TalentEgg Trends

Today’s Talent, Tomorrow’s Leaders

Knowledge Hub For Employers, Career Educators And Coaches

Author: Irene Chan (page 1 of 3)

Career Initiatives and Career Opportunities with SNC-Lavalin

SNC-Lavalin is a global engineering and construction leader based in Montreal, Quebec. The company also builds public and private infrastructure around the world. Additionally, SNC-Lavalin is committed to connecting people, technology and data throughout their project lifecycle to drive better outcomes across safety, sustainability and efficiency.

We spoke with Mai-Gee Hum, Senior National Manager – University Relations & Early Careers, to learn more about how SNC-Lavalin supports students and new grads in their career journey with the company.

Initiatives for Students and New Graduates Looking to Work Within the Industry

SNC-Lavalin has a New Graduate Development Program for all those newly hired. It also is present at university and college career fairs, employer information sessions, and posts its internships and permanent positions on school job boards.

The team at SNC-Lavalin is looking for New Graduates from Canadian schools (universities or colleges) who are autonomous, collaborative, motivated, and have initiative. Previous work experience is usually optional.

The program welcomes new graduates from every discipline, not just engineering! The best way for students and recent graduates to get involved with career opportunities at SNC-Lavalin is to attend its information session, ask thoughtful questions at the school’s career fair, and to network with the team. Mai-Gee also invites students and new grads to go to the SNC-Lavalin career website to create a user account, set up their preferences and create job alerts.

Diversity, Equity and Inclusion at SNC-Lavalin

At SNC-Lavalin, diversity, equity and inclusion mean making a positive impact on society through more inclusive and accessible design – being sensitive to human differences concerning ability, language, culture, gender, age and other forms of diversity. And it means using our global voice to champion progress through thought leadership.

Internally, SNC-Lavalin is removing barriers in every region and at every level – spearheading change through trusted and inclusive leaders, increasing female representation across its whole  organization, and broadening its talent pipeline to include all under-represented groups. This is supported by ground-breaking learning opportunities that unleash potential – giving its clients world-leading expertise. It is essential for SNC-Lavalin because the team believes diversity makes them stronger. It builds a healthy and honest work environment and nourishes curiosity and innovation.

Employees’ diversity of characteristics, knowledge and approaches enhances the team’s ability to provide value-added performance and better serve our clients and business partners. With high diversity and inclusion, SNC-Lavalin can achieve a globally representative workforce and a supportive work environment filled with highly diverse and highly engaged talent.

5 Major Hiring Trends of the Future

Mai-Gee shares with us the five top trends that will take precedence in the future of the workplace:

  1. The job market remains tight and competitive
  2. Flexibility in the workplace is here to stay
  3. Work culture and environment will influence applicant acceptance decision making processes
  4. Employers will need to invest in regular up-skilling to ensure employees can tackle increasingly complex work
  5. Employer diversity and inclusion initiatives remain important to job seekers.

Measuring Success in the Industry

There are many ways to measure success in the industry. Some SNC-Lavalin metrics include retention rate, offer acceptance rate, and the rate of employees who, following employment elsewhere, choose to return to SNC-Lavalin for its values, work culture, and sense of belonging.

Final Thoughts

SNC-Lavalin is a phenomenal place for students or new grads to start their career. The company is focused on connecting new hires with professionally rewarding opportunities, delivery of complex projects with sustainable lifespans, and tackling the industry’s biggest challenges head-on.

To learn more about SNC-Lavalin and its career initiatives, check out their employer profile on TalentEgg!

The Future of Work Trends for Career Educators

As technology continues to advance and the world of work changes, it’s important for career educators to stay up to date on the latest trends and developments. Here are a few key trends that are shaping the future of work and will impact the way career educators approach their job.

1. The rise of automation and artificial intelligence

Automation and AI are transforming many industries, and this trend is only set to continue in the future. As machines become more intelligent and capable, it’s likely that many jobs will be replaced by technology. This means that career educators will need to help students develop the skills that are most in demand, such as problem solving, critical thinking, and creativity.

2. The gig economy

The gig economy, which is made up of short-term, flexible work arrangements, is growing rapidly. This trend is being driven by a number of factors, including the rise of the internet and the increasing popularity of platforms like Uber and Airbnb. Career educators will need to help students understand how to succeed in the gig economy, and how to build a career that is flexible and adaptable.

3. The need for lifelong learning

In the future of work, it’s likely that many workers will need to update their skills throughout their careers. This means that career educators will need to help students understand the importance of lifelong learning and provide them with the tools and resources they need to continue learning and growing.

