Careers

Internships have been growing in popularity worldwide, and many companies now offer internship programs, especially to post-secondary students. To students, these programs can bridge the gap between their in-class learning and real-world experience. However, internships also provide many benefits to the employers that offer them. Benefits to students The most obvious benefit to students is the higher chance of employment after completing an internship. The companies that provide internships often use these programs as pools of potential employees and are more likely to hire students who have already proven themselves in the workplace compared to unknown applicants. Internships also often lead to higher starting salaries for new employees. Students can also use internships to test their compatibility with their chosen field. While interning at a company, they can see whether or not they enjoy what they do. This way, they can still gain work experience while not being tied down to the company through full employment. Internships can also lead students down new career paths they had not previously considered. Additionally, through internships, students can develop a list of contacts in the field which may be very valuable to them later. At the same time, if a student chooses to continue in the same field they previously interned in, their experience gives them more practical knowledge and skills to perform better in a full-time job. They also tend to have more confidence in their abilities since they have already worked in the field. Benefits to employers Internships are also are of great value to the companies that provide them. In the same way that students can test potential career paths, companies can use internships to test which students may be a good fit for future full-time employment. While companies often use internships as hiring pools, they are under no obligation to hire any interns if they are not a good fit. In this way, internships are low in risk as companies are not tied to the interns they take on. Internships are also relatively cost-effective. Interns are often paid less than full-time workers and receive different benefits than them. At the same time, interns still provide high-quality work for the company, especially student interns who are in the process of studying the field they are interning in. This education provides the interns with specialized knowledge that directly benefits the companies they work for. While interns complete work and have real responsibilities in a company, their workplaces often give themlower-level routine tasks. This allows the interns to get a feel for the job and the associated responsibilities without being overwhelmed. Additionally, since interns are handling these tasks, full-time employees can focus on more critical activities that they might otherwise not have had time for. Internship programs are mutually beneficial for interns and employers. They are a great way for both parties to test how well they fit and provide numerous other benefits. Business owners looking for a more straightforward, relatively low-risk and cost-effective hiring process might consider implementing internship programs.

A common challenge many Canadians face is feeling stuck in their jobs and dissatisfied with their careers. A 2022 survey by Léger found that 24 per cent of workers are less satisfied with their jobs compared to 2021. However, many Canadians cannot find time to go to school and pursue a new career. What if you’re stuck in a job but can’t return to school? The challenge is real and common. Some challenges preventing individuals from career advancement include lack of qualifications and time, financial obligations and industry changes. Additionally, the traditional career ladder has changed significantly. Harvard Business Review writes that non-linear career expectations have replaced the traditional career ladder. Workers can no longer expect to be promoted without upgrading their skills or education. Professional development has become integral to career advancement and career changes. Read ahead to learn about resources that can help you advance in your current industry or pivot your professional journey for new opportunities. Online courses Sometimes workers cannot go back to school for a full degree or diploma, but their education isn’t sufficient for the new roles they want. One option is to take a more targeted approach by enrolling in professional development courses. Professional development courses can advance your career by showing interest and relevance in your field, leading to better earning potential. In some situations, a complete industry change could be out of reach, but new or similar roles could be realistic options. You can consider taking a few courses that will allow you to upgrade your skills or acquire new ones. Of course, which courses to take varies greatly depending on your end goal, but certain strategies apply to various situations. One factor to consider is whether you are trying to get a certification or simply want to learn something new. Regarding earning potential, it may be best to pursue a certificate as it will prove to employers that you have gained the necessary knowledge and skills from your completed courses. However, if you’re interested in an exciting learning opportunity, many high-quality online courses are available in nearly any sector. Toronto Public Library offers free access to over 16,000 LinkedIn Learning courses. All you need is to be a cardholder and resident of Toronto. Micro-credentials Another professional development avenue to explore is micro-credentials. Although they are a recent phenomenon, they are quickly being recognized as a legitimate form of education by various workplaces. Micro-credentials allow individuals to fill gaps in their skills and resumes. If you want to grow your career in a specific area, you can take a micro-credential to gain a certified skill or enhance your knowledge of a subject area. Typically, they are offered by Canadian universities and colleges, and many are available online. According to an article published by Course Compare, some industries particularly benefit from this form of education. For example, IT professionals would benefit from earning micro-credentials. IT is a rapidly changing field with constant obsolescence, so it makes sense that workers need to stay on top of new technology to stay relevant. Although workers can sometimes learn this information for free, in a tight labour market, certification in a skill or area could mean the difference between getting a job and not. Ontario has a searchable micro-credential portal where you can easily find micro-credentials offered by Ontario universities and colleges. Micro-credentials are eligible for OSAP funding, meaning finances won’t prevent you from professional development. Graduate certificates Sometimes, career advancement requires a more significant investment in education than online courses or micro-credentials. Even so, a college diploma or university degree may not be necessary to pivot into something more aligned with your goals. A graduate certificate could bridge the gap between a full diploma or degree and a micro-credential. They provide graduate-level credentials and are more specialized, professional programs than a complete master’s degree. According to Indeed, a graduate certificate is geared toward people who want to advance professionally and are interested in becoming more specialized in a specific industry. Graduate certificates are offered part-time and full-time in various subject areas. A different career landscape Upskilling is critical to growing and advancing in a changing work landscape. Gaining new skills can allow you to stay relevant and competitive, leading to better pay,  job opportunities and job security. The career landscape may have changed, but new professional development resources offer workers a chance to pursue a career they’re passionate about, upgrade their skills and expand their professional opportunities.

