Category: Recruitment

Summer is heating up and so is SiteNews Jobs, a Canadian construction job board we launched just days ago. To highlight some of the best roles, we are starting a new weekly feature: Hot Jobs.

Don’t have time to scroll through all the postings? No problem. Every week, we will round up some of the top senior-level construction jobs that we think deserve some extra attention. Could that be the boost needed to connect the perfect candidate with the perfect role? We hope so.

Here’s the hottest jobs from our launch week:

• HSE Manager – Industrial (Edmonton – Graham Construction)
• Construction Manager (Calgary – PCL Construction )
• Site Superintendent (Richmond – Wales McLelland)
• Construction Project Manager – Residential (Vancouver – DMC Recruitment)
• Operations Manager (Edmonton – ATCO)
• Superintendent – Port Moody Project (Port Moody – Impact Recruitment)
• Senior Quality Manager (Toronto – EllisDon)
• Construction Safety Officer (Burnaby – ETRO Construction)
• Civil Superintendent (Ottawa – PCL Construction)
• Senior Construction Project Manager – ICI Projects (Vancouver – Naikoon)

If you are looking to build your all-star team, try posting your role on SiteNews jobs today. And if you are seeking a job, check out the full list of available positions.

Key Takeaways:

• BuildForce is predicting the industry will experience a brief contraction before growth resumes in 2025.
• Employment has been growing faster than the labour force in recent years. These trends combined to bring the industry’s national average unemployment rate to below 5% in 2022.
• By 2032, Canada’s construction sector could see a retirement-recruitment gap of more than 61,000 workers.
• The group is calling for more efforts to recruit from under-represented groups such as women, Indigenous people, and new Canadians.

The Whole Story:

BuildForce Canada’s latest 10-year forecast is calling for new recruitment strategies as the group is expecting the construction sector to boom following a brief contraction.

According to the group, Canada’s construction sector continues to perform at an elevated level following the COVID-19 pandemic. Strong levels of investments by governments across the country have helped to stimulate the economy, demand for housing remains high, and private-sector entities continue to invest in construction. These factors combined in 2022 to increase total construction investment levels by 3% over the record high recorded in 2021.

BuildForce Canada’s forecast report finds that construction activity will step down from its 2022 peak, with contractions projected for 2023 and 2024. But they believe this contraction will be brief. Growth is poised to resume by 2025, and by 2032, total investment should increase by 1% over 2022 levels.

BuildForce noted that numbers are based on existing known demands and do not take into account the federal government’s goal to double the number of new homes built across Canada over the next 10 years, nor the anticipated increase in demand for construction services related to the retrofit of existing structures to accommodate electrification.

Across the forecast period, activity in the residential sector will be driven by a combination of factors. Demand for new housing is expected to contract in response to rising interest rates in the short term and return to growth between 2024 and 2029. Meanwhile, activity in the renovation and maintenance sector increases continuously. By 2032, overall residential employment is forecast to contract by a modest 5,300 workers (-1%) by 2032, with losses concentrated in the new-housing sector.

Construction in the non-residential sector will continue to benefit from stronger levels of public-sector investment in an array of projects, including major transit, utility, and road, highway, and bridge projects in Ontario, B.C., Quebec, Nova Scotia, and Prince Edward Island, and strong demand for projects in the industrial, commercial, and institutional (ICI) sector in every province.

Employment in the non-residential sector is poised to grow almost continuously between 2023 and 2027, rising to a forecast peak of just over 600,000 workers, and by 2032, employment should be 4% higher than levels recorded in 2022, as a moderate contraction of 1% in engineering construction is more than offset by gains in the ICI and maintenance sectors.

“The construction sector saw another strong year of growth in 2022, with overall employment growing further beyond pre-pandemic levels,” said Clyde Scollan, chair of BuildForce Canada. “More than 1.5 million Canadians, or about one in every 13 working people, now works in the industry. The challenge now is how to manage demands, given an aging labour force. Employment has been growing faster than the labour force in recent years. These trends combined to bring the industry’s national average unemployment rate to below 5% in 2022, with a record low of 2.4% achieved in July.”

Although construction employment varies year to year depending on investment levels, BuildForce found labour market conditions in 2022 were particularly challenging for Prince Edward Island, Ontario, B.C., New Brunswick, Nova Scotia, and Saskatchewan. These provinces experienced investment increases in both residential and non-residential construction segments.

