5 Ways to Botch a Phone Interview

Selena Dehne, JIST Publishing

Phone interviews are a fairly fundamental part of the job search process. Yet many candidates fail to progress beyond this stage in their pursuit of a particular job.

"Often, a candidate's failure occurs because he didn't treat the phone interview as seriously he would have a face-to-face meeting with a recruiter or potential employer," says Vicki Salemi, author of "Big Career in the Big City."

In her book, Salemi pinpoints several phone interview faux pas, which include the following:

Conducting the interview in your pajamas

Even though you're not meeting with someone face-to-face, you should still wear clothes that make you feel confident and put together, Salemi says. In addition, she recommends candidates wake up at least 30 minutes before the interview, comb their hair and brush their teeth. "I can't tell you how many times I've conducted phone interviews with people who literally just woke up. This created the visions in my head about their unbrushed teeth, uncombed hair and overall inability to focus," she explains.

Picking the wrong spot to talk

Whenever you're talking with a recruiter or potential employer on the phone, it's best to do so in a place that's peaceful and quiet. Outside noise and too many distractions around you can make it difficult to concentrate on what you're being asked during the interview. Salemi suggests staying at home for the phone interview and talking on a land line instead of a cell phone. "This way, it's likely you'll have clearer reception and you reduce any risk that you'll lose the call in the middle of a sentence."

Failing to take advantage of access to helpful resources right at your fingertips

According to Salemi, the main advantage to a phone interview is that you can refer to a handful of helpful resources during your interview. For example, you can glance at a list of talking points or you can pull up the company's website on your computer so that it's in front of you while you're interviewing.

Forgetting to let your smile shine

It may feel silly to smile when no one's around to see it, but odds are strong that the person interviewing you will notice how much more pleasant your voice sounds when you're doing so. Salemi also suggests standing up during the interview. "You'll be able to project your voice more and sound more confident if you're standing as opposed to sitting down. Celebrities do this all of the time during radio interviews, so why not channel your inner rock star?"

Neglecting to close on a strong note

It's very important to close the phone interview just as you would an office interview, Salemi says. "Ask the interviewer about the next steps in the interview process, when you should follow up, and where they are in the process. Then say your cordial good-byes, hang up and immediately send a thank-you note."
Selena Dehne is a career writer for JIST Publishing who shares the latest occupational, career and job search information available with job seekers and career changers. She is also the author of JIST's Job Search and Career Blog (http://jistjobsearchandcareer.blogspot.com/). Follow her on Twitter at http://twitter.com/SelenaDehne.

Stable Canadian economy and good quality of life is luring 'planeloads' of overseas buyers eager to invest

Image via Wikipedia

When real estate entrepreneur Cam Good hosted a group of predominantly mainland Chinese investors this Wednesday at a White Rock condo showing, he was tapping into a market that's surging across much of Metro Vancouver.
Good, president of The Key, a Vancouver-based sales and marketing firm that's focusing on a new wave of Chinese buyers, figures he's sold more than 500 homes to mainland Chinese investors and immigrants in January and February in Vancouver and Toronto.
He's also opened an office in Beijing's business district -The Key China -where Chinese buyers can purchase Canadian condos from a presentation centre and view videos that showcase various condo developments and the virtues of Canada.
"[Chinese investors] have really picked up a lot of steam in the last two or three months," Good said in an interview. "And I believe this is just the tip of the iceberg. There's an über-wealthy upper class forming and there's a strong middle class growing in China. This massive middle class is now getting to a point where they can afford international real estate. And Canada is viewed by the Chinese as a very stable place to put their money.
"There are literally planeloads of Chinese coming here to buy real estate."
Wednesday's attraction was Avra, a 17-storey condominium tower that's slated to be built over the next two years, and Good took along a busload of investors -some from China and some already living here -and their agents to view the plans.
But it's not just condos that are attracting Chinese buyers, with single-family homes and large lots topping the list.
Across the Lower Mainland, especially Richmond and Vancouver's west side, mainland Chinese buyers and immigrants are becoming a major part of the market, in some cases competing with each other through multiple offers.
But the phenomenon is starting to spread to other areas including Burnaby, West Vancouver, White Rock and beyond.
"We predict that this will be a dominant trend for a long time," Scott Brown, senior vicepresident, Western Canada for Colliers International residential marketing, said in an interview. "Some of the most expensive [Vancouver] real estate is only being marketed to Chinese buyers. And Vancouver and Toronto are very popular."
According to a report on new multi-family home sales in the Lower Mainland by Colliers, which recently opened a dedicated office in Shanghai to deal with the increasing demand, a total of 2,711 new multi-family units were sold in the region in the fourth quarter of 2010, making it the most active quarter of the past year.
"As in each quarter in 2010, the health of the market is expected to continue to be positively impacted by increasing Asian immigrant and investment demand," the report, prepared by Colliers and Urban Analytics, concluded.
Scott said the expected offshore demand will continue to be "the dominant story in 2011 that it was in every quarter of 2010 especially in Vancouver-west, Metrotown and Richmond."
The demand for Vancouver properties appears to be fuelled by many factors -including, ironically, a crackdown on property purchases in mainland China that may be moving much of that investment overseas, particularly to Canada.

