Record number of workers in Saskatchewan: Statistics Canada

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A record number of people are working in Saskatchewan.
According to Statistics Canada, 539,700 people were working in the province in June, and increase of 4,100 from June 2009.
Saskatchewan’s unemployment rate of 5.5 per cent is the second lowest in Canada. Manitoba holds the lowest at 5.3 per cent. The national average is 7.9 per cent.
Advanced Education, Employment and Immigration Minister Rob Norris says record population and employment shows Saskatchewan is still the place to be for people looking for work.
“Looking forward, we continue to see economic forecasters placing Saskatchewan among the nation’s leaders this year and beyond,” Norris said in a news release.
Regina’s unemployment rate of 4.3 per cent is the lowest among major Canadian cities. Saskatoon is fourth-lowest at 5.8 per cent.

© Copyright (c) CW Media Inc.

Source: GlobalTV.com

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Canada's economy added 93,000 jobs in June

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Statistics Canada reports the Canadian economy added 93,200 jobs in June. Almost all of the jobs added are in Ontario (+60,000) and Quebec (+30,000). The large number of jobs added dropped Canada's unemployment rate to 7.9%. The current unemployment rate in the US is 9.5%. The statistic indicates the strength of the domestic economy in Canada.

The addition of 93,200 jobs is five times more what many economists were predicting for the month of June. About half the jobs added are part-time, the other half are full-time positions. Since July 2009, most of the employment gains have been in full-time work, up 355,000 or 2.6, while part-time work rose by 1.5%.

The private sector was responsible for 51,900 of the new positions. Notable employment increases in June were in service industries including business, building and other support services; retail and wholesale trade; health care and social assistance; and other services such as personal care services and automotive repair. Employment in construction increased by 11,000 jobs. The construction industry has had the fastest growth rate of all major industry groups since July 2009 (+8.3% or +94,000).

In less than one year, Canada has almost made up all the jobs lost during the recession that began towards the end of 2008. The economy has added 246,200 jobs in the last four months alone.

Canadian employers are actively seeking foreign skilled workers to join their workforce. Skilled workers that settle in Canada on a permanent basis are especially valuable to the Canadian workforce. Those with a job offer from a Canadian employer may qualify for fast-track Canadian immigration application processing under the Federal Skilled Worker (Professional) category of immigration.

Source: Canadavisa.com

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Coming Out on Top of Salary Negotiations

While some employment opportunities clearly state in black and white what wage an applicant can expect if hired, other positions are grayer in terms of salary. Talking about money with a potential employer might feel a bit awkward, but coming to terms that leave both sides content is crucial. Below, experts offer suggestions on how to prepare for salary negotiations.

Timing

Not wanting to look like they are "only in it for the money," job seekers are often hesitant to be the one to break the ice on the issue of salary. Is it OK for a candidate to bring up the topic?

"I get asked this question by friends all the time, and the honest answer is that it depends entirely on the position," says Paul Peterson, national talent resource manager with Grant Thornton in Toronto. "If you are a campus hire, you do not ask up front (first interview) as it can give the impression that you are solely money-focused. For experienced candidates, it's perfectly appropriate to bring up the topic, especially if you want to ensure that you are at least close in range."

Anastasia Valentine, a product strategist and career coach from Ottawa, agrees that it is fine to bring up salary during the initial meeting -- but not as the first point in the conversation. If the employer doesn't eventually broach the subject, a tasteful approach is to ask for a salary range.

The dreaded question

Perhaps no question scares candidates as much as "What salary are you expecting from this position?" The last thing the applicant wants to do is sell himself short, but he also might fear pricing himself out of the running.

Jen Rallis, author of "Ugly Résumés Get Jobs," suggests turning the tables by asking "What salary range are you willing to pay for this position?" Once the employer provides a range, the candidate can simply respond "that's suitable" if the numbers are in line with his needs.

Likewise, job seekers being pressed for figures can offer the employer a suitable range. To avoid making an uneducated guess, candidates should find out before the interview what similar positions in the field are paying. "Being prepared and understanding market rates for the worth of experience and skills not only demonstrates confidence and preparation, it also keeps the discussion on a factual vs. emotional level," Valentine states. "This speaks volumes to an employer beyond the request for a specific dollar amount."

Peterson advises choosing numbers carefully. "Candidates need to remember the cardinal rule when giving ranges: If you give a range, for example 60-75k, the employer generally remembers the 60 while the candidate remains focused on the 75. Be prepared to give a small range."

