Why you should know how: In this global economy, an enormous amount of business is conducted in writing. No matter how well spoken you are, you are expected to communicate your ideas clearly and professionally through writing. Poor writing skills reflect negatively on your intelligence and professionalism, but good writing skills provide you with an edge, no matter your industry.
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]]>Here are some of the key skills to stay competitive in 2025 and why they matter more than ever:
Writing is everywhere in business. Emails, reports, presentations, proposals—whether you’re in marketing, tech, healthcare, or finance, your ability to communicate clearly in writing can set you apart. Even if you’re an incredible speaker, sloppy writing can make you look careless or unprofessional. On the other hand, sharp, polished writing instantly signals intelligence and credibility.
Think of writing as a muscle: the more you use it, the stronger it gets. Good writing comes down to clarity, structure, and the ability to keep people’s attention. And one often-overlooked skill? Learning how to outline your ideas before you write. A quick outline saves you from rambling and keeps your message focused.
Want to dig deeper? Check out Harvard’s tips on effective business writing.
How to learn: You don’t need a degree in English. You can pick up a business writing book, join an online course, or even study well-written newsletters and blogs you admire. Pay attention to how they structure ideas, how they get to the point, and how they persuade. Then start practicing.
We live in a digital-first world. Every company—whether it’s a big tech brand or a local coffee shop—has an online presence. And while you don’t need to become a full-stack developer, having basic web design skills can make you stand out. Imagine being in an interview and casually mentioning you know how to tweak a website or improve its SEO. That’s the kind of detail that can tip the scales in your favor.
At the very least, get comfortable with HTML, CSS, and SEO. HTML is the skeleton of a webpage. CSS is what makes it look good. And SEO is how people actually find your site on Google.
Curious? Moz has a great beginner’s guide to SEO you can read here.
How to learn: It’s normal to feel overwhelmed at first, but web design is more about practice than natural talent. Free platforms like W3Schools or Codecademy let you experiment at your own pace. Treat it like learning a language—use it regularly, or you’ll forget it.
Self-management might sound like a buzzword, but it’s one of the most underrated professional skills. It’s basically the ability to keep yourself organized, motivated, and on track without constant supervision. Employers love people who can take initiative and deliver results without needing someone to hold their hand.
Core parts of self-management include time management, prioritization, planning, and self-discipline. It’s not just about working hard—it’s about working smart.
How to learn: Start small. Create daily task lists, use productivity apps like Notion or Todoist, and practice sticking to realistic deadlines. Over time, these habits build discipline. Want inspiration? Read James Clear’s Atomic Habits—it’s packed with practical strategies for building habits that stick.
WordPress isn’t just for bloggers anymore. It powers over 40% of all websites on the internet, including big e-commerce sites and company pages. Knowing your way around WordPress is like having a Swiss Army knife for the digital world—it lets you build, manage, and optimize websites without needing a developer for every little thing.
WordPress is also beginner-friendly, which means you can set up a site in just a few hours. From there, you can explore plugins, themes, SEO tools, and even analytics.
Want to explore? Visit WordPress.org to see what’s possible.
How to learn: Install WordPress, experiment with themes, and play around with plugins. There are endless YouTube tutorials for beginners. And if you get stuck, the WordPress Support Forum is a goldmine of answers.
Accounting might not sound glamorous, but it’s one of the most practical skills you’ll ever learn. Whether you run a business or just want to manage your personal finances better, knowing how money flows in and out is powerful.
Employers also love candidates who understand the basics—accounts payable, payroll, expenses, invoicing, and software like QuickBooks. It saves them time and shows you’re financially literate.
Want a refresher? Investopedia has a great intro guide to accounting basics.
How to learn: Start with accounting software demos or online tutorials. If you prefer a structured approach, many community colleges and online platforms like Coursera offer affordable courses.
Social media isn’t just for scrolling or memes anymore—it’s a serious business tool. Brands now rely on social media to build awareness, connect with audiences, and even generate sales. The best part? Most of these platforms are free to use.
But there’s a difference between using social media and using it well. Knowing how to create a campaign, build engagement, and track results puts you ahead of most casual users.
How to learn: The fastest way is to create accounts on multiple platforms and experiment. Once you’re comfortable, explore tools like Hootsuite or Buffer to manage multiple accounts. For inspiration, check out HubSpot’s free guide to social media marketing.
Selling often makes people cringe, but here’s the truth: everyone sells, whether they realize it or not. Job interviews? That’s selling yourself. Pitching an idea at work? Selling. Even convincing your team to try a new tool—that’s selling too.
Great salespeople don’t push; they listen. They understand the needs of the person in front of them and then present their idea, product, or solution as the answer.
How to learn: Practice in real-world situations. Go on more job interviews, build a portfolio website to showcase your skills, or attend networking events where you can pitch yourself in casual conversations. Want extra practice? Read Daniel Pink’s book To Sell Is Human.
The workplace is changing fast, and the people who thrive are the ones who keep adding tools to their toolkit. Writing, web design, self-management, WordPress, accounting, social media, and selling are all skills that can give you an edge—no matter your industry.
The best part? None of them require you to go back to school full-time or spend years learning. With a bit of consistency, curiosity, and practice, you can build these skills and open new doors in your career.
