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Career Edge Blog

Oct 15
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Looking for leaders: Nominations open for TRIEC’s 7th Annual Immigrant Success Awards

By Events & Holidays

The Toronto Region Immigrant Employment Council (TRIEC) is pleased to announce the call for entries for the 7th Annual Immigrant Success (IS) Awards, sponsored by RBC. Each year, TRIEC presents the IS Awards to recognize innovation and leadership in integrating skilled immigrants into the Greater Toronto Region labour market.

If you or your organization deserve to be recognized, don’t miss your chance this year. Employers and individuals are invited to apply or submit a nomination by Thursday, November 15, 2012 at www.isawards.ca.

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Sep 19
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The Gold Standard in Partnerships Goes Platinum

By News & Announcements

Last night, senior business leaders, human resources professionals and former interns of Career Edge Organization (CEO)’s paid internship programs gathered at the TIFF Bell Lightbox to celebrate the annual CEO Achievement Awards. This year, the awards centered on the partnerships with employers and community organizations that have supported and advanced the impact of CEO’s paid internship programs.

“Career Edge Organization is more relevant today than it has ever been,” said Matt Holland, Chairman of the Board for CEO. “The growing number of underemployed and unemployed youth is approaching historical highs, reminiscent of “jobless recovery” of the early 1990s when Career Edge Organization was founded, and requires the same level of response by our society.”

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Sep 13
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Developing a Gen Y Coaching Culture

By Employer

From the insights we blogged in our summer series of Gen Y (millennial) research findings, we have continued to endorse coaching as a powerful way to facilitate the professional growth of Gen Y or Millennials who are new to the Canadian workforce. But are there any specific approaches to mentoring Gen Y workers? What can Canadian employers do to effectively retain and develop this non-homogenous group of ambitious, tech-savvy employees?

Our Vice President, Donna Smith, knows firsthand the positive effects that come from coaching. Donna has lead numerous workshops on developing a coaching culture in organizations, becoming a subject matter expert and thought leader in the field. We sat down with Donna to get her top tips on managing the expectations of new Gen Y employees through effective coaching and onboarding strategies.

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Aug 16
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The Driven Generation – Part II

By Jobseeker

Last month we shared some of the most recent findings and  insights from our perennial Gen Y research, identifying that Gen Y workers at the early stages of their career have set their sights on quickly becoming managers while taking a collaborative and social approach to their projects. Although this strong desire for upward mobility is palpable, the results of our research also suggest that there are two distinct camps within Gen Y workers when it comes to career progression:

  • paying your dues
  • aggressively climbing the corporate ladder

But regardless of the approach that Gen Y takes to career advancement, they realize that they can’t do it alone. Over 90% of Gen Y workers recognize on-the-job training, knowledge sharing, and networking as being important or very important in supporting the achievement of their career goals. However, we were surprised to see that fewer (77%) see having a coach or mentor as a valuable contributor to professional growth.

Coaching has been a critical element of Career Edge Organization’s internship model for the past 16 years. We know that coaching is an effective way to support recent grads as they transition from an academic environment to the Canadian workforce. Therefore, we continue to encourage employers and Gen Y workers alike to participate in mutually beneficial professional coaching relationships.

We learned from our 2010 research that although Gen Y do prefer a social working atmosphere, they look to their coaches for professional guidance and feedback rather than friendship. The way we see it, a coach’s primary role is to leverage their existing knowledge and experience related to their profession and organization’s corporate culture and pass this information on to a colleague that may be new to the Canadian workplace. When it comes to their ideal type of coach, Gen Y told us that they look for the following qualities in a professional mentor:

We believe that coaching is a powerful way to support the integration of Gen Y/Millenials into the workplace. With the top five coaching qualities listed above, coaches and supervisors can maximize their Gen Y workforce while providing a supportive and professional work environment that allows Gen Y to learn, thrive, and contribute.

Next month, our Vice President, Donna Smith, will be sharing her Coaching Culture hints and tips to teach new coaches how to support Gen Y as they head back to work instead of back to school.

Do you have questions about coaching Gen Y? Let us know! Leave a comment here!

Jul 23
Love4

The Driven Generation

By News & Announcements

This past spring, Career Edge Organization’s VP, Donna Smith, presented the results of our third installment of Gen Y research at Workforce One-Stop 2012, a new event for employers and educators looking to leverage the skills and knowledge of workers joining an increasingly diverse Canadian workforce.

Building on two successful years of employer targeted Gen Y research, Donna’s workshop explored “twenty something” insights for employers, enabling them to better attract, retain, and develop young Canadian talent in their organizations.

Working with Angus Reid Strategies and Porter Novelli in 2009, our first installment of Gen Y research revealed that one size strategies do not fit all, as we identified four distinct segments of recent grads that each call for unique recruitment efforts. In 2010, our research drilled deeper to gain groundbreaking insights to find out what Gen Y look for in a “great place to work.”

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