6 Reasons Calgary’s Job Market Is Booming
With over 1,360,000 residents, the highest per-capita income, no provincial sales tax and the highest population growth in the country, Calgary has the hottest job market in the Canada.
Whether it is in the oil and gas, technologies or finance sectors demand for people has never been this high.
It is higher than when in 1912, the city grew around the first Calgary Stampede, or in the time after oil was found in Pembina Oil Field in 1956. Today's growth is even greater than the 20-years after the Winter Olympics of 1988 when the population of Calgary nearly doubled.
Today companies of all types are seeking to grow in the city, looking for skilled labourers, engineers and technologists, analysts and administrators to build the tools, run the departments and extract the resources that will drive the Canadian economy.
Whether you are looking for work in Alberta, or need assistance recruiting the people you need, we’re here to help.
3 Jobs Artificial Intelligence Will Change Forever
Get ready for Skynet, someone beat the Turing Test.
With news from the Royal Society in London that a team from Russia has built a computer program which has passed the Turing Test (where judges are fooled as to whether they are chatting with a real person or a computer through a digital chat), the question in the staffing and recruitment world is When will these programs begin to work their way into our daily lives?
The program, named Eugene Goostman, which played the part of a 13-year old boy from the Ukraine, fooled 33% of the judges, that it indeed was a person, instead of a computer program. The Turing Test was devised in 1950 by the godfather of computer science, Second World War codebreaker Alan Turing, who built the test with the idea if a human couldn’t tell that they were conversing with a machine, the machine was thinking.
While Eugene may be the first, we are still at least a decade away from seeing any sort of authentically automated digital people engaging with us online – but when they come there will be impacts on employement.
1. Customer service
One of the first places we’ll see Eugene style chat-bots engaging with actual people will be in customer service. Today some companies use pop-up chat windows on their sales’ pages to answer questions that customers might have. In the future, these conversations could be automated. Likewise, when you email a complaint to a brand, whether the shoes you ordered are late, or the an experience in store you received from a service representative was negative, the email responses could well be those of computer. The benefits for brands will be assurance that complaints are dealt with and consumers will be engaged with. Also knowing that you can't annoy a computer is nice food for thought.
Today there are already examples of reporters being replaced by robots particularly in the reporting of sports media. In the future, the near future, other forms of public relations or social media engagement could be automated with an artificial intelligence. Today brands program much of their social media communication with canned content – sharing stories and photos. In the future responses to people through Twitter or Facebook could be done by a program. With enough of a back catalogue of communications a robot – Tweeter could be more effective than human engager, no typos, near immediate response, no selfies.
Interested in learning more about programming languages or coding? Register for Why Java Will Never Die, a webinar about the life and death of coding languages.
3. Retail or restaurant service
Whether you are at a table or a in a checkout line automated services are already in the field. You can sit at a sushi restaurant and order from a tablet, with your only human interaction being the delivery of your sashimi. Right now, people are still more economical than machines to bring items from a store-shelf to the checkout line, or from the kitchen to your table, but that line is drawing close. Nothing beats good table service, but what if you aren't looking for a luxury experience and you just want a burger without cheese, cooked extra-well done? The line between service and satisfaction will be where AI fills in gaps and takes hold.
Computer scientists have been working on programming languages and supercomputers to beat the Turing Test in a serious way for the past 40-years.
Teams on prestigious campuses like the University of Waterloo, MIT and Harvard and multinationals like IBM with Watson, Google with its self-driving cars and even Apple's Siri have all in their own way begun to tackle the issues of making the technology and theories behind it commercially viable. We might be 10 or 20 years from seeing programs like Eugene living and breathing out in the wild but really, once they are will you be able to tell?
For more 100% organic communications, follow Randstad Canada on Twitter @RandstadCanada.
Want to know what job seekers are really looking for?
5 Ways Engineering Firms Can Recruit The Best
Looking to hire an engineer? So is everyone else.
The facts are clear: Engineers are currently in high demand and that need will only increase over the coming years. In fact, a recent Randstad Engineering study conducted in conjunction with Engineers Canada has projected a shortage of engineers in Canada reaching 80,000, by the year 2020. Engineering recruiters looking for top engineering talent are facing significant recruiting challenges. These days, posting a job ad, interviewing applicants and then being able to hire your first choice for the position is no easy feat. Engineering candidates with hot skills need to be wooed. But how can you entice them?
With so much competition in the engineering marketplace, it's now more important than ever, to be on top of your recruiting game. Consider incorporating the tips below into your engineering recruitment strategy:
Know what you want by way of experience, knowledge, skill, personality and fit for your existing team; stay true to those wants even through adversity. It may take a longer period of time to find the right person, but it will benefit your organization once you’ve found the right fit vs. the wrong fit.