By focusing on these 7 key skills to stay competitive in 2025, you’ll future-proof your career and gain an edge over others in the job market.
BCJobs.ca is designed with the future of work in mind. Our platform connects job seekers with opportunities that fit their skills and preferences, whether that be remote work, gig jobs, or positions requiring advanced tech skills. Our goal is to ensure you are equipped to navigate the future of work confidently.
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]]>The post Downsized? Here’s How to Bounce Back and Land Your Next Job in 2025 appeared first on BC Jobs Blog.
]]>Whatever the reason, it stings. But here’s the thing: getting laid off isn’t the end of your career story, it’s the messy middle chapter that can actually set you up for your next big leap.
Think of it as a reset button. Yes, it’s scary. Yes, the timing always feels wrong. But 2025 is full of new opportunities if you know how to play the game. Here’s how to bounce back after downsizing and land not just any job, but a role that actually feels like a step forward.
When the layoff email lands, the temptation is real: “I’ll take a break, maybe travel, and job hunt later.” The problem? The longer you wait, the tougher it gets. Companies in Canada are still hiring, especially in tech and digital fields, but speed matters. Even if you ease into it, start applying, start networking, start moving.
Momentum builds confidence, and confidence is what recruiters and hiring managers pick up on first.
Most people write resumes as laundry lists of job titles and buzzwords. That doesn’t cut it in 2025. Employers want impact.
It’s important that, instead of “managed a team,” say “led a team of five developers who launched an AI-powered tool that cut customer wait times by 30%.” The difference is night and day.
Not sure where to start? Check out The Muse’s resume tips for inspiration. Keep it lean, honest, and focused on the last few years — not what you did at your college coffee shop job.
Exactly, LinkedIn is your online resume. It’s also where hiring decisions often start. Better yet, the platform gives you room to show personality. Share an article, comment on industry news, or write a quick post about what you’re learning during your job search.
Hiring managers notice when you show up. And don’t forget: Past managers or teammates can write recommendations that are pure gold. When someone shares why they loved working with you, it carries more weight than any bullet point on your CV.
Want to go deeper? LinkedIn even has a free learning hub packed with courses that you can showcase on your profile.
Networking gets a bad rap because people imagine awkward small talk and forced handshakes. But in 2025, it’s more about genuine connections than handing out business cards.
Join online communities in your field, whether that’s Slack groups, Discord, or niche LinkedIn groups. Reconnect with old colleagues, even a simple “Hey, thought of you when I saw this job posting” can open a door.
Remember, most jobs in Canada are still filled through word of mouth. The more people who know you’re looking (and what you’re looking for), the better.
Here’s something most people don’t talk about: you don’t have to wait for an employer to validate your skills. Build your own validation.
If you’re in tech, start a side project and share it on GitHub. If you’re in marketing, create a mini case study about a campaign you loved and what you’d do differently. If you’re in design, revamp an existing brand’s visuals just for fun and post them.
Not only does this keep your skills sharp, but it also gives you fresh talking points for interviews. It shows initiative, something every employer values.
The Canadian job market in 2025 is shifting. Remote and hybrid roles are still hot, but employers are picky. They want adaptability, tech-savviness, and people who can show they’re future-proof. That means highlighting not just what you did, but how you keep learning.
Whether it’s a micro-credential, a certification from Coursera or Udemy, or even a bootcamp, show that you’re curious and coachable.
You can still use recruitment agencies, especially if you’re in a specialized field. But don’t put all your eggs there. Use agencies to expand your reach, but keep driving your own search. Companies love direct applicants, and sometimes you’ll even have more leverage negotiating salary without an agency in the middle.
Finally, and maybe most importantly: don’t let “downsized” define you. When you talk to recruiters or hiring managers, focus on what you learned, how you adapted, and where you’re heading.
Instead of: “I got laid off when my company cut costs.”
Try: “My role was impacted during a restructuring, but it gave me the chance to focus on [specific skill/project], and now I’m excited to bring that to my next team.”
That small shift turns a setback into resilience — and resilience is what employers really want in 2025.
Being downsized is tough, no sugar-coating that. But it can also be the push you didn’t know you needed. With a sharp resume, an active LinkedIn, genuine networking, and a mindset that sees opportunity in the chaos, you’ll not only land your next job, you’ll land a better one.
And remember: every professional you admire has been through some kind of career shake-up. What matters isn’t the layoff, it’s what you do next.
Simon Chou is the Advisor and CEO at BCjobs.ca. Over the course of his career, he carved a niche in brand development, marketing strategy, and online presence for startups. In Addition to BCJobs.ca, Simon is hosting unfiltered conversations with marketing experts in our podcast “Marketing On Mars”. Tune into our last episode to hear from Marketing Leaders how they approach work and how they grew in their careers.
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]]>The post Conducting a Skills Inventory: How to Future-Proof Your Career appeared first on BC Jobs Blog.
]]>This isn’t just about padding your resume—it’s about knowing your value, owning your experience, and getting clearer on what jobs you’re actually qualified for (spoiler: probably more than you think).
Let’s break down the two major categories of skills:
Technical or industry-specific skills
These are the skills you need to do a particular kind of job. Think accounting, medical transcription, coding, forklift operation, graphic design, or driving a Class 1 truck. You’ve either been trained in them or learned through hands-on work.