It is well known that high stress levels are detrimental to workplace productivity. An article by CAMH shows that prolonged stress can lead to decreased concentration, memory problems and difficulty with decision-making. Other research shows that stress can lead to presenteeism, where employees are physically present at work but cannot function to their full capabilities.  Decreasing stress among employees is a good way to increase work productivity in your business. Keep reading to learn about ways to create a less stressful work environment. Encourage breaks While the law requires employees to take a certain number of breaks, many employees neglect them, particularly when under pressure. This is especially true for employees who work from home. A survey conducted by OnePoll found that 43 per cent of employees who work from home skip meals at least once during the week in favour of working more. Encouraging regular break times allows employees to rejuvenate themselves, making them more productive when they return to work. Be flexible with time While having regular break times can be beneficial, allowing employees to take breaks when necessary, not just when they’re officially scheduled, can also help with stress levels. This way, employees will not push themselves past their limits just to get to the next break period. Instead, they can take time to step away from their work and feel more prepared to be productive when they return. Allowing for more flexibility with work hours also means that employees will feel a greater sense of autonomy. This will make them feel more in control of their work life instead of their work being in control. Make use of natural light Whenever possible, install windows to allow sunlight to enter your workspace. Arrange the workspace so employees’ desks or workstations are closer to natural light sources. A study published by the Public Library of Science found that exposure to natural elements, particularly sunlight, is associated with decreased levels of depression and anxiety and increased attentional capacity. Overall, exposure to sunlight can help reduce the harmful impacts of stress.     Encourage collaboration An active social life at work can help employees feel connected to each other and improve their happiness. Creating a community among employees encourages everyone to share ideas, work in teams and collaborate on projects and tasks. It’s important to cultivate an inclusive space where employees feel comfortable sharing their ideas and are recognized and rewarded for their achievements. Avoid micromanagement Micromanagement can be a significant source of pressure for employees. Feeling like someone is always watching their every move can make employees uneasy and places unnecessary stress on them. Similar to how being flexible with time can provide employees with a sense of autonomy, allowing them to work without constantly checking up on them gives them control over the work they produce. Provide mental health support Connecting your employees with mental health support makes them feel more secure at work. This can include implementing mental health training, holding workshops, providing wellness benefits or promoting diversity and inclusion in the workplace. Not every workplace will benefit from the same resources, so observe what works well with your team to ensure they get the support they need.  There are many ways to help reduce stress in the workplace, and these are just some of them. Continue to research and communicate with employees to find out what your workplace needs to become a more relaxing environment.

