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career optionsFor Canadian Post-seCondary students
www.careeroptionsmagazine.comFall/winter 2010 / Volume 24 no. 2
toP 5 Career Fair tiPs
to Change your Program or not
myths and realities oF working For goVernment
12
19
22
the right fitmultiple career patHS
in government
SPECIAL SECTION
pUBLic
serVice
page 20
Download a free 2D barcode reader for your mobile at www.i-nigma.mobi
Career OptiOns fall/winter 2010 1
07NavigatiNg to the Perfect fitBy Carol Evenson
12toP 5 career fair tiPsBy Linda Gully, Melissa Higson and the University of Alberta Career Centre
14tactics for telePhoNe iNterviewsBy Anne Markey
16it all adds UP: five insights into the chartered accountant recruiting ProcessBy Stefano E. Picone
19to chaNge yoUr Program or Not: Be open to Possibilities!By Hana El Kaissi and Elena Pizzamiglio
34PreParatioN is Key for career fairsBy Kerri Zanatta-Buehler
37JoB iNterviews: conversations, Not examinationsBy Cathy Keates
41PersUasive NetworKiNg: four steps to maximum resultsBy Philippe Desrochers
42career assessmeNt: there’s No “magic test”By Jennifer Browne and Paula Strickland
44eNtrePreNeUrshiP:the Path of change makers By Vinod Rajasekaran and Despina Sourias
47some PoiNts to coNsider wheN startiNg yoUr owN BUsiNessBy Dan Humphries
20the federal PUBlic service: countless career avenues to exploreBy Luana Mirella and Cindy Clark
22myths aNd realities of worKiNg for goverNmeNt By Jane MacDonald
29mUNiciPal goverNmeNt: make a differenceBy Gail Isles
31exPlore the PossiBilities… careers with the government of albertaBy Jenn Guzzwell
career oPtioNs fall/winter 2010
« maKe the most of NetworKiNg oPPortUNities and convince employers that yoU are the solution to their workplace problems—in just four easy steps! page 41
SPECIAL
PUBlic
service
Career OptiOns fall/winter 2010 3
editor’s letter
welcome to the start of a brand new year! For many in
post-secondary education, September, not January, is
the time for that feeling of new beginnings. On campus,
there’s a surge of energy as new students dive into
orientation, returning students move on from summer employment or
internships, and those in their final year prepare for on-campus recruitment.
Your number one back-to-school activity as a career seeker? Visit your
campus career centre. Find out when career fairs will be held and
what information sessions are scheduled. Arrange to have your résumé
critiqued or to conduct a mock interview with a career counsellor. Your
career centre will also have a full schedule of workshops on career
planning and job search skills—best to attend these early in the term,
before assignments, projects and mid-terms pile up.
If you are looking for part-time employment on campus, find out if your
institution offers a work-study program. Work-study positions are usually
only available to students with student loans, and they are filled quickly.
If you are eligible to apply, a work-study position is a great way to earn
some extra income. You may also want to think about working as a tutor
on campus and in the surrounding community. Your skills in math,
sciences and languages can be easily turned into part-time employment.
Fall also brings deadlines for professional and graduate school
applications. Preparing a strong application for a teacher’s education
program, medical school or graduate degree takes time. You’ll need to
work on a letter of intent or personal statement indicating why you want
to pursue this course of study. Sourcing letters of recommendation or
references will also take some work. Select your references wisely. Choose
people who know you, your goals and your strengths well.
Those who are new to post-secondary life should explore opportunities to
get involved in campus clubs, groups or activities. When you are applying
for jobs after graduation, employers will want to hear about your activities
over the past three or four years that aren’t related to academics. They
will want to see experiences where you’ve shown leadership abilities and
interpersonal skills.
Once again, this issue of Career Options – Post-Secondary edition is filled
of information to help you achieve your life goals, as well as advertisements
from potential employers who want to connect with post-secondary
students. Check us out online at www.careeroptionsmagazine.com.
Best wishes for a successful 2010–2011 academic year.
Anne Markey,Editor
career oPtioNs
maNagiNg editor
Anne Markey
ProJect maNagemeNt | gordoNgroUP
Kita Szpak
art directioN / PriNt maNagemeNt | gordoNgroUP
Leslie Miles
desigN & layoUt | gordoNgroUP
Kelly Read-Lyon
advertisiNg sales directioN | gordoNgroUP
Thomas Krayer
advertisiNg sales | gordoNgroUP
Kirill Kornilov Andrew MooreSean Guenther
coNtriBUtors
Jennifer Browne Cindy Clark Philippe Desrochers Hana El Kaissi Carol Evenson Linda Gully Jenn Guzzwell Melissa Higson Dan Humphries Gail Isles Cathy Keates Jane MacDonald Anne Markey Luana Mirella Stefano E. Picone Elena Pizzamiglio Vinod Rajasekaran Despina Sourias Paula Strickland Kerri Zanatta-Buehler
Career Options is published bi-annually in January and September by the Canadian Association of Career Educators and Employers (CACEE),
720 Spadina Avenue, Suite 202, Toronto ON M5S 2T9.
for sUBscriPtioN iNformatioN, coNtact aNNe marKey: Tel: 416-929-5156 ext. 223 Fax: 416-929-5256
E-mail: [email protected] Website: www.careeroptionsmagazine.com
for advertisiNg iNqUiries, coNtact thomas Krayer,
director of sales, gordoNgroUP:
Tel: 613-288-5362 Fax: 613-722-6496 E-mail: [email protected] Website: www.gordongroup.com
ISSN: 1712-1183
The Canadian Association of Career Educators and Employers (CACEE) is a national, non-profit partnership of employer recruiters and career services professionals. Our mission is to provide authoritative information, advice, professional development opportunities and other services to employers,
career services professionals and students.
Career Options is distributed to students at post-secondary institutions across Canada. Career Options is available free of charge through
campus career centres.
NOTE: The opinions expressed within are those of the authors and do not necessarily reflect CACEE policy. No part of this magazine may be reproduced
in whole or in part without written permission of the publisher.
The National Student Resource of: Canadian Association of Career Educators and Employers
720 Spadina Ave., Suite 202 Toronto ON M5S 2T9
www.cacee.com
Career OptiOns fall/winter 2010 5
08, 48 ATB Financial
ii ATCO Group
27 BC Hydro
04 BioTalent Canada
48 Bruce Power
32 Canadian Payroll Association
47 Cangene Corp.
50 CGA Ontario
40 CMA Canada
45 Communitech
09 Concordia University College of Alberta
36 Enterprise Rent-A-Car
17 Halliburton
48 Halton Regional Police Service
25 Home Depot
49 Humber College Business School
28 Insurance Brokers Association of Canada
10 Insurance Institute of Canada
48 Imperial Oil
30 MacDonald, Dettwiler and Associates Ltd.
11 McGill University
26, 48 National Energy Board
38 Nexen
01 Ontario Real Estate Association
46 Ottawa Police Service
24 Public Service Alliance of Canada
13 Queen’s University
39 Rio Tinto
02 Schlumberger
18 Sun Life Financial
06, 48 Talisman Energy
48 Wood Manufacturing Council
we woUld liKe to thaNK oUr advertisers…
[eveN more] career oPtioNswhat’s on at Careeroptionsmagazine.Com »
as always, you can check out the latest issue of Career Options online, or browse the archives for more great feature articles from past issues. But there’s a lot more in store at our all-new website, careeroptionsmagazine.com
coNNect ZoNe The Zone brings students and employers
together for a unique interactive Q+A forum—it’s
virtually the best career fair around! To get started,
just register and then submit your questions to
industry professionals from some of Canada’s
most successful organizations. It’s a great start
to your career conversation.
http://careeroptionsmagazine.com/connect-zone/
oPeN yoUr miNd…There’s no such thing as a “right” career path.
Each job you take teaches you new skills and
experiences that help shape the kind of worker
you’ll ultimately become. Read about how our
profile subjects found on-the-job happiness and
success by following unexpected career paths.
http://careeroptionsmagazine.com/employment-
planning/open-your-mind/
BlogsPot Blogspot is a shared space where
guest bloggers share their thoughts
about post-secondary education,
entering the workforce, finding the
“right” job and getting a career on
track. Submit your own blog ideas at:
http://careeroptionsmagazine.com/
blogspot/
KeeP UP with the latest career advice, News aNd views: Visit the site to follow Career Options
on Twitter, join the Facebook page
and subscribe to our RSS feed
Career OptiOns fall/winter 2010 7
in this economy, jobs aren’t as plentiful as
they once were, but that doesn’t mean you
should “take what you can get.” Deciding
where to steer on the road to your future
career isn’t always simple, but if you remain
open to possibilities and focus on doing what
you love, your perfect career fit could be just
around the corner. Here’s the story of how I
navigated to my perfect fit.
All my life I have been surrounded by powerful
women who overcame many obstacles to find and
follow their paths. My grandmother took herself
from rural Manitoba through nursing school
and two Master’s degrees, to becoming Director
of Nursing at Women’s Hospital and earning a
Ph.D. in Interdisciplinary Studies with a focus on
Nursing. My mother completed her Education
degree, but decided to stay home and raise
her family—while running my grandfather’s
lumber yard. She rejoined the work force when
we were older, found herself phased out of
multiple positions, and has now found her perfect
fit working side-by-side with my father in his
contracting business.
Following these two women who persevered was
never overwhelming; instead, I learned from them
NavigatiNg to the perfeCt fit By Carol Evenson,
B.Comm. Honours, Ag-Quest, Inc.
8 fall/winter 2010 www.CareerOptiOnsmagazine.COm
that I could choose whatever life path I imagined.
From a young age I knew I wanted to help people.
I was a good listener and everyone seemed to
share life’s struggles with me. In high school,
when everyone was just starting to think about
careers, I already knew that Child Psychologist
was on my list.
In grade 12 my grandmother asked if I wanted
to meet with her advisor at the University of
Manitoba, who taught Psychology. I decided I
would get a sneak peak at what I thought was
my future path. So one evening I went to the
advisor’s home with my grandmother and a list
of questions. The first thing he said to me when
we sat down was, “If there’s anything else in the
world you think you might want to do, do it. Child
Psychology is a tough road: very few get in and still
want to continue after eight to ten years of school.”