Local real estate companies are tapping into the demand, which realtors say is also partly fuelled by an easing of travel restrictions by China with the granting of approved destination status to Canada.
As well, local Vancouver area Chinese-language newspapers are being used by realtors and agents to specifically target mainland Chinese buyers, citing Canada and Vancouver's stability and strong local real estate returns.
A recent report in the China Daily, a state-run publication based in Beijing, said Canada was "the most popular choice" for overseas investors while "growing restrictions on property purchases in major Chinese cities [are driving] the country's nouveau riche to look overseas for investment opportunities."
The newspaper noted that most overseas property purchases are motivated by a combination of factors including immigration, education and investment, with Canada, Australia and the U.K. topping the list of destinations.
The China Daily report also said buyers from the Chinese mainland represent between 40 and 50 per cent of the current market for pre-sale projects in Vancouver.
But China's effort to cool an overheating market is just one reason investment is pouring into Canada.
Brown believes there are many factors, especially Canada's image as a great country to live in and a safe place to invest money. "There's no one easy answer, but one of the main drivers is [they] believe that having their children educated in Canada [is good]. The other driver is that Vancouver is a beautiful, livable city and they want to buy their own piece of it."
One recent buyer is former Beijing resident Yang Yang, who moved to B.C. with her husband and young daughter last summer, purchased a detached house in Surrey, and accompanied Good to the White Rock condo showing.
"We prefer the peaceful life here," Yang said in an interview. "Beijing is very crowded and the air pollution is bad there."
Yang said that she and her husband, an IT engineer, are considering a condo at Avra as a place to retire when they no longer need their larger home.
Yang's realtor, Hong Lui, with Interlink Realty in Richmond, said she first noticed a surge in mainland Chinese interest last spring and it's grown increasingly stronger, with a mix of investors, including those who want to immigrate to Canada and others who are looking here after the Chinese government restricted their ability to own several homes.
Richmond MacDonald Realty realtor David Lindsay said: "January and February has been almost exclusively mainland Chinese buyers of big lots, with a house of little value on it. And we're getting multiple offers."
He said, for example, that a typical lot in the Seafair area, which sold for $800,000 in October, is now selling in the $1.2-million range. "I sold one last Sunday and we had four offers. The winning bid was $1.03 million. It was on the market for $968,000." Lindsay believes there's speculation is going on, because some buyers are getting an accepted contract with a clause that allows them to assign the contract to a third party before the sale is completed. "One buyer didn't even set foot on the property."
Real Estate Board of Greater Vancouver president Jake Moldowan said he believes lifestyle is the core reason for the interest. "Vancouver is an extremely desirable place to be."
He said that Richmond lots are now going for $1 million to $1.3 million. "And I know that there have been realtors from Hong Kong and mainland China, who fly over there, put packages together, and then bring people over."
Meanwhile, Bosa Properties announced this week that its 34-storey Sovereign tower in Burnaby's Metrotown sold out immediately, surpassing the single day sales record in the Burnaby market by selling $98-million worth of real estate.
bmorton@vancouversun.com

© Copyright (c) The Vancouver Sun

Read more: http://www.vancouversun.com/business/Chinese+investment+surge+hits+Metro+Vancouver+housing+market/4352746/story.html#ixzz1FAnYPzAl

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• Chinese investment surge hits housing market (globaltvbc.com)
• 5 Reasons why Hong Kong is a Magnet for Chinese Mainlanders...rich and poor (panasianbiz.com)

Can Facebook really help you land a job?

By Alina Dizik, Special to CareerBuilder

While Facebook can sometimes seem like a way to simply post a few photos or let your friends know about your birthday -- there are ways it can come in handy in your professional career. Facebook lets job seekers tap an informal network of friends or friends of friends who can be instrumental in creating success. "The collection of friends you have through Facebook are the ones most likely to have your back," says Jenny Foss, a job search expert who blogs at JobJenny.com. With so many different options, Facebook is a good place to start if you're job hunting or just seeking to network.

Here's what to do to get started:

Customize your avatar

In an online search, your avatar is typically the first thing a potential employer sees on Facebook. So if you're in job search mode, it's important to have a professional avatar that can help you get hired. "You can create a custom avatar that includes your contact information and that you are in the job market," says Jessica Miller-Merrell, chief executive of Xceptional HR. Additionally, while your profile should be kept private, include an e-mail address and job history in the visible information so recruiters can reach out to you directly.

Use your status

Find a good way to let your Facebook friends you're looking. For example, refer them to your own site, which showcases samples of your work and a résumé, or ask them to drop you an e-mail if they know of a lead. Being specific about what type of job or company you're looking for can make it easier for people to help, Foss says. Throughout your job search use your status to update your friends on how it's going. Don't inundate friends with every little detail and make each status conversational and optimistic. "Keep it genuine, make it real," Foss says. "But don't come across as the saddest, most desperate person alive."

Take out a Facebook ad

When Marian Schembari graduated from college and wanted to land a publishing job, she took out an ad on Facebook to target publishing houses. The ad showed up for Facebook users who listed companies like Random House and HarperCollins as their employer. Once they clicked on the ad, users were referred to her personal website that contained her résumé. A person from each of the publishers e-mailed that he or she passed on her résumé to HR or wanted to meet, she recalls.

After placing her ad, others in the industry wrote about Schembari's pursuits and she was able to get her foot into the publishing world. "Facebook was the easiest and fastest way to network with a huge number of publishing people at once," she says. "It was like a networking event on steroids with an added bonus of never needing to leave my house or get out of my pajamas."

"Like" companies where you'd want to work

Since most companies have a Facebook presence these days, clicking the "like" button on that company's fan page will signal that you're interested in a job there, Foss says. Additionally, it's a simple way to learn the latest company news, which can help during an interview. Additionally, "some companies list their open jobs right on their [Facebook] pages," she says.

Keep it real

Since Facebook is a less formal network, people expect to see a more casual part of your personality so there's no need for a professional tone, points out Craig Fischer, vice president of sales at Ajax Social Media. "I have hired many people through Facebook," he says. "Many of my customers and job candidates are people who I network with [on] there."

Alina Dizik researches and writes about job search strategy, career management, hiring trends and workplace issues for CareerBuilder.com. Follow @CareerBuilder on Twitter.

Want to get hired? Think like a publicist

Alina Dizik, Special to CareerBuilder

Being a publicist is hard work, but public relations pros may have all the right answers when it comes to landing a job or advancing up the corporate ladder. In "Be Your Own Best Publicist: How to Use PR Techniques to Get Noticed, Hired and Rewarded," publicists Jessica Kleiman and Meryl Weinsaft Cooper share their advice on how to use classic, well-tested PR techniques to get ahead.

Want to get a job or build your brand with the media savvy of a publicist? Here's what to do:

When online, keep it professional

You don't need to keep up with all the social networks, but make sure to set your best foot forward when it comes to Facebook friends, Twitter followers and LinkedIn connections. "You may think that tweeting 'My job sucks' or 'I'm so hung over today' is innocent, but if your boss or a potential employer reads that, it could reflect poorly on you," says Jessica Kleiman, co-author and vice president of public relations at Hearst Magazines. "In PR, we like to consider everything 'on the record' because you never know who's sitting next to you when you're complaining on the train or who's reading your online profile."

Craft a message

With little time to pitch a service or product to reporters, it's important for publicists to be concise with what they want to say. "The first thing we do when we get a new client or project is to map out our key messages," says co-author Meryl Weinsaft Cooper and managing director at DeVries Public Relations. "Think about the three things you want people to know about you and then consider how you plan to communicate that in your resume and, ultimately, in a job interview." With so many job applicants, being able to weave a concise message to capture a recruiter's or hiring manager's attention is key.

