysis, the Ministry of Social Development announced a new employment program for British Columbia. Its goal: to grant all job seekers greater access to a more flexible menu of employment services, ensuring clients are supported in finding work as quickly as possible – regardless of where they live. One way the government set about achieving this was to identify various proponents to deliver four provincially funded employment programs and six programs funded under the Canada-BC Labour Market
Development Agreement (learn what these are by visiting www.labourmarketservices. gov.bc.ca) through 85 new “storefront” WorkBC Employment Services Centres, which are scheduled to open on April 2 throughout the province. “Think of the new WorkBC Employment Services Centres as one-stop shops for certain employment services,” explained Shameemah Kalaichelvan, a former Job Options BC program facilitator at the Progressive Intercultural Community Services (PICS) Society in White Rock. “The new model has integrated 10 ‘legacy’ programs into one,” she added. “Before, clients had to go to different agencies to access these different employment programs
and services; now they can come to one place to have all their needs met. It makes everything easier and more organized.” According to the WorkBC website (www. workbc.ca), each employment services centre will offer job-search resources, personal employment planning and workshops and training, as well as specialized services. Trained staff will be available to work with job seekers to determine the services and supports that will help them find success in their job search. Additionally, every WorkBC Employment Services Centre has resources and tools available to support clients in their job search, including computer workstations, public telephones, a fax machine and photocopy
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services. “It is very much a one-stop-shop system,” agreed Family Services of Greater Vancouver (FSGV) CEO Caroline Bonesky, adding that, before these changes took place, her agency was contracted to provide employment services through two Vancouver locations: one on East Broadway Avenue west of Commercial Drive and another on Davie Street near Burrard. As of April 2, FSGV will only be operating the downtown location as a WorkBC Employment Centre. “Broadway and Commercial will be closing,” Bonesky confirmed. PICS, on the other hand, partnered with see Changes page 4
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Success Story BY NOA GLOUBERMAN
When Jonathan Newell arrived in Vancouver from the United Kingdom in June 2011, he felt happy to leave what he calls “rip-off Britain” behind. “I felt that the quality of life for my family was better here,” he explained of his decision to pack his bags and start over in a new country. “Here in Canada everything is cheaper compared with the U.K. There seems to be more family time here and weekends are spent outdoors.” Newell, a plumber and heating engineer by trade, also hoped to find a great job in his new home. “Naturally, I wanted to get back into the same profession when I arrived, as this what I have been doing for years,” he said. After receiving his Canadian visa (prior to leaving Britain), he was invited to attend a free two-day Canadian Immigrant Integration Program (CIIP) session, which he calls “a blessing in disguise.” The federal governmentfunded program (with offices in China, India, the Philippines and the U.K., with services available in additional areas) aims to prepare newcomers for economic integration while they are still in their country of origin, during the final stages of the immigration process. “Immigration is vital to Canada’s population growth and economic prosperity,” stressed Pam Kaur, CIIP program co-ordinator at the DIVERSEcity Community Resources Society in Surrey.
Before he ever set foot in Canada, a unique program for newcomers helped Jonathan Newell prepare for career success
“Yet, while demand for their skills grows, many highly competent newcomers to Canada remain underemployed. [CIIP was created] to address this problem.” The program helps immigrants by providing information, planning and online support through partners in Canada. It also assists them in “jump-starting” the credential-recognition process before they even step foot in this country – something Kaur calls “one of the biggest barriers faced by immigrants.” In terms of learning more about finding work once he arrived in Canada, Newell said, “I thought the session was very informative and gave a realistic view on what it would be like. Without having attended it I don’t think I could have been as prepared as I was.” He was advised, for example, to connect with DIVERSEcity prior to his arrival in Vancouver, in order to ask any questions he had pertaining to settlement and employment. “Pam was very helpful and gave me some professional advice and guidance on the steps I needed to take regarding licensure [and] referred me to a trades program,” Newell said. “The expertise and advice helped me immensely.” DIVERSEcity, Kaur explains, is a “focal point partner” for CIIP, meaning it provides settlement services to help newcomers improve their language skills and find employment before they immigrate. “These and other services help newcomers get the vital tools needed to succeed in our economy and society,” she added. “[We also help] clients to
After receiving his Canadian visa, Jonathan Newell attended a free two-day Canadian Immigrant Integration Program session in his native Britain in order to prepare for economic integration in his new home.