“Although market pressures should ease in the residential sector in 2023 and 2024 as demand for new housing contracts in response to interest rates, activity in most provinces’ non-residential sectors could remain elevated well into the middle years of our forecast period, given the high volume of large projects currently underway in many regions of the country,” said Bill Ferreira, executive director of BuildForce.

Provinces at glance:

Atlantic Provinces

Across the Atlantic provinces, construction activity is either at, or will soon reach, near-term peaks. The provinces’ respective residential sectors will initially contract before returning to growth between 2024 and 2026, with demand for renovation activity projected to remain elevated. Activity in the non-residential sector will fluctuate in line with various large-scale projects such as the refurbishment of the Mactaquac Dam in New Brunswick, the West White Rose redevelopment in Newfoundland and Labrador, and several civil and health care projects. Only Nova Scotia and New Brunswick are expected to report employment growth across the forecast period.

Quebec:

Construction activity in Quebec will be affected by competing factors. After reporting a strong year in 2022, the province’s residential sector is expected to decline across the forecast period, in line with lowering demand for new construction. Its non-residential sector will be supported in the short term by work on major projects in Montreal and Quebec City. Growth will fluctuate in later years as these works conclude.

Ontario

Ontario’s construction market enters the forecast period at a time of significant growth. Although the pace of residential activity in 2023 and 2024 is projected to moderate from previous record highs, it nonetheless remains elevated and returns to growth in 2025. The non-residential sector continues to be driven by a large inventory of major infrastructure projects and a projected recovery in commercial-building construction. Unemployment should remain at or near record-low levels.

Manitoba

In Manitoba, non-residential construction activity has been bolstered by work on a series of infrastructure projects. These projects cycle up and down across the forecast period, alongside strong government investment and a rebounding commercial sector. As housing starts recede from recent highs, the renovation and maintenance sector is poised to become the dominant driver of residential employment in the province.

Saskatchewan

Saskatchewan’s construction sector should rise to a peak in 2027, sustained by strong growth in its residential sector post-2023, and new and ongoing manufacturing, utility, mining, school, and health care projects. A younger demographic is well positioned to replace retiring workers.

Alberta

Alberta’s construction outlook is driven by competing pressures. The residential sector, and particularly its new-housing segment, faces a series of contractions through 2032. Strong gains in renovation activity could help partially offset the anticipated declines. The non-residential sector, on the other hand, is projected to rise to peak employment by 2030 on the strength of ongoing major road and highway, health, education, commercial, industrial, and public-transportation projects, as well as growth in the oil and gas sector.

B.C.

The outlook for B.C.’s construction sector sees varying trends. The residential sector is expected to recover swiftly after 2024 as interest rates ease and the renovation sector expands. Meanwhile, activity in the non-residential sector will fluctuate with the ebb and flow of work on several major projects and is underpinned by growth in maintenance work. 

New recruitment strategies needed

“Labour markets in many provinces are experiencing tight conditions, so much so that it has become extremely challenging for companies to recruit workers from other regions or even from other provinces,” said Ferreira. “The situation is complicated by the anticipated retirement of older and experienced workers. Although younger workers are certainly capable and well trained, they lack the years of experience, skills, and knowledge of the older workers they are replacing.”

By 2032, overall hiring requirements in the industry are expected to exceed 299,000 due to the retirement of approximately 20% of the 2022 labour force and growth in worker demand of more than 54,000.

Based on historical trends, Canada’s construction industry is expected to draw an estimated 237,800 first-time entrants aged 30 and younger from the local population, leaving the industry with a possible retirement-recruitment gap of more than 61,000 workers.

BuildForce stated that an ongoing commitment to apprenticeship development in both compulsory and non-compulsory trades will be necessary to ensure there are sufficient numbers of qualified tradespeople.

Sean Strickland, BuildForce Canada vice chair, explained that the industry has been working to bring in groups traditionally under-represented groups such as women, Indigenous People, and newcomers to Canada.

“Creating greater awareness of the tremendous career opportunities for these individuals within the construction sector will be critical to ensuring the sector is able to meet its future workforce needs,” he said.

In 2021, there were approximately 199,600 women employed in Canada’s construction industry. Of them, 27% worked directly in on-site construction. However, as a share of the total 1.16 million tradespeople employed in the industry, women accounted for just 5% of the on-site construction workforce.