The rapid growth of artificial intelligence (AI) has disrupted the status quo across many industries, prompting demands for strong regulatory oversight. AI is a branch of computer science concerned with building systems that can perform tasks that typically require human intelligence, such as learning and performing creative tasks. While this may seem exciting, there is also cause for concern. Some leaders have embraced the development of AI, citing a powerful group of tools that could help optimize their organizations. Others, though, have decried the new technology, fearing that it could lead to known and unknown hazards. These hazards involve threats toward many jobs as AI has transformed numerous industries. What are the risks of AI? One of the main concerns is that AI will eliminate jobs. To many, this concern is understandable. Earlier this year, CNN published Goldman Sach’s report warning that as many as AI could replace 300 million jobs in the near future. To Ryan Hamilton, a software developer from Ontario, another key consideration is task elimination. “Not just jobs, but also job tasks,” Hamilton explained. “Anything that is repetitive and computer-based can be replaced.” Some of these fears are warranted. In May 2023, AI eliminated nearly 4,000 jobs in the United States, according to a report by Challenger, Gray & Christmas. Future layoffs are not far behind. Tech industry leader IBM announced it will eliminate nearly 8,000 jobs and replace them with AI in the next few years. Which industries are AI-proof? According to Hamilton, the most guaranteed way to ensure job stability is to pick an industry that AI cannot eliminate. “AI tools don’t have hands, so anything hands-on and skill-based is very safe,” he said. Examples of these job fields include the agricultural industry, the skilled trades or kitchen industries. The common theme, Hamilton explained, is that they are all heavily reliant on human hands performing labour. Can’t work in the trades? Consider health care. Though more traditional trade jobs are some of the safest from AI-related job loss, not everybody can work in these fields for various reasons. If someone cannot work in these fields, they can consider another role that requires human hands in some way. “We keep hearing all the time how massive and in-demand health care is,” Hamilton said. “A lot of those roles require a human touch.” Nursing or paramedicine, for example, requires constant use of a worker’s hands. Other examples of AI- proof fields include medical device reprocessing, respiratory therapy or radiologic technology. Work repairing technology “Regardless of any new tech implemented, there will always be a need to repair that tech,” Hamilton said. According to the Government of Canada’s labour market research report, computer repair technicians are projected to have good job prospects in Ontario over the next few years. Artificial intelligence will require computers, servers and other related technology. By embracing this fact rather than fighting against it, there may be opportunities to gain employment. “It’s not just computers either,” Hamilton explained. “Anything that is technology and breaks down requires technicians to repair it.” Biomedical engineering technology is one example of a promising and AI-proof employment opportunity. A biomedical engineering technologist will spend their workday repairing and installing medical technology. The Government of Canada lists the job prospects of this role to be good in most regions across Ontario. Work alongside AI Despite all the concerns about the advancement of artificial intelligence, there may be chances to grow and work alongside it rather than against it. This could include using it to automate specific mundane day-to day tasks or working to stay on top of the rapid technology growth by helping to create new tools. “At the moment, replacing computer programming jobs just isn’t possible,” said Hamilton. “Lots of software [developers] use AI tools now in our coding, sure, but all of the creative thinking and artistry and outside the-box thinking? I don’t think AI can replace that.” What industries are vulnerable? With the rise of artificial intelligence, it is crucial to consider which jobs AI can automate or eliminate. An article published by Forbes in March 2023 reports that jobs in finance and banking, media and marketing and legal services are the most at-risk. According to Forbes, these fields are at-risk, because they rely on analysis and writing – tasks which future AI technology can entirely automate. According to Financial Post, many tasks associated with knowledge workers are at risk of AI automation. Knowledge workers use their knowledge to provide advice and decisions across many industries. These roles are at risk because AI can generate specialized, bespoke information for anybody with a query. Further versions of AI tools expect to grow this ability, meaning their capabilities for supplying knowledge will only increase. Ultimately, Harris wants to offer anyone experiencing anxiety over AI’s transformative impact on jobs a reminder: “It definitely is a new landscape, but it doesn’t mean there will never be jobs again. We just have to adapt to these new tools.”

