The Death of the Paper Resume

For some employers, paper resumes are hopelessly out of date. Instead, they're checking Klout scores and asking for resume submissions via Twitter.

When IT company Enterasys decided to hire a social media marketer, one thing stuck out in its job posting: no paper resumes accepted. The application requirements said qualified candidates will be identified using social influence metrics on Klout, Kred and Twitter. Using the hashtag #SocialCV, a marketing professional could apply for the position.

Enterasys develops, manufactures and delivers enterprise networking products in a business-to-business space. The Boston-based company employs approximately 1,000 people and serves clients at universities, banks and hospitals.

“The paper resume is dying,” said Vala Afshar, Enterasys’ chief marketing officer and chief customer officer. “And in the near future talent acquisition will use the Web for an applicant’s CV and social networks as mass references.” Afshar, who also co-authored The Pursuit of Social Business Excellence, isn’t responsible for acquiring talent solely in the marketing department; he’s involved in many integral aspects of the 30-year-old operation.

“If you’re not a social employer, you’re irrelevant over time,” he said. “I don’t have a resume, but I’m highly active. I believe that the very best talent, they are too busy changing the world, they’re not actively looking for work, but they are active on social networks.”

The hiring campaign was launched after Afshar said he found himself spending more time searching for a candidate on the Web than staring at a candidate’s paper resume. To be even considered for Enterasys’ social marketing position, an applicant must have a minimum of 1,000 Twitter followers. Also required to land an interview is a minimum Klout score of 60 and a minimum Kred influence score of 725.

Afshar said there’s going to be a lag until engineering, human resources, finance and other “back office” functions will require an applicant to have a social presence, but he warns that day will come. “I’m certain that we are going to find exceptional talent and whether it was the process or not, I’ll let other people judge. I’m just looking to bring a talented person into the company,” he said.

The use of social media is considered fair game for talent acquisition; a digital footprint can benefit both job candidates and recruiters. However, this hiring practice might also provide false positives.

Dino Baskovic, a digital strategist in Detroit and adjunct professor of technical and professional communication at Lawrence Technological University in Southfield, Mich., said it’s important to keep quantity versus quality in mind when looking at these numbers because one’s social profile isn’t the only place to network. Baskovic said Klout, Kred and Twitter followers are good early indicators, and give a manager or recruiter a sense of one’s ability to navigate the space. “It gives me an initial sense that this person more than likely has the competency I want for a social media position, but having said that, it’s an indicator, not the ‘be all, end all’ indicator.

“I’m a big believer in professional recruiters; they live and breathe this stuff every day. They know how to vet candidates more so than hiring managers would and they are going to know a lot of things about one’s background that a typical hiring manager may not,” Baskovic said.

He warns that while a candidate may have a wonderful blog and an abundant supply of followers, the candidate may be just a couple years out of college, or have no experience working within the organization’s industry. This is where a professional recruiter, he adds, can help a hiring manager employ the right prospect.

“I think it’s interesting to see that there’s a willingness to take what was formerly a very private and very trusted infrastructure that’s talent acquisition and shed a little more light on it,” Baskovic said. “We need to tread very carefully there because it’s untested and the waters are so uncharted, and I’d hate for a candidate or a company to get into trouble, inadvertently, over seemingly innocent online discourse.”

Jennifer Kahn -  3/22/13

How to Turn Your Weaknesses Into Strengths

We all have weaknesses, and we tend to try to work on eliminating them - on changing ourselves in order to become better. But change is difficult- very difficult. What if instead of trying to eliminate our weaknesses, we embraced them for what they were?

Several months ago, my friend Ben Rosner, CEO of e-home and a fellow member of Entrepreneur's Organization, led an activity on weaknesses and strengths with my EO Forum group, based on the excellent Freak Factor manifesto by David Rendall. I found the activity to be so insightful and inspiring, I did the activity with my team at Likeable Local- and then with our team at Likeable Media. I thought I'd share it with you here as well:

Think about your biggest weaknesses at work and in life. What qualities are you most unhappy about? Of the following list of 16 typical weaknesses, look carefully and choose the three that resonate most with you:

1) Disorganized
2) Inflexible
3) Stubborn
4) Inconsistent
5) Obnoxious
6) Emotionless
7) Shy
8) Irresponsible
9) Boring
10) Unrealistic
11) Negative
12) Intimidating
13) Weak
14) Arrogant
15) Indecisive
16) Impatient

