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Engaging Employers: Improving Integration Outcomes by Partnering with Canadian Business

Engaging Employers: Improving Integration Outcomes by Partnering with Canadian Business. March 14, 2014. Carla Campbell-Ott , Executive Director, Petroleum HR Council (a division of Enform) . Funded in part by the Government of Canada. Table of Contents (Agenda). Introduction

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Engaging Employers: Improving Integration Outcomes by Partnering with Canadian Business

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  1. Engaging Employers:Improving Integration Outcomes by Partnering with Canadian Business

    March 14, 2014 Carla Campbell-Ott, Executive Director, Petroleum HR Council (a division of Enform) Funded in part by the Government of Canada
  2. Table of Contents (Agenda) Introduction Overview of the Petroleum HR Council and its Products and Services Canada’s Oil and Gas Industry Labour Market Outlook to 2022: Key Findings and Analysis Long Term Hiring Outlook Employment Outlook Projected Labour and Skill Shortages Labour Supply Pools Recommended Workforce Solutions Workforce Planning and Industry Challenges Current Hiring Barriers Recommended Strategies Industry Examples
  3. Petroleum HR Council — a division of Enform Canada Effective April 1, 2013, the Petroleum HR Council became part of Enform: Shared core relationships with industry associations, leaders and enterprises, as well as with government organizations. Long-standing close relationship with Enform that supports and promotes the highest safety standards in Canada’s upstream oil and gas industry through innovative training, certifications, services and resources. The main programs and services of the Council will continue, primarily focusing on two key areas of priority: Labour Market Information and Occupational Information.
  4. The Value to Oil and Gas Stakeholders Specifically, LMI & Occupational Information helps:
  5. Long-Term Hiring Outlook (2013 – 2022) Total recruitment activity over the next decade ranges between 125,000 and 150,000 to meet industry activity, age-related attrition and a 3 per cent non-retirement turnover.
  6. Occupations with Greatest Net Hiring Requirements to 2022 *Net hiring requirements = hiring due to industry activity + age-related attrition (excludes non-retirement turnover)
  7. Employment Impacts of Oil and Gas Investment and Activities to 2022 Investments and activities by the oil and gas industry benefit all Canadians. 
  8. Landed Immigrants Ideal Canadian Labour Supply Pools Demand for Labour New Entrants Unemployed/ Underemployed Labour Force Participation Rate Aboriginal Peoples Growth Rate of Working Age Population Temporary Foreign Workers (TFWs)
  9. Share of Labour Supply
  10. Demand-driven Workforce Solutions Given the global competitiveness for skilled workers, industry must continue working with government, education and training institutions and other labour supply stakeholders to increase the talent pool for the oil and gas industry.
  11. Current Hiring Barriers Sourcing Difficulty understanding occupational/job profiles Use of jargons (e.g. acronyms, highly technical terms) Different job titles or roles Resume Screening Recruitment processes designed to “screen out” Volume management Systems enabled Presentation of resume information Identification of transferable skills Assumptions and perceived risks Understanding of equivalency of foreign education Transferability of foreign education and experience Language concerns Canadian work experience Disconnects for Internationally Trained Workers Maneuvering websites Understanding job titles, jargon
  12. Recommended Strategies
  13. Industry Examples Virtual Career Fair – www.careersinoilandgas.com Two day oil and gas services online career fair, organized by the Petroleum HR Council, in October 2012 Revealed the importance of energy literacy and career awareness And further understanding transferable skills remains paramount Shell Immigrant Employment Project – www.calgaryunitedway.org/shell-project Launched in 2007 in partnership with United Way of Calgary and Area The project works to eliminate the barriers immigrants face in finding meaningful employment and brings employers and skilled immigrants together In 2012, 488 internationally trained professionals found employment through the project Calgary Local Immigration Project (CLIP) – www.calgarylip.ca CLIP tackles barriers faced by immigrants in Calgary Suitable employment opportunities are important in a welcoming community. In fact, research shows that the prospect of employment opportunities is one of the key factors that determine where newcomers decide to live in Canada Collective initiative to build a 3 year strategic plan for the city to enhance the settlement experience in Calgary for newcomers Bow Valley College: Success in the Workplace – www.crtp.bowvalleycollege.ca/success-in-the-workplace The Success in the Workplace Program (SWP) works with internationally trained professionals, offering ongoing skills training in a format designed to fit busy schedules. Employer participation is key and guarantees that the SWP training meets the needs of an ever-changing workplace.
  14. For More Information www.careersinoilandgas.com Find us on social media: @PetroHRCouncil @CareersInOandG facebook.com/careersinoilandgas slideshare.net/PetroHRCouncil To be added to our Industry Workforce eNewsletter, email info@petrohrsc.ca Funded in part by the Government of Canada
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