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February 2019 Newsletter
In This Issue
  • Thanks for Joining Us!
  • YouthfulCities
  • Measuring Work in Cities
  • Youthful Attitude
  • Employment by the Numbers
  • Programs and Initiatives to Assist With Hiring Young Workers
  • Quick Reference: Why Employ Young People?
  • Quick Reference: Recruiting Strategies for Attracting Young Talent
  • Quick Reference: Tell Your Story Using Video
  • Coach's Corner: Seven Ways to Attract and Retain Young Employees
  • How Does Alberta Rank?
February 2019
Volume 6, Number 2

Thanks for Joining Us!

February is here and we've been enduring some harsh weather here in Alberta. For certain demographics, the employment scene is just as harsh.

This month we are examining the youth demographic as they relate to employees. A great deal of our learning this month focuses on the YouthfulCities organization  and the research they undertake. We were struck by the YouthfulCities Purpose: "To help cities and their youth create a strong youthful infrastructure and adopt a vibrant youthful attitude." and recommend taking the time to read about their work.

Here's an excerpt from Robert Barnard, Co-Founder of YouthfulCities, as captured in the YouthfulCities Urban Work Index 2019.

"The past few generations of young workers have certainly seen economic shifts. Currently though, we are starting to see an acceleration in a few trends that will impact youth differently today. Canadians 15-29 years will be the most educated youth ever. But the cost of that education has risen to the point that they will also be the most indebted youth ever. Previous generations experienced “industry downsizing”, today’s youth are seeing entire swaths of jobs eliminated in the name of automation, robotics and artificial intelligence.

Sadly, one facet of work has not changed - Canada’s acceptance of a youth unemployment rate that is double the  national average. In an ageing society that desperately needs youth to thrive, shouldn’t this be the reverse. Shouldn’t we show the world what full youth employment looks like? We want to challenge Canada and Canadian cities to achieve a youth unemployment rate of less than 6 per cent by
2024. Why cities? Eighty-seven per cent of youth today live in cities. That’s where the jobs and opportunities are. Cities also drive Canada’s economy."

While considering Barnard's words, below we examine some of the 2019 Index outcomes, what's important to young employees, why and how it's important to focus our recruitment strategies towards them, and and how we can take advantage of incentives to bring them into our organization.

Keep reading for more learning!

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.
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.
Do you recognize yourself, your organization, and your current employees? If not, it may be time to reexamine your company's culture! 

YouthfulCities Urban Work Index 2019

Here's a visual that delivers great impact when considering where cities across Canada rank this year. How does yours measure up?
We encourage you to take the time to analyze the results in more detail.

Employment by the Numbers

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. 
Source: Statistics Canada

Programs and Initiatives to Assist With Hiring Young Workers

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.
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.

Quick Reference: Why Employ Young People?

Young people have a lot to contribute and can play a role in helping you grow and develop an organization. Here’s why:

* They are an investment in your future workforce and industry.
* They are a way to tap into talent in your community or region.
* Young people are often technologically savvy and can bring fresh ideas.
* Coaching young employees develops the skills of your managers and senior staff.
* Being involved in training is a way to keep up-to-date with developments in your industry.
* Having young staff can be good for your reputation and for developing services and products for the youth market.

Quick Reference: Recruiting Strategies for Attracting Young Talent

Having trouble recruiting young workers? It’s not that the younger generation doesn’t exist, rather it’s that potential employers don’t always know where to look. There is a distinct generational gap between seasoned employees at companies and workers fresh out of school. This puts the older generation at a disadvantage when hiring. Below are some strategies to help connect:

Recognize and adapt to the online world
The main issue is that the younger generation is way more tech savvy than most middle-aged or older adults. A young adult’s presence online is way more prominent than their existence in the physical world. Young job seekers are more likely to search online for jobs instead of hitting the pavement around town. This way, it’s easier for them to find positions that suit their profession without wasting a lot of time. 

Make use of mobile platforms
According to a Glassdoor survey, nine in ten (89 %) job seekers report they use a mobile device during their job search. Hence, it is important to make sure that the potential candidates are able to complete job applications online, schedule interviews, even take live interviews (if they are in distant locations), and accept your job offer from any mobile platform.