Transferable skills
These are the skills you can carry from one job or industry to another. Project management, problem-solving, public speaking, research, negotiation, and communication all fall into this category. They’re the core of what makes you adaptable and valuable in any work setting.
Now here’s the kicker: as of 2025, Canadian employers are focusing more than ever on transferable skills. A report by Robert Half revealed that 45% of hiring managers in Canada say they value soft skills—like adaptability and clear communication—just as much as technical expertise.
I once worked with a client who had spent years working as a carpenter. After suffering a serious injury, he could no longer do the physical labor. He was feeling discouraged and told me, “I can’t put anything on my resume—I don’t have any skills now.”
As we talked, it became clear he was selling himself short. Not only had he done the hands-on work, but he had also managed multiple work crews. He was in charge of payroll, invoicing, and ordering materials. He estimated project costs, negotiated contracts, and oversaw the daily operations of his own small contracting business.
In other words, he wasn’t just a skilled tradesperson—he was also a leader, a business owner, a budget manager, and a salesperson. By the end of our conversation, he realized just how much he brought to the table.
Doing your own inventory is easier than you think. And it’s worth the time.
Here’s a simple way to start:
Write down every job or volunteer role you’ve held.
For each one, list the technical skills you used or learned.
Then add any transferable skills—especially the ones that might seem “small” but were used often.
As you go through your list, patterns will emerge. Maybe you’ve consistently been the one keeping things organized behind the scenes (hello, project management!). Or perhaps you’ve often been the go-to person for training others (teaching and leadership, right there).
Need a boost? The Government of Canada’s Skills for Success framework is a great place to check how your skills match what employers want.
In 2025, Canada’s labor market is still going through shifts—especially with AI, automation, and global supply chain changes impacting how businesses hire. Here are some quick facts you should know:
Canada’s GDP grew by 2.2% in Q1 but has slowed slightly since May due to manufacturing and trade uncertainty.
Unemployment sits around 5.5%, but some sectors like healthcare and skilled trades are still desperate for workers.
Transferable skills like problem-solving, communication, and adaptability are topping hiring wishlists across industries.
Industries hiring big right now in Canada include:
Healthcare: nurses, personal support workers, mental health specialists
Skilled trades: electricians, HVAC techs, welders
Tech: developers, cybersecurity pros, cloud engineers
Green energy and construction: sustainable building, environmental monitoring
Early education and care: ECEs, child and senior care specialists
If you’re looking to shift industries, transferable skills can make that happen. Project management in construction? Super valuable in IT. Customer service in retail? That’s gold in healthcare or finance.
Once you’ve done your inventory, you’ll need to put it to work. Here’s how:
Tailor your resume
Begin your resume with a “Key Skills” section that includes both your technical and transferable skills. Use the same language found in the job postings you’re applying to.
Use real examples
Don’t just say you’re a “strong communicator.” Say you “led weekly team meetings and trained 5+ new hires over 6 months.”
Apply for jobs that align with your strengths
Now that you’ve mapped out your skills, filter job postings by keywords. LinkedIn and Indeed allow you to search jobs by skills—not just job titles.
Keep growing
Use platforms like Coursera or LinkedIn Learning to upskill in areas like AI tools, project management, or cloud computing.
A lot of Canadians—especially newcomers—struggle with this part. You might feel like your past experience doesn’t “count” here. But it does. You just need to learn how to frame it.
Check out immigration.ca’s job market guide for tips on making your international experience land with local employers.
And if you’re still unsure, talk to someone. A career coach, a friend in HR, or even your local employment center can help you find the right words for what you do.
Doing a skills inventory is kind of like holding up a mirror—you finally get to see everything you’ve accomplished. And it’s probably more than you thought.
So take a few minutes. Write down your roles. Dig into what you actually did. You might just be amazed by what’s already in your toolkit.
And if you want to stay in the loop about jobs that match your growing list of skills, don’t forget to sign up for customized job alerts.
You’ve got skills. Now it’s time the world sees them, too.
BCJobs.ca is designed with the future of work in mind. Our platform connects job seekers with opportunities that fit their skills and preferences, whether that be remote work, gig jobs, or positions requiring advanced tech skills. Our goal is to ensure you are equipped to navigate the future of work confidently.
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]]>The post Navigating Your Return to Work After Maternity Leave in 2025 appeared first on BC Jobs Blog.
]]>But here’s the good news: you’re absolutely not alone. Thousands of parents across Canada take extended breaks to raise their kids. And while that gap on your resume might look intimidating at first, there are practical, doable ways to bounce back stronger than ever.
You might wonder, why do so many returning moms start with entry-level jobs? For some, it’s because they never had the chance to move beyond entry-level roles before having children. Others left mid-career and now feel like their skills are rusty. And honestly, some moms want a lighter load when they re-enter—they’re testing out what it means to juggle motherhood and a job before diving all the way in.
Whatever your reason, there’s no shame in easing back in. The job you had before kids doesn’t have to be the job you return to—and that’s okay.
Volunteering isn’t “just helping out”—it’s leadership, planning, coordination, and communication in action. Did you lead your child’s school fundraiser? Organize a meal train for new parents in your community? Manage communications for your local soccer league? Those experiences matter. Use your resume’s summary section to frame them as part of your career story.
