A WELCOMING LABOUR MARKET

INTEGRATION, SUSTAINABILITY, STRATEGIES

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AAISA-Biennial-Settlement-Conference- October 23rd, 2015

Nicole JelleyExecutive DirectorTalent Pool

TODAY

It’s about

INNOVATION

Adding Value…Differently

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WORKFORCE INTEGRATION

Workforce Integration involves whole systems

A confident, engaged, motivated, knowledgeable and properly skilled workforce supporting active communities is at the heart of workforce integration

Successful workforce integration creates new thinking models, new relationships, networks and ways of working

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SMALL BUSINESSES SAY…

65% of a recent CFIB survey respondents said that their workforce was more important than their product/service

67% recognized that they could not fill all their positions in the past 3 years

9 in 10 stated that a lack of “qualified” candidates was the reason

Even with the recent layoffs, 325,000 positions have been vacant for 4 months or more across Canada

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Financial Post – September 8, 2015

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NEW CONTEXT6

“Maximizing Canada’s Engagement in the Global Knowledge-Based Economy: 2017 and Beyond” - Policy Horizons Canada  

Knowing when to change and why:

HUMAN CAPITAL IMPERATIVE

Canada will have a significantly smaller labour force in 2017

Nearly all members of the baby boomer generation will be/are 60 years of age or older. By 2024, more than 20% of us will be seniors!

Our birth rate decreased 25.4% between 1992 and 2002, and our fertility rate was a mere 1.5 in 2002. No changes!

It is in our national interest to:

ensure that as many Canadians as possible have the opportunity to participate in the workforce,

create opportunities for our best and brightest, and allow immigrants to succeed in our modern Canadian

economy…fast.

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CRITICAL NEEDS

A Knowledge Based Economy requires us to function at a high level engaging all our Competencies, and applied Skills, to understand, translate and apply complex information to deliver Innovation, fully utilize Technology and deliver Productivity

We continue to lag in Innovation: 9th among 16th ranked countries

We lag in Labour Productivity: a C grade, better than a D but…

“Conference Board of Canada – September 2015”

We don’t have a national Competency framework, so no clear terms of reference

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WE NEED…

FLEXIBLE and MODERN POLICIES

ENABLING POLICIES and PRATICES

We BECOME an ENABLER of INNOVATIVE PRACTICES

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TRANSFERABLE SKILLS

Competencies that can be used in many situations and many types of work

Mostly gained through Experience

Acquired throughout one’s lifetime

Technical or job-specific: usually mandatory

Non-technical: used in multiple situations = Transferable

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TRANSFERABLE SKILLS ADVANTAGES

There is a direct link between transferability of skills, the risk of losing one’s job or difficulty in finding another…

Employability may be based on specific, job related, skills but a higher stock of transferable skills may equal a lower risk of prolonged unemployment during economic disruption times

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TRANSVERSAL SKILLS

We need to adopt a “New Skills for New Jobs” attitude

Flexibility, Adaptability, Mobility, must become the norm

What does that mean?

“Negotiating, Presentations, Budgeting, Problem Solving, Flexibility, Reporting, Team working, Decision making, “Learning to Learn”…

All generic skills, that must become more specific so as to be transferable between closely-related industry sectors, are best called Transversal Skills

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ANALYSIS OF TRANSVERSAL SKILLS

Even in the absence of a formal, national, structure, we can research and identify which skills are more or less closely linked in terms of similarity to deliver performance:

NOC codesSupply Chain Canada website SourcesThe Canadian Logistics Council website…

Transversal skills allow for internal and external mobility of talent!

Proactive behaviour is required to help employers understand how Transversal skills supplement education

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HOW TO?

Talent/Skills/Competence audits should become a tool of choice for any Intake Facilitator or Coordinator

Understanding the critical skills requirements of companies must become a Key Competency for Job Placement Coordinators

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EUROPEAN MODEL15

Transferability of Skills across Economic Sectors – Social Europe - 2011

RIGHT PEOPLE IN THE RIGHT JOBS AT THE RIGHT TIME: OUR ROLE

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Transferability of Skills across Economic Sectors – Social Europe - 2011

HIGHLY TRANSVERSAL SKILLS

Customer Orientation Organizational Awareness E-skills Intercultural skills Flexibility Communication Self-Control Stress Resistance Creativity Analytical Thinking Conceptual Thinking…

are highly transferable across entire labour markets

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HIGHLY TRANSFERABLE SKILLS

Highly transferable/transversal skills are required by many occupations, in multiple sectors, as a pre-condition for high-quality performance

Demonstrating the factual existence of these skills facilitates the mobility of the individual candidate across sectors, across occupations

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TRANSFERABLE OR NOT?

manufacture of food products, beverages, tobacco and manufacture of paper, rubber and plastics products

retail trade and wholesale, warehousing and rental manufacture of paper, rubber and plastics products, other

manufacturing and wholesale, warehousing and rental wholesale, warehousing and rental and specialised, postal and

librarian services accommodation, food and beverage service activities, retail trade manufacture of food products, beverages and tobacco and

manufacture of wood and furniture

Higher number of transferable skills

Transferability of Skills across Economic Sectors – Social Europe - 2011

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TRANSFERABLE OR NOT?

civil engineering and construction and ICT health and social care activities and agriculture,

forestry and fishing manufacture of textile and leather and ICT manufacture of metals, electronic equipment and

transport vehicles and education civil engineering and construction and education

Lower number of transferable skills

Transferability of Skills across Economic Sectors – Social Europe - 2011

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HOW?

The Intake Facilitator/Job Placement Coordinator should be adept in:

Recognizing/identifying/cataloguing the transversal skills

Understanding the competencies/skills needs of the prospective employer

Being able to distinguish between hard and transversal skills at the individual level

Understand how to position the Portfolio – a new tool

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LEARNING PORTFOLIOS

In addition to the traditional tools (resumes, cover letters, online applications, etc…) why not,

Adopt Learning Portfolios?

A map of learning outcomes, competencies and skills, an individual possesses

The map simplifies the explanation of transfer of skills acquired, even those not certified nor assessed by other means.

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That’s How we Can Wear the Futurist Hat!

THANKS!

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