I thought that wasn’t a very good endorsement
for the field, but I listened and picked up an intro
Psych textbook as he suggested.
After reading about all the various areas of
Psychology I could specialize in, I realized
that I wanted to help “fix” companies and the
people who worked for them. My grandmother
suggested that I consider a Business degree with
a focus on Human Resources, since it was a
four-year degree. I would be able to get out into
the workforce and do essentially the same type of
work years sooner than if I majored in Psychology.
My life’s work had so far consisted of being a
skating coach and a server. So going to business
school was a bit of a leap to the left, but nothing
I couldn’t handle. I started my journey at the
Asper School of Business at the University of
Manitoba. My goal was to fix the companies of
the world (or at least of Manitoba). In my second
year of university I joined the Human Resources
Management Association of Manitoba (HRMAM)
and networked. During first semester I received
an email from HRMAM asking students to apply
for their internship program. I did, and earned
an internship with St. Amant Centre. Working
there opened my eyes to the power of non-profit
organizations and my passion for recruiting.
After second year and discussions with grandma
and mom, I decided it was time for a summer job
that was in line with my future career aspirations.
So I applied to various positions and ended up
joining the Start@U1 team on campus, helping
new students settle into university life. With
Start@U1 I honed my organizational skills, learned
office procedures and experienced a completely
new organizational culture. After enjoying the
summer working with the team, assisting at the
Start@U1 sessions and helping to host Orientation,
I began another school year.
I then rejoined St. Amant Centre part-time as a
staffing clerk for their group homes. The team
was an incredible group of individuals who truly
from a yoUNg age i KNew i waNted to helP PeoPle. i was a good listeNer aNd everyoNe seemed to share life’s strUggles with me.
Career OptiOns fall/winter 2010 9
cared about their work. I learned that scheduling
was a strength of mine, one I drew upon in
future positions. And while I’d never thought of
administration as a glamorous career option, it
suddenly seemed exciting—the organization that
made everything fall into place gave me a thrill.
After enjoying my time in health care, I decided
to head into another internship to broaden my
horizons. My position as a coordinator at the campus
Womyn’s Centre gave me the flexibility and financial
freedom I needed to do this. I applied again to the
HRMAM internship program and was accepted
into a position working for the HR Manager of
Kitchen Craft, a cabinetry company. I rediscovered
my love of recruiting, was opened up to the world
of benefits and worked on a job analysis project.
I learned about job creation and how that fits with
recruiting the right person for the right position.
Traveling in Europe the summer after third year
further opened my eyes to other cultures, workplaces
and ways of doing business. Then my final year
of school began, and I became co-president of
the University of Manitoba Human Resources
Students Association, which opened more doors
and created more networking opportunities.
After graduation I was offered a position with
Credit Union Central of Manitoba. Although I
was only there a short time, I learned a great
deal about myself—what I still needed to learn
and what type of opportunity I was looking for.
I learned that workplace culture was the most
important factor in choosing my career path.
Today, the thing I stress the most when talking
with anyone seeking a new path in life is to
make sure they know what they value and what
is most important to them. Most of us spend
our waking hours at work—we better make sure
that we are in the right seat on the right bus.
After leaving my first “career job,” I went back to
school to upgrade and complete an HR certificate
and figure out where I was supposed to head next.
After applying for many positions I decided to go to
PeopleFirst and see if the recruiting agency would
be able to help me decide my next move. I was in
a rut. After a few months of applying for jobs and
studying for my courses, I found an opportunity
that didn’t jump out at me—as a benefit/pension
assistant with Cargill Limited—but again, grandma
and mom encouraged me to apply.
Working in agriculture technology was a turn to
the right. Sure, I grew up in a small town, but it
was close to the city and recruiting had always
been my passion. After a two-hour interview and
a few long days of waiting for a call, I finally heard
back, and my new path began. At Cargill I quickly
took on additional roles, becoming the Human
Resources Assistant and working with multiple
groups of people in the HR Shared Services
Department. I also grew to enjoy the pension work
after leaviNg my first “career JoB,” i weNt BacK to school to UPgrade aNd comPlete aN hr certificate aNd figUre oUt where i was sUPPosed to head Next.
10 fall/winter 2010 www.CareerOptiOnsmagazine.COm
I was doing—this came as a shock since I never
thought I was good with numbers, but organization
and follow-up were part of my skill set. It was here
that I found my passion for process improvement,
which I have brought to my current position.
At Cargill I worked on a wide range of HR projects
but always came back to recruiting. The U.S.
Talent Recruiting Department decided that
they would create a Canadian team, and I was
suggested by the Director of HR Shared Services
to work on this project. We hired a fantastic
candidate to lead the initiative and I was asked to
join the team as the Canadian Campus Recruiting
Coordinator to assist the Campus Recruiting Lead
with the recruiting functions. The first year was
a whirlwind, trying to adapt each other’s work
style, learning how to build a new department
from a model, and creating credibility with clients,
schools and students. Looking back on that
first year, it was truly crazy, but I wouldn’t have
changed a thing. We doubled the team in the
second year and although we were successful,
deep down I wanted more. I was ready for the next
crossroads in my path.
Although I haven’t yet “fixed” the companies of
the world as I’d planned, I have made changes in
my world and know that I am in the same league
as the women in my family. I wouldn’t be where
I am today without the people I have connected
with and the experiences I have gained.
So where am I now, after working in hospitality,
health care, manufacturing, financial services and
agriculture? In July of 2009 I moved to
rural Manitoba to take on a position as the
Assistant to the President and visionary of
a group of agriculture companies. I can say
that before this job, I wasn’t truly aware of the
impact and change that could occur through
people who have vision, determination and
passion. I feel highly valued in this position
and have had so many new experiences:
combining, working in the hog barns, learning
how to build a wheat breeding program, and
many others. I have been able to contribute to
the team with the skill set that I have built over
the years. I have enjoyed lot of support and
met fantastic new friends, and it feels like the
sky is truly the limit.
I hope my story shows that—despite the
occasional bump in the road—navigating to your
perfect fit may take you to the left and then to the
right, but the journey is worth it. co
desPite the occasioNal BUmP iN the road, NavigatiNg to yoUr Perfect fit may taKe yoU to the left aNd theN to the right, BUt the JoUrNey is worth it.
12 fall/winter 2010 www.CareerOptiOnsmagazine.COm
toP
5 career fair tiPs
liNda gUlly director, B.comm career services, hari B. varshney Business career centre, University of British columbia
1 research the comPaNies participating
beforehand and prepare good questions so you
can differentiate yourself from the rest of the
students during your conversations.
2 PrePare yoUr 15–30 secoNd iNtro
using the “past, present, future” formula (e.g.,
“Hi, my name is… Last year I… Now I am…
Someday I’d like to…”).
3 show geNUiNe iNterest in the
companies you approach. Ask a question
that you are truly interested in knowing the
answer to, based on your research. Make sure
you are listening and, if time permits, ask a
follow-up question.
4 watch yoUr Body laNgUage. Shake
hands firmly and make eye contact. Ensure you’re
dressed appropriately.
5 oBserve aNd listeN to the qUestioNs
others are asking when you’re waiting in line to
speak to a company representative, so you don’t
repeat the same ones.
Career OptiOns fall/winter 2010 13
melissa higsoN, chrPcampus Program specialist, corporate human resources, manulife financial
1 research the comPaNies that you
are interested in speaking with so you can ask
questions of employers at their booths.
2 learN all yoU caN about any job
opportunities you might be interested in so you
can ask questions that relate specifically to
those opportunities.
3 Practice yoUr “elevator Pitch” so
you are comfortable using it in a networking setting.
4 doN’t Be NervoUs about approaching
employers—remember, that’s why we’re at the
career fair!
5 dress ProfessioNally and have your
smile and your handshake ready!
caPsyour U of a career centre, University of alberta, www.caps.ualberta.ca
1 distriBUte yoUr BUsiNess card. If you
are a student, you probably don’t have a business
card. However, giving employers a business card
(or your résumé, if they are accepting résumés)
is a great way to make a connection and ensure
they have your contact information. With today’s
technology it is easy enough to make your own
business cards. Just get some card stock (office
supply stores even sell “ready to cut” business
card stock) and print it with your basic contact
information, faculty, year of study and a sentence
or two about your skills and work interests. It
doesn’t take a lot of time and it’s a memorable
and professional way to leave your information.
2 do yoUr research. Career fairs provide
you with a wonderful opportunity to speak one-
on-one with employers from fields related to your
degree or interests. You want to make sure you
impress them. One thing that always impresses
employers at career fairs is students who are
knowledgeable about their organization. Take
a look at your campus career centre’s website
before the fair, as they will often have a list of
the employers attending. Pick out employers of
interest and visit their websites to find out a little
more about them (e.g., types of goods or services
they provide, career opportunities available). This
way, on career fair day you won’t be approaching
them “cold.” Use the information you gather
to develop a short list of questions to ask each
employer you plan to meet at the career fair.
3 Be strategic. Once you have your list of
organizations to speak with, arrange them in order
of priority, from highest to lowest. On the day of
the fair, pick a couple of the organizations on the
low end of your list and speak with them first. This
gives you the opportunity to practice introducing
yourself and asking questions, which will help
build your confidence. As well, if there are a lot
of students at the booth of an employer you want
to speak with, move on to the next one on your
list and go back to that employer when there are
fewer students vying for attention.
4 follow UP. Every employer is different
in their hiring process and will have different
instructions on how to apply for jobs in their
organization. Some employers take résumés at
career fairs; some employers ask you to apply
online (this is becoming common practice—don’t
let it discourage you); some employers may even
interview you on the spot. Whatever the case, after
your initial meeting at the career fair, it is a good
idea to follow up with the employer via e-mail or
phone call to thank them for meeting with you,
to ask any questions you may still have, and/or to
forward your résumé if they don’t yet have it. The
follow-up is an opportunity to show those busy
recruiters that you are very interested in working
for their organization.