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navigate through their job-search journey by introducing them to employers, recruitment agencies, educational institutions, credential and assessment bodies and immigrant-serving organizations.” Newell was referred to the Immigrant Trades Training Initiative Program offered by B.C.’s Industry Training Authority, which he attended once he’d landed in Canada. “The counsellor in the program assisted me with completing paperwork, enabling me to enrol in a relevant course,” he said. “He also arranged for my college fees to be reimbursed. I cannot begin to tell you how helpful this was. It is so hard to live off the little amount that we are allowed to bring into the country, and during the first few days you will be surprised … some of the expenses newcomers encounter.” Newell’s next step was to attend a 12-week course at BCIT in order to “challenge the B ticket as a gas fitter.” Now gainfully employed, he joins many other successful CIIP graduates, over 67% of whom are currently working in Canada (93% of those gained employment within six months of their arrival, and 73% within three months). He credits CIIP with helping him to better understand the cultural nuances of looking for a job in Canada – a truly “foreign” process compared with that of England. “There was a lot I had to learn,” he admitted. “Preparing a resumé, networking and attending interviews. I was told to put myself out there and not to hesitate going door to door if I had to.” He was also advised to accept a position on a volunteer basis, which could lead to paid work down the road. “Less than a month after arriving in Canada I decided to take my resumé along to a prospective employer and offered to do some volunteer work in order for them to ascertain
“Many highly competent newcomers to Canada remain underemployed” – Pam Kaur, CIIP program co-ordinator, DIVERSEcity
what I was capable of. This was due to me having no Canadian experience,” Newell said. “They gave me this opportunity and were not disappointed in my skills. This of course turned into a permanent position as a gas fitter. This was a huge relief because now not only am I able to sustain myself and my family, I also see my Canadian dream coming true.” Among his many goals for the future, Newell plans to build on his training and, perhaps, start his own plumbing company one day. “The CIIP program is one of a kind, and the professionals involved in it are … the best,” he said. “There are challenges I still face, however, the biggest hurdle – getting a job – I have overcome.” • nglouberman@biv.com
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Rick Mercer: A Nation Worth Ranting About “Canada’s Unofficial Opposition”, he knows exactly what matters to Canadians and what makes them laugh.
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Four leading and high-profile political pundits share their perspective on the year ahead in politics and business.
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Four top female CEOs share their successes, challenges and experiences that paved their way into the C-suite.
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Newcomers face underemployment challenges Photo CANSTOCK
RBC poll says many Canadian immigrants feel their current work is a “step down” Almost half (49%) of newcomers who have been in Canada for one year or less feel underemployed, according to a Royal Bank of Canada (RBC) poll released last summer. Even after six to 10 years in Canada, a t h i r d ( 3 2 %) of newcomers continue to feel that their current job is at a lower skill level than they had, or would have had, in their country of origin. According to the poll, a majority of newcomers (52%) measure success based on their career, which includes having a good-paying job in their field of expertise. “Once newcomers get past some of the career challenges they face when they move to Canada, they make a tremendous contribution to the country’s productivity and diversity,” said Camon Mak, RBC director of multicultural markets. “Canada is built on immigration; new skills and resources continue to be key drivers of our country’s global success. It’s important that we help newcomers get settled quickly both into their new home and their new careers.” Despite the importance of landing Many newcomers feel that their a dream job, only 42% of immigrants current job is at a lower skill level indicated that they sought out than they had, or would have had, information about career options in their country of origin. in Canada before deciding to move.
Twenty-nine per cent searched for information to determine whether there was a demand for their career experience; 24% researched whether or not they would need to be recertified to meet Canadian standards. However, while they may not have their “dream job,” only 12% feel locked in a job that may not lead to their desired occupation. When polled, newcomers provided the following career advice: be prepared to wait for your dream job; determine if you need to be retrained or meet certification requirements; and find out if there is a demand for your skill set. Mak offers the following three tips to help newcomers succeed in Canada: Do your research: determine what you need ahead of time. RBC, for one, offers newcomers advice and provides them with tools to assist with the moving process including resumé writing and job-hunting tips. This may mean the difference between securing a good job in your field of expertise or working in an unrelated field in order to make ends meet. Seek out learning opportunities: there are many seminars for newcomers, such as the 7 Success Secrets for
Seek out learning opportunities: there are many seminars for newcomers
Canadian Immigrants www.prepareforcanada.com, that offer great opportunities to gain invaluable advice, network and meet other newcomers. Set a budget and track your spending: take advantage of online banking tools to help set your budget and manage your monthly spending when you arrive in Canada. For example, myFinanceTracker www. rbcroyalbank.com/myfinancetracker automatically categorizes transactions, tracks expenses and provides advanced budgeting capabilities for all your personal banking and credit card accounts. • RBC supports newcomers by providing them with resources and tools that make the transition to a new country seamless. www.rbc.com/canada
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behind because the new service providers must ensure that everyone has access to the same services, regardless of where they live in the province.” As such, in addition to the 85 storefront locations mentioned above, another 114 satellite offices are being opened, where clients will also be able to access provincial employment services. Many locations will also use mobile services and outreach for specialized populations or those living in remote areas. While Bonesky believes that, from a client perspective, the changes are for the better and that most existing clients’ services will not be interrupted.