Got your three biggest weaknesses? Great. (Don't be too depressed, the rest of this activity is more fun). Next, look at the below list, find the same three weaknesses, and look at the traits to the right of each of your three biggest weaknesses:

1) Disorganized ---> Creative
2) Inflexible ---> Organized
3) Stubborn ---> Dedicated
4) Inconsistent ---> Flexible
5) Obnoxious ---> Enthusiastic
6) Emotionless ---> Calm
7) Shy ---> Reflective
8) Irresponsible ---> Adventurous
9) Boring ---> Responsible
10) Unrealistic ---> Positive
11) Negative ---> Realistic
12) Intimidating ---> Assertive
13) Weak ---> Humble
14) Arrogant ---> Self-Confident
15) Indecisive ---> Patient
16) Impatient ---> Passionate

The three qualities to the right of your three weaknesses are all strengths.

Hidden in your weaknesses are your strengths.

Every weakness has a corresponding strength.

The idea here is simple: Instead of trying to change your weaknesses, accept them. Don't try to fix them - it's too difficult. Instead, be sure to leverage your associated strengths. You can look to colleagues, direct reports, and even supervisors to fill in the gaps where you are weakest. Don't be afraid to ask people for help- they can add value where you are weaker. Butbe sure to embrace your strengths, and build upon them. After all, your strengths (even those disguised as weaknesses) - will get you far in your career, and in life.

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Now it's your turn. Did this activity resonate with you? Were the strengths corresponding withyour weaknesses accurate? What are your greatest weaknesses - and strengths? What are the takeaways for you at work and in life? Let me know your thoughts in the Comments section below! And here's to your secret strengths!

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Dave Kerpen is disorganized, unrealistic and impatient - which means he's creative, positive and passionate! For more information about this activity, be sure to check out the excellent book Freak Factor by David Rendall. 

New Start-Up Visa opens for applications on April 1

Ottawa, March 28, 2013 — The world’s best and brightest entrepreneurs from around the world, with ideas for new business ventures and financial backing from Canadian investors, can apply to the brand-new Start-Up Visa Program as of April 1, Citizenship, Immigration and Multiculturalism Minister Jason Kenney announced today.

“Canada is open for business to the world’s start-up entrepreneurs,” said Minister Kenney. “Innovation and entrepreneurship are essential drivers of the Canadian economy. That is why we are actively recruiting foreign entrepreneurs - those who can build companies here in Canada that will create new jobs, spur economic growth and compete on a global scale - with our new start-up visa.”

Canada’s Start-Up Visa Program is the first of its kind in the world. By providing sought-after entrepreneurs with permanent residency and access to a wide range of business partners, Canada hopes to become a destination of choice for start-up innovators which will help Canada remain competitive in the global economy.

CIC has worked with two umbrella organizations, Canada’s Venture Capital and Private Equity Association (CVCA) and the National Angel Capital Organization (NACO), to identify and designate the venture capital funds and angel investor groups that are keen to participate in the program. Immigrant entrepreneurs hoping to launch cutting-edge businesses in Canada and attain permanent resident status need the support of participating Canadian investors. A full list of designated venture capital funds and angel investor groups is now available on the Citizenship and Immigration Canada website.

"The CVCA and our individual members look forward to the launch of the Start-Up Visa Program,” said Peter van der Velden, President of the CVCA. “Our participating funds welcome the opportunity to take part in this first-of-its-kind program, which has the potential to help them attract best-in-class entrepreneurial talent to their Canadian-based investee companies.”

"There has been significant interest from both angels and entrepreneurs since the announcement of this program," said Michelle Scarborough, Chair of NACO. "Our angel group members across Canada are eager to participate, and we look forward to supporting the growth of new businesses and helping them to make their mark in Canada, further expanding our economy."

To apply for permanent resident status in Canada, the foreign entrepreneur must first secure a significant investment commitment from a designated Canadian angel investor group or venture capital fund. Applicants must also demonstrate language proficiency skills at a Canadian Language Benchmark 5 in listening, speaking, reading and writing, and have at least one year of education at a post-secondary institution.

“With our new start-up visa, we are opening the door to new and exciting opportunities for Canada’s economy to grow and prosper,” added Minister Kenney. “This is part of our government’s transformational changes to Canada’s immigration system that will make it fast, flexible, and focused on Canada’s economic needs.”

The Start-Up Visa Program is a pilot program that will run for five years. It is expected that due to the narrow focus of the program, initially, the number of applications will be limited. However, the focus of the program will be on the quality of the applicants and on establishing a track record of success.