4. The growing importance of sustainability

As awareness of environmental issues continues to increase, there is a growing demand for workers who have knowledge and expertise in sustainability. This trend is likely to impact a wide range of industries, from renewable energy to sustainable agriculture. Career educators will need to help students understand the importance of sustainability and the role it will play in the future of work.

5. Soft Skills

​​In addition to these trends, career educators also need to be aware of the growing importance of soft skills, such as critical thinking, problem-solving, and communication. As technology continues to advance, many of the jobs that used to require specific technical skills are now being automated, making soft skills even more important for workers who want to stay competitive in the job market.

In order to keep up with the changing future of work, career educators need to constantly update their knowledge and stay abreast of the latest trends. One great resource for career educators is our TalentEgg’s eLearning Academy. TalentEgg has stepped up to the opportunities ahead, and helps close the gap between soft skills and Future of Work by offering virtual e-Learning Soft Skills Training courses and certificates. 

In Conclusion 

The future of work is shaping up to be an exciting and dynamic time, with trends such as the rise of automation and artificial intelligence, the gig economy, the need for lifelong learning, the growing importance of sustainability and the importance of soft skills. To stay ahead of the curve and help students navigate these trends, career educators must continuously update their knowledge and skills. 

That’s why TalentEgg’s eLearning Academy is the perfect resource for career educators. By providing a wide range of courses and resources that are tailored to the future of work, TalentEgg’s eLearning Academy equips career educators with the knowledge and tools they need to succeed. Don’t wait any longer to take action and give your students the best chance of success in the future by contacting TalentEgg at info@talentegg.ca. Get access to a wide variety of courses and resources that will help you stay ahead of the curve in the constantly changing future of work.

Empowering Students with TTi’s Leadership Development Program

Techtronic Industries (TTi) is internationally recognized as a global leader in the design, manufacturing and marketing of power tools, outdoor power equipment, hand tools and floor care appliances worldwide. TTi is proud of its history and the vast legacy of tradition and excellence that they have inherited from the brands that make up its company today. If you’re passionate about empowering students, keep reading to learn how TTi achieves this goal through fostering strong values with their Leadership Development Program.

We spoke with Dave Dininio, the Director of Talent Acquisition at TTi, to learn more about how TTi continues to support students and new grads on their career journey.

The Leadership Development Program

We believe exceptional people drive exceptional results, which is why TTi launched the Leadership Development Program. The Leadership Development Program is a comprehensive training program to develop outstanding and extraordinary people for the long term. The Program provides employees with relevant sales and field marketing experience while learning about our customers from a fundamental perspective. Throughout the Program, students and grads will be able to hone different skills such as communication, product knowledge and business acumen. They will execute exciting weekly projects to gain hands-on relevant workplace experience. The Program provides them with all the resources to accelerate their career. At every step of their career, we provide them with a combination of support, guidance and freedom that brings out the best.

Diversity, Equity and Inclusion at TTi

Diversity, equity, and inclusion are essential to establishing and maintaining a thriving workplace. Diversity is the recognition, appreciation, and acceptance of individual differences inside and outside the organization. Equity is about ensuring fairness and impartiality for everyone, and TTi Canada strives to provide equitable access to opportunities for all candidates and employees. 

Collaborative, encouraging, respectful and polite are how I would describe our inclusive workplace. It is supported by policies that are intended to eliminate any barriers, bias and intolerance to encourage the involvement and contribution of all employees. Diversity, equity and inclusion are essential to TTi Canada because it helps attract top talent. Many students and new grads seek employment in a diverse, equitable, and inclusive organization where they are safe and supported. TTi Canada provides that kind of environment.

A Future After TTi’s Leadership Development Program

The Leadership Development Program provides new employees with various career advancement opportunities. An entry-level Field Sales Representative (FSR) or Brand Marketing Representative (BMR) can move into a position with more responsibilities, industry specialization and/or people management, such as Territory Manager, District Supervisor or Trades Site Specialist. The Leadership Development Program is a progressive training program that prepares them for the next level in their career and gives them the skills and knowledge to succeed at any level. The table below highlights potential career path options. 