“It is very much a one-stop-shop system” Photo CANSTOCK
– Caroline Bonesky, CEO, Family Services of Greater Vancouver
WorkBC: a new provincial employment program hopes to make it easier for all British Columbians to find work
Changes are for the better from Finding page 1 the Boys and Girls Club of South Coast BC – one of the successful contractors identified by the government last October – to open a new WorkBC Employment Services Centre in Delta, where Kalaichelvan has been placed as a case manager. (Job Options BC, which is not one of the 10 “legacy” employment programs, is still available through PICS and, as of press time,
the agency was looking to fill Kalaichelvan’s old position.) “This new system is much more flexible,” Kalaichelvan said. “Say a client originally comes to see us in Delta and then ends up moving to another location, somewhere else in the Lower Mainland or the province – he won’t have to tell his story all over again. All of
the [WorkBC Employment Services Centres] will be connected and have access to his file, so he can just visit the centre closest to him and staff there will be able to help.” Another goal of the new employment program is to ensure effective delivery to specialized populations, including immigrants, youth, aboriginal people, Francophones, persons with disabilities, survivors of violence, persons with multiple barriers and people living in rural and remote areas. According to a government press release, “No unemployed British Columbian will be left
The Ministry of Social Development will set up an expert advisory panel to monitor how the new model works for British Columbians, as well as a panel of specialized experts to examine how the model is working for clients with specialized needs, such as those with disabilities or clients with multiple barriers to employment. The province has committed to invest $341.2 million in employment services for 2011-12. The new employment centres support the government’s Families First commitment and BC Jobs Plan, which will strengthen the economy, creating and protecting jobs for British Columbians. • For more information about the new WorkBC Employment Services Centres, visit www.workbc.ca/workbccentres/welcome.htm.
RON MCGOWAN Resumés are so last century HOW TO FIND WORK
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Resumés: the one and only tool used by a majority of employment seekers. They still have a place – but you have to be selective in how you use them. Job seekers need to understand the difference between applying for a job and looking for work. Most approach both processes in the same way. But the fact of the matter is, in today’s workplace, you’ll spend a lot more time looking for work than you will applying for a job. Applying for a job is straightforward. You saw an ad in the newspaper or online, or heard about an open position from a contact. Assuming you have the qualifications the employer is looking for, you’re being invited to apply by submitting your resumé. When you’re looking for work, however, you’re approaching the employer on speculation – “prospecting,” as it’s known in sales. Translation: you’re contacting the company because your research tells you it might benefit from the skill set you have to offer. If you haven’t done that research, you shouldn’t be contacting that employer; you’re wasting your time doing so. Your objective is to get the employer interested enough in you that he or she will ask you to come in for a chat to learn more about you. Under those
circumstances, a resumé is the wrong tool to use. The old standby “Dear Sir, please find my resumé” will get you nowhere. You need to create a new set of tools that are marketing oriented and focused on the employer’s needs. You must convey that you know about the company, the type of work it does, the industry it’s in and that you believe you can help. You must also say that you will follow up within a week – and do so. It’s common for job seekers to avoid this step – and that’s a huge mistake. We’re a society that knows how to apply for a job. The challenge for employment seekers today is to become proficient at finding work. That’s a much more complicated process than applying for a job. If you understand this, you’ll do well in today’s workplace. If you don’t, you’ve got a lot of work to do. In the meantime, keep your resumé in your back pocket. • Ron McGowan is the author of the international bestseller How to Find WORK in the 21st Century, currently in use at over 400 colleges and universities worldwide. The 2012 edition will soon be released. Visit www.howtofindwork.ca.
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Switching gears can pay off for students
Revising your career plan midway through school isn’t necessarily a bad thing
RING ENGINEE
SALES
MARKETING
Photo CANSTOCK
NANCE
If a student enters a program and discovers two years later that they’re not enjoying it, chances are they’re not going to like the profession when they finish.