Do your research

"Never go into a job interview without having researched the company," Kleiman says. "We would never pitch a reporter without having looked up [the reporter's] last few stories or knowing what kinds of topics the outlet covers." To prep for the interview, talk to current employees at the company, read industry blogs and make sure you understand what this company and position is really about. The more you know about a particular company and job opening the easier it will be to tailor your experience and explain why you're really a fit.

Don't be afraid of rejection

Even when approaching a dream company, don't be paralyzed by the thought of rejection, say the book's authors. Knowing how to deal with frequent rejection is part of the process as a publicist and is an especially relevant skill in times of high unemployment. At times, publicists send out a 100 inquiries to get just one or two responses, the authors point out.

Forget instant gratification

One of the skills most publicists learn right off the bat is that nothing pays off instantly. Instead take time to really craft and slowly build relationships. Many publicists need to constantly call their connections to get a positive response and following-up is often a large part of the job. Use the same tactics to get ahead in your job search. Instead of sending a cover letter and forgetting about that specific hiring manager or recruiter, be persistent and continue to follow-up without outright nagging. Building long-term relationships means they'll think of you when an opportunity arises.

Make it constant

Being a publicist is a 24-7 job, and like a job search, requires constant upkeep. Just like publicists need to keep tabs on how their specific product, person or service is doing -- job seekers should keep up with new opportunities, add to their experience and understand the changes in their industry. "While many celebrities and politicians have teams of PR experts working with them to build and manage their images, anyone can use the same skills to promote their talents and accomplishments in the workplace," Kleiman says.

Alina Dizik researches and writes about job search strategy, career management, hiring trends and workplace issues for CareerBuilder.com. Follow @CareerBuilder on Twitter.

Canada and Yukon Sign Agreement on Temporary Foreign Workers

Image via WikipediaWHITEHORSE, YUKON--(Marketwire - Feb. 23, 2011) - The Governments of Canada and Yukon have signed an agreement that gives Yukon a role in managing the Temporary Foreign Worker Program within the Territory.
Senator Daniel Lang made the announcement today with Patrick Rouble, Yukon Minister of Education and Minister of Energy, Mines and Resources. Senator Lang spoke on behalf of Jason Kenney, Minister of Citizenship, Immigration and Multiculturalism and Diane Finley, Minister of Human Resources and Skills Development.
"The Government of Yukon has a role to play in protecting temporary foreign workers from exploitation and in identifying how immigration can help address gaps in its labour market," said Senator Lang. "This agreement formally recognizes these roles."
The agreement will improve the responsiveness of the Temporary Foreign Worker Program by providing Yukon with a greater role in helping these workers come to Canada. The Government of Yukon will be able to recommend the entry of some temporary foreign workers without requiring a Service Canada assessment of whether there are Canadians or permanent residents available to fill the vacant positions. Such exemptions will be determined according to criteria to be set by the territorial government, in line with its economic plans and priorities.
"This agreement provides one more tool for Yukon's labour market stakeholders to address Yukon's labour market opportunities, both now and into the future," said Minister Rouble. "Our first priority is to work with underrepresented groups in Yukon to meet labour force demands and turn to temporary foreign workers when the need arises."
"Today marks an important step in making the Temporary Foreign Worker Program more responsive to Yukon's particular labour needs. Meeting those needs translates into more opportunities for all Yukon residents," the Senator added.
The agreement provides a framework for closer cooperation between the two levels of government to better educate employers and potential workers about their rights and responsibilities.
A number of innovative pilot initiatives are also planned as part of the agreement. These initiatives are designed to respond to region-specific issues concerning temporary foreign workers, and are aligned with the economic and social development priorities of Yukon.
The Temporary Foreign Worker Program is driven by employer demand and aimed at filling identified labour shortages where no suitable Canadian workers or permanent residents are available.

Related articles

• Yukon can fast-track some foreign workers (cbc.ca)

What to do when job searching takes longer than expected

By Selena Dehne, JIST Publishing

Even the most talented, educated and experienced job seekers may have a difficult time finding a job in today's economy. Although people may hope their transition between jobs will last only a few weeks, the reality is that many job seekers spend months, or even a year, trying to secure work. This delay can wreak havoc on a job seeker's confidence, motivation and sense of pride -- all which are characteristics critical to achieving success in the job market.

Jean Baur, author of "Eliminated! Now What: Finding Your Way from Job-Loss Crisis to Career Resilience," says one of the best things people can do when they begin to feel stuck in their search is evaluate what methods are working and which aren't productive and then adjust their strategy. They also need to take care of themselves. "You can better cope with the feelings associated with a long-term career transition if you're not worn out and take care of yourself through therapy, physical exercise and even volunteering. A new project or hobby can be another way to go," she suggests.

"The real issue here is self-care -- something most of us aren't very good at. Job searching is hard work, so it must be sustained with good self-care. The obstacle that many people have to get over to do this is a false sense that this is wrong -- that they're selfish if they take care of themselves. Job seekers need to realize that balancing the demands of finding a new job with smart ways of caring for themselves will make them more successful."

In "Eliminated! Now What?" Baur offers these additional do's and don'ts for persevering through a long transition:

Do:

Create contingency plans so that if your search goes on longer than expected, you know what you'll do.

Take care of yourself during this demanding process. Find the things that restore you so that this doesn't become drudgery.

Work hard on your search but don't let it eclipse your whole life. Positive results come from short breaks and rewards.

Research opportunities for training, whether in your existing area of expertise or something new. Adding new skills will broaden your market and give you an area where you can see immediate results.

Use volunteering as a way to expand your network. This effort keeps you connected to others and ensures you're doing something productive besides looking for work.

Don't:

Become a job search machine. You'll wear yourself out and won't be presenting your best self to others.

Assume you know how and when you'll discover your next opportunity.

Get stuck. If one method isn't working, try another.

Tell your network that there are no jobs out there. This is a depressing message.

Be unwilling to compromise. Sometimes you might have to take a small step back to move forward.


Selena Dehne is a career writer for JIST Publishing who shares the latest occupational, career and job search information available with job seekers and career changers. She is also the author of JIST's Job Search and Career Blog (http://jistjobsearchandcareer.blogspot.com/). Follow her on Twitter at http://twitter.com/SelenaDehne.

What are transferable skills, really?