Not sure how to word it? Think impact. For example:
“Led a school-wide fundraising campaign, raising over $8,000 to support educational resources, managing a team of 12 volunteers.”
It’s all about showing how your efforts made a difference.
There’s no rule that says you need to return to full-time work right away. In fact, part-time, freelance, or contract gigs can be the perfect way to rebuild confidence, refresh your resume, and get your foot back in the door.
Seasonal work—like retail during the holidays or even tax prep jobs (yep, they’re often part-time!)—can also be a smart way to dip back in without overcommitting.
Quantifying your experience—even outside of traditional jobs—makes it more credible and concrete. If you organized community events, managed schedules, or oversaw budgets, say so!
Here are a few ideas:
“Coordinated weekly activities for a 10-family babysitting co-op, managing a rotating schedule and resolving conflicts.”
“Ran a parent group with 40+ members, handling communications, social media, and event logistics.”
Numbers = value. Use them!
You’ve probably heard the saying, “It’s not what you know, it’s who you know.” And while both matter, connections often lead to opportunities. Reconnect with former colleagues. Join LinkedIn groups. Attend local networking events. Volunteer for causes that matter to you. Even casual chats with other parents at school drop-off can lead to unexpected opportunities.
And don’t overlook informational interviews—a quick 20-minute convo with someone in your target industry can open up valuable insights (and job leads).
Update your voicemail greeting. Clean up your LinkedIn profile. Refresh your resume with your most relevant (not just most recent) experience. If it’s been years since your last interview, do a few mock ones. Even practicing in front of a mirror helps!
And don’t forget your wardrobe—a crisp, comfortable outfit can do wonders for your confidence.
In 2025, Canadian mothers returning to work are facing both challenges and new opportunities. As of Q2 2025, the national unemployment rate sits at 7.0%, the highest in nearly four years, but job openings in part-time, healthcare, education, and remote administrative roles have increased steadily.
Here are a few key insights:
Flexible and Remote Work Is Booming
Since the pandemic, remote jobs have become a mainstay. Many employers offer flexible hours and work-from-home options, which are ideal for parents re-entering the workforce.
Childcare Remains a Barrier
While the Canada-wide Early Learning and Child Care plan has reduced fees to an average of $10/day in many provinces, access to spots remains limited in urban areas. This continues to impact how and when mothers return to work.
Employers Are More Open to Career Gaps
According to a 2025 survey by Robert Half Canada, 73% of employers said they are more likely to consider candidates who have taken career breaks for caregiving than five years ago. The stigma around resume gaps is fading—so long as you can show transferable skills.
Some companies just get it—they offer parental leave, flexibility, and a culture that supports work-life balance. Here’s how to find them:
Use sites like Glassdoor or Indeed to read employee reviews.
Check out Canada’s “Top Family-Friendly Employers” list, published annually.
Look for companies that mention “returnship” programs—these are like internships for professionals re-entering after a career break.
Re-entering the workforce after maternity leave might feel intimidating, especially if you’ve been out for a while. But your experience—both professional and personal—has value. You’ve handled tantrums, solved crises before 8 a.m., and kept tiny humans alive. You’ve gained time management, patience, multitasking, and problem-solving skills that any employer would be lucky to have.
You’re not starting from scratch. You’re starting from strength.
Simon Chou is the Advisor and CEO at BCjobs.ca. Over the course of his career, he carved a niche in brand development, marketing strategy, and online presence for startups. In Addition to BCJobs.ca, Simon is hosting unfiltered conversations with marketing experts in our podcast “Marketing On Mars”. Tune into our last episode to hear from Marketing Leaders how they approach work and how they grew in their careers.
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]]>The post Mastering the Art of Salary Negotiation in 2025 appeared first on BC Jobs Blog.
]]>First off, showing up every day doesn’t cut it anymore. You’ve got to prove you’re punching above your salary. That means real metrics: deals closed, clients won, processes smoothed out, cost-savings, glowing customer or colleague feedback—whatever demonstrates ROI.
Canada’s average full-time salary is around CAD 72,000/year ($6,000/month) and climbing—averaging slightly over CAD 71,100 according to multiple 2025 reports. High-demand fields like tech, finance, and healthcare often exceed these numbers. So, first step: establish clearly how you’re delivering more than the basic job description.
Don’t go in blind. Use Canadian salary tools like the Robert Half 2025 Canada Salary Guide or tools like Glassdoor, Indeed, Payscale, and Talent.com to benchmark your role in your region. Salaries vary by city:
Toronto averages around CAD 73,000
Vancouver sits near CAD 71,000
Montreal is about CAD 71,000
Also take note of your industry’s health. Canada’s unemployment rate for April 2025 was 6.9%, with hourly wages rising about 4% year-over-year to CAD 36.94/h. That growth matters—it indicates where leverage might exist.
You want your ask to feel natural. Target a time when your boss isn’t swamped—avoid budget crunches or peak business periods. Ideally, this aligns with performance reviews. Or wait until just after your latest win—closing a big deal, beating targets, completing a major project. That recency effect works in your favor.