1. Communicate your company’s story
It’s important that engineering recruiters do a terrific job articulating what is special about the business. “What’s your story? What are you trying to do? What’s the vision for the company?” are some of the important questions engineering recruiters should keep in mind. If possible include someone on your team in a similar role, share the experiences of working for your firm in that role. Be clear it is not part of the interview per say but more of an informational session that will shed some light on what working for your organization is like. Make sure that your culture is reflected in every step of the hiring process. From initial outreach, to interviews, to team introductions, make sure that you represent the culture you have, and the culture you’re trying to create.
2. Lead with a problem
Engineers are typically people that are passionate about solving problems. They care about having interesting problems to work on and when it comes to your recruitment strategy, this can work to your advantage. During the interview process, share a problem you are encountering (related to their role, of course) and frame your conversation around it. Pique the interest of the engineer and get them thinking about how they’d tackle the issue.
3. Ask for referrals
A great way to recruit talent is to receive a referral from other talented people. Encourage your staff to help with networking efforts by offering incentives for recommending someone who accepts an offer. You can also attend engineering industry meetings and events, serve on committees and become involved. Develop relationships through these events - and don’t be afraid to ask for referrals from this network. Make it reciprocal; be sure to refer potential candidates to others in this network when learning of someone who may be a good fit for what they’re looking for. Strategically building a network of referral sources will pay off when it's time to recruit.
4. Focus on what engineers want
Competition for top engineering talent is stiff. So when it comes to securing that ideal candidate, it’s important to focus on what engineers want and need from an employer. For example:
- Top engineers want to work for companies that have leading edge technology. So promote yours, especially if it’s more advanced than what your competition is using.
- Most engineering candidates are highly ambitious and want to get ahead. So talk about opportunities for advancement and professional development within your organization.
- Many engineers want to make a difference. Explain how their work within your organization could potentially help someone or benefit the bottom line.
- Skilled engineers require competitive pay and benefits. A strong compensation package can certainly tip the scales in your direction when recruiting engineers. For a look at our recent Engineering Salary guide click here.
5. Move quickly
When you’ve found the right person, move fast; we are in a very competitive marketplace, don’t let someone else get your new employee, while your work to cross your T’s and dot your I’s.
When it comes time to make an offer, remember to make your best presentation, hit all of your key points and don’t offer 10% less and expect to negotiate. In the marketplace today potential employee’s may have two or three offers on the table, and often don’t want to negotiate. A shortage of skilled engineers is one of the biggest challenges facing engineering recruiters today and with a limited pool of candidates, understanding what motivates engineers is a key component to attracting engineers to Canada’s leading employers.
Career fitness tips: 3 things to work on this summer
Last night I attended my first boxing class and as fatigued as I was by it I'm energized by what I accomplished. The same can be said about the past year. Accomplishments are the icing on the cake but it is the journey that nourishes you whole.
Career building and navigating your way through it, is more about overcoming your failures than it is celebrating your successes. The good times are good because your worked hard, planned well and stuck to it.
As good as you are today you can always get better. Here are three things you can do to help push your career further this summer.
1. Learn about something new
Even if you have 10-years of experience in human resources with all the designatations imaginable - there are opportunities available to expand your awareness of your business and industry. Look for new training opportunities, learn a new language or find something completely new to dig into.
We launched registration for a webinar on the lifecycle of a coding languages and how to recruit developers called Why JAVA Will Never Die, this could be a great opportunity for you to learn something new.
2. Network more
New people bring new ideas. Spreading your influence between different departments and different community groups can expand your horizons and bring new opportunities for yourself and your organization. Every city has some nooks and crannies culturally that you’ve never seen and there are parts of your organization that you haven’t ventured to. Take a day this summer and do one of the two. Developing knowledge of a new demographic or age group - or learning about a new system from an different type of organization can bring great insights into your day to day.
When I was a reporter learning how the advertising sales teams managed their contacts taught me a lot about follow-up and relationship building. Similar synergies can be found where you work.
3. Become a mentor
Mentorship is growing in popularity as new generations of workers are working their way through the ranks. If your organization doesn’t have a mentorship program – think about starting one. In a poll of 500 female executives and managers, 58% felt that organizations across Canada could provide better mentorship or advocate programs.
This exercise will benefit your team, your organization and yourself. One of the best things you can do to cement your skills and processes in your own mind is to help develop someone else’s.
Personal development is professional development and if you forget former the later will suffer.