When thinking of careers in business, some imagine starting a business or chief executive officers leading meetings in conference rooms. In reality, many sectors, departments and roles are available within the business field. It’s important for youth considering careers in business to know their options. Below is a list of lesser-known careers to consider. Donor relations manager  According to Chai Lifeline Canada, United Way and Zip Recruiter, a donor relations manager assists companies and organizations with fundraising. They brainstorm ways to increase donations and manage projects with community partners and volunteers.  They find donors, cater to community needs and lead marketing initiatives and fundraising and donor recognition events. Networking, research and writing skills, fundraising and project and event coordination experience are required.  A degree in adult education, communications, marketing or public relations or a college diploma are preferred.  Event planner As per Indeed, an event planner plans, promotes and monitors events, creating reports for future events. They select vendors, venues and entertainment, negotiate prices, ensure attendee satisfaction and stay within budget. They also give cost estimates, hire staff, manage ticket sales and social media, meet with event committees, clients and sponsors. They may report to a director of events, a marketing or public relations team, company owners or general managers. Event planners have strong management skills and can work for convention centres, professional associations, governments and tourist organizations. Some are self-employed, contractors or company employees. Entry-level event planners need two to five years of event coordination experience. Many roles require years of experience in hospitality, tourism, management or public relations as well. Some positions require business or hospitality administration degrees. However, less senior positions only require a high school diploma with similar experience.  There are many event planning and management and hospitality and tourism certification programs to choose from across Ontario. Forensic accountant According to Indeed and the Association of Certified Fraud Examiners, forensic accountants provide investigative accounting and litigation support. They perform forensic research, prepare accounting reports and data for testimony and litigation, trace funds and identify recovery assets.  Most positions require one to three years of accounting experience. A bachelor’s in accounting, forensic accounting or in a related field is required. A master’s in forensic accounting is beneficial. Education in law enforcement or criminal justice due to collaboration with legal professionals and law enforcement is also helpful. Companies usually require getting a Certified Public Accountant, Chartered Accountant or Certified Internal Auditor licence.  Chartered Professional Accountants of Canada offers the Certified in Financial Forensics with the American Institute of Certified Public Accountants. It is only granted to professional accountants with significant expertise in forensic accounting. Forensic accountants can pursue additional certifications such as the Certified Fraud Examiner credential. Leadership coach  According to Indeed, a leadership coach guides clients personally and professionally. Coaches help create better, more productive leaders who achieve their goals by working on their weaknesses and interpersonal skills. Leadership coaches have strong communication skills and are empathetic, patient and self-aware. Many coaches have a degree in psychology, education or management. An accredited non-profit leadership coaching course is a good start to coaching, and there are a few available in Canada. Volunteering and working part-time for training institutions that handle leadership coaching can help gain experience, as does training with mentors.  Leadership coaches can be self-employed or work as contractors, consultants or for organizations. Some may start their own coaching business. Upon becoming a coach, one can stay up-to-date through coaching books and conferences. Sustainability program coordinator  As per Environmental Science and Eco, a sustainability program coordinator implements sustainability programs, developing design guidelines within organizations and projects.  They perform sustainable strategy and healthy materials research and support project construction. They create, help improve and update process templates, publicize, develop, document and collaborate on sustainability policies, priorities and standards.  These program coordinators prepare sustainability and corporate responsibility reports and may design awareness campaigns on policy changes. They are usually the liaison between departments, perform social media outreach and website updates and publish newsletter columns.  They are primarily employed within the federal government, the private sector, education and technical consulting.  The demand for sustainability coordinators should increase by 15 per cent between 2020 and 2030 as green alternatives gain traction. Ontario college management programs are potential starting points for those looking to expand their business knowledge and work in the field.  Some may be set on working a specific role for which they’re currently ineligible. If that’s your case, identify the role’s academic, volunteer and/or work requirements. Apply to programs that satisfy them and to related entry-level roles.

Small business owners often run most of their operations independently and focus on local customers. A small group can usually take on the work. However, if a business wants to start growing, it’ll need a bit more help to ensure it still runs smoothly.  The question is, who should be hired first? Resources can be tight and it’s ideal to avoid hiring people whose skills may not benefit the business.   Sites like  Indeed, Socialnomics and The Small Business Site have different ideas of which roles are more important. That said, most agree that the following roles are essential for any growing business.  Accountant An accountant’s job is to keep a business’ finances in order, keeping track of aspects such as income and expenses. They also ensure all records comply with laws and regulations. Some tasks for this position include ensuring the accuracy of financial documents. Other tasks include preparing and analyzing financial reports and preparing tax returns.  While mostly looking after a business’ financial past, accountants are also in part  responsible for a business’ future. They give advice on risk aversion strategies, appropriate budgets and ways to reduce costs and control unnecessary expenses.    