A handy Canadian resource on timing and tactics is Robert Half’s article When and How to Negotiate Salary for a New Job in Canada. Even though it’s about new roles, the strategies perfectly apply to internal raises.
Walk into your discussion fully armed:
Concrete achievements – revenue, productivity improvements, savings, etc., with numbers.
Relevant feedback – client or colleague praise, especially including email quotes.
Market data – salary benchmarks for your role and region.
Soft wins – training you spearheaded, mentoring, efficiency tweaks, company culture boosts.
Organize it in a short, bullet-point doc or a clean slide deck. Give a copy to your boss ahead or bring it along. It shows effort and makes it easy for them to advocate on your behalf.
Say something like:
“I’m proud of what I achieved this quarter—[highlight achievement]. Based on my market research, people with similar responsibilities in [your city/industry] are earning in the range of CAD X to CAD Y. I’d love to talk about adjusting my compensation to reflect that contribution.”
Be calm, confident, and clear. Your tone matters just as much as your data.
You might not get everything you ask for—and that’s okay. Prepare to negotiate beyond salary:
Flexible hours or hybrid/remote arrangements—Robert Half reports 39% of Canadian companies now offer hybrid and 37% flexible scheduling.
Additional vacation days, professional development budget, performance bonuses, or equity options.
If salary isn’t possible now, ask about setting goals and revisiting in 3–6 months.
If your request is declined, say, “Thanks for considering this. What would I need to do to revisit this in six months?” That keeps the door open.
Don’t go personal. Saying “I need more cash to buy a house” isn’t compelling.
Don’t overshoot unreasonably. Set a range at the high end of market norms so there’s room to settle near the middle.
Avoid comparing directly with co-workers. That can feel awkward or unethical.
Stay professional. No tears, no threats to quit.
Let them make the decision. Frame it as a mutual win: your value helps the company, too.
If your boss needs approvals, politely ask for timelines and next steps. After the meeting, send a thank-you email summarizing what was agreed or next steps to follow. This keeps things professional and documented.
Here’s what’s new in 2025:
Annual merit increases across Canada are averaging around 3.2%, with total compensation bumps around 3.5% . So aiming for a 5–10% increase is on the ambitious—but not unreasonable—side.
Union presence remains high—about 30% of Canadian workers are unionized, giving more sway to collective bargaining. That’s something private-sector employees can learn from: data-backed, consistent negotiation works.
Cost of living vs. inflation: Canadian inflation was about 3.4% in 2025, with wage growth lagging unless you’re in high-demand sectors.
High-growth industries: Tech, digital marketing, finance, healthcare, cloud computing, cybersecurity, AI—many of these roles have seen 9%+ wage increases, some reaching CAD 100,000+ annually.
2025 Canada Salary Guide from Robert Half: read the full report here
Salary benchmarks by role and region: check out sites like Glassdoor, Indeed, Payscale, Robert Half, Talent.com, and the federally released Statistics Canada tables.
Canadian labor stats & economy: StatsCan’s breakdown of unemployment, participation, and real wage trends
Sector-specific trends: Morgan McKinley and Randstad 2025 guides for sector highlights.
Asking for a raise isn’t just about getting paid more. It’s about showing you’re invested, informed, and improving the company. In today’s Canadian market, built on hard data and real impact, that voice counts.
Simon Chou is the Advisor and CEO at BCjobs.ca. Over the course of his career, he carved a niche in brand development, marketing strategy, and online presence for startups. In Addition to BCJobs.ca, Simon is hosting unfiltered conversations with marketing experts in our podcast “Marketing On Mars”. Tune into our last episode to hear from Marketing Leaders how they approach work and how they grew in their careers.
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]]>The post Job Skill Training in 2025: How to Ask the Right Questions appeared first on BC Jobs Blog.
]]>What kind of training does the company actually offer?
Is it just onboarding sessions, or do they invest in ongoing upskilling too?
How are those training opportunities set up?
Is HR running the show, or does leadership play a role in deciding who gets access?
Who gets to participate?
Is it open to all employees, or mostly limited to managers and senior staff?
What is the company’s training philosophy?
Do they want you to get better at your current role, or are they helping you build for the future?
Are training programs outsourced or built in-house?
Do they partner with outside experts or lean on internal teams to deliver programs?
How do they measure the success of training?
Is it connected to performance reviews or promotion paths?
What kind of support or follow-up is provided after training?
Is it a one-time session or a learning journey with coaching and feedback?
Understanding the answers to these questions can give you real insight into how much the company values growth. In turn, this helps you determine whether the role will support your career goals.
Canada’s job market is shifting. As of early 2025, the unemployment rate has climbed to 7.0 percent, the highest it’s been since before the pandemic. At the same time, job vacancies have dipped to around 524,300, down almost 4 percent from the end of 2024, according to Statistics Canada.
Fewer open positions means more competition. More competition means employers are looking for candidates who stand out with up-to-date skills. Whether it’s digital fluency, leadership, or industry-specific knowledge, training is the difference-maker.
There’s also been a rise in skill-based hiring. According to LinkedIn’s 2025 Workplace Learning Report, companies are prioritizing competencies over degrees more than ever. In short, if you’re not learning, you’re falling behind.