BY DEREK SANKEY, POSTMEDIA NEWS
When Simon Zhu entered the electrical engineering program at McGill University, his plan was to finish his degree, get a job as an engineer and eventually get an MBA. Instead, he took a different path. His last summer internship wasn’t at an engineering-related company but in sales at Procter & Gamble. “I kind of knew I wanted to end up in business at some point – to get an MBA, for example – but when I started engineering, I didn’t think I would do it through business,” said Zhu. He liked the sales job so much that he revised his career plan. He was surprised to see how many of the other sales interns were also engineers. “They liked the technical aspect of engineering. But they saw themselves working with people on projects that require more soft skills, like presentation, selling and interacting with clients,” said Zhu. This summer, he’s going into a marketing position before his last year of engineering. “Hopefully, if that goes well I will have an offer,” Zhu said. Another option is management consulting. “It’s very standard in that industry for the companies to support your MBA studies, so that’s another thing
I’m looking into.” Colleen Bangs, manager of career services at the University of Calgary, also took a somewhat different path than she expected. She graduated with a bachelor of arts in English. “I didn’t go to school thinking, ‘I want to manage a career services department,’” she said. Yet there she is, and she sees students alter their chosen path all the time. What she cautions students about is making a sudden change for the wrong reasons such as parental pressure or a lack of money. Some students worry they won’t have good job prospects in a particular field. “Before making a decision like that, be thoughtful about it,” said Bangs. “Go out and do some information interviews. It’s so important to get out there and speak to professionals in the area, go to events, leverage the network you already have.” If a student enters a program and discovers two years later that they’re not enjoying it, chances are they’re not going to like the profession when they finish. People should never feel bad about deciding to shift direction, she says, “because it’s the rest of their life.” “A lot of [students] will take a few extra courses to take another area of specialization,” said Jack Gray, director of the engineering internship department at the U of C. “If you look at the finish line … and decide to go over to another [discipline], you just need to take the
required courses to meet the graduation criteria.” Zhu plans to finish his electrical engineering degree at McGill no matter whether his ultimate goal is to get into marketing or management consulting when he graduates. He’s even the president of the electrical students’ society at the university. When he graduates in May 2013, he’ll have lots of options available to him. Bangs says students shouldn’t feel pressured to rush into another field in mid-stream, or after completing their degree. “You can make a change in career at any time,” she said. “Soft skills are so important, and we forget that sometimes.” There is also the option of taking a master’s degree or even a PhD at a later date. “Sometimes you realize there are amazing opportunities and you just need to go back for some education,” said Bangs. She also sees the value of earning a more general degree. You can get an entry-level job and, if you’re willing to work your way up, get to a higher level on the job. “You can graduate with a really general degree and still get a great job,” said Bangs. “A university education, no matter what it’s in, is valuable.” • © Postmedia News. Article appears on www.working.com.
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Job seekers need to be aware of the differences between CVs and resumés Photo CANSTOCK
CV
Two letters everyone should understand
BY DAVE MACFADDEN, POSTMEDIA NEWS
So, here’s a job-related, multiple-choice question to help stimulate the grey matter during the mid-winter lull. In job ads where an applicant is asked to submit a “CV,” the two letters stand for: a) Career Vision: a written explanation of your personal career goals and how they will help you succeed in the posted position; b) C u r r i c u l u m V i t a e ( L a t i n f o r “course of (one’s) life”): a detailed summary of academic and other accomplishments; c) 105 (in Roman numerals): refers to Form 105, a standardized job application form used by many larger companies; or d) Core Values: a statement of no more than 500 words, which explains how your personal values fit with the job applied for. If you answered “b,” give yourself a gold star. There was a time when I thought that “curriculum vitae,” sometimes shortened to “vita,” was just a more pretentious way of saying “resumé.” It’s certainly easy enough to confuse the two terms, given that they are often used interchangeably. (Confusing matters even further is the fact that in much of Europe, a CV actually is the rough equivalent of a resumé, since employers on that side of the Atlantic tend to ask for greater detail and more personal information than you’d see on North American resumés.) In our part of the globe, there are differences between CVs and resumés that job seekers should be aware of. One key difference is length. A resumé should never be more than two pages long, since it is, at least initially, generally scanned by employers rather than read in full. A key goal of preparing a resumé is therefore to make it brief and concise – something that can be digested by the employer a minute or less. By contrast, a curriculum vitae is a longer
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document which expands the traditional resumé format to include the following elements:
research and teaching experience; publications, grants and fellowships; professional associations; licences and awards; and other, largely academic-related information relating to a particular job. Given these criteria, it’s no surprise that CVs in Canada are principally requested in job ads for academic, scientific or research positions, or from applicants who are pursuing fellowships and grants. Further, since a CV is a more specialized format than a resumé, most employers who want to see one will request it specifically in the job ad. On occasion, you will have the option of submitting either a CV or a resumé as part of your job application. In any case, whether you’re preparing a CV or a resumé, you should begin with your name and contact information, and follow this up with an overview of your education, skills and experience relating to the position applied for. Both CVs and resumés are most effective if they are targeted to a specific job posting – or at the very least, to the specific type of job you are applying for. I generally recommend that applicants start off by writing down all of their background information, then taking some time to organize it into categories. If you find yourself needing to put together a CV and need some guidance, there are a number of resources available to assist you. There are several worthwhile websites devoted to the subject, including quintcareers.com. Even if you go through your whole working life without ever having to write a CV, and admittedly, many of us do, knowing what it stands for, and having an idea of what goes into it, will at least keep you on your toes if it happens to crop up during a job interview. • © Postmedia News. Article appears on www.working.com.