5 missed the career fair? Don’t fret. You
still have opportunities to connect with employers
who attended the fair. Most employers don’t hire
on the spot at career fairs, so don’t hesitate to
contact them after the event. Make use of the
list of employers who attended the career fair,
do some research about their organization and
contact them by telephone or e-mail. You don’t
need to include a lengthy excuse as to why you
weren’t at the career fair; you just need to let
them know you are interested in working with their
organization, explain what you have to offer, and
find out the next steps you need to take to be
considered for any available positions. co
career fair tiPs
14 fall/winter 2010 www.CareerOptiOnsmagazine.COm
Career OptiOns fall/winter 2010 15
i don’t enjoy telephone interviews, because
I need to be able to see my interviewers’
faces to gauge how I’m being received. Are
they bored or engaged? Paying attention or
zoning out? But phone interviews are unavoidable
in the job search process—employers often use
them as a pre-screening tactic or as follow-up to
an initial interview. This article will help you make
the most of a phone interview.
KNow what to exPect oN the call When someone calls you to arrange for a phone
interview, get all the information you can. You
need to know when and, more importantly, who
will be conducting the interview. It’s also useful to
know how many people will be interviewing you
and their roles within the company. You may want
to ask if there is a more complete job description
that could be emailed to you, and if there is
anything else that you need to know about the
interview beforehand. It’s amazing what people
will tell you if you ask.
Use the right PhoNe for the JoBIf at all possible, use a land line. If you’ve been
asked to call an organization hundreds of miles
away, it’s tempting to save money by using Skype
or another web-based communication tool—try
to avoid this. (A serious employer should be
calling you, not asking you to call them.) You
don’t want to risk a call breaking up or being
dropped, or as one person said to me about
Skype, “You sound as if you’re in a submarine.”
These are distractions that could undermine the
interview. The same thing applies to using a cell
phone—avoid it if possible. A land line is always
best. If you are using your cell phone number on
a résumé, an employer will use that number to
call you. Screen your calls before answering. If
you’re on public transit, in a bar, in class, let the
message go to voice mail. Answer an employer’s
call only if you are in a space that will allow you
to manage the call in a professional manner. One
final point on technology: even with a land line,
different areas of your home may have better
reception. If you have a cordless phone, don’t
walk around while talking to an employer. Pick
one location and make it your home base for all
telephone interviews.
PrePare yoUr iNterview sPaceOnce you’ve chosen your home base, organize
that space. You’ll need a desk or table so you
can lay out your résumé and cover letter, the
job description of the position you applied for,
any company research, point-form notes of your
qualifications for the position, and any questions
you may want to ask. Make sure you print out any
electronic versions of job descriptions, résumés
and cover letters; it’s easier to use a hard copy
when you’re on the phone. You’ll also need a pen
and paper for notes. Finally, your calendar or PDA
should be beside you, so that when you’re asked
about availability for a second interview you’ll be
able to respond immediately.
maKe sUre they caN hear yoU!If you can’t hear the interviewer(s), say so right
away. They may be on speaker phone and may
need to move closer to the equipment. There
may be a problem with the line and they’ll have
to call back. They may be speaking too quietly.
Don’t continue with the call hoping that things will
improve. Ask the interviewer(s) if they can hear
you clearly, too—you may not be as loud as you
think you are (especially true if you are using a
speaker phone). This question also indicates your
ability to be proactive and ensure that all group
members’ needs are met. If you can’t understand
the interviewer’s question, ask for clarification. If
you guess at what he or she is asking, you may
guess incorrectly.
slow dowN aNd smileSpeak slowly and clearly—without sounding like
a robot. Slowing down your normal rate of speech
takes practice. The first couple of times this will
feel quite unnatural. Try recording your voice
answering mock interview questions, and then
play it back. What impressions do you get from the
voice and the responses? Also, conduct a mock
interview with campus career centre staff. What
feedback do they offer? One final tip: smile while
you speak. Try it—you really can hear a smile and
it makes you sound friendly!
have qUestioNs readyPrepare both answers to sample interview
questions and questions that you would like to ask
the employer, and have these in front of you during
the interview. Ask smart questions based on
your previous research of the employer and their
business. Questions that demonstrate your unique
skill set or outstanding personal qualities are great
ways to show the employer that you are the best
candidate for the job. co
taCtiCs for telePhoNe iNterviews
By Anne Markey, Editor, Career options
smile while yoU sPeaK. try it—yoU really caN hear a smile aNd it maKes yoU soUNd frieNdly!
16 fall/winter 2010 www.CareerOptiOnsmagazine.COm
every September brings a new school
year, as well as the start of the employer
recruiting process at universities.
For graduating students interested
in becoming Chartered Accountants (CAs), the
experience can be particularly nerve-wracking.
Firms compete for top talent, and students are
eager to prove themselves worthy candidates.
These five insights into the CA recruiting process
may improve your chances of receiving an offer,
and help you feel more confident and prepared
throughout the process.
1 referrals > résUmés A major misconception is that firms look at
all applications in deciding which students to
interview. Actually, firms may prefer to look at
résumés from students with referrals! Referrals
generally come from two sources: a) other
students hired by the firm who are asked to
recommend classmates; and b) partners,
managers and senior associates in attendance at
recruiting events and campus info-sessions. So
it may not be worth taking much time to polish
your résumé if you have not invested time in
networking and building connections.
2 No exPerieNce Necessary... Firms may not expect students to have previous
accounting work experience. Public accounting
is a “people profession,” and in order to be
successful, a new recruit must have the social
skills necessary to be able to comfortably interact
with clients and co-workers. Most entry-level
accounting positions involve data processing and
very little human interaction, and therefore are
not ideal as background experience. Instead,
experience working closely with others or helping
customers—in positions such as camp counsellor
or retail sales associate—is generally preferred by
recruiters.
3 doN’t talK aBoUt the fUtUre!During an interview or info-session, some
students make the mistake of announcing their
intent to transition to another area of public
accounting (e.g., tax, valuations, forensic
accounting, etc.) once they qualify for their
it all
adds UPfive iNsights
into the Chartered
aCCountant reCruiting
proCess
By Stefano E. Picone, [email protected]
Career OptiOns fall/winter 2010 17
designation. CA firms are arranged as “partnerships within partnerships,”
and although different service groups operate under a single firm name,
they are essentially different businesses. So the audit department is not
looking to hire students who are already planning their exit strategy, even
if it is technically within the same firm. If a recruiter asks you where you see
yourself in five years, answer by saying that your current focus is on finding
a position in audit and being a productive and contributing member of a
firm, and that once you gain some experience in the industry, you will be
in a better position to assess your long-term career prospects.*
4 Beware the Big 4 BiasMany students believe that the work experience offered by the so-called
“Big 4” firms— PricewaterhouseCoopers, Deloitte & Touche, Ernst & Young
and KPMG—is superior to that of mid-sized and local firms, as well as other
approved training offices. The reality is that all CA firms offer an exceptional
experience, and the key is to select a firm based on the work culture and
clients that suit you individually. In fact, of the four accounting firms recently
named to the list of 75 Best Workplaces in Canada by the Great Places to
Work Institute, only one was a Big 4 firm. Recruiting is all about options, and
by only applying to Big 4 firms, you drastically decrease the likelihood that
you will receive an offer.
5 what if yoU do Not receive aN offer?The stress of recruiting is compounded by the possibility of not receiving an
offer. If you are not successful in your search for a co-op or summer internship
position, don’t despair: firms hire about twice as many students for full-time
positions, so the odds of eventually receiving a job once you graduate are still
very good. If you are not successful in your search for a full-time position, there
are a number of alternative CA job search strategies you can use:
» Applying to small/local firms in your city that hire outside the normal
recruiting process
» Applying to small/local firms in rural areas
» Applying for positions in IT Risk & Assurance with large firms
» Applying to a graduate program like the UBC DAP or U of T MMPA
program that also lets you pursue the CA designation
» Accepting an industry accounting position, studying for your CA exams,
and then re-applying to firms once you pass the UFE (note that only some
regions, such as Ontario, allow you to write your CA exams if you do not
work for an approved training office)
The key is to be persistent. Good luck! co
*editor’s Note: This article represents the opinion of the author and
discusses job search strategies specific to the chartered accounting field.
Career Options shares the opinions of many career experts and all are
valid. In any interview situation, you may very well be expected to discuss
your plans for the future openly and honestly.
stefaNo e. PicoNe, CA, is the founder of myCAsite.com, an online
community dedicated to helping university students and recent
graduates interested in becoming CAs. For other recruiting insights, be
sure to check out the site, or email Stefano at [email protected].
Career OptiOns fall/winter 2010 19
maybe you’re just starting university,
or already in your second year, or
even close to graduating, when you
realize that the academic program
you chose is “not for you.” At this point, you might
think: “Oh no, I’m stuck! What am I going to do
now? I have no idea what else to study!” But don’t
fret: it is far more common than most people think
for students to change academic programs and
to reconsider career paths. It’s not the end of the
world! In fact, making a change may open up a
world of possibilities.
Many students change programs while in
university because they come to a better
understanding of their educational interests and
career options. Their choice of program can be
based on many factors: they enjoyed specific
classes in high school; they did well in particular
subject areas; they wanted to pursue a certain
career and believed the program to be the best
preparation for it; or other reasons. Whatever your
chosen program, your education offers you the
chance to learn more about yourself, find
out what areas of study suit you best, build
skills that are valued in the workplace, and gain
awareness of how academic programs relate to
occupational choices.
If you are trying to choose a new academic
program, it is important to try different things and
get to know what you like most. So ask yourself:
what interests me? What skills do I have, and
what skills do I want to develop? How do I like
to connect with people? What are the important
qualities I want my career to have? With these
questions in mind, you have started the process of
self-assessment. An academic or career counsellor
can help you take this process even further.
It is also important to understand the value of your
program and degree in relation to occupations.
Does an English degree mean that your only
career options are to become an English teacher
or a writer? Not at all! There are many more
careers that you can secure with this background.
