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Career Edge Blog

Jul 28
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The many monikers of Canada’s August long weekend

By Uncategorized

Most Canadians are well versed in the stories of Christmas and Easter, and we all know that Canada Day recognizes the birthday of our nation. But for many, the first-Monday-of-August long weekend (often referred to on calendars as “Civic Holiday”) is shrouded in mystery and, at times, confusion.

Let us clear the air on this one.

A long time ago there was a lengthy and dreary gap between Canada Day and Labour Day where no holiday occurred. The first Monday of August, occurring right in the middle between the two, seemed like the perfect place for a summer holiday.

But there is more to it than that. Few know that what is most widely known as “Civic Holiday” actually has ties to the abolition of slavery which officially took place on August 1, 1834. Some communities across Canada call this “Emancipation Day.”

Many Ontarians would be surprised to learn that “Civic Holiday” is not the official name of our optional Monday off, and that it is only a statutory holiday in Nunavut and Northwest Territories.

Across Canada, the day is known as “British Columbia Day,” “New Brunswick Day” or “Saskatchewan Day,” depending on where you are. Alberta calls it “Heritage Day,” and in Nova Scotia and PEI, they celebrate “Natal Day.”

In Ontario, the holiday has many aliases. It began in 1869 when Toronto City Council marked it as a “day of recreation.” Later on, Burlington recognized the Monday as “Joseph Brant Day,” while Brantford, Oshawa, Ottawa and Sarnia all followed suit with names of their own (Founders’ Day, McLaughlin Day, Colonel By Day, and Alexander Mackenzie Day, respectively). Municipalities across Ontario have a range of local names for the holiday honouring different historical figures, yet most Ontario workplaces simply go with “Civic Holiday”.

Today, Toronto’s official name for the first-Monday-of-August long weekend is “Simcoe Day,” and it coincides with Toronto’s annual Caribana festival. And although many organizations give employees the day off (Career Edge Organization included), this Monday is not a “statutory holiday” nor is it recognized or mentioned in Ontario’s Employment Standards Act.

So this Monday, as you enjoy your “freedom” from the office, take a moment to reflect on what it means to have freedom in Canada. Remember that, contrary to popular belief, this holiday is more than just an extra day in cottage country.

Jul 08
Love3

Compliance Manual: Accessibility Standards for Customer Service in Ontario

By Uncategorized

Career Edge Organization prides itself on being informed and up-to-date on important issues pertaining to Human Resources, employment, diversity and inclusion. The more we know, the better we can help the hundreds of host employers we work with create meaningful work opportunities for recent grads, grads with disabilities and internationally qualified professionals.

This is why our Market Development and Client Relations Specialist, Jessica Kudlats, recently attended a session on AODA (an acronym for Accessibility for Ontarians with Disabilities Act)  legislation held at the Toronto Board of Trade.

The purpose of the session was to explain the Act, specifically Customer service standard and compliance obligations. Most employers are already up to speed, but still there are many who are surprised to learn that as of January 1, 2012, all businesses in Ontario will be required to comply.

While this piece of legislation focuses on customers, employers are finding that by making their businesses more accessible and accommodating, they are able to attract more top talent than ever before.

Through our blog and online resources, we will do our part to ensure that employers are informed of what is required, but we will also share stories of success from both employers and persons with disabilities. In the mean time, here is a link to the Government of Ontario’s Compliance Manual on Accessibility Standards for Customer Service.

Jun 24
Love4

Interactive map: Youth Unemployment in Canada

By Uncategorized

At the height of the recession, youth in Canada faced nearly double the unemployment rate as the general population. We reported this in October 2009, in our blog post, “Vital Signs Weak for Youth Employment.”

Today, as Canada continues to rebound from its economic woes, it seems that Canadian youth have been left behind.

Craig Alexander, chief economist at Toronto-Dominion Bank, told the Globe that the youth job market is running about one to 1½ years behind the adult job market. “The hope would be that they would actually stay in the educational system and develop greater skills that would then later help them when the labour market improves, but the evidence is not strong that that is happening,” he said.

The Canadian employment market is improving – there were 22,300 new jobs created last month alone, according to a Statistics Canada report released earlier this week.  But while overall unemployment fell to 7.4 % last month, unemployment for Canadians between the ages of 15 and 24 was still as high as nearly 14%.

Click the map image to go directly to the Globe and Mail’s interactive online map, displaying youth unemployment rates across Canada.

Why hire recent grads?

Career Edge Organization host employers who work with our Career Edge and Ability Edge paid internship programs know first-hand the value of hiring youth. Career Edge Organization attracts career-minded, recent graduates from Canadian universities and colleges who are seeking real-world work experience through meaningful, entry-level paid internships with reputable companies that recognize the benefits of their energy, fresh perspectives and newly acquired skills.

To learn more about how you can help put Canadian grads to work, visit our website, www.careeredge.ca.