Proving worth

Candidates who land offers at the higher end of a salary range are ones who can demonstrate to an employer that they are worth the price. Some ways to do that include:

Quantifying past experience. ("My client increased sales by 8 percent after implementing my marketing idea.")

Researching the company beforehand so that you can cater information to its needs. ("I see the company is interested in becoming 'greener.' Here are some ways I might be of help.")

Pointing out any extras that set you apart (advanced training, special certifications, knowledge of a second language, etc.).

Reaching an agreement

Ideally, both sides should have similar expectations regarding salary by the time an offer is issued. Yet sometimes there are surprises.

Lisa Martin of Vancouver, a top talent consultant and coach for Lisa Martin International, suggests this diplomatic approach to dealing with an unfavorable offer: "Call back the next day (do not use e-mail or any other electronic format where your intent can be misunderstood) and tell the interviewer all the reasons you'd like to work with the company but that after due consideration there seems to be a misalignment with their needs and the value you bring to the organization. Ask if there is a way to bring the two into better alignment. If there seems to be interest, make a counter offer."

Rallis agrees that most employers will leave room for negotiation -- if not on salary then on other benefits. "Ask if a car allowance, cell phone allowance or extra vacation days are available to compensate for a lower salary."

Finally, try to view negotiations as seeking a win-win situation for all involved. An employer with enough interest to go through all the stages leading up to an offer has already invested a fair amount of time and energy. The company may be just as eager as you to make things work!

By Beth Braccio Hering, CareerBuilder Writer

6 Questions You Should Never Ask at the Interview - Candidates who ask these questions remain candidates

What were they thinking? Whenever I talk to an HR professional or recruiter, I always ask them to tell me the worst question they were ever asked on a job interview. How could any applicant actually believe questions like these are in their interests?

Unfortunately, job seekers continue to ask dumb questions every day. These questions demonstrate very poor judgment and effectively ensure their rejection.

It's hard to generalize about such stunningly bad interview questions, but they all are forms of "Me" questions. These are questions that appear to put your needs before those of the employer. The best interview questions focus on what the applicant can do for the company, not what the company can do for applicant.

Be certain that the question you ask doesn't raise barriers or objections. For example, don't ask, "Is relocation a necessary part of the job?"

The very question raises doubts about your willingness to relocate. Even if the person selected for the position is not tracked for relocation, the negativity of the question makes the hiring manager wonder whether you are resistant in other areas as well.

If the issue of relocation is important to you, by all means ask, but go with a phrasing that reinforces your flexibility, not challenges it. A good response: "I'm aware that relocation is often required in a career and I am prepared to relocate for the good of the company as necessary. Could you tell me how often I might be asked to relocate in a five- or ten-year period?"

Here are five more bad questions you might be tempted to ask and what hiring managers will hear:

What you ask: Is job-sharing a possibility?
What they hear: Possibly, but does this mean you can't give us a commitment for full-time work?

What you ask: Can you tell me whether you have considered the incredible benefits of telecommuting for this position?
What they hear: Why do you want to get out of the office before you have even seen it?

What you ask: I understand that employee paychecks are electronically deposited. Can I get my paycheck in the old-fashioned way?
What they hear: You are already asking for exceptions. What's next? And are you afraid of technology?

What you ask: I won't have to work for someone with less education than I have, will I?
What they hear: You clearly have a chip on your shoulder. Why should we take a chance that you don't have other interpersonal issues?

What you ask: The job description mentions weekend work. Are you serious?
What they hear: We're serious about the job description. We're suddenly less serious about you.

By John Kador author of 301 Best Questions to Ask on Your Interview (McGraw-Hill, 2010) and other business books. He can be reached at jkador@jkador.com

Are You Shooting Too Low in Your Job Search

Does your application secretly have the words "overqualified," "desperate" and "likely to be bored stiff within a month" written all over it? If you are aiming too low in your job search, chances are employers will read between the lines and notice -- and move on to someone else.

According to Duncan Mathison, co-author of "Unlock the Hidden Job Market: Six Steps to a Successful Search When Times Are Tough," there are two primary reasons why people aim low:

1. They want to increase the number of opportunities. (There are more lower-level positions available than higher-level ones.)

2. They think it will raise their odds of being hired. (They believe they will appear more qualified compared to other applicants.)

Lisa Quast, author of "Your Career, Your Way!" and founder of Career Woman Inc. (a Seattle-based career development consulting company), adds that workers who are laid off or fired may get in the mindset that they just need to find a new job as quickly as possible due to their economic situation. Beyond money matters, she notes that sometimes people "lack internal confidence about their skills and abilities" and "don't have a clearly defined strategic career plan," both of which can lead them to apply for lesser positions.