According to a recent Ontario University Graduate
Survey, 46% of graduates don’t work in fields
closely related to their former program of study.
The reason graduates are able to move into other
fields is because they are able to leverage the
transferable skills they developed through their
studies, as well as the skills they fostered outside
their academic work. A list of these might include
working collaboratively, communicating well in
a variety of formats, analyzing information and
thinking creatively.
What you should know, as your enter and progress
through your university career, is that graduating
from your program of study should be just one of
your many accomplishments. Getting involved in
a variety of activities outside of your program is a
great way to expand your career prospects while
completing your studies. These activities can
include participation in campus clubs, paid
work, unpaid internships or volunteer work.
There are many benefits to getting involved in
extracurricular activities. First, you are adding
value to your degree and following up on your
interests—and in case you need to change direction
from the current program of study, you can acquire
many transferable skills. Second, employers will
view you in a more positive light in hiring decisions,
because they look for well-rounded candidates with
a range of work and life experiences. Third, your
participation in a variety of activities will contribute
to understanding yourself as a person, which is a
key component of making the best choices
for your education as well as your future career.
One last thought: when faced with the question
of changing direction with educational programs,
make sure that you tap into the resources
available to you at your university, such as
academic and career counselling services. These
can help you in countless ways during the process
of choosing the academic path that’s right for you.
Good luck in your adventure at university! co
to chaNge yoUr Program or NotBe open to possiBilities! By Hana El Kaissi
and Elena Pizzamiglio
haNa el Kaissi, M.Ed, and eleNa PiZZamiglio, M.Ed are Career Counsellors
at the University of Toronto Career Centre.
20 fall/winter 2010 www.CareerOptiOnsmagazine.COm
AccountAnt
Diver
HeAltH inspector
JuDge
MecHAnic
registrAr
trAnslAtor
AstronAut
ecologist
Meteorologist
reseArcHer
urbAn plAnner
beekeeper
eDitor
notAry
politicAl AnAlyst
viDeo eDitor
civil engineer
FireFigHter
illustrAtor
lAwyer
occupAtionAl tHerApist
surveyor
web Developer
copywriter
geogrApHer
interpreter
librAriAn
press oFFicer
test pilot
Zoologist
the federal PUBlic serviceCountless Career avenues to explore
By Luana Mirella and Cindy Clark
Career OptiOns fall/winter 2010 21
y our school days are winding down.
It’s time to put into practice all you’ve
learned and join the work force.
Where to go? What to do?
Have you considered the federal public service?
Yes, there is job security and stability. But the
bigger picture IS the bigger appeal: you can serve
the public interest and make a difference in the
daily lives of fellow Canadians while exploring your
chosen profession.
maKe a differeNce. Be part of a non-partisan,
professional team delivering programs and services
aimed at improving quality of life for all Canadians.
Whether you work in an office or outdoors, in the
far North, in a rural area or in a large urban centre,
the public service offers you the opportunity to
contribute to your country’s future.
exPlore coUNtless career Paths. With more than 250,000 employees, the size
and diversity of the public service create an
unmatched variety of employment opportunities
in areas such as psychology, communications,
law, health care, biological sciences, economics,
chemistry, forestry and human resources.
Never stoP learNiNg. The public service offers
excellent learning and development opportunities:
programs and e-learning opportunities with the
Canada School of Public Service, organizational
learning and leadership opportunities, language
training in group or one-on-one settings, mentoring
and coaching, and much more!
Be Part of a commUNity. You can become
an active member of professional networks,
functional communities and councils based on
the job you do and your professional interests.
In these networks and groups you’ll find support
from mentors, coaches and colleagues who share
your goals and interests.
yoUr way iN: JoBs.gc.ca The largest recruitment program for graduates
is Post-Secondary Recruitment (PSR), which
provides entry-level job opportunities to
university and college graduates in myriad fields
and work environments across Canada, and
sometimes abroad.
“Students and graduates remain an important
source of talent for the federal public service,
especially as it continually renews itself now and
for the future,” says Joanne Lalonde, Director
General, National Client Services, Public Service
Commission of Canada.
it really worKs. During the 2008–2009
fiscal year, approximately 1,700 students were
appointed to positions across Canada as foreign
service officers, human resources officers, legal
counsel, junior communications officers, policy
analysts, epidemiologists, conservation architects,
IT programmers—the list goes on and on.
“The variety of careers is extraordinary,” says
Lalonde. “The opportunity to make a difference and
the potential to leave a legacy draws high-quality
graduates every year.”
so doN’t miss oUt. get iN oN oUr iNveNtory. The Fall 2010 PSR campaign
is ramping up now. Visit jobs.gc.ca for more
information on the PSR campaign and to view
current job opportunities.
teN thiNgs to KeeP iN miNd wheN aPPlyiNg to the federal PUBlic service
1 start looKiNg Now! The time to look for
a job is while you are still in school, usually in your
last year. Most positions advertised through the
PSR program will indicate that degrees/diplomas
obtained by a certain date are accepted to allow
for upcoming graduates to apply.
2 exPlore careers at the oNliNe JoBs hUB. Jobs.gc.ca is your hub for exploring
career opportunities within the federal public
service. Opportunities are posted daily, so visit
the site regularly.
3 read JoB advertisemeNts carefUlly! Ensure that you meet all of the
essential qualifications and that these are clearly
demonstrated in your application.
4 sell yoUrself! Make sure to reflect
experiences gained through volunteer work,
student activities and work experience gained
through summer employment, co-ops, etc.
5 PrePare, PrePare, PrePare! Avoid doing
essential steps at the last minute when the job you
want comes up. Keep an up-to-date CV on hand,
and complete and regularly update your Public
Service Resourcing System profile online.
6 KNow the deadliNes. Late applications
will not be accepted, so make sure to check
the website often for new job opportunities and
respect the closing date and time on the job ads.
7 let the JoBs site worK for yoU By creatiNg a JoB alert. Receive e-mail
notifications whenever new job listings are posted
that match your search criteria.
8 UNderstaNd the assessmeNt Process. Many positions advertised through the
PSR program require testing. The Public Service
Commission website and jobs.gc.ca provide useful
tips, sample test questions and FAQs to demystify
the process for you.
9 PrePare for the iNterview! Read up
on the specific organization to understand their
business/mission, and review the original job
advertisement and statement of merit criteria.
These can provide insight into what questions may
be asked at the interview.
10 UNderstaNd the laNgUage Profile of the PositioN. Many government
positions require a certain level of bilingualism.
There are three second-language skills associated
with each bilingual position: reading, writing and
oral interaction. Visit www.psc-cfp.gc.ca for more
details and to see sample questions.
Join the federal public service. Innovate! Create!
Move it and shake it! co
SPECIAL
PUBlic
service
lUaNa mirella is Communications
Advisor, Communications Division at the
Public Service Commission
ciNdy clarK is Program Manager,
Post Secondary Recruitment,
National Client Services Directorate
at the Public Service Commission
22 fall/winter 2010 www.CareerOptiOnsmagazine.COm
Career OptiOns fall/winter 2010 23
whether you want to be a
carpenter, researcher, librarian,
beekeeper or human services
professional, you can find
employment within government. Collectively,
the federal, provincial and municipal levels of
government recruit many people for a wide
range of careers. However, some job seekers
harbour misconceptions about the recruitment
process and the workplace environment within
government. This article should shed some light
on a few of the common myths.
myth 1 | qUalificatioNs “i will Never get a goverNmeNt JoB with JUst my arts degree.”
federal: The Federal Government of Canada
offers over 1,000 different types of jobs located
nationally and internationally. There are also
numerous opportunities for skills training,
professional development, mentoring and
advancement. Many senior management
positions simply require a university degree—
some with specialization or study in a specific
area. Although a degree is important, the job
requirements for senior positions typically focus
on the Public Service of Canada core leadership
competencies, values and ethics, and how to
effectively carry out the duties required. More
focus is placed on experience managing within
the Federal Government framework in various
areas, such as procurement, finance and/or
program delivery.
ProviNcial: Qualifications are dependent upon
the role and the department. For example, if the
province’s Transportation Department seeks to
hire a mechanic, then the successful candidate
will have the proper credentials to be a mechanic.
However, there are numerous positions that
simply require a degree, some with a specific
specialization. Once hired, the candidate would
“learn the ropes” and then apply for promotions.
When looking at government, job seekers should
be thinking in terms of “career” instead of “job.”
myths aNd realities of working for government
SPECIAL
PUBlic
service
By Jane MacDonald, Manager, Student Career Centre and Co-operative
Education Program, St. Francis Xavier
University
24 fall/winter 2010 www.CareerOptiOnsmagazine.COm
mUNiciPal: Similarly, at the municipal level,
the qualifications required depend on the job.
Some positions require specialized training or
certification—for example, building inspection
or financial operations—while others are not so
specific. Often, entry-level positions are designed
so that the new employee has an opportunity
to learn the specific job required as well as the
organizational structure. Once an employee
has demonstrated competence, other training
opportunities and promotions may follow.
Despite some specialized training required
for specific positions, jobs at each level of
government require individuals who possess core
competencies. You may be surprised to know
that holding an Arts degree shows that you can
manage your time, work individually or as part
of a team, conduct research, analyze information
critically, present oral and written summaries,
and communicate effectively with others. These
are all valuable skills that transfer easily to many
government positions.
myth 2 | laNgUage aNd locatioN reqUiremeNts “i Need to Be BiliNgUal aNd live withiN x NUmBer of Kilometers from the JoB.”
federal: Most entry-level positions that are
advertised through the federal Post-Secondary
Recruitment Campaign program will have a variety
of language or location requirements. Language is
usually determined based on the type of position,
and where in the country its duties are to be
fulfilled. For example, a manager position located in
Quebec is likely to have a French requirement; the
same type of position in the National Capital Region
might be serving both English and French parts
of the country. If the posting indicates “bilingual
imperative,” you must meet language requirements
based on a language proficiency scale that ranges
from A to C (C being most proficient) in order to
apply. However, there are also bilingual non-
imperative positions where you are given a set
time to learn and meet the language requirements
of the job. As well, there are positions with mixed
or various language requirements. Canada is a
multicultural nation, so remember that language
61% of PUBlic service emPloyees Based iN caNada are located across the coUNtry, while the other 39% are iN the NatioNal caPital regioN sPecifically.