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The Real Secret to Career Success: Confidence

• The real secret to success is one folks rarely talk about, either because they don’t think they have to point it out or they don’t realize it’s the first real step.

The first thing to worry about, the thing that matters first, before all others? Your confidence.

If you’re not confident, “networking” and “baby steps” won’t take you very far. You’ll go to events and flail about. As you interact with people, you’ll convey your own self-doubt. Your words may say one thing, but your body language will say, “I don’t believe in myself, and neither should you.”

If you first build your confidence—and do it in a way that is both sincere and natural (a way that works for you, not someone else)—then you can take just about any step you want. If you exude confidence, people will be drawn to you—not the other way around.

And when you put yourself out there with confidence, each of your efforts is multitudes more effective, because your aura says, “Hey, I’m worth something. I mean business here. I’m worth listening to. And you should.”

Failing to emphasize the importance of confidence does a real disservice to up-and-comers

Some people feel ineffective doing what they need to do to succeed. They’ll attend networking events without much success, and we just tell them to go to more. “Just get yourself out there,” we say. “The more people you meet, the more comfortable you’ll feel.”

But if you’re uncomfortable in these situations, forcing yourself to attend networking events will exacerbate the problem. You’ll stand in the room with an aura of insecurity, and your presence will have a limited effect on those around you.

Your confidence at events may improve over time, but it’s a slow-going and largely ineffective approach.

Instead, take the time to build your confidence beforehand.

How?

Here are three ways that work for me. You don’t need to pursue all three; you can focus your energies on one, and you’ll still likely benefit. Build all three, and you have a winning combination.

1. Think yourself into a positive attitude

Uh, yeah, I mean mantras. Dismiss them if you want, but at least hear me out. If you say only uplifting things to yourself, uplifting things are eventually what you’ll believe. It protects you from the self-doubt and self-hate that sometimes creeps into your psyche. If you busy yourself thinking one thing, there’s no room for weeds to take root.

For a good starting place, try Napoleon Hill’s self-confidence formula. Or, if Hill isn’t your style, use whatever works for you. Make up your own mantras.

The point is: you are what you think and believe. If your thoughts aren’t constructive and exuberant, you won’t be, either.

2. Take baby steps

Just make sure to pursue baby steps that make you feel awesome. Here are two approaches:

Pursue what comes naturally, even if it doesn’t seem related to your goal. If you’re a talented illustrator, draw for 20 minutes. If you’re a crossword puzzle whiz, do one. Do whatever you’re good at for 15-20 minutes prior to something scary as a confidence booster. And after you rock out at it, remind yourself, “Damn, I am good.” Hold on to that emotion as you transition to whatever it is that scares you.

I use writing as my confidence booster because I write quickly. Every morning, I write for 30 minutes. I also write whenever I need a boost so I can work through any emotions that are holding me back. Feeling myself move through words helps build my certainty. This is actually how the article you’re reading originally started. I was building myself up to write documentation for work. And though both are writing, you can see this is definitely not documentation.

The baby steps do not have to be in the direction of what you’re actually trying to accomplish. Your steps just have to make you feel good and re-establish your belief in yourself.

Or tackle something scary. Getting my wisdom teeth pulled terrified me. I put the appointment off for years. This was during a time when I worked a job I hated and knew I needed to quit, but I was scared to do that, too.

Months later than I should have, I finally put in my notice, and since my health insurance was expiring, I also had to have the teeth removed. I scheduled the appointment for the last day of work and, as I drove there, high on the realization I was leaving the office for the last time, it dawned on me: after finally quitting, the wisdom teeth felt like a joke. Tackle one fear, and other things feel suddenly easier.

3. Once you tackle something successfully, hold onto that little surge of confidence

A body in motion stays in motion! Dwell on the self-esteem and energy boost that you feel and quickly find something else to apply yourself to. If you can find something either a little scarier or a little more in line with your real goal (e.g., the networking event or the job application), then do it.

Keep at the little things to keep building confidence. I write every day, waiting for other opportunities, just so that I can preserve the momentum I’ve built with this habit. Do whatever you need to keep this momentum. Don’t let it dwindle at any cost. Get into a silly routine if you have to. Persevere and try to build on the boost by applying yourself to more and more challenging tasks.

Because the real step one, before you can be effective at taking any of the other steps toward success, is to build up your confidence. Confidence is everything.

