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Wondering what's important to young adults when they are determining where to live and work? Consider our infographic below, which outlines the four themes - and their attributes - that they consider the most important in their decision making.
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Youthful Attitude
When people think of the word youthful, it often means the positive attributes of youth. More specifically, it is connected, dynamic, open, curious, inventive and playful. Youthfulness is a state of mind versus a stage of life, but it’s certainly more predominant in youth.
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Do you recognize yourself, your organization, and your current employees? If not, it may be time to reexamine your company's culture!
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YouthfulCities Urban Work Index 2019
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Here's a visual that delivers great impact when considering where cities across Canada rank this year. How does yours measure up?
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We encourage you to take the time to analyze the results in more detail.
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Employment by the Numbers
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While we know it's important to hire young people, they still face barriers. To help understand, below is a snapshot of unemployment/employment figures from December 2018. Numbers from the previous month are shown in brackets.
- Unemployment rate: 5.6% (5.6)
- Employment rate: 61.7% (61.7)
- Participation rate: 65.4% (65.4)
- Number unemployed: 1,125,100 (1,124,800)
- Number working: 18,808,400 (18,799,100)
- Youth (15-24) unemployment rate: 11.1 per cent (10.8)
- Men (25 plus) unemployment rate: 4.9 per cent (5.0)
- Women (25 plus) unemployment rate: 4.6 per cent (4.7)
The unemployment rate among youth is double nearly double the national average. This encompasses new and recent graduates, whom we will depend on in future.
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Source: Statistics Canada
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Programs and Initiatives to Assist With Hiring Young Workers
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Aboriginal Affairs - Youth Employment Strategy
Aboriginal Affairs and Northern Development Canada (AANDC) delivers two programs under the First Nations and Inuit Youth Employment Strategy.
1. First Nations and Inuit Summer Work Experience Program supports initiatives to help First Nations and Inuit youth acquire skills, prepare for full-time employment and earn income to support post-secondary education, through summer work experience.
2. First Nations and Inuit Skills Link Program supports initiatives that help First Nations and Inuit youth acquire essential employability and job-related skills, and to learn about job and career options, to prepare them for employment and career development.
Apprenticeship Job Creation Tax Credit (AJCTC)
A non-refundable tax credit equal to 10% of the eligible salaries and wages payable to apprentices in respect of employment. The maximum credit an employer can claim is $2,000 per year for each eligible apprentice. If your business hires an "eligible apprentice", you qualify to claim the credit.
Canada Summer Jobs (CSJ) program
CSJ is a Government of Canada (Service Canada) initiative that provides funding to help small businesses with 50 or fewer employees create summer job opportunities for students. It is designed to focus on local priorities while helping both students and their communities. If your company qualifies, it is eligible for up to 50 percent of the provincial/territorial minimum hourly wage. Qualifiying students are 15 to 30 years of age.
Career Focus Wage Subsidy Program
The Career Focus program provides funding for employers to offer post-secondary graduates opportunities to gain career-related work experience.
Service Canada delivers the following components:
National Career Focus – provides financial assistance to employers and organizations to deliver projects that are national in scope to provide post-secondary graduate youth with work experiences within Canada.
Regional Career Focus – is administered through a network of regional/local offices located across the country. These projects provide financial assistance to employers and organizations to deliver projects at the regional and local levels.
Human Resources and Skills Development Canada delivers the following component:
Sectoral Youth Career Focus – provides financial support to National Sector Councils and other cross-sectoral organizations. These organizations in turn develop work experience opportunities for post-secondary graduates.
Small Business Internship Program (SBIP)
Seeks to improve the competitiveness of Small Business by supporting companies to actively market on-line and improve their competitiveness with e-business practices and technologies. Your firm will receive financial support towards the employment of post-secondary students who will work on e-business projects.
Young Canada Works (YCW) – Canadian Heritage
Does your company design cultural products for the Internet? Do you own a growing Canadian business looking to add language-based services to its list of capabilities? Or are you an arts promoter looking to showcase Canada's heritage abroad? Young Canada Works helps your company by tapping into Canada's energetic and enthusiastic employment pool thanks to YCW wage subsidies.
Youth Employment Strategy - National Research Council of Canada
This program provides financial assistance to innovative small and medium-sized enterprises in Canada to hire post-secondary science, engineering, technology, business and liberal arts graduates. Graduates work on innovative projects within the small and medium-sized enterprise environment and may participate in research, development and commercialization of technologies.
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Coach's Corner: Seven Ways to Attract and Retain Young Employees
1. Create A Place Where They Want To Work: Keep them challenged, always offer ways to develop and grow. Keep things flexible, don't obsess about start and end times of work, focus on the quality of it.
2. Outline A Career Roadmap: It's important to outline a plan that sets milestones every six months to show progression and also clearly articulate what their career could look like in three, four or more than five years.
3. Make Work Fun: A big reason why millennials job-hop is the perception that the grass is greener elsewhere. Turn the tables by making sure that the experience you are giving your employees is as fun and enjoyable as it can be. When your employees are happy, they are far less likely to leave.
4. Offer A Clear Career Path: You need to provide that path and proactively push continuous learning toward them. For millennials, learning should take two tracks: the first to improve their ability to perform their current role and the second to begin to prepare them for their next one.
5. Cultivate A Supportive Environment: They're not really that complicated. Like other generations, millenials look for a few key attributes in their roles and careers: a supportive environment to learn, regular feedback, career path visibility and opportunities to prove themselves.
6. Treat Millennials Like Everyone Else: So often we are caught up in how to treat this age group or that age group. The bottom line is, be the best trainer you can be, educate and help each employee the same no matter what age.
7. Learn And Evolve: Millennials want more than just a paycheck. They want to work for purpose-driven organizations. Having an authentic culture that values giving back is key to recruiting and retaining Millennials.
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