A Growing Labour Force
Population, Age, Average Income and Wage POPULATION 38.7 2011 2018 2031 (Forecasted) is the median age 136,063* 150,096 210,000 61% post-secondary education of the workforce has a AVERAGE HOUSEHOLD INCOME 2010 2015 AGE GROUP $80,928 $91,977 AVERAGE WAGE 25,525, 18% 0-14 years 2016 $40,930 65 years and over 19,675, 14% (83% of national average) 15 -64 years 96,230, 68% Sources: 1) Census 2011, 2018 Environics 2) Growth Plan for the Greater Golden Horseshoe 3) EMSI Analyst, Dataset 2017. 3, Industry Overview *Revised. – The 2011 count for this area has been revised.
Labour Force Population by Age (Simcoe County) Current Population: 479,650 40% Expected Growth by 2031
Education Attainment Barrie 6% 7,325 35,220 Simcoe County 31% 51,040 8% 45% 31,070 42% 19,990 165,095 121,245 18% 31% College or University certificate or diploma No certificate, diploma or degree High school diploma or equivalent Apprenticeship or trades certificate or diploma 74,780 19% College or University certificate or diploma No certificate, diploma or degree Source: Census 2016 High school diploma or equivalent Apprenticeship or trades certificate or diploma
Employment Growth & Jobs Employment, Barrie CMA (thousands) § Employment has grown by over 25,000 120 jobs in ten years and roughly 8,000 jobs 115 since 2017 § Average wages show 2-5% differential to 110 GTA; slight premium over outlying cities 105 such as Kingston, London § Record year for industrial building permits 100 95 90 85 Barrie, in central Ontario, is a regional urban growth center and benefits from high average household 80 income in line with that of the province and a growing 9 0 1 2 3 4 5 6 7 8 9 and diversifying economy. – S&P 0 1 1 1 1 1 1 1 1 1 1 - - - - - - - - - - - n n n n n n n n n n n a a a a a a a a a a a J J J J J J J J J J J
Barrie’s Job Growth 71,923 73,406 75,602 77,022 78,330 101,000 Jobs Jobs Jobs Jobs Jobs Jobs 2014 2015 2017 2018 2031 2016 Source: EMSI Analyst, Dataset 2018.1, Industry Overview
Labour Flows 35,350 Barrie residents work within their own community 23,115 Barrie residents leave the municipality each day for work 11, 585 work in non-County communities 11,530 work in other communities in the County 20,155 non-residents commute into Barrie each day for work 20,155 non-residents commute into Barrie each day for work Data limitation: These figures do not include persons who do not have a usual place of work. As a result, persons who work from home, outside of Canada or that have no fixed workplace address are not included. Source: Statistics Canada, 2016 Census of Population, Statistics Canada catalogue no. 98-400-X2016325.
Commuters Going and Leaving Barrie 19.6% 31.7% Destination of Source of 8.6% Commuters Commuters 63.0% leaving traveling to 59.9% Barrie to work Barrie to work 1.9% 6.3% 0.8% 3.4% 0.5% 2.1% 2.2% Total = 56,105 Total = 59,065 Simcoe (w/o B) York Toronto Simcoe (w/o B) York Toronto Peel Other areas Within Barrie Peel Other areas Within Barrie 2016 Statistics Canada Census Data Source: ENVIRONICS Analytics
2016 Statistics Canada Census Data
2016 Statistics Canada Census Data
2016 Statistics Canada Census Data
2016 Statistics Canada Census Data
Talent Attraction - Initiatives CTV Job Works Job Fairs – local and Skilled Trades College recruitment Skilled Trades Expo Commuter Campaign
Invest Barrie Video
CONTACT US TODAY: ZVI LIFSHIZ Executive Director, Invest Barrie STEPHANNIE SCHLICHTER Director, Business Development KAREN DUBEAU Director, Creative Economy invest@barrie.ca 705-728-9850 Investbarrie.com
ttracting How to be a Talent Magnet in Simcoe County
Recruitment Strategy § Tip 1 - Develop a formal strategy § Tip 2 - Look within at your talent § Tip 3 - Look beyond traditional methods § Tip 4 - Uncover your unconscious bias § Tip 5 - Monitor your reputation
Tip 1: Develop a formal strategy A strategy document should include: Your brand definition § Criteria for each position/role § Supply and demand of labour § Sources or methods for recruitment § Criteria for evaluation of the sources § Your selection process §
Tip 2: Look within for talent
Tip 3: Look beyond traditional methods Stay connected with a proactive § recruitment process Network at trade shows and § conferences Build a talent pipeline database § Leverage social media § Attend college career fairs, create § internships Be creative and challenge the § status quo!!