Career OptiOns fall/winter 2010 25
qualifications may not be limited to our two official languages.
As for location, the Federal Government offers numerous positions across
Canada from rural areas to urban centres, even abroad. When considering
employment with the Federal Government, remember this statistic: 61% of
public service employees based in Canada are located across the country,
while the other 39% are in the National Capital Region specifically. If the
posting indicates that you must live within a certain region, this means that
the government is not willing to pay your relocation costs if you live outside
that region. Apply anyway and indicate that you will relocate, especially if you
are willing to learn another language—you never know.
ProviNcial: This myth is not true for all provincial governments. For
example, if you wanted to work for the Government of Nova Scotia, language
would be important if you were working in a department that offered
services or programming in a second language (e.g., the Office of Acadian
Affairs, French Language services, etc.). However, if you wanted to work
for the governments of New Brunswick or Quebec, then having both official
languages would be essential no matter the role.
As for location requirements, most provincial government positions still
tend to be located in urban areas (often in that province’s capital or seat of
government). Depending on the career choice, a job seeker may be limited
to working in an urban centre.
mUNiciPal: Similar to provincial governments, language and location
requirements may be specific to the region and its population.
When applying to positions at any level of government, always be sure
to report your proficiency in languages other than English or French, as
this could be an asset. Canada’s population is diverse, and the languages
spoken here are many. As well, exploring job locations away from your home
community may open new doors of opportunity for you. Be adventurous!
myth 3 | worK eNviroNmeNt “i’ll Be Paid well aNd i woN’t have to worK too hard, BUt there woN’t Be mUch oPPortUNity for growth.”
federal: Many jobs within the Federal Government are as demanding,
or in some cases—because of the rules, regulations and policies—even
more demanding than private sector jobs. It is a myth that government
employees are lazy and overpaid, and could not do anything else. The vast
majority in the Federal Public Service are hardworking and committed to
success. The Federal Government also values work/life balance. Some
departments (depending on the job) will allow employees to work a
condensed week or flexible hours.
All employment opportunities are advertised on the Public Service
Commission of Canada website: jobs.gc.ca. Reviewing job postings will help
job seekers to learn what types of work are available and what qualifications
are needed to be successful. The work environment can be quite different
from the private sector, thus making for something of a culture shock.
ProviNcial: Provincial government offers challenging and diverse jobs.
Government is evolving and so are the positions. Over the years, the work load
26 fall/winter 2010 www.CareerOptiOnsmagazine.COm
has increased and the type of work has changed.
Many management-level positions are well paying.
For example, the Province of Nova Scotia is the
largest employer in Nova Scotia, with over 10,000
employees in 19 departments and approximately 75
agencies. Job seekers can find careers in diverse
areas such as: Information Technology, Maintenance
and Trades, Regulation and Enforcement, Education
and Training, Natural Sciences, Energy, Fisheries
and Agriculture, Communication and Information
Management, Health and Social Sciences, Tourism,
Culture, Recreation and Heritage, Management and
Administration, or Executive Leadership.
mUNiciPal: Municipal government has a
mandate to serve its local population—that
could mean your neighbours, friends and family.
Thus employees work hard on behalf of their
communities and regions. As with any large
organization, expect to work at a number of tasks
in various departments before finding your niche.
Because of the current economic climate,
and public and private pushes towards fiscal
responsibility and tighter budgets, government
organizations and departments overall are leaner.
Employees are required to work harder and
demonstrate commitment to the organization
before being promoted. Have realistic expectations
for starting salaries and initial job responsibilities.
It may take time to prove your worth and
commitment to the organization before being
rewarded for your efforts.
myth 4 | PersoNal coNNectioNs “i Need to KNow someoNe.”
federal: The Federal Public Service has
several different programs to help students find
jobs in the government, including the Federal
Student Work Experience Program (FSWEP),
Co-operative Education, the Research Affiliate
Program (RAP) and internships. The reality is
that you must apply to the job via jobs.gc.ca
and meet the statement of merit criteria to
get screened into the competition. Once that
happens, you must go through an evaluation
process that may include a written exam, a
presentation and/or an interview. If you pass
all these stages, you are placed into a “pool”;
managers then select the best fit for the position
from the pool. So there is a lot of rigor and
transparency involved in the staffing process
at the Federal level, making it one of the fairest
processes in Canada.
The help you might receive from someone already
within the Federal Government is in understanding
how to effectively apply to jobs. Many departments
actually offer training. If you get your foot in the
door, as a part of your experience you should take
the opportunity to learn how the process works
and potentially apply to jobs. For managers or
supervisors of co-op work programs or casual
employees, there are also options to offer what
is called a “bridging program,” which enables
students to transition to full-time permanent
employment once they graduate.
ProviNcial: If you are looking for a provincial
government position, think about building your
network. You need to know the specifics of the
position, how to access the jobs and how to
perform in an interview situation. Being successful
Career OptiOns fall/winter 2010 27
at the interview requires the job seeker to be
informed about the department, the position
on offer, and the interview and hiring process
itself. Governments often use a scoring system
with numerous checks and balances that make
it difficult for someone to be hired based on
“who they know.” Most provincial governments
also operate in unionized environments and
must abide by collective agreements. Fair
hiring practices ensure that hiring is based
on the principle of merit, and are designed to
promote transparency, consistency, equity and
accountability in the hiring process.
mUNiciPal: Often hiring practices at the
municipal government level are less rigorous than
at the federal or provincial levels; however, the
same standards of hiring policy still apply. Often
the myth of “it’s who you know” stems from how
some individuals move from summer student
positions to full-time employment. In these cases,
often the individual is known to one department,
but their continued employment is in another
department or division. Thus the hire is based on
a proven track record of work, not on connections.
In hiring policy and practice, all levels of
government want to develop a workforce that is
representative of the populations they serve. If you
are a member of an under-represented population,
consider noting this on your application. Be
prepared to put time and effort into the application
process. The first impression you make with your
paper or online application is important. Complete
your application based on the instructions given,
not on what you think they should be.
advice for stUdeNtsIn conclusion, any job seeker who is looking for
employment should review the opportunities within
all levels of government. Knowing what positions
are available and when they are typically advertised,
creating a relevant and targeted cover letter/résumé,
and building solid interview abilities will increase
your chances of being hired. Talk with people
who are working in any level of government. One
effective way to learn if the civil service is right for
you is to work in government as a summer student.
This will help you build your network, expand your
skills and learn about the workplace culture. Being
informed will help you make better career decisions.
credits/resoUrcesFederal information sourced from the Public
Service Commission website, along with personal
connections and knowledge of federal recruitment
processes. http://jobs-emplois.gc.ca/centres/
faq-eng.htm#psr and http://jobs-emplois.gc.ca/
centres/presentation/r2-eng.htm
Provincial information sourced from the Nova
Scotia Public Service Commission website, and
from selected individuals within government and
outside consultants. http://www.gov.ns.ca/careers/
Municipal information sourced from various
municipal websites and from conversations with
individuals with experience working in various
government positions as regular staff and as
consultants. co
JaNe macdoNald is the Manager
of the Student Career Centre and
Co-operative Education Program
at St. Francis Xavier University.
Career OptiOns fall/winter 2010 29
years ago, government was considered
the place to work if you wanted
stability, a pension and regular hours.
Those same benefits still exist, but
it’s a different world working for government
today, especially at the municipal level. In
municipal government, you deal directly with
the people you are serving as a public sector
employee. You can really make a difference
in your own community.
As the times change, so too does the work
environment. The Halifax Regional Municipality
(HRM) knows that workers want more than just a
paycheck—they want to feel they are giving back
to society. By providing services in the community,
they can directly benefit the place where they live.
There is room to grow, try different jobs, enjoy
flexible hours. Today’s municipal government
allows for a workforce that is as diverse as the
people it serves.
HRM offers a range of employment. Remember
when, as a child, you heard the siren of a fire engine
and you ran to the window to see the truck zooming
by your house? The excitement you felt back then
can translate into a career helping people today,
whether as a firefighter, or as an engineer working
on a plan for development that will change the city
for the better, or in lots of other ways!
toP 10 reasoNs to worK for the halifax regioNal mUNiciPality?
10 it’s hiP!Working in the capital of Nova Scotia, you’re at the
heart of the action. East Coast live music nightly,
donairs, mollusks, art...
9 great lifestyleYou can live downtown by the harbour, in a
suburb by a lake, or in the country by the sea, and
walk, bike, bus, or drive a short distance to work.
8 year-roUNd sUrfiNg!Yup, that water’s cold but refreshing! For other
exercise options, you can join a gym or take an
HRM recreation program for a reduced rate.
7 edUcatioNYou want more education? HRM will pay half
of your tuition while you are employed with
them (at one of the seven degree-granting
universities in the city).
6 flexiBilityEarned days off, job sharing—work-life balance
is key at HRM, so flexibility is a given.
5 frieNdly folKs Live in an urban setting where you still get to know
your neighbours.
4 democracyThe direction for your work comes from elected
officials, councillors for the region.
3 great salariesWhatever your work aspirations, you can earn
a good living doing what you love!
2 oPPortUNities aNd oPtioNsYou can have completely different careers while
working for the same employer. There is room
to move up the ladder of success.
1 give BacK to yoUr commUNity Live HRM’s partnership of Good Neighbours,
Great Neighbourhoods—government and its
citizens working together to make a difference. co
SPECIAL
PUBlic
service
muniCipal government: maKe a differeNce
“the excitemeNt yoU felt [as a child] caN traNslate iNto a career helPiNg
PeoPle today, whether as a firefighter, or as aN eNgiNeer.”
By Gail Isles, Manager of Client Services, Halifax
Regional Municipality
Career OptiOns fall/winter 2010 31
whether yoU’re JUst emBarKiNg oN yoUr career or looKiNg for meaNiNgfUl worK exPerieNce while iN school, taKe some time to learN aBoUt the alBerta goverNmeNt aNd the worK of the alBerta PUBlic service.
