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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

A Clear Business Case for Hiring Aspiring Workers

Labour shortages in Canada are projected to reach close to two million workers by 2031, costing the Canadian economy billions in lost GDP annually. Additionally, rising rates of absenteeism, presenteeism, and turnover are now requiring employers to use innovative ways to recruit and retain a qualified labour force. Most people living with a mental health problem or illness want to work and can make important contributions to the workforce if they are adequately supported. This report presents the business case for employers to actively recruit and accommodate people living with a mental illness through an in-depth examination of the financial, social and organizational costs and benefits. The focus is on Aspiring Workers, those people who, due to mental illness, have been unable to enter the workforce, who are in and out of the workforce due to episodic illness and are struggling to remain in the workplace, or who wish to return to work after a lengthy period of illness. 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.

How to Support Careers and Enterprise Activities in Schools: A Practical Guide for Employers

As the worlds of business and education continue to change, collaborative relationships between the two are more important than ever, and can bring significant mutual benefit and create broader impact for society. The CEC helps to build these relationships, so all young people have access to meaningful work encounters and gain the skills, knowledge and experience they need to enter the workplace. The CEC and the CBI have collaborated to bring you this guide, based on our joint new research into employer engagement. Its aim is to help your business engage with schools as effectively as possible. Whether you’re already working with a school or college or just starting out, this guide offers practical tips, lessons learnt from employer experience and research case studies. View

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.

Staffing Digital Projects: Aligning the Right Resources for Success

Today’s IT teams do much more than keep critical systems humming. They innovate on the fly to support strategic objectives and solve business problems. As one technology director we spoke to said, “Everything involves bits and bytes to some degree.” The IT department often finds itself a central player in most big initiatives. How do you build a team that can respond to these demands? Robert Half surveyed nearly 500 technology professionals with hiring authority in North America and interviewed executives from several successful IT teams to find out their secrets. The report contains actionable advice on how to source the right talent and make the most of your team on fast-paced, evolving digital projects. Fill out the form below to get your free download of Staffing Digital Projects: Aligning the Right Resources for Success. It offers insights on: The right combination of skills to keep your team productive and agile Surprising qualities hiring managers look for to build top-tier tech teams When it pays to use agencies or other professionals on contract The problems most likely to derail digital projects and how to avoid them   View

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