Beth Braccio Hering, Special to CareerBuilder

Q. How does a quantitative analyst for a hedge fund get hired as a strategist for a professional basketball team?

A. He convinces those doing the hiring that he has the skills to do the job.

The two positions may seem unrelated at first glance, but the New Jersey Nets wanted someone who could evaluate player stats and past performance to help determine the best combinations of team members to put on the court in various situations. With superior mathematical and analytical skills, the hedge fund analyst fit the bill.

Transferable skills -- abilities that can be applied to different work environments -- can be among a job seeker's strongest assets. Here's a look at some of the most in-demand transferable skills and how to acquire them.

What do employers want?

Simply put, "They want skills that can increase or develop business," says David Couper, a career coach and author of "Outsiders on the Inside: How to Create a Winning Career ... Even When You Don't Fit In." "Organizations want anything that will make them more successful and more profitable."

Some commonly sought-after talents include:

Execution skills: "These are skills related to getting things done," says Duncan Mathison, a career consultant and co-author of "Unlock the Hidden Job Market: 6 Steps to a Successful Job Search When Times are Tough." Think project management, adaptability and resourcefulness in the face of changing conditions, ability to stay within a budget and accountability.

Managing people: "And not just supervision of subordinates," Mathison notes. "This can include project teams, contractors, volunteers, cross-cultural teams, virtual teams and turning around broken teams."

Communication skills: "Writing, training/teaching others, speaking and listening are all important because being a good communicator can make a person more successful at his job -- whatever that job may be," says Brian Drum, founder and president of Drum Associates, a global executive search firm located in New York City.

Customer service and sales: "Your ability to build lasting and profitable relationships is almost always transferable," Mathison says. "This idea actually can extend to nonprofits and public jobs. Think about donors, voters, constituents, students and even vendors."

Negotiation skills: "If you can show a track record of saving your employer money by using your good negotiation skills, you become a more desirable employee," Drum states.


Developing transferable skills

Some transferable skills are acquired through education and experience. For instance, demonstrated computer proficiency in a previous position may give a prospective employer confidence that you can quickly master a new company's specific system.

Many transferable skills, however, are acquired by individuals through their own initiative. Look for corporate/professional training programs that focus on areas you'd like to improve, such as a seminar on how to be a more effective manager. Likewise, experts suggest reading books geared towards specific objectives, such as becoming a better negotiator.

Couper notes that volunteering or taking on special projects offers the opportunity to work on skills valued in the workplace. For instance, one of his clients was involved with a not-for-profit group and became part of its selection committee responsible for hiring leaders. He later highlighted this experience to an employer to land a job with human resource duties.

Presenting transferable skills

So is the hedge fund analyst turned basketball advisor a rarity? No -- any job seeker who can pinpoint a legitimate match between her skills and an employer's needs has the potential to be hired.

For example, Mathison recalls working with a former Navy SEAL who was having difficulty finding a job. While employers respected his elite training, they "just didn't know what to do with someone who knew how to land on sandy beaches and blow things up." But once he started making the connection for them as to how his background and training were applicable to their goals, employers took notice. He was hired by a high technology global company on the basis of his transferable skill of leading teams to get critical things done anywhere in the world with resourcefulness when unexpected events threatened to derail the project's timeline.

Job seekers looking to present transferable skills as a major selling point may opt for a functional résumé in which skills are grouped together rather than a traditional list of work history. Putting similar skills together instead of dotting throughout can create a stronger impression and may prove especially useful to candidates trying to transition into a new field.

Regardless of method used, candidates looking to cash in on transferable skills should remember the old adage "Show, don't tell." After all, anyone can profess to be a great communicator or an outstanding manager. People whose transferable skills lead to job offers are those with solid evidence of achievement.

Beth Braccio Hering researches and writes about job search strategy, career management, hiring trends and workplace issues for CareerBuilder.com. Follow @CareerBuilder on Twitter.

True stories: People who found jobs after lengthy unemployment

By Beth Braccio Hering, Special to CareerBuilder

Is there a light at the end of the job-seeking tunnel? You bet! Meet four people who persevered in their searches and can now put the word "formerly" before "unemployed."

From the graduation stage to the unemployment line

"It was difficult keeping my morale up because I felt like a failure," says Lauren Miller of San Diego, Calif., who was hired right out of college in 2009 -- only to be laid off months later due to budget cuts. "I'd spent five years getting two bachelor's degrees, and now I was supposed to work and take the world by storm. At least that is what everyone promised along the way, right?"

Faced with student loans, car payments, rent and bills, Miller worked many temp and part-time jobs, often putting in 50-hour weeks to "just get by." She turned to "a million sources" -- from friends and old contacts to online career sites and job boards all over San Diego -- before landing full-time work in December 2010 as an account coordinator at a public relations firm.

Recalling her time trying to make ends meet while searching for a steady position, Miller notes, "You have to always remember that there is no such thing as a job that is beneath you. No matter what, it's money, and if you have responsibilities, then you need to do whatever it takes to survive. And that's what I did."

Doing everything you can -- and letting others help

Jim Kuehm of Palatine, Ill., was unemployed for 18 months after recessionary conditions led his company to reorganize. "I applied for every position I felt could be at least a 50 percent match to my skill set and experience," he says, noting that some days he had up to 50 job-lead e-mails to sift through. In the end, though, he was contacted by a recruiter who had seen his résumé posted online. Kuehm returned to being a master planner, doing the same type of work he did before the layoff.

Kuehm credits the support he received from the Saint Hubert Jobs and Networking Ministry with helping him through the trials of unemployment. "Get into an accountability group right away," Kuehm advises. "People are there, able and willing, to help you get through this tough time in your life. If I was being nonproductive in meeting my weekly goals, people would inquire about circumstances in my personal life that may have contributed to the slowdown of my job-search work, and they would reinforce using tools that I needed to get moving again and stay on track."

Moving more than 200 miles for a job, then losing it

While hearing that you're losing your job is always difficult, Tiffany Matthews faced an exceptional whammy. "I moved from Buffalo, N.Y., to Philadelphia, Pa., for a job that ended up lasting 84 days." Her solution: Really turning up the heat and pounding the pavement, including applying for things she felt were below her educational background.

Despite her efforts, it was two years before she landed her current position as a social worker in a nursing home. During that time, Matthews says she tried different things and really learned a lot about herself, which helped keep her morale up. Her advice to others still hunting for a job is to stay on top of your unemployment claim. "You will call there three times and get three different answers to one question. Keep your claim right and it will give you the reassurance to do what you have to do when looking for a job."