For students, new graduates or experienced
workers, the Alberta government hosts a
dynamic and diverse work environment where
there are on-the-job opportunities to learn and
grow. There are 24 ministries and 500 different
types of work.
Employees within the Alberta government
hold positions in a variety of fields including
finance, agriculture, recreation, health, social
sciences, policy, engineering, legal, corrections
and enforcement, and communications. While
most jobs are located in Edmonton, Alberta’s
capital city, there are many Alberta government
employees who work in cities, towns and
municipalities across the province. Generally,
jobs are permanent, full-time positions; however,
part-time, seasonal and temporary employees are
also part of the provincial government workforce.
Through leading-edge resources support and
ample learning opportunities, employees have the
ability to reach their full potential. Students can
take advantage of summer employment, work
experience and co-operative education placements;
internships give graduates hands-on experience in
the field of their choice, challenging and rewarding
work as well as professional development and
networking opportunities. To learn more first-hand
from two students, read on below.
The Alberta government is one of the largest
employers in Alberta, with over 27,000 employees
throughout the province. As an award-winning
organization, the Government of Alberta values
respect, accountability, integrity and excellence.
Provincial government employees share a
common vision of proudly working together to
build a stronger province and make a positive and
lasting difference in the lives of Albertans. The
Government of Alberta offers a competitive salary
Alberta legislature building, edmonton
SPECIAL
PUBlic
service
toP five reasoNs why emPloyees JoiN the goverNmeNt of alBerta:» Job fit
» Opportunities for advancement
» Learning and development opportunities
» Secure/stable employment
» Good/better compensation
By Jenn Guzzwell, Public Affairs Officer,
Alberta Corporate Human Resources
explore the possiBilities… Careers with the goverNmeNt of alBerta
32 fall/winter 2010 www.CareerOptiOnsmagazine.COm
and benefits package, and diverse and rewarding
employment opportunities in an environment that
encourages continuous learning and career growth.
To learn more about the Alberta government’s
programs and services, visit www.alberta.ca/home.
To explore the diverse career opportunities, visit
www.chr.alberta.ca. Discover where a career with
the Alberta government could take you!
oNe emPloyer, lots of choices!tamara colomBiNa | Policy Intern,
Alberta Energy
When asked if she would consider a career
with the Alberta government once her 16-month
policy internship was complete, Tamara said:
“Definitely. This is a great place if you’re
thinking about a long-term career. The Alberta
government is one employer but there’s a lot
of room for movement.” Tamara speaks from
experience. Twelve months into her placement,
Tamara has worked for both Alberta Energy and
Alberta Seniors and Community Supports—quite
a change in subject matter and a rather steep
learning curve. Moving from social-based policy
to one of a more technical nature has been an
invaluable learning experience. So has been
the support received from her colleagues and
peers. With monthly development sessions and
mentoring groups, Tamara has a community
of interns and a network of policy specialists
she can rely on for knowledge and expertise.
“The Alberta government invested in us when
we started,” said Tamara of the government’s
dedication to policy interns, “and it continues
to be committed to our future as we near the
end of our placements.”
For more information on the Alberta government’s
Policy Internship Program and other internships
offered by the Alberta government, visit: www.jobs.
alberta.ca/students/program_descriptions.html
yoU doN’t learN this iN schoolliNdsey macdoNald | Administrative Support,
Alberta Corporate Human Resources
Obtaining employment through the Student
Summer Employment Registration Service,
Lindsey is well into her second summer placement
as an administrative support for Alberta Corporate
Human Resources. “Perhaps what’s most
valuable is simply learning how an office works,”
said Lindsey. “That’s not something you can learn
in school.” Lindsey attests that her experience
with the Alberta government has helped hone all
of her skills, from expanding her knowledge of
computers, to being better organized and even
refining her people skills. Lindsey has also drawn
on her colleagues for insight and experience.
“The staff here keep me involved in all upcoming
projects,” she said. “I’m always learning.” Upon
graduation, Lindsey says, the Alberta government
will certainly be an option as an employer.
For more information on the Student
Summer Employment Registration Service,
visit www.jobs.alberta.ca. co
JeNN gUZZwell is the Public Affairs
Officer at Alberta Corporate Human Resources
34 fall/winter 2010 www.CareerOptiOnsmagazine.COm
PreParatioN is Key for Career fairs
By Kerri Zanatta-Buehler
Career OptiOns fall/winter 2010 35
in your job search, career fairs, both at your
school and in the community, should be one
of the many avenues you explore. Career
fairs provide you the opportunity to meet
with a number of employers in one location, to
gather information about their organizations and
what they are looking for when hiring.
There are a number of things you should do
before attending a career fair in order to ensure
you are well-prepared and present yourself as
professionally as possible:
» Be sure to confirm the date, time and location
of the career event.
» Review the list of employers attending the
career event and thoroughly research those you
are interested in meeting.
» Prepare a résumé tailored to each employer
you’re planning to approach.
» Create a business card and have copies ready.
» Prepare and practice your 30-second
networking (introduction) statement.
» Decide what you will wear to the career event prior
to the day (professional business attire is a must).
NetworKiNg You’ve often heard the expression “You never
get a second chance to make a first impression.”
There is no better venue than a career fair to
demonstrate this, because employers may meet
hundreds of job seekers in a matter of hours.
Making a strong first impression with a number
of employers will go a long way in helping you to
create a solid professional network.
Networking is about communicating your unique
selling points in a memorable way. You can do
this by creating a personal “pitch” or networking
statement that highlights your skills and
experience in an interesting way.
In order to create an effective networking statement,
and thereby make a strong first impression, you
have to be aware of a few key things:
KNow yoUr target marKet:Research each employer attending the event
and review current industry trends in your
chosen field. Use this information to impress the
employers you meet at the career fair.
KNow what yoU have to offer:It is important you not only know what skills,
knowledge and experiences you have to offer a
potential employer, you also have to know what
skills, knowledge and experiences employers are
looking for.
KNow the foUr elemeNts of aN effective NetworKiNg statemeNt:
1 Be sPecific: Employers are looking for
people who want to work specifically for them,
in the role they have to offer. You need to make
them feel that theirs is the only company you are
targeting, so do your homework and be prepared
to tell them why you want to work for them.
2 Be relevaNt: As you research a company,
seek to understand the types of backgrounds,
skills and attitudes they look for in their
recruitment strategy. When communicating
your selling features, make sure you focus on
information that is relevant to them.
3 Be ProfessioNal: You will be nervous.
In fact, you should be nervous. If you are so
cocky that you don’t feel any job search jitters,
then you need to re-evaluate your attitude—this
is serious business!
You may be worried that you’ll stammer, but your
nervousness can actually give you an edge in
performance. Preparation is essential, because
when you are nervous being face-to-face with the
recruiter for the job you really want, you have a
higher chance of messing up your pitch. Practice
what you are going to say in advance. Learn to say
it naturally without notes. It should sound like you
did not write it down and memorize it.
4 Be Brief: You only have about 30 seconds to
make a first impression. When constructing your
personal networking pitch, you need to keep it to
about 70 words or fewer.
Your networking pitch should answer three questions:
1. Who am I?
2. Why do I want to work for you?
3. Why should you hire me?
good qUestioNs for emPloyers» What skills and abilities do you need to be consid-
ered a strong candidate to work for your company?
» What kind of employment experiences are you
looking for?
» What additional skills, such as language or
software skills, does your organization consider
to be particularly valuable?
Best of luck! co
fiNal tiPs! »
Kerri ZaNatta-BUehler, B.A., B.Ed,
MA, Employment Development Specialist,
The Career Centre, Sheridan Institute of
Technology & Advanced Learning
aPProach emPloyers oN yoUr owN, not as part of a
group. If an employer
is talking to someone
else, wait patiently. Make
sure you’ve got their full
attention when you make
your first impression.
Bring a pen and paper with you
in case you need to make notes
during the conversation with
the employer (strategy: after
each meeting with an employer,
immediately go to a quiet area to
record the discussion—you won’t
remember the details of each
conversation at the end of the fair).
Follow the rules of good hygiene and
dress ProfessioNally! Dress
exactly as you would for a job interview.
Place your documents in a professional zip-up Portfolio or twin
pocket portfolio. You want to be able to easily access your tailored
résumés when passing them over to employers, and to easily collect
any company information/business cards employers offer you.
When you are conversing
with the employer, listeN
more than you speak! Ask
questions to help you to
understand their needs
and priorities.
Career OptiOns fall/winter 2010 37
y our very last exam is on the horizon,
and you can’t wait to graduate. But
then you realize you are faced with
what feels like a whole new round of
exams: job interviews. The relief of being finished
your academic studies is replaced by déjà vu
all over again—and the butterflies return as you
prepare for the next big test.
But is a job interview really a test? Interviews are
no walk in the park, but thinking of them as “like
exams” can lead you astray and cause you far
more anxiety than necessary.
An interview is much more like a conversation
than an examination. Sure, the interviewer is
going to ask you a series of questions to determine
JoB iNterviews Conversations, not examinations
By Cathy Keates, Career Counsellor and Author,
www.careerconsiderations.ca
38 fall/winter 2010 www.CareerOptiOnsmagazine.COm
what you bring to the table as a candidate. And your task as the candidate
is to show that you’re right for the position (see “Top 3 Tips for a Great
Interview Conversation” below). But unlike many exams, which require
very specific answers, there are multiple ways to answer most interview
questions depending on your own unique history and perspective. Too often,
candidates spend time worrying about composing the right answer for every
possible interview question. Once you realize there is no “right” answer, you
can relax and focus on saying what you most want to say.
An interview is also more like a conversation because conversations are
about interaction, not just answers. The relationship that is formed between
you and the interviewer can be just as important as your actual responses.
Why? Two reasons. First, interviewers are trying to get a sense of whether
you will fit into the organization—so who you are, your personality and ability
to connect with people, are highly important. They are not interested in
meeting a test-taker who is reciting prepared answers—they want to meet
the real you. Second, interviewers are human: they may be trying to maintain
an objective hiring process, but they are still hoping to make a genuine
connection with a good candidate.
