Economy bust, job boom

That trend, according to Statistics Canada, will reach a turning point in 2016. It is estimated that by 2016, the number of people leaving the job market will be greater than the number of people entering it.

Companies will therefore have to devise ways to attract the new graduates. "Employees of the next generation are already expecting good salaries and benefits. To stand out, employers must in addition guarantee a respectful environment, in which employees will be considered partners rather than mere employees."

With each generation come new trends in job searching. Still, according to Randstad, today, close to 80 per cent of available jobs are not advertised. "People looking for a job must focus their strategy on networking - 94 per cent of the people we asked found their job that way. We advise our clients to spread the word about their job search to as many people as possible," says Girard.

In other words, talk about your job search with friends and family, and also make use of social networks: "Facebook is becoming more and more important," adds Girard, which doesn't mean you shouldn't use the more traditional methods also. "A thorough job search includes local newspaper ads, professional associations' websites, Internet job search sites like Jobboom [www.jobboom.com], Emploi-Québec [www.emploiquebec.net], Workopolis [www.workopolis.com] or Monster [www.monster.ca], and, of course, job placement agencies."





















 
 

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Attitude vs. Experience     As a second year HR student at York U. and Business Administration grad from Seneca College, I must say that I have met many Gen. Y people that have the right attitude to do very well in either blue, pink, or white collar jobs, yet lack the "experience" in these fields. Many employers seek knowledged and experienced workers. Thus, leading the search for the right employee towards those of near retirement. Moreover, the knowledge-seeking employer fails to recognize the fact that many Gen. Y are staying longer in school to acquired that desired level of knowledge. With that being said, gaining knowledge and having experience are almost mutually exclusive; doing good in school is often at the expensive of having a field-related job for experience purposes. Internships, co-ops and volunteer opportunities are almost inexistant when one must compete with hundreds of fellow students from all across the city or even province/state. Even when managing to acquire such position, most are non-paid. Employers must realize that Gen Y (often students) have the right attitude to succeed in their chosen working fields, but need the opportunity to prove. It doesn't matter if you have wings, if you're not given the chanceto fly. Let us fly, and we'll take you places your veteran wings can't anymore!
Vlad Visan		December 30th, 2008
To attract and hire Generation Y, employers need to think like Generation Y     We run a web community called TalentEgg.ca (http://talentegg.ca), which connects employers with gen-y candidates. We find that all too often, employers are sticking to legacy methods of attracting and hiring student and new-grad candidates. This is a real problem as it is resulting in a generation that is graduating with absolutely no idea how to enter the workforce and employers who are aiming to hire the best, but, because of their methods, are often hiring the most convenient.
Lauren Friese		November 20th, 2008

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