Use social media recruiting
According to research by the Aberdeen Group, 73% of millennials found their last position through a social media site, so the use of such sites are critical for your organization. There are myriad social media networks  such as Facebook, Twitter, and LinkedIn as well as websites (blogs, forums, job boards and websites like Indeed for example) to find, attract and hire talent.

Speed up your hiring process
Are you aware that if you don't act quickly, many of the best applicants may abandon your hiring process? Within 10 days, the best of the lot might not be interested in your vacancy anymore because of several reasons. They might already receive another offer that they might accept, or they may see your slow hiring process as a mirror to the slow business-decision making processes your company have. 
For youth, work is not just about generating an income. It is a more comprehensive model that includes having an affordable city to live in, having the skills and education to increase their income over time, finding a first job that delivers some experience and then the ability to parlay that experience into a more career-oriented future.
- YouthfulCities  2019 Urban Work Index

Quick Reference: Position Your Company to Attract Your Demographic

When positioning your company to attract young employees, consider creating an information guide or an Infographic that highlights what your city offers. Pull in statistics from the YouthfulCities Work Index that position your location in the best possible light! 

Other aspects you can highlight include:

- Entertainment and attractions
- Libraries with public access
- Licensed taxis and/or Uber
- Public park space and trails
- Mass transit coverage
- Volunteer opportunities or volunteer centres
- Day trip destinations
- Internet providers
- Airport connectivity

Having this information right at their fingertips as they consider your job advertisements and research your company - rather than have to look everything up themselves - makes a big impression. 
Quick Reference: Tell Your Story Using Video
Video is taking over. In fact, almost a third of internet users had watched a live-stream video, according to GlobalWebIndex data released last year — that is a 20% increase compared to the previous year. Video will be king in 2019, so you need to jump on board. If you are not convinced yet, go check your newsfeed on Facebook and LinkedIn.

Produce short videos to share customer testimonials, stories, lifestyle tips and business advice. Make it real. You don't need fancy equipment. Your smartphone will do the job. Make sure your video content is engaging and speaks to the needs of those interested in your business. And avoid over-production at all cost. Millenials and Gen Xers don't appreciate condescension, hype, or the perception of trying too hard. Other video blunders to avoid, according to  J.T. O'Donnell, CEO of CAREEREALISM.COM, include:

Only showing leadership/executives in the company.
Millennials believe in teamwork. When the only people you think worth showing are management, you make it clear the work environment is ‘command and control’ as opposed to collaborative.

Focusing too much on the product/service.
The video shouldn’t double as a marketing or sales piece. Keep the content focused on the talent and what they can expect working there.

Using generalities and cliches
(e.g. "we're a work hard, play hard culture"; "we reward hard work.” Millennials don’t buy the hype. Actions speak louder than words. They want proof, not rhetoric.

How Does Alberta Rank? 

The Battle of Alberta isn't just confined to hockey arenas. There's always a friendly competitive spirit between our largest cities. In this study, both cities performed well, with Edmonton heading the list of all cities examined by YouthfulCities for 2019. Congratulations to our neighbours to the north!
CALGARY (600.69)
Calgary's strong suit is affordability, finishing in the top 10 in cost of utilities, leisure, clothing, transport and education. Elsewhere, the city shows decent support for entrepreneurs, with a 7th place finish in our entrepreneurial spirit attribute. It is ranked #13 out of 21 cities. 
EDMONTON (713.86)
Edmonton is the overall winner for urban work for youth. In all four themes, Affordability, Education, Employment and Entrepreneurship, it has a number of top 10 finishes for attributes, making it a well-balanced city for youth in urban work. It's ranked #1 out of 21 cities.
Recruiting young workers requires experience and know-how.

Contact Wendy Ellen Inc. for assistance today!
About Wendy Ellen Inc.
Wendy Ellen Inc. specializes in providing human resource and benefits management skills to small to mid-sized companies on an as-needed basis. From recruitment, Human Resource policy development and legislative compliance, employee retention and engagement, individual advisor/coaching, succession planning to employee development and performance, Wendy Ellen Inc. will help you protect your most valuable resource, your people.
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