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Weak growth necessitates that we use all of Canada's assets to reignite our economy. Yet, data are assets that have yet to be effectively leveraged. While we fixate on the numbers of startups or high growth firms, do we really have adequate data with which to build a resilient labour force or an innovative economy?
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What can be done to tackle the employment obstacles facing Canada's youth? Plenty. Too often, government reports and media accounts wax poetic over our fine universities as a source for solutions to our youth employment challenges. Our equally impressive polytechnics get lost in the discussion.
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Our labour market is not evolving to help companies compete globally. Modernizing our labour market requires two things: a talent pool equipped with the appropriate skill sets, and an up-to-date approach on collecting and sharing labour market data.
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Until we open up our minds about what "talent" and "best and brightest" should really mean in the context of the labour market, we are leaving many skilled people out of the innovation agenda. Right now we have an exclusive mindset when it comes to talent, linking it too much to spending a long time in higher education.
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More and more executives are required to work with greater independence and/or direct satellite teams. To fulfill these roles, companies increasingly seek intrapreneurs, or entrepreneurs who will perform within a large organization as they would within an independent company in order to establish an entity.
Whether you like it or not, millennials are the largest generation in the Canadian workforce. Simply put, we are the future of your business. So why not skip the nasty nicknames and let's figure out how we can all work together to help your company continue on -- and maybe even grow -- after you've retired.
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We tend to take it for granted that the presence of a union will lead employers to pay higher wages. In fact, this is not necessarily the case. When does unionizing lead to lower average wages? When it drives away the most productive--and highly-paid--workers.
You've finally decided to hire a production company, or to film your own video blogs to market your business.
The idea of putting yourself "out there" might be terrifying, but it doesn't have to be. Working with the right crew or doing some trial runs on your own can make all the difference. Here are four tips to ensure you look your best when in the spotlight.
Any way you cut it, the process of hiring employees that are the best fit for your company can be arduous and stressful. And with so many people looking for employment, we can expect that identifying the right candidate for the job will only get more difficult. Here are a few strategies we've been using.
Recently I had the opportunity to hear Dan Pink speak at an event. Something he said has been banging around in my mind for days trying to escape to my blog: "Organizations need talent more than talen...
In this exclusive excerpt for HuffPost from Richard Florida's new book, the author reveals that scientists and engineers, architects and designers, artists and entertainers and the growing ranks of professional knowledge workers -- what he labels as The Creative Class" -- now number more than five million in Canada, or roughly 30 per cent of the workforce. So where do they live?
I have two key employees who have been with me for three years, both performing at a C+. I'd love to replace them, but they are both crucial positions and I just don't have the time to search for and train replacements. Should I fire them and suffer trying to find someone better or do I keep jogging along at a C average?
Kids often hear the phrases, "You can do anything you want to do or be anything you want to be." But it's just not true. In fact, this is exactly the kind of thinking that further entrenches them in unrealistic dreams that take them away from one of the important tasks of growing up.