Part time can lead to full time

Hoang Uyen X. Nguyen of Minnesota found herself with the opposite of the situation Matthews faced. She had a job, but her company went through a restructuring and planned to move her department out of state, meaning she had to move or lose her job. She chose the latter.

Using past experiences and connections, Nguyen found a part-time job in the television industry. Seven months later, she became full time. She urges other job seekers to likewise use all of their resources to get a foot in the door. "Also, stay positive and keep hope alive," Nguyen says. "Even when it may seem like forever, you will get the job, and when you do, it'll be awesome!"

Beth Braccio Hering researches and writes about job search strategy, career management, hiring trends and workplace issues for CareerBuilder.com. Follow @CareerBuilder on Twitter.

Youth, tradespeople take focus in new immigration proposal

Image via Wikipedia

JOE FRIESEN — DEMOGRAPHICS REPORTER

Canada’s immigration system will be overhauled to place more emphasis on youth, language ability and skilled trades under a new proposal from the Conservative government.

But experts warn the government should be careful not to diminish Canada’s record of attracting highly educated, adaptable newcomers.

Citizenship and Immigration Minister Jason Kenney will immediately begin one month of public consultations on changes to the points system, which is used to assess skilled worker applications from overseas.

“There’s no shortage of people who want to come to Canada, and we should frankly do all we can to attract the best and brightest,” Mr. Kenney said. “There are certain traits which seem to be more heavily correlated with higher income and better employment, such as younger immigrants and higher levels of language proficiency.”

At the moment, the system is based on a 100-point scale, and 67 points are required to be accepted. About a quarter of the assessment is based on English and French proficiency, a quarter on education, 20 per cent on years of work experience and 10 per cent each on age, adaptability and having arranged employment in Canada.

The current setup tends to favour applicants with advanced degrees. Tradespeople do less well because their qualifications aren’t highly rewarded and they’re judged on language skills that may not be required in their field. Mr. Kenney hopes to address those issues.

And although language is likely to be important in the new system, Mr. Kenney said he wants some leeway built in.

“A welder from Poland doesn’t need to have university-level French, but somebody expecting to work as a medical doctor does. Perhaps the points system should be more intelligent and flexible to correspond,” Mr. Kenney said.

Naomi Alboim, an immigration expert at Queen’s University, said the Canadian labour market discounts foreign work experience, so re-jigging the system to reflect that reality is useful. It’s also wise, in her view, to place a premium on youth, which is a good predictor of successful integration.

But while she recognizes a need to tweak the system to attract tradespeople, Prof. Alboim is strongly opposed to anything that would water down educational requirements.

“I think that high levels of education are really important given the types of new jobs that are being created as we move toward a knowledge economy,” she said.

“All the research shows the more education you have, the better you do, the more adaptable you are for changing labour markets and the more effective it is [as policy].”

NDP Immigration critic Olivia Chow said the review should also reward applicants with strong family ties to Canada, such as brothers and sisters in the country.

A little more than 85,000 people arrived under the federal skilled worker program in 2010, not including their spouses and children. The target range for 2011 is much lower, at about 47,000, according to figures supplied by the ministry. Mr. Kenney said in an ideal world the numbers wouldn’t be reduced, but the government is simultaneously expanding the provincial nominee program, which has grown to about 37,000 admissions from 8,000 in five years.

Provincial nominees tend to have lower levels of education but almost always have a pre-arranged job. The growth of the nominee program has also contributed to a greater dispersal of immigrants, as the share going to Toronto, Montreal and Vancouver has dropped to 75 per cent from about 90 per cent, according to Mr. Kenney, with the balance going to the Prairies and Atlantic Canada.

“In the short term, we see provincial nominees actually doing better than foreign skilled workers,” Mr. Kenney said. “They typically don’t go through the survival job struggle of skilled workers with university degrees as they wait for credential recognition.”

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• Youth, tradespeople take focus in new immigration proposal (theglobeandmail.com)
• Immigration levels holding steady: Kenney (cbc.ca)
• Visas for skilled workers set to drop (cbc.ca)
• Tories propose new immigration point system (ctv.ca)

Government of Canada Consults on Immigrant Skilled Worker Program

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OTTAWA, ONTARIO--(Marketwire - Feb. 17, 2011) - Citizenship and Immigration Canada (CIC) is proposing changes to the Federal Skilled Worker Program to help Canada select immigrants who have the best chance of integrating and making a better contribution to the Canadian economy. CIC will be consulting with stakeholders and the public on the proposed changes beginning today.

The consultations follow the release of an evaluation of the program, which found that skilled workers are faring far better in Canada than their predecessors, thanks to their stronger language skills and arranged employment. The evaluation does show, however, that there is room for improvement.

"To stay competitive globally, we have to make sure the skilled immigrants we choose are the ones that we need, and the most likely to succeed when they get here," said Jason Kenney, Minister of Citizenship, Immigration and Multiculturalism. "Research points to some key changes that will help us meet those goals."

The input received through the consultations process will be taken into account in the development of new regulations. The proposed changes could place more emphasis on youth and language ability, and are expected to increase the number of skilled tradespeople.

CIC will consult on:

• requiring federal skilled workers to have a minimum level of language proficiency;
• making the program more accessible to skilled tradespeople, technicians and apprentices;
• placing greater emphasis on younger immigrants who will adapt more easily and be active members of the work force for a longer time frame;
• redirecting points from work experience to other factors that better contribute to success in the Canadian work force; and
• reducing the potential for fraudulent job offers.

The current Federal Skilled Worker Program was introduced in June 2002 with the Immigration and Refugee Protection Act. The program is based on an objective and transparent points system, which considers factors such as language skills, age and education in the selection of immigrants. The system aims to be more effective at selecting those who will succeed economically.

In-person consultation sessions will take place with key stakeholders in five cities across the country beginning February 17. These sessions are not open to the general public or the media. Other organizations or interested individuals who wish to provide input can submit their feedback online at www.cic.gc.ca until March 17.

A summary of the results of this process will be published on our website in spring/summer 2011.

Follow us on Twitter at www.twitter.com/CitImmCanada.

Related articles

• Tories propose new immigration point system (thestar.com)
• Tories propose new immigration point system (ctv.ca)
• Youth, tradespeople take focus in new immigration proposal (theglobeandmail.com)
• Visas for skilled workers set to drop (cbc.ca)
• Record number of immigrants welcomed to Canada in 2010 (canada.com)

A Six Figure Family Day

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As Canadian families prepare to celebrate Family Day next week, they find themselves in six figure territory. Unfortunately it is on the wrong side of the ledger. In its 12th annual assessment of the state of Canadian family finances, the Vanier Institute of the Family reports that average family debt has now hit $100,000. Not only that, the debt-to-income ratio, which measures household debt against income, stands at a record 150%, meaning that for every thousand dollars in after-tax income, Canadian families owe one thousand five hundred dollars.