FOCUSED ON YOUR CAREER
BC Coroners Service Ministry of Justice
Coroner Lower Mainland We are seeking an individual who is interested in an opportunity to serve the community in this unique position. Under the direction of the Regional Coroner, you will work as an “as-and-when-required” medico-legal investigator. You must have completed a degree or diploma in a health, legal or social sciences field and have five years’ experience in a related field or an equivalent combination of education and relevant experience. This position is not open to current provincial government employees, current civilian employees or volunteers of any police force or health authorities, or any position which may create potential conflict of interest or perception of bias or interfere with the impartiality of your role. This is not a salaried position. Pay is dependent on the number of cases and hours worked and will vary in each community. If you have the necessary skills to serve in this interesting and challenging role, and you reside in the Lower Mainland area, please forward your covering letter and résumé, clearly demonstrating how you meet each of the qualifications above and in the job description, by April 16, 2012. Quoting Reference Number: 2012:LM0001, please send your application to: Office of the Chief Coroner, Suite 800, Metrotower II, 4720 Kingsway, Burnaby, BC V7H 4N2; email: BC.Corser@gov.bc.ca; or fax: 604.660.7766. We thank all applicants for their interest; however only those selected for an interview will be contacted. To learn more, please visit www.pssg.gov.bc.ca/coroners
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Why
START A CAREER AT
We asked our employees…
?
Reason #41 The opportunities are endless. Whether you’re just starting your career or looking to advance, MEG is growing and as we do, opportunities for personal and professional growth are available.
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Field Measurement Coordinator Christina Lake Project, AB
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Hiring expected in legal and marketing ďŹ elds Employment report shows professional-level jobs may increase in coming months
Target is coming to Canada Photo CANSTOCK
And we want you to be part of our team. In 2013, Target stores will open all across Canada. And we’re looking to build a team of talented people who can deliver the kind of innovation and difference our brand is known for. There are opportunities to grow and lead in a range of sectors. Current opportunities include Store Team Leader positions. So, if you’re looking for a fun, dynamic career where goals are clear and results are always rewarded, we want to hear from you.
“Some firms are making strategic hires to fill personnel gaps�
Learn more about Target and career opportunities available. target.ca/careers.
– Lara Dodo, Canadian regional VP, Robert Half
TM
Š 2011 Target Brands, Inc. The Bullseye Design and Target are trademarks of Target Brands, Inc. All rights reserved.
Kinder Morgan Canada Terminals has created an environment where original thinking and the broad application of experience are encouraged. We seek candidates who wish to expand their horizons, while sharing our commitment to pipeline safety, environmental responsibility and organizational excellence. We are poised for a future dominated by expansion, activity and excitement.
Accounting Administrator
North Vancouver
If you consider yourself to be a team player and have experience in an accounting function, particularly with accounts payable processing, this may be an ideal position for you. Your primary role will be to perform account reconciliations and analysis to ensure accuracy. Your exceptional time management, interpersonal and communication skills will enable you to organize and analyze a high volume of invoices and vendor statements, as well as resolve accounts payable issues with vendors. You will assist with budget and forecast preparation cycles. An accounting and/or business related post secondary education with three to ďŹ ve years’ experience in a computerized accounting environment is required. An equivalent combination of education and experience will be considered. Industrial industry experience is an asset. Competition #4412
Administrative Assistant
North Vancouver
Robert Half International is a recognized leader in professional staffing services. Find more information at www.roberthalf.ca.