  • Field Sales Representative
  • Brand Marketing Representative
  • Field Marketing Representative
  • Territory Manager
  • District Supervisor
  • Sales Coordinator
  • Trades Site Specialist
  • Field Sales Manager
  • Key Account Manager
  • Market Manager
  • Senior Trades Site Specialist
  • Regional Sales Manager 
  • Strategic Account Manager
  • District Manager
  • Program Manager
  • Marketing Manager
  • Divisional Sales Manager
  • Marketing Coordinator
  • Assistant Marketing Manager
  • Program Manager
  • Sales operations manager
  • Marketing Manager
  • Senior marketing manager
  • Group marketing manager


Opportunities for Students and New Grads at TTi

Career centres and schools, if your students or recent alumni are looking to grow their leadership skills, we are constantly recruiting for enthusiastic top talent year-round. We recommend that students and new grads regularly check our Career Site and LinkedIn page for new job postings and information about the company. Moreover, we encourage students and recent grads to join our LinkedIn Group, TTi Canada Careers for Students and New Grads and start a conversation or ask questions.

When students and new grads join TTi Canada, whether in a full-time role or Co-op capacity, we want them to stay with us for the long term. This long-term goal is why we invest a lot in our new employees, ensuring they have the best training, robust support and accessible resources to achieve their goals. Our Leadership Development Program is where it all starts.

Students and grads who join TTi Canada will get to enjoy a diverse set of roles and responsibilities that will allow them to acquire various skills that are valuable and transferrable throughout their careers. They will be allowed to collaborate on real-world projects and opportunities where they can contribute their ideas to gain relevant experience. As employees of TTi Canada, students and grads will have ample opportunity to advance their careers, move up within the company and explore different positions. We pride ourselves on developing people, recognizing talent and promoting from within – all part of our dynamic culture. 

How the Pandemic Has Affected Recruiting

We have to adjust our hiring practices to align with what is happening in the job market. The pandemic has caused a shift in candidate mentality, particularly in compensation and remote work. Candidates demand higher pay, and there are more requests for remote or hybrid work environments. TTi Canada offers an excellent package for our Field Sales Representatives and Brand Marketing Representatives, including an attractive base salary, a company vehicle, great benefits, and an annual performance bonus. We do not offer remote or hybrid work schedules. Our Field Sales Representatives and Brand Marketing Representatives work in our clients’ stores daily.   

Companies are replenishing their staff and ramping up hiring practices, increasing competition for talent. TTi Canada is positioning itself as a preferred employer at campuses by attending career events, partnering with student services departments and driving our employer brand at schools across the country. We openly discuss our great culture, career advancement opportunities and Leadership Development Program to stay ahead of our competition.

What are 5 major hiring trends you see in the future?

✓    Diversity Hiring – Inclusion and diversity offer TTi Canada many benefits, including improved employee happiness, productivity, retention, loyalty, and employer branding. We realize that diversity, equity and inclusion are not just feel-good initiatives but a must for our success.

✓     Speed of Hiring – With increased employer competition in the job market, our hiring processes must be efficient, optimized and technology-driven. We are focused on reducing the time it takes to fill positions. We know that other employers will hire the best talent if we aren’t fast enough.    

✓     Employer Branding and Positioning – Improving our employer brand image to show that we are a highly respected company with strong values and a great culture is key to being the best and being a preferred employer among students and new grads 

✓     Providing the best candidate experience – We ensure students and new grads can apply easily, there is transparency in our hiring process, and people know where they stand and the next step. We’re open to talking about compensation, the demands of the job and our company culture.

✓     Proactive hiring – It’s not enough to post a job these days. Our Recruiters are proactively potential sourcing candidates via LinkedIn and other channels. They hone recruitment efforts, actively search for talent and stay ahead of recruiting trends. These trends include being front and present at campuses by attending career events, conducting information sessions and connecting with students through various channels.

Enforcing Fairness and Equality During the Hiring Process

Fairness and equality during the hiring process are fundamental, so we give each candidate an equal opportunity to showcase their professional background and skill set. We ensure that every candidate is asked the same role-based questions during interviews for consistency and equality. We utilize a matrix system to score various competencies and skills exhibited during the hiring process to ensure a fair comparison of all candidates. Our Managers are provided with hiring training, which includes eliminating bias and stereotyping during the hiring process. Finally, we require the opinions of at least two people when making a hiring decision which mitigates the risk of bias or stereotyping when hiring. 

Final Thoughts

TTi Canada is an excellent place for any student or new graduate to start their career. TTi Canada is where culture meets opportunity, and students and recent grads have the chance to advance their careers and work with intelligent, progressive and like-minded people. It’s an opportunity to support some of the best product brands in the world (RYOBI, MILWAUKEE, RIDGID, HOOVER, DIRT DEVIL) while developing a long-term career and working in a dynamic, forward-thinking culture. 