Instead of waiting for your manager to bring it up, be proactive. Look through your company intranet, review the employee benefits documents, and ask your boss directly what’s available.
Once you confirm that the company has a training policy or budget, then take the next step and do some research. Find out which programs will help you most.
Also, consider how you like to learn. Is a formal classroom best for you, or are you more comfortable with self-paced online learning or hybrid models?
That said, it’s not enough to say, “I want to take a course.” You need to come prepared with details and reasoning.
Fill out any required forms and ask for a meeting with your manager. Don’t skip this step—your boss will likely need to sign off before HR can approve the request. Be clear, confident, and flexible.
However, if your request gets turned down, try to find out why. Budget limitations or lack of relevance might be the reason.
Once you get the green light, make sure you understand any requirements that come with it. Are there limits on class times? Will you be reimbursed up front or after completion? Are there forms to fill out or reports to submit?
Some companies ask employees to share what they learned. That might mean giving a short presentation or writing a summary. If that’s the case, take notes, keep your course materials, and think about how you can pass along insights to your team.
A good training experience should benefit more than just you. When you bring new knowledge into the workplace, everyone wins.
Canada is investing heavily in workforce training. Here are a few highlights that can impact job seekers and workers across the country:
The Youth Employment and Skills Strategy (YESS) continues to support youth across Canada with work-integrated learning in areas like sustainability, healthcare, and tech.
The Student Work Placement Program (SWPP) offers meaningful experience to students and recent grads through partnerships with employers in high-demand sectors.
ECO Canada, a major force in the environmental sector, has distributed over $90 million in wage subsidies and career development programs for sustainability jobs. Their support includes Indigenous-led training initiatives.
Digital Supercluster initiatives, such as the recent upskilling project for 3,000 Canadians in AI and data, show the country’s pivot toward future-ready skills, read more here.
The new Canadian Sustainable Jobs Act helps transition workers from traditional energy jobs into green tech, through retraining programs and wage subsidies.
Tech roles are still hot. According to Nucamp, Canada now has more than 2.2 million tech jobs, with digital transformation expanding into almost every sector. Companies are investing more in cloud, cybersecurity, and AI-related training.
Supporting employee training isn’t just good for morale—it’s good business. According to LinkedIn, 45 percent of Canadian companies are now actively reskilling employees to future-proof their workforce. Offering training opportunities improves retention, boosts productivity, and builds internal leadership.
Need a place to start? Partner with national organizations like ECO Canada or Skills Canada to bring in accessible, structured training programs. Or offer education stipends employees can use toward micro-credentials or part-time courses.
If you want to understand how to measure the ROI of learning initiatives, the LinkedIn Workplace Learning Report provides practical frameworks and KPIs.
Whether you’re looking to land your first job, move into a leadership role, or shift industries entirely, training is your lever for change. Don’t wait for someone to hand you opportunities. Know what to ask, where to look, and how to make a case for your growth.
In today’s job market, the most successful people are the ones who never stop learning.
BCjobs.ca is Western Canada’s largest job board, with a majority of the jobs coming from Vancouver. For over 20 years, BCJobs has connected job candidates with companies looking to add talent to their teams. Support the local job market by using BCJobs.ca.
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]]>The post Generational Diversity in the Workplace: Managing Expectations in 2025 appeared first on BC Jobs Blog.
]]>Here’s a breakdown of the main generations you’ll encounter:
Millennials are team-oriented and want to be treated as equals. They’ve grown up in structured environments and thrive on feedback. Millennials are also known for embracing technology and valuing flexibility. They prefer to work in ways that allow them to balance their personal lives with their careers. Regular feedback helps them succeed and feel supported.
Gen Xers grew up during the era of downsizing. As a result, they’re skeptical and value independence. They know that job security isn’t guaranteed, so they prioritize work-life balance. Gen Xers tend to work efficiently on their own. They dislike micromanagement and prefer to focus on their tasks rather than sit in endless meetings. If you’re working with a Gen Xer, respect their space and give them the freedom to do their thing.
Baby Boomers are dedicated to their work and want to make an impact. They value collaboration and like to find consensus through meetings. While their “question authority” mindset led them to push for change, they also have a strong work ethic and tend to work long hours. If you’re working with Baby Boomers, be prepared for detailed discussions and multiple meetings to ensure everyone is on the same page.
Veterans value authority and hard work. They respect hierarchy and have a strong sense of duty. They take pride in a job well done and often believe that experience and perseverance should be rewarded. Veterans may prefer a top-down leadership style. They are excellent mentors, offering wisdom and stability to teams.
When working in a team with different generations, you might notice differences in how people approach tasks. But it’s important to focus on common goals. If you focus on shared motivations and mutual respect, you can work effectively across generational lines.
Here are some tips for managing generational differences:
Communicate Clearly: Make sure everyone is on the same page. Generational differences may lead to different communication styles, so be open and clear when expressing ideas.
Offer Flexibility: Some generations prefer a structured approach, while others value flexibility. Offering options like remote work or flexible hours can help meet everyone’s needs.
Respect Experience: Every generation brings something unique. Baby Boomers and Veterans have years of experience, while Millennials and Gen Z have fresh, tech-savvy perspectives. Respect and tap into these diverse strengths.