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Supporting the Senior Administrative Assistant in day-to-day duties, you will answer phones, maintain the ofďŹ ce ďŹ ling system, distribute mail, arrange couriers, as well as order and maintain ofďŹ ce supplies. You’ll provide support to different departments, which will include coordinating meeting and travel arrangements for management, maintaining documentation for safety work permit records and the safety orientation database, assembling marketing packages and providing support for presentations. You have a relevant OfďŹ ce Administration education background and at least three to ďŹ ve years of experience in an administrative role. Your strong interpersonal and organizational skills, excellent attention to detail and accuracy, and ability to adapt to changing priorities will help make you an ideal candidate. Advanced MS OfďŹ ce skills are required. An equivalent amount of experience and/or skills will be considered. Competition #4590
Seventeen per cent of executives interviewed for the latest Professional Employment Report by stafďŹ ng ďŹ rm Robert Half said that they plan to add full-time professional-level employees to their staff in the second three months of 2012, while only 8% foresee declines. More than seven in 10 (72%) hiring executives, however, said that they do not anticipate any changes to their stafďŹ ng levels. The report, released last month, revealed that 82% of the executives surveyed are somewhat or very conďŹ dent in their companies’ growth prospects in the second quarter. In addition, more than a third (36%) indicated that they are having difďŹ culty ďŹ nding skilled employees today. According to a press release by Robert Half, the legal and marketing ďŹ elds are expected to see the strongest professionallevel hiring activity, with a net 37% and a net 22% of executives, respectively, planning to increase staff levels. Another sector expected to grow with respect to professional-level stafďŹ ng is transportation, with a net 21% of executives surveyed in that industry anticipating hiring. Also geared for professional-level job growth is the wholesale industry, with 17% of executives indicating they will hire during the upcoming quarter. “Companies continue to seek experienced professionals to support their ongoing business needs and guide growth,â€? said Lara Dodo, a Canadian regional vice-president of Robert Half. “Some ďŹ rms are making strategic hires to ďŹ ll personnel gaps – particularly in the legal and marketing ďŹ elds – while others are taking a variable approach to stafďŹ ng by supplementing fulltime teams with temporary or project professionals.â€? Indeed, the legal profession topped the survey in anticipated hiring, with a net 37% of lawyers planning to add staff. A net 22% of executives in advertising and marketing indicated they, too, would hire during the second quarter. In addition, the legal and marketing ďŹ elds both reported the greatest difďŹ culty ďŹ nding skilled professionals, as cited by 76% and 52% of executives, respectively. •
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If you are ready to join the team, please apply online by April 15, to: www.kindermorgan.com or send it to: Human Resources, Kinder Morgan, #2700, 300 – 5 Avenue SW, Calgary, Alberta T2P 5J2. Fax: (403) 514-6580
www.kindermorgan.com
An equal opportunity employer, Kinder Morgan Canada encourages applications from all qualiďŹ ed persons.
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Construction upturn has raised fears of a lack of construction workers including site superintendents, project managers and estimators Photo CANSTOCK
Building boom means more skill is needed
EXPLORE THE WORLD WITH A CAREER IN TRAVEL & TOURISM
growth in Metro Vancouver in 2011, offers a positive outlook for 2012.” L a s t ye a r, co m m e rcia l b u i l d i n g i nve s t m e n t s p e n d i n g w a s $ 4 3 4 . 5 million, compared with $541.2 million in 2010. Industrial building investment spending climbed, however, by 7.8% to $30.2 million. Large construction projects that will be underway this year include: the Evergreen Line, a $1 billion-plus rapid-transit project; Metrotower III in Burnaby, a $170 million 29-storey office tower by developer Ivanhoé Cambridge and general contractor Ledcor; PCI Developments Corp. is forging ahead with its mixed-use 820,000-square-foot megaproject at Marine Drive and Cambie Street.
Cineplex Entertainment will spend $10 million to build an 11-screen multiplex that will anchor the Marine Gateway development; Guildford Town Centre has launched a $280 million expansion and redevelopment project; the Tsawwassen First Nation has approved a 1.8-million-square-foot retail complex in South Delta that will be the biggest shopping centre in B.C.; and institutional projects include the $3.3 billion Highway 1/Port Mann Bridge project; Fraser Health’s new Jim Pattison Outpatient and Surgery Centre; and the new RCMP E-division headquarters in Surrey. • This story was first published in Western Investor.