The Institute, Canada’s foremost authority on family issues, has been sounding the alarm for many years over the issue of debt stress facing Canadian households. The debt-to-income ratio has been steadily climbing for the past 20 years.  In 1990, average family debt stood at $56,800, with a debt-to-income ratio of 93%. The $100,000 figure represents a real increase of 78% over the past two decades.

Just as the debt ratio has climbed, the savings rate has slid downward. In 1990, Canadian families managed to put away $8,000, a savings rate of 13.0%. In 2010, that savings rate was down to 4.2%, averaging $2,500 per household.

Katherine Scott, the Institute’s Director of Programs, says, “Even though standard economic indicators tell us the recession is technically over, the confidence Canadian families have in their economic and financial situation is shaky. As governments at all levels craft their budgets for the coming year and look at cutting programs to reduce their deficits, they need to be mindful that the state of Canadian family finances continues to be fragile in many households.” 

The stress of debt can be seen in many areas of family finances. The number of households which have fallen behind in their mortgage payments by three or more months climbed to 17,400 in the fall of 2010, up nearly 50% since the recession began. Credit card delinquency and bankruptcy rates also remained higher than pre-recessionary levels. If the government implements recommendations from the federal Task Force on Financial Literacy, families will have access to new resources to help better manage their financial situation.  

The Vanier report notes that despite recent job gains, governments at all levels need to be concerned about the prospect of rising unemployment as workers who dropped out of the labour market attempt to jump back in – and as those who are working part-time hours (over 900,000 workers) continue to seek full-time hours.

In particular, families with younger members preparing to enter the workforce face tremendous pressure. Only 5% of the new jobs created since mid 2009 went to the 15-24 age group. The report also points out that the types of jobs being created are in the service sector, with very few returning in the manufacturing sector.

Author Roger Sauvė says this is one of the key findings of this report. “While in aggregate numbers, almost all of the jobs lost during the recession have returned. But the hidden reality is that those who lost their jobs are often not the ones who are landing the new ones. And many are finding work that doesn’t pay what their old jobs did.”

Among young people trying to better their job prospects with post-secondary education, about 57% of them are now financing part of their schooling with student loans, which may amount to an average student debt of $18,000 when they graduate.

This year’s report from the Vanier Institute also has a special section that looks at the experiences of middle-income households. It can be downloaded from the Vanier Institute website at: www.vifamily.ca.

For interviews and more informationon this report, please contact: 

Katherine Scott
Director of Programs,
Vanier Institute of the Family
(613) 228-8500 x219
kscott@vifamily.ca

Related articles

• Household debt surpasses six-figure mark (theglobeandmail.com)
• Average family debt hits $100,000: report (theglobeandmail.com)
• Family debt-to-income ratio hits record (cbc.ca)
• Average Canadian family debt hits $100,000: report (ctv.ca)

Average Canadian family debt hits $100,000

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A new report suggests the average family debt in Canada has now hit the $100,000 mark.

In addition, says the Vanier Institute of the Family, the debt-to-income ratio measuring household debt against income, is a record 150 per cent.

This means that for every $1,000 in after-tax income, Canadian families owe $1,500.

The Institute says in 1990, average family debt stood at $56,800, with a debt-to-income ratio of 93 per cent.

Just as the debt ratio has climbed, the savings rate has slid downward.

In 1990, says the Institute, Canadian families managed to put away $8,000 for a savings rate of 13 per cent. Last year, the savings rate had fallen to 4.2 per cent, averaging just $2,500 per household.

Other data compiled by the Institute shows the number of households behind in mortgage payments by three or more months climbed to 17,400 in the fall of 2010, up nearly 50 per cent since the recession began.

Related articles

• Average Canadian family debt hits $100,000: report (ctv.ca)
• Average family debt hits $100,000: report (theglobeandmail.com)
• Average family debt hits $100,000 (theglobeandmail.com)
• Family debt-to-income ratio hits record (cbc.ca)
• Household debt surpasses six-figure mark (theglobeandmail.com)
• Average Canadian family's debt hits $100,000 (theprovince.com)
• Average Canadian family's debt hits $100,000 (canada.com)
• Average family debt in Canada hits six figures (financialpost.com)
• B.C. most vulnerable to economic downturn (globaltvbc.com)
• Putting household debt in context (theglobeandmail.com)

The wow factor: Impressive job candidate qualities

By Rachel Farrell, Special to CareerBuilder.com

The employment market is saturated with various resources for job seekers. While some of them offer consistent advice (always send a cover letter, tailor your résumé and wait for the employer to bring up salary), the truth is that conflicting information exists.

Especially when it comes to what employers are looking for in a new hire.

A recent survey from Express Employment Professionals, one of the nation's largest staffing firms, showed that the top three aspects that employers are looking for in a new hire are credible work history (97 percent), job experience (88 percent) and specific skills (87 percent). More than 15,000 current and former clients of Express were surveyed for the first quarter of 2011.

To get the story straight, we asked hiring managers to tell us the most impressive qualities they see in potential job candidates. Here's what they said (in no specific order):

1. Results

"Something I always ask anyone I interview is, 'what is something you do better than anyone else in the world?' with the follow-up of, 'what is the evidence of this gift?' I think that truly driven, passionate people leave behind them a wake of results wherever they go. Talking about measurable outcomes separates the contenders from pretenders." -- C. Daniel Crosby, corporate psychologist and president, Crosby Performance Consulting

"Candidates that can tell me an anecdote about how they got something done, against all odds, really impress me the most. Those who understand the rules and conduct of business but are not afraid to push the envelope a bit in the name of a job well done." -- Jennifer Prosek, author "Army of Entrepreneurs" and CEO, CJP Communications

2. Good fit

"There is no giant totem poll of qualities that makes one person more impressive or better than another. People who excel in one position are going to flounder in another if it doesn't fit their talents, interests and skills." -- Ann Latham, president of Uncommon Clarity, Inc.