Generational diversity can be a huge asset in the workplace. If you focus on what you share in common, you’ll see better results. Here are some strategies for success:
Listen Actively: Be open to learning from others. Everyone’s experiences are valuable, and listening to your colleagues can help you understand their point of view.
Value Different Strengths: Millennials bring new ideas and tech skills, Gen Xers bring independence and balance, Baby Boomers bring experience, and Veterans bring stability. Together, these strengths create a stronger team.
Work Toward Shared Goals: Focus on what you can achieve together. Whether you’re working on a big project or day-to-day tasks, having a shared purpose makes all the difference.
In the New Economy, innovation is key to success. By blending the strengths of all generations, companies can foster creativity and drive new ideas. Millennials and Gen Z may bring fresh perspectives and a strong grasp of digital tools, while Baby Boomers and Veterans offer a wealth of experience and industry knowledge.
When these generations work together, they can combine their different skills to create new solutions and approaches. For example, Baby Boomers and Veterans may have a deep understanding of traditional processes, while Millennials and Gen Z know how to adapt and improve with modern technologies. This balance between tradition and innovation can lead to breakthrough ideas that push businesses forward in competitive markets.
Generational diversity also creates a more inclusive work culture. When people of different ages and backgrounds collaborate, they learn from each other and develop mutual respect. This diverse environment helps people grow, both personally and professionally.
Related to Career Advice
If you want to learn more about navigating the workplace and advancing your career, check out these resources:
Generational diversity is an opportunity to learn and grow. While you may face challenges working across generations, focusing on shared goals and mutual respect will create a positive, collaborative work environment. Every generation brings something unique and valuable. Embrace these differences and use them to your advantage in the workplace.
Simon Chou is the Advisor and CEO at BCjobs.ca. Over the course of his career, he carved a niche in brand development, marketing strategy, and online presence for startups. In Addition to BCJobs.ca, Simon is hosting unfiltered conversations with marketing experts in our podcast “Marketing On Mars”. Tune into our last episode to hear from Marketing Leaders how they approach work and how they grew in their careers.
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]]>The post How Career Coaches are Helping Job Seekers in 2025 appeared first on BC Jobs Blog.
]]>The first step is all about self-assessment. A career coach will guide you through a variety of exercises and questionnaires to figure out what you truly value, what gets you excited, and where your strengths lie. This is your opportunity to discover what lights a fire in you and which transferable skills you can bring to the table. One common tool they might use is the Myers-Briggs Type Indicator (MBTI). This test helps you understand your preferred work environment and gives you insights into how you function best.
By the end of this phase, you’ll have a clearer picture of who you are, what you’re passionate about, and a list of career ideas to research. This is a crucial step in building a foundation for your future career, and it sets the tone for everything else.
Next, we move on to imagining your ideal future. This phase is all about dreaming big, without any of the usual limitations. With your coach by your side, you’ll map out a Career/Life Plan, leaving behind those negative beliefs that might have held you back in the past. You’ll think about what you truly want in both your career and your life. This is a chance to create a vision of your future without constraints.
Your plan will become your guide—a roadmap to help you navigate your career journey with clarity and confidence. It’s not just about imagining a future, but actively creating a vision that aligns with your goals. This is where you begin to visualize your next chapter, setting the stage for actionable steps toward achieving those dreams.
Once you’ve got a plan in mind, it’s time to dive deep into research. This phase is about exploring your career ideas and gaining a better understanding of what they actually involve. Your career coach will encourage you to use online resources and connect with as many people as possible in the fields you’re interested in.
This is the stage where you get a real sense of what the job is like day-to-day. Ideally, face-to-face meetings with professionals in your chosen industry are the best way to get an authentic view. You’ll learn about the work culture, the people involved, and the training you might need. Additionally, these conversations can lead to valuable networking opportunities, opening doors to future job openings.
Researching career ideas ensures that you’re not just picking a path based on assumptions. Real stories from professionals already working in your chosen field will help you make a more informed decision.
Finally, it’s time to take action. In this phase, your career coach will help you prioritize everything you’ve learned and decide on the best course of action to move forward. You’ll break down your big goals into manageable steps—whether that means taking additional high school credits, volunteering to gain experience, revamping your resume to highlight transferable skills, or reaching out to employers for on-the-job training.
By the end of this phase, you’ll be ready to launch your career plan and start taking action toward your new career path with confidence.
Launching your career plan is all about setting yourself up for success. Your career coach will help you break down the steps you need to take, whether that means making connections, applying for jobs, or enrolling in further education. The key is to take consistent, purposeful action.
This is where the planning turns into doing. It’s not just about what’s on paper—it’s about stepping into the journey and bringing your career vision to life. During this phase, your coach will continue to provide support, motivation, and accountability to keep you on track. You’ll have someone in your corner, cheering you on and helping you navigate any obstacles along the way. This kind of personalized support can make all the difference, especially when things get tough.
Related to Career Coaching
If you’re interested in learning more about how career coaches can help you on your journey, check out these useful resources:
Whether you’re just getting started or looking to take your career to the next level, a career coach can be an invaluable partner in helping you build the future you’ve always imagined. With the right guidance and a solid plan, you can turn your career goals into reality.
