Services for Employers and HR Professionals:
As an Employer or HR Professional, it helps to be aware of the many resources and incentives that are available when it comes to hiring and training.
Employment Ontario services include:
- Free job postings and HR services;
- Work placements, follow up and support;
- Information on incentives, wage subsidies and tax credits such as:
Services for Job-Seekers:
In 2015 – 2016, Employment Ontario Service Providers helped 132,409 people in Ontario find a job. Here is what they offer:
Employment Resource Centre: up-to-date job postings; resume/cover letter development; computer workstations (with free internet access); faxing; photocopying; telephone access (including long-distance); information, education and career development resources; information sessions; workshops and referrals to other local services (such as literacy services).
Job Search and Career Planning: one-on-one employment consulting and job search support; resume/cover letter development and interview preparation; Second Career and other government funded programs; and access to assistive devices and workplace accommodations.
There are various websites available to help job-seekers and employers. However, for employers, posting a vacant position can be costly. Free service is available through the Job Bank, which is sponsored by the Government of Canada. As an employer, you can advertise your job vacancy at no cost, review profiles of job-seekers matching your requirements and increase the visibility of your company.
Every year, workforce planning boards across northern Ontario conduct the employerone survey. This survey asks employers about their hiring practices, separations, projected hiring, recruitment strategies and training.
All employers large and small are bound by employment legislation. Here are some important links:
Labour Market Information (LMI) and Research
Understanding the local labour market is critical. Research and current data combined with key stakeholder consultations helps us answer questions such as:
- What industries are growing or declining?
- What occupations are in demand?
- Is there a skills shortage?
- Where is the projected growth?
- Who is training our future workforce?
It also helps us to identify trends, training needs and opportunities for workforce development and economic growth. Every year, Workforce Planning for Sudbury and Manitoulin (WPSM) prepares a local labour market report to capture what is happening in our local economy.
Replacement demand represents nearly
of all projected job openings over the coming decade
Hiring an Apprentice
There are 156 trades in Ontario. Many employers rely on the trades, and certified journeypersons are critical to the success of many businesses. Many journeypersons are close to an age when they can retire. By hiring an apprentice, as an employer you are not only investing in your business and enhancing/protecting profitability, but recruiting, training and retaining highly skilled talent for the future.
Sudbury and Manitoulin Districts
Ontario College of Trades (OCoT)
All apprentices in all trades and all journeypersons in the compulsory trades are required to register as a member of the Ontario College of Trades.
Connecting apprentices, journeypersons and employers
Literacy and Basic Skills
Various skills such as reading, writing, math and computer proficiency are essential for employment and to fully participate in society. Employment Ontario offers programs to assist with education, skills training and work. Literacy and Basic Skills (LBS) programs help adults reach their goals by developing and/or strengthening some of these skills.
For more information on the network of services available across northern Ontario and the programs they offer:
A recent Oraclepoll survey of local businesses conducted by the Sudbury Chamber of Commerce found that:
- 51% of business owners who responded have no succession plan in place;
- 48% plan to retire or leave their business within the next 10 years; and
- 79% of former business owners who did not have a plan, shut their doors completely.
Succession planning means different things to different people. From an HR perspective, succession planning helps you identify, train and mentor key employees to fill key positions in future. This helps you keep good employees and maintain the smooth operation of your business, even if you do sell. From a business succession perspective, it means getting the best value for your business when you leave (retire, sell, hand it over or are unable to run the business due to injury, illness or death).
A good succession plan can take years to develop, but can help to protect your business investment, your family and even your employees.