That same year, Indigenous people accounted for 5.1% of Canada’s construction labour force, which is a slight decline from the share of 5.2% observed in 2016, but is notably higher than the share of Indigenous workers represented in the overall labour force (4.1%). BuildForce noted that as the Indigenous population is the fastest growing in Canada and Indigenous workers seem predisposed to the pursuit of careers within the sector, there may be scope to further increase the recruitment of Indigenous People into the construction workforce.

The construction industry may also leverage newcomers to meet anticipated labour market requirements. Canada is expected to welcome an average of more than 444,600 new international migrants each year between 2023 and 2032. BuildForce noted that this will make newcomers a growing segment of the overall labour force. The national construction labour force was comprised of approximately 18% newcomers in 2021. That figure is notably lower than the overall share of newcomers in the total labour force (27%).

Key Takeaways:

• The plan establishes TradeUpBC, a continuing education hub for in-demand jobs in the trades.
• Other actions aim to reduce barriers for those looking to enter the construction sector.
• It also introduces rapid response training, which will support delivery of short-term training that responds quickly to labour market needs.

The Whole Story:

B.C. has revealed more details of its efforts to get more people trained for in-demand jobs. 

“Our economy is growing and innovating quickly,” said Premier David Eby. “Work is transforming, and we have more job openings than skilled people. That’s why we are taking action to make sure people are ready to seize new opportunities and build a good life here in B.C., and businesses are able find the people who drive our economy forward and deliver the services we all rely on.”

The StrongerBC: Future Ready Action Plan is focused on five pillars:

• Making post-secondary education more affordable, accessible and relevant to residents. 
• Helping people reskill to find in-demand jobs so more employers facing current and future skills shortages can find the people they need.
• Breaking down barriers so everyone can find a job where they can thrive.
• Addressing Indigenous Peoples’ workforce priorities.
• Ensuring people new to B.C. find a career in the field in which they are trained.

“Every action in Future Ready is designed to take on the challenges of today, to build a better future for people and a stronger economy,” said Selina Robinson, minister of post-secondary education and future skills. “Together, we are building a future in B.C. where people are able to acquire the skills and find the opportunities they need to thrive, and employers are able to find the people they need to sustain and grow their businesses.”

The $480-million action plan is highlighted by a future skills grant of up to $3,500. This grant will cover the cost of training for in-demand jobs. Beginning in September this year the grant will be available to B.C. residents, making it easier for people to select from more than 400 eligible training opportunities at post-secondary institutions throughout B.C. for the most in-demand jobs in areas such as construction, tech, housing and clean energy. According to the province, this means some 8,500 newly trained people over the next three years will become skilled and ready to fill positions and address the skills gap.

“I’m hearing from businesses, small and large, that finding skilled labour is one of their biggest challenges,” said Brenda Bailey, Minister of Jobs, Economic Development and Innovation. “That’s exactly what this initiative will address. It will ensure businesses have access to a skilled and diverse talent pool, now and into the future. Good jobs are good for workers and for businesses. By working together, we can build a better future for B.C.”

The province is also introducing rapid response training, which will support delivery of short-term training that responds quickly to labour market needs and the evolving economy. In addition, government is establishing TradeUpBC, a continuing education hub for in-demand jobs in the trades. Programs will target certified or experienced workers and will provide skills that complement but do not replace apprentice training. Over three years, it’s estimated that up to 6,000 people will benefit from short-term training and TradeUpBC. 

In addition, the plan includes measures that will break down barriers to help people enter the workforce and increase the number of students with job-ready skills needed for the tech-related and engineering workforce, early childhood education services, health-care professions, veterinary professions, teachers, construction jobs and other key sectors. Future Ready will also help employers recruit and retain employees to expand and grow.

The province has also doubled interest-free student loan maximums through $151 million in student financial aid, the first increase to weekly student loan maximums since 2006. As well, the B.C. government has launched the Health Human Resources Strategy with $150 million in funding toward training in health-care professions.