The dangers

At first glance, it might seem that being overqualified would be a good thing. Wouldn't an employer like to get somebody who is even "better" than the job description?

Don't bank on it.

Overqualified candidates raise concerns in a hiring manager's mind. Will the person insist on doing things his own way? Can he accept instruction from somebody who is his superior at the firm but his equal (or less) on paper? Will the worker jump ship as soon as he finds a better job? Will he constantly be jockeying for more money and a higher position instead of focusing on the job for which he was hired? Will he get frustrated with this lower position and quit?

It's not just employers, though, who face risks; it's job seekers, too.

"The biggest danger is that you will not be hired if you shoot too low and then think to yourself, 'Good grief. I can't even land that crummy position. I must be a real loser!'" Mathison says.

According to Quast, other key dangers for the applicant include:



Losing money. (Accepting a job that pays $10,000 less per year than you're actually worth totals $200,000 in lost wages over 20 years.)

Stifling progress. (You'll be less likely to be doing work that will allow you to grow and develop in your field.)

Boredom. (Frustration from job dissatisfaction can escalate stress and negatively impact health and overall well-being.)



Upgrading your job search

Instead of downgrading a job search in order to try to increase the likelihood of landing a position, Mathison suggests coming up with a more fruitful plan of attack.

"When the economy is tight, a lower percentage of open positions are actually advertised as employers rely on less expensive recruiting through referrals and informal word-of-mouth advertising," Mathison states. "This 'hidden' job market actually becomes a bigger share of open positions. This means that networking plays a bigger role in uncovering unadvertised leads."

To maximize potential opportunities, Mathison recommends job seekers spend more time researching employers and asking people in their network and at professional organizations for leads. "Directly approach people who could be your future manager and tell them of your availability. These are the people who care most about what you can do and how you can make them and their teams successful."

Quast suggests spending some time on self-examination.

"Clearly define your career aspirations. If you don't know where you want to go, how will you determine how to get there? Know your strengths and weaknesses when you search for a new position so you can avoid targeting jobs that are beneath your skills. Identify those things you do better than other people. These are the things you do that will set you apart from others and that make you special."

Above all, hang in there and exude confidence. After all, if you don't believe you're worthy of the job you really want, how will anybody else?

By Beth Braccio Hering, CareerBuilder Writer

20 Jobs That Pay Big Without a Degree

That the job market has been tough for the past two years is no secret. Job seekers suddenly struggled to find work and find industries that offered some security. Many of these people became job seekers after their companies began laying off workers, not because they wanted to change jobs.

As a result, education became the best option for job seekers who wanted to improve their résumés and gain a competitive edge in their hunts. Although earning a degree is an excellent move for several reasons, it's not the best choice for everyone. For one thing, education is expensive. If your problem is that you need to get a job in order to pay bills, school might not be your answer. Earning a degree is also time consuming and takes one or more years, depending on whether you want an associate, bachelor's or higher. Therefore, waiting to see the benefits of years of hard work isn't appealing to everyone.

That's why we've put together a list of jobs that don't require college degrees and pay well. In some cases on-site training or a certain level of experience might be necessary, but the minimum requirements for these positions don't involve a college degree.

If you're in the market for a job that doesn't require a degree but does come with a nice salary, here are 20 jobs to consider and their average annual salary:

1. Aides supervisor$62,094*
Aides supervisors typically supervise home-health aides, monitoring quality of care and setting work schedules.

2. Assembly supervisor $61,208
Assembly supervisors oversee workers who put together products by using power tools or other dangerous equipment.

3. Assistant site manager$87,614
At a construction site, assistant site managers report to head site managers and plan, direct and coordinate the necessary tasks to complete that day's activities.

4. Automobile service station manager$82,398
The manager draws up guidelines for gas stations and automotive repair shops and decides on hours of operation, assigns job duties and sets prices for services and products.

5. Cable supervisor$72,701
Cable supervisors monitor workers who install, maintain and repair cables, and also perform related services.

6. Carpenter supervisor$71,404
Carpenter supervisors oversee carpentry work on a specified project to ensure that workers are on schedule and executing plans accordingly. The supervisor also performs some of the carpentry duties if time permits.

7. Chemical supervisor$68,071
Chemical supervisors oversee workers who make chemical products, which involves handling dangerous substances and following strict guidelines.

8. Construction equipment operator$51,386
These operators are in charge of the large tools and equipment used during construction projects and they also inspect the equipment for safety and performance issues.