Krista Goral is an IT consultant by day and doubles down as a writer, blogger, philosopher/doer by night. She explores the everyday human experience on her two blogs, Response Crafting and Moments in Notes.

“You're Fired” – Now What?

By Howard A. Levitt
Lang Michener LLP
Monster Employment Law Expert


No one wants to hear those dreaded words. Whether you are told that you have been “fired”, “terminated”, “dismissed”, “let go”, “downsized”, “restructured” or “laid off” it all means the same thing - you no longer have a job with your employer. How you handle the termination meeting and the days following can be critical in preserving the relationship with your employer and building bridges to move forward. The following guidelines will assist you in managing the loss of your job and handling the shocking news:  

• Listen carefully during the termination meeting. You may be stunned by the news that you have lost your job. This may make it difficult to concentrate and listen. Try not to get angry. You may be tempted to jump up, storm out of the room, cry or yell at the person who is delivering this bad news. However, it is important to focus and act in a professional manner. You may be advised of the reason for the termination and whether it is for just cause or without cause.
  
  Do not be surprised if the termination meeting is very brief and that you are asked to leave the workplace directly from the meeting. Some people are escorted from out of the workplace by security or meet with an outplacement officer.
  
  Also, do not be surprised if you are offered a cab ride home to ensure that you get there safely.
   
• Do not sign anything. You may be provided with a termination package at the meeting. You will likely be too shocked to properly read and concentrate on the contents. Take the termination package home with you and review it carefully within the next few days. Most termination packages contain a letter outlining a severance offer as well as a release.
   
• Your personal belongings. Remember to collect your personal belongings. Only take what belongs to you from the workplace. This may include any pictures you have at your desk, your favourite coffee cup or any other personal items. Do not remove any of the company’s property or documents.
   
• See a lawyer. It is important to make an appointment with a lawyer to review the termination package and release as soon as possible. There will be legal language in the documents which may make them difficult to understand. The lawyer can assess whether the severance package you are being offered is reasonable based on your circumstances, such as your age, position and length of service. It will be important to bring all of the documents related to your employment to the meeting with the lawyer. This includes any offer letter or employment agreement you may have signed. You may have also signed other agreements during your employment such as a confidentiality agreement, an intellectual property agreement, or a non-solicitation and/or non-competition agreement which determines your rights and obligations upon the termination of your employment.
   
• Understand your obligations going forward. You may have entered into various agreements with your employer that place limits on what you can and cannot do in future employment. For example, you may have signed a non-solicitation agreement stating that you will not contact or solicit your employer’s customers for a certain period of time. You need to review these obligations with your lawyer so that you do not find yourself being sued by your previous employers.
   
• Start planning your future career. Try to look at the cup half full and move forward. It is important to start your job search right away. Try to get a reference letter from your previous employer to assist you in looking for new employment. Put together a list of your contacts and begin networking. Also, start looking at newspapers and conduct internet searches for job opportunities.

Although it may not seem like it in the beginning, losing your job may be the best thing that ever happened to you.


For more information or to arrange a telephone consultation or a visit to our offices in Toronto, Ottawa or Vancouver, please visit http://www.canadaemploymentlaw.com/.

Top IT challenges for 2013

Technology moves fast, and each new year brings a fresh batch of changes that disrupt the way we do business, in both positive and not-so-positive ways. The year 2013 will be no different. We’ll see new IT challenges and opportunities facing enterprises, and those with an eye on the horizon will be in the best position to thrive.

To build a view of what’s to come in the new year, we sat down with two of HP’s top thought leaders—Steve Simske, HP Fellow and Director at HP Labs, and Charlie Bess, HP Fellow, HP Services and Solutions Lab —to learn their predictions for 2013.

Top enterprise IT challenges for 2013

Mobility heightens security concerns
The proliferation of mobility has greatly expanded the threat surface available to attacks. “Organisations are becoming more of an ecosystem,” says Bess. “They’re based on relationships more than roles.”

There will never be a shortage of hackers out there ready and willing to exploit vulnerabilities, and more sophisticated knowledge is required to defend them. “Lack of imagination is a bigger threat than lack of preparedness,” says Bess. “Everybody has monitoring, but it’s really about knowing what different anomalies mean that’s important.”

Mobility introduces more management complexity as well. “Just managing the number of apps out there is a monumental challenge,” says Simske. “There used to be just a few dozen apps, linked by a common operating environment that dictated protocol. Now people can access apps from all over.”

Networks increasingly burdened
Mobility brings two additional challenges to enterprise networks: IPv6 and synchronisation.