Jun 09
Love4

Career Edge Organization presents Gen Y study at the CACEE National Conference

By Events & Holidays

From August 30 to September 30, 2010 Career Edge Organization conducted an anonymous online survey among 1,118 young Canadians ages 18-29. The idea was to build on insights from our Gen Y: Part I Survey but this time offer employers a closer look at the career aspirations and expectations of “Generation Y” (ages 18-29), particularly with respect to workplace culture and work environment.

Like its predecessor, our second Gen Y Survey was a hit. The surprising results were published in over a dozen major publications across Canada including the Toronto Star, the Ottawa Citizen, the Montreal Gazette, the Calgary Herald, the Vancouver Sun, the Edmonton Journal and the Canadian HR Reporter, to name a few. Companies such as TD Waterhouse also added this information to their HR sites as reference. Here are some of the articles:

TheStar.com
Study: What twentysomethings want from their job
http://www.thestar.com/business/article/884676–study-what-twentysomethings-want-from-their-jobs

CanadianHRReporter.com
Gen-Y employees want traditional environment, compensation: Survey
http://www.hrreporter.com/ArticleView.aspx?l=1&articleid=8387

VancouverSun.com
Gen Y, more traditional than previously thought
http://www.vancouversun.com/business/more+traditional+than+previously+thought/3787907/story.html

Recently, our VP Donna Smith and our Director of Marketing & Communications, Janice Rudkowski, presented the findings to an engaged and enthusiastic audience of employers and career educators at  this year’s CACEE  National Conference.

The annual event brings together between 250-350 human resources and career services professionals representing academic institutions and employers across Canada.

Next week we will be posting some tidbits from our survey, starting with a coveted list of the Top 10 Employers as selected by Gen Y respondents. So, stay tuned!

Jun 03
Love4
networking tips

Networking not working? Tips from Career Edge Alumni Network

By Jobseeker

On Thursday, June 2nd, over 60 former interns of Career Edge Organization’s three paid internship programs  gathered at an event hosted by us in downtown Toronto called “Grow Your Network, Grow Your Career!” The event, exclusively for our former interns (or Alumni) aimed to offer some information and networking tips as well as some online social tools and the opportunity to put what they’ve learned to practice during a reception as well as a structured group activity.

We were very fortunate to be joined by Paul Yeung, who volunteered to be our guest speaker. Paul not only delivered a funny (and, at times, brutally honest) and informative presentation, but he also facilitated a group networking activity. He was kind enough to let us share some of his networking tips with our audience. Here are our favourites:

1. Humour & Socializing

Look for common ground. This could be something that is central to Canadian culture (Paul suggests following hockey for water cooler conversation) or something broader and more universal, like parenting, marriage, etc.

We think this is great advice. Personally, I love to hear about different cultures. One thing most people have in common is a curiosity about the world and a desire to travel.

2. Do not cross the line between networking & friendship

Paul told Alumni that he is generous with his time and always willing to talk to others and give advice, but warns that his Facebook and LinkedIn networks are personal and for well-established networks only.

Paul is spot on.  Whether you are asking for or offering your time, it’s very important for all involved to establish well defined boundaries early on.

3. It is about what you have to offer, NOT just asking for things… remember to PASS IT FORWARD.

While it’s important to be aware of what your needs and gaps are, also think about what you might have to offer others. Go into networking events prepared to ask questions and listen. Offer solutions and, when appropriate, your insight or even your time. What goes around comes around!

4. Work on your 30 minute commercial

Paul recommends everyone have an “elevator pitch” about themselves, just as business do. This will help you to always be prepared to talk about yourself in a short, concise way while confidently highlighting key points. But also remember to listen carefully, and adjust your message to your audience.

5. Take the initiative and follow-up

Whether it is with a thank-you card or simply a note to say hello, following up is an important step in building meaningful relationships.

To this I would also add a word of warning: It could be very off-putting if your first post-networking contact with someone is a big ask. This is something that you should work up to slowly, once you have built trust and credibility. In your note, simply let that person know that you enjoyed meeting them and hope to stay in touch. Offer them something, such as information or an introduction to another contact. When the timing is right, offer to meet and chat over coffee – your treat.

About Paul Yeung

Paul is a fiercely proud Canadian who believes strongly that both the public and private sectors have important roles to play in the development of public policy initiatives critical to determining the future path of our country. Since 2007, Paul has held the position of senior manager, regulatory and government affairs, with the Royal Bank of Canada. Prior to joining the bank, he was a senior policy advisor to the Minister of Finance, ON.

Paul has gained a greater understanding of Canada by studying abroad and by gaining international experience that has included internships in Northern Ireland, Belgium and China. He was a consultant with the External Affairs department of the World Bank for more than two years. Paul is passionate and dedicated to making a difference in his community. He enjoys lecturing at York University’s Emerging Global Leaders Program, was appointed by the Government of Ontario to the Trillium Foundation’s Grant Review Team, and plays hockey year round. Paul completed his undergraduate studies in history at Wilfrid Laurier University (1996), and an M.A. in International Relations and Economics from the Johns Hopkins University School of Advanced International Studies (2002) in Bologna, Italy and Washington, D.C. Paul is married with two young daughters.

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