9. Credit and collection supervisor$61,962
Credit and collection supervisors manage employees who calculate credit risks and collections, and they sometimes review client credit history to grant or deny extensions of credit.

10. Data control supervisor$61,691
Data control supervisors manage data entry workers and are responsible for the completion and accuracy of that work. On occasion they help with assignments.

11. Electrical repairer $55,605
Electrical repairers disassemble and fix problematic electrical equipment and their components, which can range from small mechanisms to large technological systems, depending on the specifics of the job.

12. Flight service manager$68,572
Airlines hire flight service managers to ensure that flight attendants adhere to personal appearance and preflight requirements. They also compile flight reports.

13. Gas plant operator$64,608
Pipelines that produce and transport gas need to stay at certain pressures to function safely, and that's what these workers do.

14. Home care aide supervisor$67,032
Home care aides assist homebound patients with daily activities and some rehabilitation exercises, and the supervisor ensures that all patients are being taken care of properly by their aides.

15. Housekeeping manager of a medical facility$61,304
In a medical facility, the housekeeping manager sets the schedules and tasks for his or her team. Housekeeping duties vary depending on the type of medical facility, but managers must work with other hospital staff to ensure they are following health and safety guidelines.

16. Illustrator $54,565
Illustrators design fonts and images for a variety of media, from Web sites to print campaigns and video. They often work for advertisement agencies or freelance.

17. Lead carpenter$69,431
Lead carpenters ensure that construction projects are completed on time and correctly, and they perform some of the labor themselves.

18. Locomotive engineer$70,116
Locomotive engineers drive electric, diesel-electric or gas-turbine electric trains that transport passengers or freight.

19. Payroll supervisor$64,223
These supervisors oversee payroll employees to ensure that all pay calculations follow company policy, government regulations and tax codes.

20. Route sales manager$66,362
Product and service delivery teams have to achieve goals pertaining to customer satisfaction, efficiency and personal performance. The route sales manager monitors their work and keeps them on track to achieve their objectives.

*Salary figures based on data from CBsalary.com.

By Anthony Balderrama writer and blogger for CareerBuilder.com and its job blog, The Work Buzz. He researches and writes about job search strategy, career management, hiring trends and workplace issues. Follow him on Twitter attwitter.com/abalderrama.

Immigration policies must improve to meet economic needs: Report

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OTTAWA — Immigration policies need to be modernized to avoid a stifling of economic growth in the future caused by labour shortages, according to a new report from the Conference Board of Canada.
The Ottawa-based think-tank suggests, among other things, placing more importance on the skills of prospective immigrants and whether they match the labour-force needs of Canada.
The report, written by the Conference Board's chief economist Glen Hodgson, said the recent recession provided some relief from tight labour markets.
However, he predicted the supply of workers will soon become an issue for the country's economic development with steady job growth once again the norm, and the large baby-boomer generation either at or approaching retirement age.
Hodgson wrote: "A country's long-term potential for economic growth, or at least sustainable economic growth, is essentially driven by three factors: growth in the labour force (and total hours worked), investment in physical capital and increased productivity."
He said that while Canada has generally outperformed other industrialized countries in labour-force growth in recent decades, it has lagged in capital investments and improving productivity.
Hodgson reasoned that, without improved immigration policies, Canada will hit a wall in terms of growing the workforce, given that the current birthrate of 1.66 children per woman is far from the level of 2.1 that's considered enough to sustain a population.
The Conference Board report recommends: more weight be given to immigration applicants' skills in relation to Canada's needs: that immigration processes and policies be streamlined between different levels of governments; an expansion in the use of temporary foreign workers to fill short-term needs; involving employers more in the immigration decision-making process; making it easier for temporary foreign workers and foreign students to become permanent residents; and improved recognition of foreign professional credentials.
While promoting more consideration of economic elements in immigration, Hodgson doesn't recommend doing away with other factors such as family unification, humanitarian reasons and protecting refugees.
"An easy way to achieve the economic objective would be to maintain the number of annual immigrants meeting social objectives or criteria and steadily increase the number selected by economic factors," he said.
The Conference Board's report assumes the rate of immigration will grow to about 350,000 per year by 2030 from the government's current target of as much as 265,000.
Despite urging more co-ordinated immigration programs between different levels of government, the Conference Board is not recommending the federal government have a monopoly on this area of public policy.
"Since provincial governments tend to be closer to the ground in terms of their interface with business, their engagement is essential," the report said.

© The Financial Post

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