Enterprise networks must now take seriously the reality of transitioning to IPv6. On the other hand, notes Bess, “there are lots of ways to use IPv4 addresses more effectively that enterprises haven’t learned to take advantage of.” Enterprises need to address the capacity challenge on both counts so that their networks continue to support business growth.

The variety of devices and platforms that must be incorporated poses another challenge. “Synchronisation is still in its infancy,” says Simske, noting the variation of data displayed on his many mobile devices. “How do you fix that for somebody?” he asks. “There are challenges you can hand to IT that don’t have a solution yet.”

Bess comments on additional technologies beyond mobile that now must be incorporated into enterprise networks: “Most organisations are not set up to interface with all the mobile devices, sensors, and cloud services that are now expected to feed into networks. The network architecture and the goals that drive it need to be reassessed.”

Top enterprise IT opportunities for 2013

Security challenges present a silver lining
Despite its many challenges, security also presents multiple opportunities for new products and solutions as well as ways for the IT department to continue demonstrating its value.

“Identity management is a mess,” says Simske. “It’s a good area for someone to come up with a solution for.” End users and IT administrators alike must now manage a dizzying mixture of passwords, automatic log-ins, secret questions, and so on. “The whole fabric can easily unravel, and identity theft is easier simply because of this hugely increased security threat surface.”

Authentication presents a second opportunity for improvement. “Authentication is rapidly eroding in light of the increasing ineffectiveness and outright failure of CAPTCHAS,” says Simske. But other methods of authentication based on biometric input are rapidly evolving. Imagine if your smartphone could validate that the person on the other end of a phone call is who they say they are based on speech analysis? “Computers are within five years of replicating any and all biometrics currently used for authentication,” says Simske.

Analytics are just beginning
Big Data has overtaken cloud computing as the industry’s most prominent buzzword, and analytics is the cornerstone of that. However, monetising the potential of analytics is still not fully understood. “What bothers me is that people always talk about analytics providing insight, but few organisations make money off of insight,” says Bess.

The real opportunity in analytics, says Bess, is the ability to identify normal patterns from anomalies and then apply processes like automation to the normal patterns. Businesses can then refocus their energy on dealing with the anomalies, or identifying efficiencies or potential innovations. They need to use automation to reduce time-to-action. Simske adds, “I see the real value of analytics in providing recommendations, which can affect strategy and roadmap, with or without automation.”

Bess sees automation as the next outsourcing target, which threatens traditional outsourcing businesses, but also opens up an entirely new market.

Internet of Things providing concrete benefits
Sensors now provide more data from more places and with greater context awareness than ever before. “As our sensors get smarter, they can take on functions that we’ve traditionally used people for,” says Bess. For example, smarter products can find someone’s or something’s location, gauge availability, or make decisions about the resources around them such as pulling up related coupons or products for someone shopping in a supermarket based on their previous interests. Simske warns, however, that this does introduce some privacy and security issues that would need to be addressed along with the business opportunities.

“It’s not just the data that these things can collect, but the relationships between the data that provides more possibilities,” says Bess. Just like social media can reveal relationships between people, smarter sensor data can highlight relationships between things, like products in a warehouse.

Enterprises can also take advantage of sensor data to find efficiencies within their IT infrastructures, like managing their app portfolios. “You can view your portfolio in a different way to find more efficiency,” says Bess, like eliminating what’s not generating value, or finding opportunities to move things from fixed costs to variable costs based on usage. “With more information, enterprises can more easily transition from standalone entities to a service provider approach,” concludes Bess.

HP Technology at Work

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Canada Summer Jobs 2013 - Frequently Asked Questions

1. What is Canada Summer Jobs?

Canada Summer Jobs is a Government of Canada initiative that provides funding to help employers create summer job opportunities for students. It is designed to focus on local priorities while achieving tangible results for both students and their communities.

2. What are the objectives of Canada Summer Jobs?

Canada Summer Jobs has three main objectives:

1. to provide work experiences for students;
2. to support organizations, including those that provide important community services; and
3. to recognize that local circumstances, community needs and priorities vary widely.

3. Who can apply for Canada Summer Jobs 2013?

Canadian not-for-profit organizations, public-sector employers and small businesses with 50 or fewer full-time employees can apply for funding through Canada Summer Jobs.

4. When does the application period start?

Employers can begin to apply for Canada Summer Jobs on February 1, 2013.

5. When does the application period end?

The deadline for applications is February 28, 2013.