Career coaching is about more than just finding a job; it’s about finding a path that feels right for you and then taking the steps to make it happen. With personalized guidance and a clear roadmap, career coaches can help you discover new possibilities and unlock your potential. So, if you’re ready to take charge of your future and start working toward your dream career, working with a career coach might be the best decision you make in 2025.
BCJobs.ca is designed with the future of work in mind. Our platform connects job seekers with opportunities that fit their skills and preferences, whether that be remote work, gig jobs, or positions requiring advanced tech skills. Our goal is to ensure you are equipped to navigate the future of work confidently.
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]]>The post Career Planning in 2025: Setting Achievable Goals for the New Year appeared first on BC Jobs Blog.
]]>While most people set personal resolutions like hitting the gym or eating healthier, it’s just as important to focus on your professional growth. Your career is a huge part of your life, and making thoughtful career goals can lead to more fulfillment, less stress, better work-life balance, and even increased income. It’s all about setting yourself up for success, both personally and professionally.
The start of a new year is the best time to reflect on where you are in your career and where you want to go. Whether you’ve been thinking about moving up in your current job, switching industries, or aiming for a big promotion, it’s essential to set clear goals. For example, if you want to become a manager in the next five years, you might decide to take on more responsibilities at work or find a mentor who can guide you.
But career goals don’t always have to be specific. You should also focus on more general objectives that will make you a more marketable professional and boost your value at work. Ask yourself, “What skills do I need to improve?” and “How can I enhance my marketability?” It’s all about creating a plan that helps you grow and advance in your field.
Keep Learning
Education doesn’t stop once you earn a degree or certification. In fact, lifelong learning is essential for keeping up with industry trends and ensuring you stay competitive. Whether you choose to pursue formal education like a certification, take an online course, or simply read industry journals, it’s important to keep building your knowledge. Doing so will help you stay sharp and informed.
Network More
Networking isn’t just about meeting people at events; it’s about building and maintaining relationships. Connections can open doors to new job opportunities, career advice, and valuable insights into your industry. In addition to meeting new people, focus on nurturing the relationships you already have. Stay in touch with colleagues, mentors, and other professionals to ensure you’ve got a strong support system for whatever comes your way.
Improve Your Productivity
One of the most important aspects of your career is how effectively you manage your time. Improving productivity can help you get more done in less time, reduce stress, and make you stand out at work. Start by tracking your time for a week to see where you can make adjustments. Are you spending too much time on emails or in meetings? Consider setting limits on non-essential tasks so you can focus on your priorities. Little changes like this can have a huge impact on your success and satisfaction at work.
Once you’ve set your career goals, it’s time to make a plan. Many people get off to a great start in January but lose motivation after a few months. To avoid that, here are a few tips to help you stay on track:
Be Realistic
Make sure your goals are attainable. For instance, if you’re thinking of switching careers, make sure you’ve done your research and have the skills to make the change. Setting overly ambitious goals without proper preparation can lead to disappointment. Aim high, but give yourself the time and resources to reach your goals.
Create a Plan
Rather than feeling overwhelmed by your big goals, break them down into smaller, more manageable tasks. If you want to find a new job, for example, set daily goals like sending out a certain number of applications or attending networking events. The key is to create specific action items that will help you achieve your larger goals over time.
If your goals are within your current company, share them with your boss. They can help you develop a career map with the specific steps you need to take to succeed. Plus, your manager might point you to additional resources or opportunities to help you reach your goals faster.
Keep Your Goals Visible
If you don’t actively keep your goals in front of you, they can easily slip out of mind. Write them down and put them somewhere you’ll see them regularly, like on your desk or in your planner. This simple act of visibility can remind you to stay focused and motivated as you work toward your goals.
Stay Flexible
Not everything will go according to plan, and that’s okay. Career paths are rarely linear, and setbacks are a natural part of the journey. If things don’t go as expected, don’t get discouraged. Instead, look at challenges as opportunities to learn and grow. Be willing to adjust your goals as circumstances change, and stay positive through the ups and downs.
Get a Support System
Having a support system is one of the most important factors in achieving your career goals. Let your friends, family, and colleagues know about your resolutions so they can help keep you motivated and focused. The more encouragement you get from others, the better your chances of success.
Celebrate Milestones
Take time to celebrate when you hit key milestones along the way to achieving your ultimate career goal. Whether it’s mastering a new skill, completing a certification, or landing an interview, it’s important to recognize and celebrate the small victories. Acknowledging your progress will keep you motivated and remind you of how far you’ve come.
Setting career goals for the new year is a powerful way to focus your energy and stay on track with your professional growth. Take time at the beginning of each year to assess your goals, plan your actions, and create a strategy to stay motivated. With persistence, the right attitude, and a little help from your support system, 2025 can be the year you make your career aspirations a reality. Stay focused, stay flexible, and most importantly, keep going!
BCjobs.ca is Western Canada’s largest job board, with a majority of the jobs coming from Vancouver. For over 20 years, BCJobs has connected job candidates with companies looking to add talent to their teams. Support the local job market by using BCJobs.ca.
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]]>The post Job Training in 2025: Why It’s More Critical Than Ever for Career Success appeared first on BC Jobs Blog.
]]>The post Job Training in 2025: Why It’s More Critical Than Ever for Career Success appeared first on BC Jobs Blog.
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