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A chorus of analysts predicting an economic downturn in Metro Vancouver is being drowned out by the tattoo of hammers as building permits roar off, perhaps into a record year. Despite the Bank of Montreal, TD Bank and the Conference Board of Canada cautioning the Vancouver region will see a dip in everything from consumer confidence to real estate investment in 2012, construction spending in the Lower Mainland posted its fourth annual gain last year with a 7% surge from a year earlier, Statistics Canada reports, and this year is shaping up to be even stronger. “The non-residential investment turnaround in 2011 is a positive sign,” said
Keith Sashaw, president of the Vancouver Regional Construction Association (VRCA). “All three building sectors posted gains in 2011, with institutional-government spending up for a second year in a row, and commercial and industrial posting their first annual gain in two and five years, respectively.” Metro Vancouver saw total non-residential investment spending in the region rise to $2.7 billion in 2011 compared with $2.6 billion a year earlier. “The fourth-quarter decline is viewed as temporary, as we saw a large rise in November building permits, and we expect the fourthquarter permits to come in higher than the third,” said Sashaw. “This, combined with improving market conditions in Vancouver commercial real estate and general economic
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Tech job wars heat up in B.C. Photo CANSTOCK
Vancouver’s hightech sector expects to create 3,000 new positions this year
Hardware engineers, customer support staff, sales and marketing staff and technical managers are some of the jobs in greatest demand.
BE NELSON BENNETT, BIV
If you work at QLT Inc. and can point the company to a new hire, you may be $5,000 richer. The Vancouver biotech, which shed 200 local jobs between 2002 and 2008, was as recently as last month scrambling to find new employees, offering a $5,000 bonus to existing employees who could help recruit new ones as part of an aggressive headhunting effort. “We are now on a very, very strong growth path,� said Linda Lupini, OLT’s senior vice-president of human resources and organizational development. QLT is among the many Vancouver hightech, clean-tech and life sciences companies that are in hiring mode. A survey released February 22 by the BC Technology Industry Association (BCTIA) calculates 3,000 new jobs will be created in Vancouver’s high-tech sector this year. QLT plans to hire 55 technicians, scientists and managers this year, 80% of whom are needed in its Vancouver labs, which now stands at about 190 people. But it faces a major recruitment challenge. Because it is such an important market, and because it is the epicentre of the pharmaceutical and biotech industries, the U.S. is the biggest talent pool for biotech.
Professionals with FDA experience are particularly in demand. Housing economics on both sides of the border, however, pose a problem. On the U.S. side, potential new hires may be locked into underwater mortgages. And in Vancouver, housing prices are proving to be a major disincentive. “They’re coming to Vancouver with pretty much a par currency and they’re doing a real estate tour and they’re just about ipped out,â€? Lupini said. Prior to 2005, QLT decided it was spread too thin and decided to divest itself of some of its holdings – resulting in a series of layoffs – in order to focus on its one blockbuster product, Visudyne, which is now generating revenue. The company now sits on $204 million in cash, has no debt, is getting $125 million in royalties on its prostate cancer drug, Eligard, and has two new pipeline products in clinical trials, which is why the company needs to ramp up. “We’ll offer very lucrative relocation packages, we’ll do subsidies for rent – we’ll do anything we have to do to get people to come to Vancouver,â€? Lupini said. “But it has been a struggle.â€? QLT is not alone in its hiring frenzy. HootSuite planned a recruiting fair February 27 in an effort to meet hiring targets that are far surpassing its own projections. In mid-2011, HootSuite founder and CEO Ryan Holmes told fellow techpreneurs at the
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Grow Conference that his company would be doubling its ranks to 50 by the end of the year. He was off by about 50: by the end of 2011, HootSuite’s staff was approaching the 100 mark, according to the company’s blog. The social media dashboard creator now has close to 120 employees and is hoping to double that number by the end of this year. But it will be competing with digital media and software companies for talent. Amazon, Electronic Arts and Microsoft – all of which have Vancouver divisions – are hiring in large numbers.