3. Preparation

"Showing that they have done their research by knowing something about me, and my business." -- Kenneth Sean Polley, president, Global Asset Management Group

"When a candidate asks really great questions it demonstrates not only their interest in our company and the issues we're facing, but also their research skills. Most impressive are those who think about what they discovered in their research and then ask really great questions." -- Anita S. Fisher, marketing communications manager, Briggs & Stratton Corporation

4. Initiative

"I look for the ability to take a project and run with it, to function independently and creatively with a minimum of oversight." -- Kathryn Minshew, co-founder and editor-in-chief, Pretty Young Professional

"Proactivity -- the act of taking initiative, being able to operate independently and finding a way to get things done." -- Jordan Rayboy, recruiter, Rayboy Insider Search

5. Sense of humor

"Going over a recruitment cycle is long and very often annoying listening to the same pre-prepared answers. A candidate with faith and sense of humor de-dramatizes the atmosphere." -- Sarah Licha, owner, EspaceRH

6. Passion

"Typical candidates answer questions the way they believe they should. I want to see their passion for the company, the job opening and the industry. I want them to tell me why they are truly excited about the opportunity rather than every other opportunity out there. For me, passion is the ticket to a second round of interviews." -- Abby Kohut, staffing consultant, Staffing Symphony, LLC

"Passion is energy, drive, motivation and commitment. Candidates who are infused with this quality demonstrate an enthusiasm and aliveness that is contagious to their colleagues and clients. It can be harnessed to learn the job to be done and then to do it without having to be constantly encouraged, prompted or micromanaged. Such people are willing to 'go the extra mile' to assure that everything is done and done well. They demonstrate initiative and creative problem-solving skills." -- Betty Gilmore, program director, Lift-The Bronx

"Truly passionate candidates are not only likely to excel in their role, but, because they enjoy what they do, they will also remain engaged in their responsibilities and energize those around them. If an employee is not eager to learn, he or she will have difficulties accepting change and bringing innovative ideas to the table." -- Kathleen Dumlao, employment specialist, Rising Medical Solutions

"Passion and resourcefulness. You can see right through robotic folks who 'say the right thing.' It's those who come specifically prepared to tell you exactly why the position is right for them that impress me the most. Very few folks lean across the desk and tell you 'I really want this job, and here is why.'" -- Jennifer Prosek, author "Army of Entrepreneurs" and CEO, CJP Communications

7. Confidence

"I coin the most impressive quality in a job candidate 'humble confidence.' Humble confidence shines as knowledge, humility, skilled verbal and written communication, friendliness and appreciation." -- Stacey Hawley, principal and owner, Credo

8. Professionalism

"At the interview, it is all about how the candidate presents him or herself. Are they projecting an image of professionalism? Are they showing enthusiasm and motivation for the position? Are they really listening to the questions and answering them accordingly? These are the qualities that are not shown on a résumé and are near impossible to teach." -- Darlene Johnson, director of career services, PEAR Core Solutions

"Being a professional -- no matter what your industry or career -- demonstrates that you have the right blend of technical and soft skills, mixed with enthusiasm and dedication." -- Matthew Randall, director of the Center for Professional Excellence at York College of Pennsylvania

"Presentation, presence, energy -- how they carry their personal power. They need to be engaging and personable." -- Emma K. Viglucci, founder, director and supervisor, Metropolitan Marriage and Family Therapy

9. Body language

"The hand shake: it has got to be strong and firm from the get-go. Candidates usually come prepared to an interview, but I'm looking for people come to the interview telling me what they can do for the job and what they can add to the job. These are usually the ones I recommend for second interviews." -- Muriel Alloune, recruitment and training specialist, Federation CJA

"Body language, including a good handshake, confident shoulders, a smile [and] eye contact. I know it's cliché, but it really helps." -- Marissa Wright, hiring and training coordinator, Europe for International Studies Abroad

10. Longevity

"What will wow me about a candidate is a consistent job history. I like to see that people have been in a position for at least five years and that they have grown in the position. [A candidate with] lots of short stints [or who has] been in the same position for 10 years and their responsibilities have not changed is a big turn off." -- Carmel Napolitano, managing director and principal, CGN Associates

"People move around so much, that longevity says a lot about the stability of a candidate when they have been in a position for a long period of time." -- Sarah Cullins, president, Finesse Staffing

11. Communication

"Qualifications in the form of experience and tangible skills aren't enough to grab a hiring manager's attention these days. You need to be a creative, proactive problem solver. Hiring managers want to know how you (and only you) can solve the needs of their organization. Read between the job description lines. What are you bringing to the table that the next person with a similar background is not? If you educate yourself and build awareness around what keeps your next potential boss up at night, and you clearly communicate how you can help to solve that, chances are you've got their attention." -- Dana Leavy, career coach and founder of Aspyre Solutions

12. Attitude

"The most impressive quality is to be a 'high performer,' a package of the right attitude, a passion for doing the work and the skill. 'Attitude' may mean different things to different people, but it boils down to having an 'I can' attitude. Everyone thinks his or her attitude is fine, however, some of these same people think it's OK to blame, make excuses and declare something cannot be done. That's the attitude employers are looking to expose during the interview and avoid extending a job offer to." -- Carol Quinn, CEO and author, "Expert of Hiring High Performers"

"Someone who is enthusiastic about the company and has thoroughly done their research about the position. Open-mindedness, perseverance and a can-do attitude (someone who takes true ownership in the company) will get you the job." -- Heather Minsky Nottingham, owner, Nottingham Consulting Group

Rachel Farrell researches and writes about job search strategy, career management, hiring trends and workplace issues for CareerBuilder.com. Follow @CareerBuilder on Twitter.

Visas for skilled workers set to drop

Image via WikipediaEmployment and industry groups are reacting negatively to a government plan to cut substantially the number of visas issued for federal skilled workers this year.
New figures obtained through Access to Information show the government will cut all economic class visas by nearly seven per cent, and federal skilled worker visas specifically by 20 per cent, in 2011.
"The notion of reducing the number of skilled workers we aim to take in 2011 is certainly a move in the wrong direction given where we expect the economy right across the country to be heading," said Elsbeth Mehrer, director of research and workforce strategy for Calgary Economic Development.
"This is a time when we need to ensure we're ramping up to meet worker demand," Mehrer told CBC News Tuesday. "And while we had some great success last year in terms of having our highest ever number of immigrants coming into the country, we need to make sure we keep the foot on the gas to meet labour demand in the future."
In question period Monday, Immigration Minister Jason Kenney noted that in 2010 Canada hit a record high by welcoming "281,000 permanent residents to Canada, 106,000 more than the Liberals did shortly after they came to office and cut immigration levels."