Chief executive officer (CEO) and chief operations officer (COO) ACEO is sometimes thought to be synonymous with the business owner or founder. However, this is not always the case. This employee is the highest-ranking executive and in small to medium-sized businesses, often takes on several roles. Briefly, they are responsible for a business’ growth. They are in charge of important decision-making, driving profitability and planning and implementing long-term strategies for expansion. They are also involved in the day-to-day activities of a business and often serve as its public face. It is possible for a business owner/founder to also be the CEO. However, it isn’t always ideal, especially if they do not have much business experience. While a CEO can oversee daily operations, these tasks may prove overwhelming for them as a business continues to grow. At this time, it may be beneficial to also hire a COO. This individual is the second-in-command to the CEO and reports directly to them. They handle the internal affairs of a business. They look after its daily functions and implement business plans created by the CEO. However, hiring a COO may not be necessary for a smaller business. That is, if the CEO is still capable of fulfilling both roles.  Human resources (HR) manager  As the name suggests, the HR manager is there to support employees in many different ways. They are quite literally a human resource. They are responsible for recruiting employees, forwarding suitable applications to a hiring manager or even handling hiring themselves. They schedule interviews, handle paperwork and onboarding for new employees and process payroll.   The HR manager also maintains positive relations between employees. They ensure everyone is following safety regulations and maintaining  business standards. They also help resolve conflicts  between staff and help update policies. They help to improve employee performance by creating and directing programs for staff.  Marketing manager The marketing manager is in charge of generating customer interest through various forms of media. They act as a bridge between a business and its audience. They develop and execute strategies to connect with a business’ customer base.  That may involve identifying and reaching out to a target audience and monitoring industry trends. It may also mean determining the profitability of new products/services, researching market trends and managing budgets for marketing campaigns.   They are also in charge of a business’ public image and, to some degree, its reputation. Many businesses are now increasing their use of social media platforms. That said, the marketing manager helps to build a brand voice to increase customer engagement.  The needs of every business can vary depending on their current situation and future goals, and this includes the types of employees needed. However, filling out the roles outlined here can set a good foundation for any business’ growth. 

Making yourself irreplaceable at work may be harmful to career growth. So why do some career advisors suggest the opposite?  Being irreplaceable is often considered a net positive professional asset. This may not be the case, according to a growing number of career experts. “I was basically completely stuck at my job for years,” says Michael Bergeron, a web developer. “It kind of sucked. I felt penalized for doing a good job.”  Bergeron says he followed the traditional career advice given to him by his teachers and parents. He was told to work hard, do a good job and be irreplaceable to his boss.  “It just didn’t work for me,” Bergeron says.  The reasons for the advice in making yourself irreplaceable makes sense intuitively. After all, adding value to a workplace is considered important for career stability and growth. Understandably, some may believe that irreplaceability is proportional to value.  Increasingly, experts are seeing the value of employees making themselves replaceable. According to Trevor Hubbard, writing for Entrepreneur Media, even CEOs benefit from making themselves replaceable. Hubbard explains that in doing so, a CEO can have greater flexibility and growth. Freedom to move upwards One of the biggest downsides of becoming irreplaceable in a role is that a professional can’t easily change jobs. In fact, they may essentially be stuck. In becoming irreplaceable, an employee has shown their employer that the work they do in their role is essential. And why would an employer want to remove an essential employee from their tasks? “I was difficult to replace,” says Bergeron. “I was working solo on this massive project, and all of my coworkers got to move onto other things, but I essentially could not.” Bergeron is not alone in this situation. Better Programming explores another example of the same problem. In the story, an employee named John made himself an expert in a specific task. While his colleagues moved on to different things, he could not. This is because John had made his contributions so important that he could not be replaced by anyone else. “I eventually just had to leave jobs,” Bergeron said. “It was frustrating because I couldn’t get a higher salary or a better role when I left.” Become replaceable, not disposable It is important to note  the difference between becoming replaceable versus becoming disposable. In becoming replaceable, an employee has the freedom to accept new responsibilities or roles. In becoming disposable, an employee risks losing their job.  So, how does an employee become replaceable without becoming disposable?  According to Glassdoor, adding value to a company can mean the difference between being laid off and getting a raise.  “The key is in adding the right kind of value to help with career mobility,” says Megan Chen, an HR generalist from Toronto. “Frankly, if someone is too good at their job, a company won’t want to move them around.” According to Chen, the best way to do this is to meet basic job requirements, then take on new projects.  “The best way to get a promotion isn’t actually to go above-and-beyond at your current role,” She says. “It’s much better to be good at your job, then take on projects that improve the company in some way.” How to move from irreplaceable to replaceable “If you’re already stuck in your role, trying to make yourself redundant is a good first step,” says Chen.  She adds that it is beneficial to be open with superiors during the process.  Making tasks redundant can change, depending on the task. Chen suggests that automating processes by software or creating training documentation are good steps.  “The ultimate goal is being able to step away from your current tasks, so someone else qualified can pick it up when you’re ready to move on,” she says.