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Content in this category pertains to material about employer recruitment practices for either new graduates or existing labour market participants.

2012 Year-End Poll of Employers A Look at Hiring and Salary Projections for the Coming Year

The job market for Class of 2013 business graduates, particularly those with graduate-level degrees, may be looking up, according to a Graduate Management Admission Council survey of 201 employers. 76% of respondents in the 2012 Year-End Poll of Employers expect to hire new MBA graduates in 2013. 

2013 IDEAL Canadian Employer Rankings

Canadian undergraduate students would most like to work in service and government positions, according to a recent survey of 28,700 Canadian students.  Google and Apple came in first and third, respectively as most ideal workplaces, with Government of Canada sitting at number 2. Banks also ranked high for Canadian students, a marked departure from US results. Among business and engineering/IT students, the desire for a healthy work/life balance emerged as a career goal, with more than 60% of each group voting it most important. There were differences between groups regarding preferred work environment, with business students saying they wanted a friendly environment, and engineering/IT students stating they want a work environment that is “creative, dynamic and challenging.”

2017 Nonprofit Employment Practices Survey

In the last few years, nonprofit organizations have been increasing their staff size by hiring more aggressively than for-profit organizations, but nonprofits are experiencing an increased competition for talent from the for-profit sector, according to Nonprofit HR’s “2017 Nonprofit Employment Practices Survey.” In 2016, 57 percent of nonprofits were planning to hire and 36 percent of for-profits were planning hire. Nonprofits went down to 50 percent and for-profits went up to 40 percent in 2017. While nonprofits are aggressively hiring, the survey reported, “Nonprofits are not improving their talent and culture practices in order to keep up with increased competition and advance their missions.” When asked, 64 percent of respondents said that their organization does not have a formal talent acquisition strategy and 56 percent said that their organization had no plans in 2017 to make any significant changes to the way it sources and recruits their talents. Furthermore, nonprofits are not taking any additional steps to improve their retention strategy. Eighty-one percent of respondents said that their organization does not have a formal retention strategy. Even more surprising, 36 percent said their organization does not plan to create a formal retention strategy in 2017 and 37 percent said, “I don’t know.” When it comes to challenges in nonprofit talent, 28 percent said that the greatest challenge is hiring qualified staff within limited budget constraints; 22 percent said maintaining salary budgets against market pressures and 18 percent said finding quality staff.   View

Campus Recruitment and Benchmark Survey Report

The CACEE Campus Recruitment and Benchmark Survey – 2012 is a compilation of information regarding the new graduate recruitment practices of employers throughout Canada. 

Degrees of Importance: BMO Poll Reveals How Businesses Rank Personality, Skills and Education When Hiring Students

As many students close the books on their educational pursuits and prepare their resumes for life in the workforce, a BMO Bank of Montreal survey shows personality traits outrank both credentials and education for many employers who are looking to hire new graduates.

Recruiters and Hiring Managers Rank “Willingness to Learn” As Most Desirable Attribute When Hiring Young Adults

As young adults across the country gear up to find their ideal summer job, a new Ipsos survey of recruiting and hiring managers in Canada, conducted on behalf of McDonald’s, has found that willingness to learn (46%) ranks as the most desirable skill that hiring managers are looking for in young adults, followed by teamwork (39%), communication (36%), problem-solving (35%), and interpersonal abilities (23%).

Rethinking disAbility in the Private Sector

The Government of Canada has partnered with Canadian business leaders to identify successes and best practices in the employment of people with disabilities, as well as the barriers faced by employers in employing people with disabilities.

TalentEgg’s 2013 On-Campus Recruiting Report

TalentEgg’s new On-Campus Recruiting Report features survey results from top Canadian post-secondary students and recent graduates about their on-campus recruitment habits and preferences that will help you make the most of the increasingly limited time and resources at your disposal.

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