Next year, the dates for accepting applications for Canada Summer Jobs will be different. These new dates will allow employers to be notified of their application status earlier. For more information, please visit this website in the spring.

6. How will applications be assessed?

Applications will first be reviewed to ensure they meet the basic eligibility requirements. They will then be assessed, on a constituency-by-constituency basis, using the following criteria:

• service to local communities;
• jobs that support local priorities;
• jobs that provide career-related experience or early work experience;
• jobs with a salary that contributes to the student’s income;
• employers who provide supervision and mentoring;
• project activities that are directed toward members of, and support the vitality of, an official language minority community; and
• employers who intend to hire priority students (students with disabilities, Aboriginal students and students who are members of visible minority groups).

Locally defined priorities will be available as of February 1, 2013.

7. What are the local priorities and where can employers find them?

The assessment of applications will be carried out on a constituency-by-constituency basis, ensuring that local priorities are reflected in the assessment.

For example, local priorities could be:

• special events (sport, cultural or other events on a local, provincial/territorial, national or international scale);
• locations (such as rural or remote areas or areas of high unemployment); or
• sectors (such as tourism or agriculture).

As of February 1, 2013, local priorities used in assessing applications will be available on our website, by calling 1-800-935-5555 and at any Service Canada Centre.

8. How much funding are employers eligible to receive?

Not-for-profit employers are eligible for up to 100 percent of the provincial/territorial minimum hourly wage and mandatory employment-related costs.

Public-sector employers and small businesses with 50 or fewer full-time employees are eligible for up to 50 percent of the provincial/territorial minimum hourly wage.

9. Which students are eligible to participate in Canada Summer Jobs?

Eligible students:

• are between 15 and 30 years of age;
• have been registered as a full-time student in the previous academic year and intend to return to school on a full-time basis in the next academic year;
• are Canadian citizens or permanent residents or have official refugee protection status under the Immigration and Refugee Protection Act (foreign students are not eligible); and
• are legally entitled to work in Canada, according to relevant provincial/territorial legislation and regulations.

10. Are there other programs that support youth employment?

Canada Summer Jobs is part of the Government of Canada’s Youth Employment Strategy (YES). Led by HRSDC in partnership with 10 other federal departments, YES helps youth, particularly those facing barriers to employment, obtain career information, develop skills, gain work experience, find good jobs and stay employed. The strategy involves three programs: Skills Link, Career Focus and Summer Work Experience (which includes the Canada Summer Jobs program).

Youth employment programs are part of the Government of Canada’s broader strategy to create an educated, skilled and flexible workforce. The Government underscored its commitment to this strategy in Canada’s Economic Action Plan. A key component of the Plan is to create more and better opportunities for Canadian workers through skills development.

Furthermore, the Government is helping youth prepare for, find and maintain meaningful employment through enhanced online services available at Youth.gc.ca.

To learn more about youth employment opportunities:

• Click on www.youth.gc.ca
• Call 1-800-935-5555
• Visit your local Service Canada Centre

3 powerful ways to do a better job in 2013

Here are three ways you can improve your work - and your workplace - in the New Year.

1. Know what you’re doing before you worry about how you’ll do it.

We jump to thoughts of implementation so often in our work, and that tendency creates several problems. We may not know exactly what we’re implementing, why we’re implementing it or how much is possible. By skipping ahead to the details, we begin work that may not make sense—and we unnecessarily constrain ourselves. This year, be mindful about each idea you’re pursuing and determine its larger purpose before running forward with activities. It’s not about what you’re doing but why you’re doing it.

2. Spend at least 15 minutes a day in deliberate thought about something bigger than your to-do list.

This is critical. I believe in mornings - but for some people, it works best to do this exercise at the end of the day to prepare for the next morning. What larger purpose defines you right now? One year from now, what will you be glad you did tomorrow? Ten years from now? What are the big things that need to happen to advance those aspirations? I believe the sum of our efforts each year reflects the rigor we apply to these larger questions. Take a few minutes each day to ask them. You may not have every answer, but you’ll make smarter choices along the way - and let the little crap go more easily. For me, five minutes at the start of my workday plus nightly blogging are tools I use in trying to step out of everyday to-do lists and think about what ideas matter most each day. What tools can you put into place to schedule reflection?