To learn more about Techtronic Industries and their Leadership Development Program, check out their employer profile on TalentEgg!

Stephanie Harper – Supporting Students in the Hybrid Era

Opportunities to help students prepare for the school-to-work transition are essential for personal development and career growth. As an Associate Director, Engineering Co-op & Career Services at McMaster University, Stephanie Harper is committed to utilizing her resources to support and provide students with enticing opportunities to navigate their career paths confidently.

We recently interviewed Stephanie to learn more about her work with students and soon-to-be-grads in this hybrid era!

studentsQ. Tell us a bit about yourself!

A. I lead an exceptional team of career/talent development and student engagement professionals in the Faculty of Engineering at McMaster University. My role involves delivering a growth strategy that supports engineering students in building their experiences, advancing their skills and achieving career success through robust career development programming and various curricular and co-curricular experiences.

With a track record of delivering efficiencies and leading teams to achieve change, my career includes 15+ years of experience in talent development, recruitment, training, career education and program management for large, multifaceted organizations. I have led small and large teams, new initiatives, program expansions and organization-wide projects that have helped support and connect the career development needs of post-secondary students with the evolving world of work. 

Q. Why did you decide to go into Career Education/Coaching?

A. I never pictured this as my career path. Truthfully, I never even realized this was a career path until I found myself in it! I chose to pursue this as a career, and I continue to love what I do because of the meaningful impact I get to have on students during a critical time in their early professional lives. My job is to help students build experience, discover their talents, realize their potential, make industry connections and successfully navigate the world of work. It’s a pretty cool and rewarding job. 

Strategies to Support Students in the Hybrid Era

Q. What do you think employers can be doing to best support students and new grads in hatching their careers in the age of digital recruitment and hybrid work?

A. Find ways to make meaningful connections (in real life) with students before and during the recruitment process. It can be more challenging in a digital/hybrid world for students to get a real sense of the workplace and feel a sense of connection, community and belonging once they’ve joined your team. Also, remember that the transition from school to the work world can be intimidating and overwhelming for students and recent grads, especially when most of their interactions with you are behind a screen. Having empathy and delivering kindness can go a long way. 

Q. How do you help students in making their school-to-work transition? What new services or strategies have you employed to support students in a hybrid environment?

A. I believe the school-to-work transition is a practice that starts long before a student graduates. I often encourage and coach students to involve themselves in various opportunities where they can meet people, find mentors, build experience and develop their skills. The notion of “relevant experience” is misleading at times. Hence, I encourage students to worry less about what’s perceived as “relevant” and more about opportunities where they can learn and develop themselves as people. 

Transferable skills and experience exist even in the most obscure opportunities. At the core of all of this is the practice of building relationships and keeping your head up because opportunities will pass by you frequently. If you’re too focused on the end goal or an “ideal” state, sometimes you miss out on things that can add real value to your development along the way. In a hybrid environment, it can be easier to access different opportunities but harder to build relationships. I encourage students to find a balance between virtual and in-person opportunities and leverage their strengths. 

Some of us are more comfortable (and effective) in a virtual environment, and others are more comfortable (and effective) in person. Find a good balance for yourself, and step out of your comfort zone now and then!

Additional Advice and Insights

Q. What do you think is the best way for employers to connect with and attract top students right now?

A. Dedicate intentional time and energy to understanding your talent strategy and your organization’s value proposition. Be clear about your definition of “top students” because this will dictate your engagement strategy. Some best ways to connect with students are through student clubs/groups/associations, at student conferences/competitions and by leveraging your connections with faculty and staff at post-secondary institutions!

Q. What’s your best advice for fellow Career Educators?

A. Find a good balance between listening and advising/educating. Frequently the thing students remember most is that we listened to them, showed genuine interest and care in supporting them, and encouraged them. You won’t have every answer for every student; your role is to provide guidance and support, not answers. 

Q. What is your best advice for students looking to start their careers in this current environment?

A. Build relationships as much as possible, say “yes” now and then to things that push you out of your comfort zone, and give back to others when you are in a position to do so. 

Stephanie Harper is an Associate Director for Engineering Co-op & Career Services at McMaster University who has 20 years of experience in career coaching. She is passionate about leading small and large teams, new initiatives, program expansions and organization-wide projects that have helped support and connect post-secondary students’ career development needs with the evolving work world.

Connect with Stephanie on LinkedIn at https://www.linkedin.com/in/stephharper/ and visit https://www.eng.mcmaster.ca/ to learn more about McMaster University and how their Engineering Co-op program remains one of the most successful programs in the country.

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