Tip 4: Uncover your unconscious bias
Tip 4: Uncover your unconscious bias Stats Canada 2016 Census Barrie -14,270 visible minorities, § approx. 10.2% of population Simcoe County- 33,965 visible § minorities, approx. 7.2% of population 13.4% of Barrie residents are § immigrants, 13.1 in Simcoe County, 29.1 in Ontario and 21.9 across Canada
Tip 5: Monitor your reputation
Questions? HR Performance & Results, Inc. Janice Leroux, CHRL Phone: 705.719.7962 Email: janice@hrpar.ca
. ttracting How to be a l ntMa net in Simcoe County
Agenda Overview • Introduction • 5 Key Principles to Attracting Top Talent 1. Create a Desirable Culture 2. Assess Your Unique Offerings 3. Discover What Employees Care About 4. Establish a Brand of Choice 5. Develop an Attractive Online Presence • Wrap-Up
1. Create a Desirable Culture Wh What does es this is lo look lik like? e? • be part of the big picture • clarity on mission and vision • understand the core purpose • share ideas and feel heard • empowered to create positive change • strong leaders who engage with their team
2. Assess Your Unique Offerings Wh What sets you apart from other er companies es? • Great on-boarding experience • Total compensation • Flexible work arrangement • Job Share options • Career development & training • Mentoring programs • Unique, engaging and inspiring workspace • Team building and wellness program
3. Discover What Employees Care About Wh What are some discovery methods? Organize Peer Groups, Employee Satisfaction Surveys • Monitor online feedback and reviews • Regular check-ins and one-to-ones
4. Establish a Brand of Choice How do people perce ceive your brand? • Invested - apparel, maintained vehicles • Professional - courteous, responsive • Organizational – consistency, relevant • Community - get involved, give back Ho How solid is your brand? • What are your clients saying about your company? • Is your presence on and offline stable? • How well does your company adapt to constant change?
5. Develop an Attractive Online Presence Wh What are they looking at? • Current – Social media, website, LinkedIn • Glass Door – feedback and reviews Wh What are they looking for? r? • What are you involved in? • What is your company doing? Saying? • What are customers and other employees saying? Ho How d w do y o you ou sh show u w up? • Inclusive, diverse, collaborative environment, involved in community • Fun, interactive, innovative, opportunity for growth
Thank you for being here! Hea Heather er Wilson, AT ATC Co-Founder | Director Business Development Cheetah Fusion Creative Agency 705-302-3386 www.cheetahfusion.com
Geneviève Lagacé-Gore Manager of Employee Benefit Solutions McBride Robillard Financial Solutions Inc.
• Benchmarking – Are you competitive within your industry? • Total Rewards – Know the value of your plan • Top 5 emerging trends to attract your ideal employee
~EALJH WEAL J~ McBride Robillard Financial Solution. Inc. HAPPINESS
* The Sanofi Canada Healthcare Survey, 2019
Ø Understand what your industry is offering Ø Identify areas that require your attention Ø Prioritize the motivators that will best improve your compensation package Benefit to you: Include details of your competitive advantage in your hiring process
This tool helps identify the performance of your plan against similar employers: • Financials – review of the premiums and cost sharing • Design – details the plan benefits, levels of coverage and additional services offered
Ø Detail to employee prospects the $ value of the benefits offering. Benefit to you: Draft a total compensation statement to communicate the value of your total rewards package
Recommend
More recommend