6 employer branding lessons from Canada's most attractive employers
As a talent and brand champion, Randstad Canada thinks it’s important for employers to understand the benefits of a strong employer brand strategy. To this end, we consulted several of the most attractive employers in Canada honoured with a 2014 Randstad Award for their advice. Here are some of their insights into what makes a strong employer brand:
1. Create opportunities for development.
Bree Ranieri, Vice President, Human Resources, Molson Coors
“What we’ve really been focused on to keep our employees engaged and motivated is helping employees understand the opportunity for development in front of them. We’re a unique sized company in that we are large enough to offer a wealth of opportunities to build capabilities and grow new skills, but not too large where there is a lot of bureaucracy. So I think that people feel quite comfortable that they have some positive development experiences.”
2. Keep your finger on the pulse of your employees.
Amanda Holmes, Director, Talent Management, Fairmont Hotels & Resorts
“We are always looking for new and exciting ways to engage our colleagues in addition to the standard employee engagement survey that we administer every year. We also do pulse surveys midway through the year to touch base and see how people are doing on their action plans and make sure they are moving forward. But we’ve also recently launched a new internal social media platform that allows our colleagues to share photos, videos and fun updates with their colleagues at our hotels around the world.”
3. Live your brand.
Cathy Sprague, Executive Vice President, Human Resources, Bruce Power
“The one piece of advice I give every employer who wants to build a strong employer brand is make sure that you live your brand. It has to be something that is really believable. If your employees don’t believe your brand, it’s not worth the paper that it’s written on, so you have to live it every day.”
4. Reinforce your core values.
Ted Moraz, President, Beer Store
“Our strategies, every year, regarding retention always include looking after our core values. I think that good companies are guided by their core values. Nothing is more important to me than the health and safety, and well-being of our employees and as far as I’m concerned, if we are looking after our employees, then they are going to look after the business.”
5. Walk the talk.
Liza, Votiky, CIR Director, Talent Acquisition Canada, Coca Cola Refreshments Canada
“I think you have to walk the talk, you can’t just talk the talk. SO if you are out there in the marketplace and you are talking about what the company will deliver, whether it’s from a sustainability perspective, from an employee perspective, an engagement piece, you need to deliver on those things. A culture of accountability, so that the leadership within your organization is delivering every single day, on the employment brand.”
6. Build your foundation.
Rose Marie Forlini, Manager, Talent Acquisition Services and Operations, Air Canada
“Start with your foundation. Look at what your employees bring to you. Look at what the values are and how they shape your organization today and communicate that outwards and have that same voice.”
Learn more about employer branding, download your Randstad Award Report at http://www.randstadaward.ca
What made JAVA such a popular language?
When you look at the IT recruitment landscape, certain skills and languages rise above the rest. JAVA development is currently the most recruited for IT skill, but do you know why?
It isn’t because JAVA is the best language or easy to write. It is because it ties into everything and has been used for a long time – it is a universal medium.
But how did that happen? What will come next and who are the people who will develop the tools and products that the IT industry will use in the coming years?
4 Reasons JAVA Will Never Die
It is still growing: Through Randstad Canada’s internal numbers, we have tracked that demand for JAVA developers has been growing month over month and year after year. Between Q1 of 2013 and Q2 of 2014, demand for JAVA has increased by 83%, which is amazing considering how JAVA is almost 20-years old. Thank you Oracle.
It integrates old systems with new ones and is used everywhere: Whether a client is building a customer relations management system, a mobile app, or a database, JAVA is versatile. It has gotten this way by being so widely used.
It has an amazing community: Its use has made it flexible and the community has invested a great deal of time into it. The network effects of strong development communities sharing ideas, materials and code on platforms like Github and Sourceforge only make the language stronger.
More senior IT Managers know JAVA – they can vet others’ work: It is easy to see how a newspaper editor can vet a reporter’s work, but the same needs to be done in programming. If a developer is writing in a language that their manager is new to or has never seen before, how can a manager figure out what the code will do, or fix it if it is broken? JAVA is robust enough that it can do almost anything new, or old – despite any iterations, managers can have a strong frame of reference around what code is being written by their teams.
Find out at , Why JAVA Will Never Die, a webinar presented by Randstad Canada, with leading industry innovator, Leo Meyerovich. Meyerovich is the founder of Graphistry Inc. and an award winning academic, with a Ph.D. in computer science from UC Berkeley and experience working with Google, Microsoft, Samsung, GE, and Qualcomm. Leading IT recruiter and the Vice President of Randstad Canada, Scott MacKinnon will also be present.
Register today, for Why JAVA Will Never Die, on June 12, at 2 p.m. EST, using code 1337 and receive a free White Paper on the state of IT recruitment in Canada.
About The Speakers: Why JAVA Will Never Die
Leo Meyerovich, Founder of Graphistry Inc.
Leo Meyerovich is a technologies entrepreneur, academic and innovator working on the leading edge of Big Data. A lot of people are talking about big data, but not many can actually work with it. Leo is one of the few who can translate numbers into tangible benefits and his research will help you understand developers, programming languages and how to recruit the best.