“We’ll do anything we have to do to get people� – Linda Lupini, senior VP, HR and organizational development, QLT
EA’s job board lists about 60 positions for its Burnaby division, Amazon has 20 job postings dating back to the beginning of January on its job board, and Microsoft’s B.C. game studios could hit 600 employees. Most of the new job growth in Vancouver will come from smaller companies, however, according to BCTIA’s bi-annual TalentTechBC survey. Eighty-two per cent of Vancouver’s technology companies are small businesses
with 10 or fewer employees. The survey found new job numbers grew by 12% between 2010 and 2011, which added back all the jobs lost as a result of the 2008 recession – stronger growth than the BCTIA expected. Vancouver’s tech sector expects to hire 3,000 new employees in 2012, and up to 10,000 over the next three years. Hardware engineers, customer support staff, sales and marketing staff and technical managers are some of the jobs in greatest demand. Now that the jobs lost post-2008 have been gained back, BCTIA CEO Bill Tam expects some companies may start experiencing recruitment problems, which means looking outside of Canada for people like Rogelio Silva, a Mexican IT specialist who decided to move to Vancouver after coming here on a ski trip in 2008. Because of his background in information technology, Silva was granted permanent residency status, even though he had no job offer, and within nine months had a new job. He now works as an IT manager. Silva, who has worked in the U.S., has had a number of job offers, including in the U.S. and Toronto, but plans to stay in Vancouver. “I’m happy here in Vancouver,â€? he said. “This is where I chose to raise my kids.â€? • nbennett@biv.com Business in Vancouver
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Dispatching & Transportation Operations - This program will prepare you for seamless entry into the transportation industry. Service Consultant - You will learn the correct procedures and methods to accurately determine customer vehicle maintenance and repair needs. Also taught are the skills necessary to communicate with service technicians to insure accurate and timely job completion, while keeping customer satisfaction at high levels. Automotive Sales & Business Management - The Business Manager program is designed to teach the skills and techniques required to oversee the financial and legal aspects of the automotive sales and delivery process. In the Sales and Leasing program we teach meeting and greeting methods, sales techniques, and the steps needed to provide excellence in customer service. Auto body Collision Estimator - This program focuses on the aspects of collision damage repair and damage estimating by using interactive media, industry standard software and hands on experience.
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You want a better life. Job satisfaction. Financial security. Respect. You want to help others.
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The Canadian Medical Association (CMA) has granted this program its highest accreditation status, a 6 year accreditation.
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There is an urgent need for more Registered Psychiatric Nurses (RPN) in BC. The only program of its kind in BC, students can learn within their local communities via distance education, local and/or regional clinical placements, and some regional classroom delivery. Entry-level earnings start at $29/hr. This 23 month program is recognized by the CRPNBC.
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Special Education Assistant
“The most important job in the world.� According to the 2008 ECE Registry Survey commissioned by the BC Ministry of Children & Family Development, the average wage for Early Childhood Educators in BC is $17.43/hr. Graduates may qualify for $3000 bursary though the BC Family Child Care Association.
Our program includes training and certiďŹ cation from the Provincial Outreach Program for Autism & Related Disorders (POPARD). Two POPARD courses are offered in this program: Introduction to Autism Spectrum Disorders & Introduction to Applied Behaviour Analysis. Starting wage for Special Education Assistants is approx. $22/hr. Starting wage for Special Education Assistants is approx. $22/hr.
Health Care Assistant (formerly Resident Care Attendant / Home Support)
Professional Studies for working healthcare professionals
Make a difference in the lives of others! Graduates will be registered with the BC Care Aide & Community Health Worker Registry which will allow you to work in government funded health care facilities. The starting wage for Health Care Assistants is $17 - $21/hr.
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Medical Laboratory Assistant This program has been reviewed and approved by British Columbia Society of Laboratory Science and exceeds their requirements in many areas. The wage range of Stenberg MLA grads working in their ďŹ eld of study is $18.04 - $23.70 per hour.
Medical OfďŹ ce Assistant Consider a rewarding career in healthcare administration or expand your career options as a Hospital Support Specialist (see above).
Nursing Unit Clerk Nursing Unit Clerks, originally known as ward clerks and sometimes referred to as Nursing Unit Coordinators, act as the anchors of patient care departments. The average wage for Stenberg grads is $20.77/hr. plus 12.2% in lieu of beneďŹ ts.
“The teachers and staff at Stenberg were very supportive throughout my entire program ‌ Working towards completion of this program requires a lot of hard work but because everyone in the class cooperates and encourages each other to succeed, it helped me a lot.â€?– Amanda P.
604-580-2772 ¡ www.stenbergcollege.com Over 94% of our grads are employed in their ďŹ eld of study within 6 months of graduation.