Overseas visa targets

	2010	2011	% change
Federal skilled worker visa	69,915	55,900	- 20
Provincial nominees visas	36,650	40,300	+ 9
Total economic class visa	161,630	151,000	- 6.6

Source: Citizenship and Immigration Canada/Access to information release

And when asked about his department's cuts to another category, visas for parents and grandparents, Kenney responded by emphasizing his long-standing effort to boost economic immigration.
"There are tradeoffs. And this government is focused on the priority of Canadians, which is economic growth and prosperity," he said. "Mr. Speaker we need more newcomers working and paying taxes and contributing to our health-care system. And that's the focus of our immigration sytem."
The problem is, the government isn't robbing Peter to pay Paul — it's robbing them both, says Richard Kurland, a Vancouver immigration lawyer.
Kurland, who obtained the target numbers through Access to Information, notes the government is not boosting economic visas overall. In fact, across all categories (including federal skilled workers, provincial nominees, Quebec skilled workers, and the Canadian experience and business classes) there will be 6.6 per cent fewer economic class visas issued this year over last.
"The 2011 targets dramatically show the substantial reduction in federal skilled workers and a slight increase in provincial selection," Kurland says. "We really should be targeting more skilled workers to make up for Canadians' inability to demographically reproduce. We need the young workers to pay the taxes to support the pensions for Canada's aging population."
Vancouver immigration lawyer Richard Kurland obtained details about planned cuts to overseas visa targets through Access to Information. (CBC) Officials at Citizenship and Immigration caution that the targets found in the documents do not represent the final number of immigrants to be accepted this year. That's because the targets are for overseas visas only and do not include inland claims.
However, experts say the extent of the cuts — specifically to parents and grandparents and skilled worker categories — mean there will undoubtedly be significantly fewer immigrants accepted in those categories this year.
Michael Atkinson, head of the Canadian Construction Association, says the cuts to the federal skilled worker category won't affect the construction industry directly, because those companies have had trouble for years getting workers through the point system, which is heavily skewed toward post-secondary education and language proficiency.
But Atkinson is still concerned about the government's motivation for cutting the economic visas overall.
"If the motivation behind reducing those target levels is, 'Well gee, the economy is improving, we don't need as many skilled workers,' then I would suggest that is a huge mistake, given the fact that just our aging workforce, our aging population, our low fertility rate shows us and other industries that it is only going to get worse.
"We are facing bigger challenges in the future with respect to building our workforce and training them than we ever have before," Atkinson says.
He adds his industry expects to face a shortfall of 400,000 workers by 2018 if government policies — both federal and provincial — don't move with the times.
Atkinson notes the government has taken a step in the right direction by opening a review process of the point system for federal skilled workers.

'We are facing bigger challenges in the future with respect to building our workforce and training them than we ever have before.'—Michael Atkinson, Canadian Construction Association

The irony, according to Mehrer, is that the government has managed to reduce wait times for federal skilled workers through a new system of ministerial instruction brought in in 2008. Workers under the old system still wait for years for a decision, but new applications that fit one of a list of 29 occupations are being processed in seven to eight months.
That success is leading many employers to believe the government's current motivation is a political one, rather than a policy decision.
"It's really difficult to say, but certainly the speculation I hear from employers here is that it's based on political pressure that may be coming from other parts of Canada, where the unemployment remains higher and where the understanding of the labour market dynamics in Alberta and in much of the west are less clear," Mehrer says.
She adds that the economic recession is no argument for the cuts, as things are improving rapidly out west.
"We're already starting to see re-employment of Canadians and Albertans who lost their work during the recession," Mehrer says.
"I'm already hearing from some industries who recognize that their talent pools are shrinking in terms of the skill set they are going to need. So as much as they may not be in foreign markets right now looking for talent, we certainly expect that by the latter half of this year there will be certain skill sets we simply won't have available in the province."
Louise Elliott is the immigration reporter for CBC Ottawa. She can be reached at louise.elliott@cbc.ca.

Read more: http://www.cbc.ca/canada/toronto/story/2011/02/15/pol-visas-skilled-workers.html#ixzz1EAsvjnYB

Related articles

• Visas for skilled workers set to drop (cbc.ca)
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Canada offers affordable education

Image via WikipediaKota Kinabalu: Canada is alternative for Sabah students planning affordable and world-class education, abroad, said State Education Exco Member Datuk Masidi Manjun.

"Normally when we think of studying overseas, it's either UK or AustraliaÉI think it's time for us to emphasise the need to find new places.

"We need to make smart decision and not just a decision where to send our children É Canada is far but education wise, it is a potential country for our students to seek knowledge.

"We need to find new environment and environment shape the way we are and the way we think. It's not just about passing grade É We should look beyond our normal thinking," he said at the Canadian Education fair 2011 in Hyatt Hotel, Tuesday.

The High Commission of Canada in Malaysia hosted the Education Fairs in the State capital in hope of attracting more Sabahans to choose Canada as their first choice of education.

Masidi stressed that students and parents must first think of financial aspect as a whole and secondly the education environmental aspect and last but not least the affordability before choosing to study abroad.

"Studying in UK or even in Australia is much expensiveÉbut Canada offers affordable education compared to other countries.

Also the good thing about studying there is that it is legal to work while you are studying," he added.

Senior Trade Commissioner of Canada High Commission in Malaysia Douglas Bingeman said Canada offers flexibility with respect to employment and immigration.

"For students interested in a job during their study it is possible to work up to 20 hours on or off-campus in most Canadian provinces.

Even for students who do not need to work this provides an excellent opportunity to experience Canada and bring back this valuable experience to Malaysia."

He added that over 600 Malaysian students chose to study in Canada every year.

"More than 70,000 Malaysians have studied in Canada since the days of the Colombo Plan, many of them from East Malaysia.

He also said that most Malaysians who studied in Canada applied for courses such as engineering, business and actuarial science, among others.

"Average annual tuition fees are approximately $13,000 (about RM40,000). Most universities in Canada are public and partly funded by the various levels of government.

"The quality of education is also very high and importantly, consistent from one institution to another.

Indeed four Canadian universities ranked in the top 100 in he last Webometric world university ranking," he said.

He further stressed that Canada remains "a safe and welcoming multi-ethnic place to live and the lifestyle is second to none", adding quality of life indicators consistently put Canada at or near the top this regard.

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• Our choice: Spend the money or lose the brightest (theglobeandmail.com)
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