Finally, interviews are more like conversations because they are meant to
be a back-and-forth, give-and-take exchange. Exams don’t offer you the
chance to ask questions of your professor—they are a one-way street. But
interviewers want you to interact with them, and ask them questions that show
you have spent some time thinking about whether the organization is a good fit
for you. So don’t make the mistake that many new graduates make by thinking
of the interview as a test and coming unprepared to ask their own questions.
Remember, your role is to be a good conversationalist, so be ready to show your
interest with some questions.
Thinking of your job interviews as examinations can have you sweating
about crafting perfect answers, and can leave you more passive than
active in the interview process. Choosing to think of your job interviews as
conversations—dynamic exchanges of information and relationship building
between people—will help you feel more confident, be more prepared, and
make a better connection. No more exam anxiety needed! co
cathy Keates is a career counsellor with a decade of experience
working with university students and new graduates, is the author of
the job search manual Not for Sale!, and shares her thoughts about job
searching with authenticity and integrity on her blog, “Transform Your
Job Search,” at www.careerconsiderations.ca.
aN iNterview is also more liKe a coNversatioN BecaUse coNversatioNs are aBoUt iNteractioN, Not JUst aNswers.
Career OptiOns fall/winter 2010 39
toP 3 tiPs for a great iNterview coNversatioN »
Be really clear aBoUt what sKills aNd exPerieNce yoU BriNg to this ParticUlar PositioN. You
can never know exactly what questions
you will be asked. But no matter what
questions you get, if you know yourself
really well and have thought about what
makes you a good fit for this position,
you will be ready for almost any question
that might come up.
have examPles for each of yoUr sKills. It’s one thing to say, “I have great
communication skills.” It’s another thing
entirely to be able to back this up with solid
evidence. Ideally, that evidence comes
in the form of interesting stories about
times you successfully used that skill in
the past. These examples can come from
paid work, volunteer work, school
or other relevant settings. Have lots ready.
PrePare some qUestioNs that yoU woUld liKe to asK the iNterviewer. Usually after finishing all of their questions,
an interviewer will give you a chance to ask
questions. This isn’t just to be polite—this is
acknowledging that the interview conversation
really is a two-way street. Not only is the
interviewer assessing how well you would fit their
organization, you as the interview candidate are
assessing how well this job, at this organization,
fits what you are looking for. So think about
what you want in a job, then ask about those
things—for example, organizational culture, level
of responsibility, opportunities for growth—that
will help you learn more about whether this
position is a good fit for you.
Career OptiOns fall/winter 2010 41
N etworking in 2010 is about offering and receiving value. No
matter how young or inexperienced you are, you can offer
value because of your own unique perspective. People can
always learn from a new perspective. Offering value, then, is
about sharing your viewpoint. On the other hand, to receive value you must
motivate others to offer it to you. The best way to do this is to be persuasive.
Communications expert Daniel L. Plung wrote a famous article entitled
“Writing the Persuasive Business Letter” in The Journal of Business
Communication (1980) in which he presents the idea of the “motivated
sequence.” The article explains that you can persuade someone to do
something if you arrange your ideas “in a pattern that corresponds with the
reader’s decision-making process.” Plung’s fours steps are:
ProBlem: Identify the problem. Make sure the reader understands that
the problem is “real and immediate.” Make sure the reader understands
it is his or her problem.
solUtioN: State what needs to be done. State how the “solution you offer
is the right one, and how it will eliminate all facets of the problem as you
identified it.” Prove that your suggestion has worked in similar situations
before. Show how other solutions are less attractive than yours.
visUaliZatioN: “Portray the results that will occur if the reader doesn’t do
what you have suggested… then show the benefits that will accrue from the
reader’s decision to follow your advice.”
actioN: Spell out what the reader must do next.
These steps are extremely effective in business communications, and can
be adapted to apply fruitfully in your job search networking. When attending
your next networking event with employers, use Plung’s four-step model as a
basis and ask the following questions in this order:
ProBlem: The goal of networking with a contact is to build rapport by asking
good, persuasive questions. Step one is to identify a possible problem your
contact is facing in his or her business. What are some of the challenges you
face in your business? How has this problem impacted your business? How
long do you foresee being able to go before needing to make changes?
solUtioN: Once you have helped your contact see that there is an urgent
problem, he or she will be very motivated to start talking about a solution.
You now want to ask a series of questions that will help your contact think of
solutions. Are you doing anything now to address the problem? What have
you been doing to solve this problem? What has worked in the past? What
has not worked in the past?
visUaliZatioN: Now that your contact has thought of possible solutions
and alternatives that have not worked in the past, it is now time to help
him or her visualize both a negative and a positive outcome. If you were
not to make any changes to your business, what do you think would be the
impact? If you were to address these issues, can you imagine the impact it
could have on your bottom line?
actioN: Your contact will now be primed for your action recommendation.
You have set the stage perfectly to present yourself as part of the solution to
the problem. I have faced similar challenges in a previous role and would
be interested in sharing with you how I accomplished this. Would you be
interested in discussing this? co
PersUasive NetworKiNgfour steps to maximum results
PhiliPPe desrochers, Global Career Development Facilitator,
Lecturer (Career Management) and Manager, BCom Careers at the
Hari B. Varshney Business Career Centre at the Sauder School of
Business, University of British Columbia (UBC). The career centre
works with both employers and students in connecting the community
with future business leaders. Sauder’s business career centre
provides students with a variety of career management services
and offers employers a variety of high-impact recruitment services.
Recruiting from Sauder gives organizations access to skilled, motivated
individuals with fresh perspectives and new ideas.
By Philippe Desrochers
42 fall/winter 2010 www.CareerOptiOnsmagazine.COm
Career assessment:
there’s No “magic test”
By Jennifer Browne and Paula Strickland
Career OptiOns fall/winter 2010 43
a third-year student who recently visited the
Career Centre exclaimed: “Just give me the
test… the test that will tell me what career i shoUld choose!”
This is not an uncommon request from students as they
attempt to choose an academic program of study or the
career path they want to pursue. The bad news is, there’s
no “magic test” that will provide a definitive answer. But
the good news is, there are a number of things students
can do to determine their ideal career options.
No one knows you as well as you know yourself, so
taking the time to actively reflect on your interests,
values, abilities and personality is very important. What
do you consider important in life? What do you enjoy
doing? What are your hobbies? What are you good at?
It is also imperative to reflect on your likes and dislikes
in a job situation. By identifying what you do not want
out of a career, you will in turn get more clarity about
what you really do want. This can be very helpful in
narrowing your search for that elusive career path.
Answering some of these questions can really serve to
spark your thinking about your options. If you love history,
why not look at careers for history buffs? If you hate the
shift work in your current part-time job, then perhaps
you can rule out careers that involve shift work. Knowing
yourself is a critical first step in the career planning
process. The more effort you put in at the start of this
process, the happier you will be with the outcome.
So how do you discover what you like and don’t like?
What you are good at and not-so-good at? Where your
personality and values fit? Much of this self-discovery
comes from real-world experience. All those summer or
part-time jobs and volunteer positions can provide you
with valuable insights into yourself. Teaching may have
been on your radar as a potential career, but after the
summer you just spent working at a children’s camp, you
may feel differently about being surrounded by 20 to 30
eager little faces every day. Considering a certain career
is one thing, but actually being immersed in that field is
quite another, offering the kind of insight that only comes
from hands-on experience. Reflecting later on what parts
you did and didn’t enjoy about these experiences can be
powerful indicators of your future career.
There may not be a “magic” career test, but there
are a number of useful career assessments available.
Career tests are interesting, but they are just one of
many options available to you on your exploration. Your
campus career centre or counselling centre will have
a variety of tools and resources that you can use. Try
taking more than one career assessment to see if the
results are similar; if they are, this may indicate that
you’re on the right path. Schedule an appointment with
a career counsellor to discuss your results and where
you are in the career planning process, as oftentimes
talking it out can help clarify your thoughts. The career
counsellor will also be able to suggest additional
resources. It may also be beneficial to connect with
people who are working in professions that interest
you, as this will provide practical insight about this type
of work. In addition, taking initiative to work part-time
or volunteering in a field of interest will provide you with
a valuable career exploration opportunity.
When exploring your career options, consider how they
match your:
iNterests: Things you enjoy doing and are
passionate about can provide important clues about
work or career interests.
valUes: The motivation or personal incentives needed
for job satisfaction are unique to each person. By
examining your work values, you can then determine
what is important to you and prioritize what role work
will play in your life.
aBilities: Talents and natural abilities often indicate
potential in a particular area. People often take for
granted the skills that come easily to them, yet those
are precisely the areas that you should explore. With
training, natural aptitudes can turn into career options.
PersoNality: Your unique combination of emotional
and behavioural characteristics constitutes your
personality. Different careers align with different
personality types. Knowing your personality can enable
you to enhance your career choices and ultimately your
career success.
As you grow and develop personally and professionally,
your needs and interests may change over time, so
take the time to reflect on your interests and values on
an ongoing basis. Staying in touch with yourself will
ensure you are taking a proactive approach to your
career planning. co
JeNNifer BrowNe is the Director of Career
Development & Experiential Learning at Memorial
University of Newfoundland and regularly
administers “the tests.”
PaUla stricKlaNd is the Manager of the
Centre for Career Development at Memorial
University of Newfoundland and loves talking
to students about their test results.
44 fall/winter 2010 www.CareerOptiOnsmagazine.COm
Passionate, creative and highly
independent, he set out to discover the
world and the performing arts almost
40 years ago, not knowing where this
path would take him. Today, he runs a multi-
million-dollar business renowned for delivering
unique and cutting-edge circus shows that few
would even dare imagine, let alone create. Guy
Laliberté, the founder and head of Cirque du
Soleil, is one of Canada’s leading entrepreneurs
and visionaries, who revolutionized the very idea of
what a circus could be. Guy is an example of how
far a little dreaming and risk-taking can take you.