3. Think about what unites your colleagues rather than what’s in it for you.

The best workplaces in the world have something in common: Colleagues embrace a collective vision, and they’d do anything for each other. I’d always prefer to be in that kind of culture than a dog-eat-dog slugfest because it’s better for me and better for my organization. Try to set a course toward that kind of camaraderie. Define what you all want to do together. Along the way, share credit. Recognize the achievements of others. Sacrifice something selfish if it yields a greater good. If you are a manager, you have the chance to transform the experience of those who report to you. Seize it with a spirit of selflessness. In the end, it’s the fastest way to achievement - and happiness - for everyone.

Katya Andresen

Canada should boost immigration levels starting 2014

OTTAWA — After seven years of stagnating numbers, Canada should start boosting immigration levels starting in 2014, according to an internal government review obtained by Postmedia News.

The study, dubbed a “Literature review and expert advice to inform Canada’s immigration levels planning,” suggests immigration levels should begin increasing six per cent a year to approximately 337,000 in 2018, after which levels should plateau until 2021, the end of the review period.

According to the report, the short-term boost is needed to balance the labour market and is based on economic projections that take into account things like unemployment rates.

Since 2007, annual intake targets have been frozen at about 253,000.

The report also seems to kibosh hopes the provinces have for growing the provincial nominee program. The program allows provinces and territories to choose immigrants to fill short and medium-term, local labour market needs and most often attracts skilled tradespeople and college graduates.

Each province is allotted a certain number of spaces under the program, however, Canadian premiers last week called on the federal government to hand over more control over immigration while regional immigration ministers have been pleading for an increase in their allotment. Immigration Minister Jason Kenney has yet to release his provincial targets for next year, but has suggested they’re unlikely to change.

Noting the provincial nominee program has grown at the expense of the federal skilled worker program and now accounts for about a quarter of all economic immigrants admitted into Canada, the report suggests “it is not immediately apparent that a further shift is needed.

“A guiding principle should be that immigration is essentially a means for addressing long-term human resources needs rather than short or medium-term needs,” the report says.

“Consequently, meeting longer-term human resources requirements should be given significantly greater weight than responding to short-to-medium term needs.”

As such, the report recommends “no further reductions” to the federal skilled worker program which it says has become more “responsive” to both Canada’s medium and long-term economic needs.

The report also recommends the share of economic immigrants remain stable at about 63 per cent of all immigrants, which includes those who come to Canada as refugees and through the family stream.

While the government has announced plans to allow employers to cherrypick from the immigrant pool, the report suggests a review of Australia’s immigration system, which Canadian authorities often look to, does not necessarily support “arguments for greater reliance on employment offers” as a means of guaranteeing immigrant success.

The report also highlights a number of “research gaps” that “should be of concern to policy-makers.”

Noting the number of temporary foreign workers (TFWs) in Canada has tripled to more than 300,000 in the last decade, the report raises questions about whether some more educated temporary workers may be usurping jobs that could be had by recent immigrants, thereby stunting their economic integration.

Or, the report suggests, recent immigrants may not have the necessary skills or the desire to move to a particular geographic area, leaving employers no choice but to hire temporary foreign workers.

“The increase in the number of TFWs could also indicate that immigration levels are insufficient to meet the economy’s human resources needs,” says the report.

“In any event, more should be known about the factors that lead employers to hire TFWs and the subsequent employment patterns of TFWs once they are in Canada.”

The report also highlights the need for Canada to get a better handle on the number of illegal immigrants who may be living in the country, noting it’s a phenomenon that’s “been studied primarily in the U.S. context.”

It presumes the sharp rise in the number of temporary foreign workers has “increased Canada’s vulnerability to persons who over stay the period allowed by their temporary work permit.”

The report also recommends further research into what factors might impede economic and social integration as well as a comparison of the economic performance and contributions made by immigrants who come to Canada under the federal skilled worker program versus those who come through the provincial nominee program.

The report was prepared for the federal, provincial and territorial assistant deputy ministers responsible for immigration in August. The details of the report were shared during a recent closed-door meeting between Kenney and his provincial and territorial counterparts in Toronto.

The report is likely to influence future federal and provincial immigration policy.

Source: The Vancouver Sun

Canada's 10 hottest jobs: skilled trades, pharmacist, finance, dental hygienist and more

From the skilled trades to college professor, check out our list of top 10 hot jobs and discover the positions that are in demand across Canada. If you're stuck in a part-time job and want a real career, are deciding what to study, or are even considering a change in work, read on! These trades and professions are booming, so if you have the training and aptitude for one of these gigs, you can expect good money, a relative amount of job security and the knowledge that companies are vying to hire you (you hot commodity, you!). And remember, the average worker changes careers -- not jobs, but careers -- three to seven times. So don't be afraid to take the plunge into something new.