Leo Meyerovich co-founded Graphistry, Inc., a startup that improves real-time visual exploration and analysis of graph and time series data. The big idea is to deliver next-generation visual interaction on the browser with 2-5 magnitudes more data than normally possible by introducing GPU cloud infrastructure. Graphistry is working with pilot customers to improve visibility in customer transactions, web-scale software performance, and other graph and time series data sources.
Previously, Leo researched programming language design and implementation at UC Berkeley (Ph.D. 2013) and Brown University (BS 2007). His language research over the past decade focused on applications towards parallelization, sociology, security, concurrency, and the web. His PhD introduced the first multicore web browser (3 PLDI SRC awards) in order to achieve large-scale improvements in performance-per-Watt on small devices. It was a precursor to recent parallel browser projects by Mozilla, Samsung, Google, Microsoft Research, and Qualcomm, and led to Graphistry's GPU technology. Leo led the largest scale analysis of programming language adoption and its social underpinnings (OOPSLA best paper) and, with security researchers at Google, Microsoft, and Brown University, designed several secure web scripting languages (400+ citations).
His BS at Brown University (2007) introduced the functional reactive language Flapjax for highly concurrent web software (OOPSLA best paper) and lit the path for popular frameworks by Microsoft, Facebook, and others. He was supported by the first Qualcomm Innovation Fellowship (winner among 50 Ph.D. teams at Berkeley and Stanford), the NSF GRFP, and grants from Samsung, Nokia, Microsoft, NVIDIA, Intel, and others.
The Socio-PLT project (joint work with Ari Rabkin from Princeton) was featured by Wired, received an OOPSLA best paper award, triggered a DARPA ISAT workshop in 2013, and marks the shift towards a scientific approach to the social design of language technology.
earn more about Leo and his research on Why JAVA Will Never Die, a webinar presented by Randstad Canada.
Register Today using code 1337, and receive a free white paper on the subject after the webinar!
Driven for a rewarding career? Learn more about the roles keeping race cars on the track.
Click to enlarge
The Formula 1’s Grand Prix in Montreal isn’t just a race, it is a feat of industry, logistics and teamwork. Teams from around the world come together bringing their unique talents to bare in the effort to compete and win. Strong teams are built by leaders with the vision to see how independent team members will work together, empowering the team to succeed. In the F1 teams are striving for perfection and so are we.
Randstad Canada is proud to support F1 and you can count on us to bring the same level of professionalism to your workplace, that race teams bring to the F1.
What's more important to Canadian workers, honesty or strength?
Last week we revealed the results of our annual Randstad Award Survey; where Canadians shared what brand they found to be the most attractive. Those surveyed chose WestJet to be the most desirable brand to work for, for the third year in a row.
In the Randstad Award Survey, we asked 8,500 Canadians to rank personality traits by importance of what would they look for in an employer. Overall the world prefers employers who are honest, sincere, secure and reliable and find traits such as strong, or thrilling to be less important.
Canada was typical in this respect; while other nations were more polarized towards the leading traits like, Poland who's respondents spoke in near unison with 40% saying that honesty was the most important traits; while 20% of China's respondents said that Strong was their most important trait.
We also found out what Canadians felt was the most important factor when looking for an employer, what employment sectors were most attractive and what the current perceptions on timelines for retirement are.
For other results found in the Randstad Award survey, visit, www.randstadaward.ca.
Canada is an exciting country to work in, with many of the world’s leading employers and strong growth in industries like oil and gas, technologies and finance opportunities to grow your career and your skills are endless.
Companies are developing their employer brand to help attract candidates to join their organizations; much like businesses have established their own marketing brands to attract new customers. Knowing what a company's employer brand is and how you could fit into it is every more important on your job hunt.
In a recent survey in support of the Randstad Award, 8,500 Canadians were asked their perceptions on a number of topics about their work lives and their perceptions; we wanted to share 3 Facts that every job hunter and employer should know.
1. Canada's most desirable industry to work in
The Transport and Logistics sector 45% is the most desirable, with both men and women. The sector also earned favorable results on training, a pleasant work atmosphere and interesting job content. Transport and Logistics was followed by:
High Tech Manufacturing 42%
Motor Vehicle & Parts 39%
2. Best way to attract job hunters
This year, Canadians hold competitive salary and benefits as the most important factor in deciding whether a job opportunity is attractive enough with 73% of respondents leaving the factor in their top 5 followed by;
Long-term job security 56%
Pleasant working atmosphere 51%
Good work-life balance 43%
3. What endangers good work life balance
When Canadians were asked what factors would put their work life balance at risk, Canadians responded strongly with 57% of respondents answering that an unfavourable working environment is the greatest risk to a good work life balance, followed by;
Poor cooperation with colleagues 51%
Work during evenings/weekends 47%
Putting in too many extra hours 45%