The personal qualities that Guy Laliberté used
to found his company—risk-taking, drive and
creativity—are the same qualities needed by young
job seekers today to counter the ebbs and flows of
the job market. In the last decade, the Organization
of Economic Cooperation and Development
(OECD) has endorsed entrepreneurship as the best
means for youth to adapt to a changing and highly
competitive job market in both rural and urban
areas around the world.
so what is eNtrePreNeUrshiP? A term generally related to starting a company,
entrepreneurship encompasses a lot more than
the act of business creation. Entrepreneurship is a
set of attitudes and skills, as well as a need to take
charge of one’s own future by creating meaning
through a sustained effort that brings change to
the world and meets a given need in society. Even
when working for someone else, individuals who
put their creativity and devotion to use help the
company to grow and give themselves a chance
to fulfill their potential.
Canada’s National Youth Entrepreneur Social
Attitude and Innovation Study (January 2008)
showed that close to 50% of youth between the
ages of 16 and 24 would like to start their own
business. Many, however, said they did not want
to risk venturing into such projects because they
feared that the time and money they put in would
not lead to success. Jobs that could bring them
immediate financial security prevailed over their
interest in starting a business.
Although statistically Canadian youth tend to
favour working for others as their primary means
of employment and financial security, the reality
is that there are no guarantees they will remain
in the same job or achieve financial security
over the long term. Entrepreneurs must work
entrepreneurshipthe Path of chaNge maKers
By Vinod Rajasekaran, Public Policy Forum,
and Despina Sourias, Carrefour jeunesse-emploi
Notre-Dame-de-Grâce
Career OptiOns fall/winter 2010 45
hard to establish themselves but generally have
the capacity to enjoy long and financially stable
careers, while contributing to the social and
economic growth of their communities.
So how can more Canadian youth pursue their
interest in entrepreneurship? We think that the
solution lies in two areas: motivation and access/
awareness. To cultivate a culture and practice of
youth entrepreneurship in Canada, we have to
motivate young people to become entrepreneurs
and provide access to and awareness of the
opportunities and supports that exist. But
whose role is it to do these things? We believe
that government, colleges and universities,
education boards and the private sector all have
an important role to play in shaping the next
generation of Canadian entrepreneurs.
gettiNg motivatedIf you are yet to experience the vigor of
entrepreneurship, here are some initiatives
that can motivate you, help you discover your
entrepreneurial spirit and connect you with
like-minded peers.
With ten programs for 2010, Impact
Entrepreneurship Group (www.impact.org)
is Canada’s largest non-profit, student-run
organization dedicated to encouraging the
entrepreneurial spirit among youth and to
becoming a starting point and catalyst for
youth interested in entrepreneurship. Impact
consists of university and college chapters
across Canada, and teaches and fosters
entrepreneurship through hands-on experience.
Youth Canada (www.youthcanada.ca), now
an initiative of Impact, is Canada’s top online
resource on entrepreneurship for students.
ACE (www.acecanada.ca) is a national
organization at over 50 college and university
campuses across Canada that is teaching
young Canadians to create brighter futures for
themselves and their communities by delivering
experience-based programming that challenges
university and college students to address
economic, social and environmental issues
through entrepreneurial ventures.
Young Social Entrepreneurs of Canada (YSEC)
(www.ysec.org) looks to ignite a movement of
young people toward social enterprises that align
people, planet and profit.
In Quebec, the Youth Entrepreneurship Challenge,
a provincial government-led strategy to promote
entrepreneurship, employs over 100 youth
working in local employment centres, to help
promote and support entrepreneurial inititiaves.
Find your local Carrefour-jeunesse employment
and Entrepreneurship Awareness and Promotion
Officer, or test your entrepreneurial potential by
visiting www.cjereseau.org.
gettiNg sUPPortIf you’re excited about entrepreneurship, you’re
three-quarters of the way there! Where can you
find financing, mentorship, workspace and other
supports to turn your idea into a business?
One-stop shops called “incubators” exist in
many cities across Canada. Incubators help
entrepreneurs with things like business plans,
accounting, marketing, business training and
46 fall/winter 2010 www.CareerOptiOnsmagazine.COm
legal services until they have the revenue and
organizational structure to run on their own.
The Canadian Business Incubators Association
(www.cabi.ca) has a comprehensive list of
incubators for industries ranging from IT to
fashion—check to see if there is one near you
and what services they provide. Some colleges
and universities also have incubators on campus:
examples include Ryerson University’s Entrepreneur
Institute, University of Waterloo’s VeloCity, University
of Manitoba’s Eureka Project and University of
Victoria’s Innovation and Development Corporation.
While some incubators can assist you with
funding, access to capital can be one of the most
challenging aspects of starting a business for
young entrepreneurs. Depending on the business
model, different types and sources of funding exist.
They can range from small business loans from a
bank, to grants from foundations or governments,
to angel or venture capital investments. Incubators
can help you determine which source is right for
your business. Let’s touch on some of the types
of funding types and sources available.
An example of a venture capital funding source
is Lemonade Ventures (www.lemonadeventures.
com), an early-stage capital and consulting firm.
Lemonade Ventures assists young entrepreneurs
by providing funding, mentoring and business
consulting resources.
Business Development Bank of Canada’s
(www.bdc.ca) business startup financing is an
example of a small business startup loan provided
by a Crown corporation. BDC provides young
entrepreneurs with startup tools, financing and
consulting services.
The Canadian Council for Aboriginal Business
(www.ccab.com/links_youth.html) is an
independent, non-partisan organization that
provides programs and resources to create
economic opportunities for Aboriginal people
across Canada.
The Canadian Youth Business Foundation
(www.cybf.ca) also provides loans of up to
$15,000 to aspiring young entrepreneurs who are
likely to succeed in creating a business and for
whom financial assistance is critical.
If you’re interested in an enterprise that seeks to
address a social problem, you could also consider
the Laidlaw Foundation (www.laidlawfdn.org). The
Foundation invests in innovative ideas and
advocates for change in support of young
people becoming healthy, creative and fully
engaged citizens.
Contests are also a great way of getting
funding and visibility for business ideas.
The Quebec Entrepreneurship Contest
(www.concours-entrepreneur.org), for example,
supports and highlights new businesses and
entrepreneurial projects in schools with prizes
of up to $10,000.
gettiNg eNtrePreNeUrialGiven that youth do show an interest in starting
a business and that support is available, there
is a need to rethink and rebuild Canada’s
entrepreneurial base—and youth have a role
to play. Government, colleges and universities,
education boards and the private sector can all
help to shape and encourage Canada’s next
generation of entrepreneurs. Even at the elementary
and high school levels, we have to create more
practice-based learning environments so that
youth can explore their skills and build their entre-
preneurial potential. There are organizations inter-
ested in making the link between all these different
actors. For example, the Public Policy Forum
(www.ppforum.ca) is committed to engaging youth to
generate approaches to building a supportive and
cutting-edge entrepreneurial ecosystem for Canada.
gUy laliBerté, the foUNder aNd head of cirqUe dU soleil, is oNe of caNada’s leadiNg eNtrePreNeUrs aNd visioNaries, who revolUtioNiZed the very idea of what a circUs coUld Be.
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Career OptiOns fall/winter 2010 47
Youth can do their part by spreading the word
about entrepreneurship—they can chat about it,
Tweet about it, write on Facebook about it, and
talk to friends and parents about it.
So, are you up for the entrepreneurial challenge?
Test your entrepreneurial profile by visiting:
http://www.bdc.ca/en/business_tools/
entrepreneurial_self-Assessment/Entrepreneurial_
self_assessment.htm co
Many people start
a small business in
order to enjoy the
perceived rewards
of freedom and
independence.
The reality of small-
business ownership can be quite different. Many
small business owners will tell you they work more
hours than when they worked for someone else.
a few qUestioNs to coNsider:» Do you like to make your own decisions?
» Do you enjoy competition?
» Do you have will power and self-discipline?
» Do you plan ahead?
» Do you get things done on time?
» Can you take advice from others?
» Are you adaptable to changing conditions?
» Do you have the physical stamina to handle a
business?
The Canada-Ontario Business Service Centre (www.
canadabusiness.ca) provides free government
information for small and medium-sized business in
Ontario. You can also find a wide variety of business
planning information, online sample business plans
and business plan templates to help you develop a
professional business plan.
The Canada-Ontario Business Service Centre also
offers a limited business research service free of
charge. Research requests can take up to five
business days to complete and results can be
returned to you via Canada Post, fax or e-mail.
The information you can access includes:
» business associations
» Canadian demographics
» company data
» consumer spending
» industry news and trends
» international trade data
» sample business plans
» suppliers, manufacturers and distributors
Business information officers are available to
assist you in English or French when you call the
Business Info Line toll-free (1-888-745-8888 or
TTY: 1-800-457-8466) weekdays between 8:30
a.m. and 6 p.m. EST.
for iNformatioN aBoUt yoUth eNtrePreNeUrshiP Programs, visit: Summer Company:
http://www.canadabusiness.ca/eng/summary/2409/
CYBF:
http://www.canadabusiness.ca/eng/summary/1216/
CFDC:
http://www.canadabusiness.ca/eng/summary/3101/
other valUaBle liNKs iNclUde:A step-by-step guide for starting a small business:
http://www.canadabusiness.ca/eng/guide/2550/here
This link has important information for anyone
thinking about becoming an entrepreneur:
http://www.canadabusiness.ca/eng/125/107/
Free specialized business research service:
http://www.canadabusiness.ca/eng/summary/2224/
Business planning tools:
http://www.canadabusiness.ca/eng/86/
some PoiNts to coNsider wheN startiNg yoUr owN BUsiNess »
By Dan Humphries
daN hUmPhries is the Regional Business
Officer at the Canada-Ontario Business
Service Centre
viNod raJaseKaraN, Research
Associate, Public Policy Forum (www.
ppforum.ca). desPiNa soUrias, Regional
Entrepreneurship Awareness and Promotion
Officer (Montréal), Carrefour jeunesse-emploi
Notre-Dame-de-Grâce (www.cje-ndg.com)
48 fall/winter 2010 www.CareerOptiOnsmagazine.COm