1. Financial manager
Demand for money managers is increasing as the private and government sectors are looking for whizzes who know the complexities of financial management.

What to expect: An unemployment rate half that of the Canadian average.

Tip: If you have knowledge of foreign finance or are fluent in a foreign language, consider yourself doubly attractive -- and pack your bags for a potentially jet-set international career.

2. Skilled tradesperson
If you don't want an office job, but do want a salary that pays above the national average, this is the sector for you. Unfortunately (or fortunately for you, depending on how you look at it), the skilled trades have suffered stigmatization for a generation. As a result, a shortage of tradespeople is looming in the service (chefs, horticulturalists), construction (electricians, carpenters, plumbers), transportation (aviation technicians, automotive service technicians) and manufacturing (industrial mechanics, tool and die makers) sectors.

Tip: In the next two decades, 40 per cent of new jobs are supposed to be in the skilled trades and technologies.

3. College or vocational school teacher
The boom in skilled trades means there's also a need for instructors at community colleges, Quebec's CEGEPs, technical institutes and other vocational schools.

What to expect: The number of job openings exceeds the number of candidates, especially with retirements expected over the years to come, plus increased government funding.

Tip: If your discipline is new technology or the skilled trades, your prospects are particularly good.

4. Dentist or dental hygienist
Dentistry is a field you can really sink your teeth into, whether you've got the stamina to stick it out through three years of undergrad university studies plus four to five years of dentistry school or want to get working in this field sooner by becoming a dental hygienist.To obtain a diploma in dental hygiene, you can attend a private educational institution for a minimum of 16 months, or a 2 year program at a community college, or at the University of Manitoba and Dalhousie University. Also, dental hygiene degree programs are offered at the University of British Columbia and the University of Alberta. For more information on how to become a hygienist in your province, check out the Canadian Dental Hygienists Association's website at www.cdha.ca

What to expect: There are currently more job openings than there are qualified people to fill them, in both positions.

Tip: the industry will continue to grow as Canada's aging population requires more care, more Canadians enjoy dental coverage, and the booming demand for adult cosmetic dentistry continues (thank you, Hollywood!).

5. Computer and information systems managers
The 2001 slowdown in the computer industry didn't put a dent in this field. Wage growth is still better than average, as are actual wages (almost double the national average), while the unemployment rate is well below the national average.

Looking ahead: Overall, our reliance on computers at home and at work will continue to grow, meaning job security and continuous opportunities for training and growth.

Fun tip: Single gals, there are more men than women in this field, so industry conferences practically guarantee your BlackBerry will be full of new e-mail addresses of eligible bachelors.

6. University professor
The Ivory Tower is also experiencing increased government spending on education and research, coupled with workplace demand for a highly trained and educated workforce.

What to expect: With below-average unemployment and above-average wages, plus a wave of retirements on the horizon, prospects are strong.

7. Human resource specialist or manager
Demand for human resources specialists and managers is increasing and expected to stay strong, as companies place greater emphasis than ever before on human resources issues such as recruitment, training, employee relations and retention.

What to expect: There are more job openings than job seekers in this field, so prospects are great. Just like you always thought, being a people person does pay off.

8. Pharmacist
A growing and aging population means more prescriptions needing to be filled. From hospital pharmacists to your friendly local pharmacist, there's greater demand for them than there are qualified grads or trained immigrants to fill the positions.

What to expect: Good pay, and many pharmacists are self-employed -- they own the pharmacies they work in.

9. Registered nurse
Canada's aging population means this sector's a dynamic place to be. A combination of factors will ensure a wealth of opportunity for nurses with college or university nursing degrees.

Looking ahead: You'll be in high demand: there are more jobs than registered nurses due to retirement, enrollment in nursing programs is declining and there's a strong need for nurses internationally.

Tip: It's a great job if you love the idea of working in the U.S. or farther abroad, as well-paid international opportunities abound.

10. Retail manager
OK, OK, we all remember doing a McJob. But as the retail sector continues to grow, consumer spending is holding strong, and because there are more openings than there are job seekers in this field, finding employment is still relatively easy.

What to expect: If you're not hung up on high wages (managerial positions pay only slightly above the national average) but like flexible hours and love helping people, and you have transferable skills but perhaps no post-secondary education, this is the field for you.

Bonus: Expect great employee discounts.

By Yuki Hayashi