Here are other plan details that could impact the construction sector:

• Introducing the new future skills grant to provide British Columbians with up to $3,500 to cover the costs of tuition for short-term skills training for in-demand jobs delivered by public post-secondary institutions.
• Establishing TradeUpBC, a continuing education hub for in-demand jobs to grow innovative delivery of post-secondary education with shorter, industry-driven training.
• Increasing skills for certified journeypersons to continue learning throughout their careers.
• Boosting training for people looking to enter the mass-timber industry, with the development and delivery of comprehensive mass-timber programs.
• Introducing a new workplace innovation fund to support businesses implementing innovative new strategies to tackle the current labour-market challenge and better prepare for a changing economy.
• Expanding skills training for people facing multiple barriers. Supports include employment assistance, counselling, mentoring, job placements, disability support, Indigenous cultural supports, child care, housing, transportation and other tailored supports.
• Bringing forward several initiatives that will shift post-secondary education and training programs from government-led to Indigenous-led, and expand post-secondary training and labour market opportunities, with an investment of nearly $100 million.
• Streamlining foreign credential recognition to improve processes and remove unnecessary barriers, helping employers find internationally trained workers faster.
• Introducing Find Your Path, a new online one-stop shop for job seekers that will help people discover in-demand jobs, and the education and training they need to land those jobs. Continuing to expand supports for learners in Indigenous and remote communities through Contact North B.C.
• Enhancing the B.C. Provincial Nominee Program to attract skilled international workers throughout the province, supporting thousands of employers each year in addressing labour shortages and prioritizing in-demand skills

Key Takeaways:

• The program offers 16-weeks of paid, entry-level work placements on construction sites across the country.
• BuildForce says it’s particularly geared towards underrepresented groups.
• Placements are available for up to 1,000 workers

The Whole Story:

A new program launched today by BuildForce Canada aims to connect job seekers and employers across Canada’s construction sector.

Construction Career Pathways facilitates 16-week, paid, entry-level work placements on construction sites across the country. No prior industry experience is needed for workers, and employers can take advantage of financial incentives to help offset onboarding costs.

“Construction is at nearly full employment in most regions across the country, and demands are growing as project owners continue to invest in new builds and retrofit their existing projects to respond to net-zero imperatives,” said Bill Ferreira, executive director of BuildForce Canada. “Many companies are finding it hard to hire to respond to those demands, however. Labour force constraints are cutting across many industries. Construction Career Pathways is a new tool employers can use to connect with workers who are seeking entry-level opportunities in our sector.”

The group explained that Construction Career Pathways was developed to meet the needs of people looking to explore careers in construction, but who have only entry-level skills and experience. The program is ideally suited to a wide diversity of workers, including women, members of Black, Indigenous, and racialized communities, persons with disabilities, newcomers to Canada, and those who identify as LGBTQ2+; people from equity-deserving groups who want to work in construction; young people seeking work experience; and individuals looking for employment or looking to change careers.

For employers, Construction Career Pathways connects small- and medium-sized companies – those with fewer than 500 employees – find entry-level workers who are looking to begin a career in Canada’s construction industry.

A wage subsidy of up to $2,400 per employee is available to businesses that complete their 16-week work placements, with funding provided by the Government of Canada.

Construction Career Pathways is now accepting applications. Placements are available for up to 1,000 workers, with 50 percent of the program intake allocated to people from traditionally under-represented groups in the construction sector.

Key Takeaways:

• Demand remains high for foremen, project coordinators, project managers, estimators, superintendents and general skilled trades workers.
• While wages for many other roles have stabilized, design-based BIM and VDC roles have continued to see increases.
• The report noted that many employers have been looking at factors beyond just salary to attract and retain talent, including hybrid work options or opportunities to advance.

The Whole Story:

Demand for trade contractors overall in B.C. continues to be strong but more tech-driven roles appear to be particularly sought after recently.

A new report from Impact Recruitment shows that substantial growth is expected throughout the year as construction projects for residential, commercial, institutional and major infrastructure continue to emerge.

The firm noted that with this comes increased need for skilled and qualified trade contracting professionals across the mechanical, electrical and civil sectors. Roles currently in high demand include foremen, project coordinators, project managers, estimators, superintendents and general skilled trades workers.

The report noted that the rising population and the need for market and purpose-built rentals are contributing to the demand. The industry has also seen an uptick in civil construction that started near the end of last year. Major infrastructure projects show no signs of slowing and Impact anticipates that contractors will have no shortage of work for the foreseeable future.

Rise of tech

Michael Scott, the vice president of Impact’s building division, explained that while the last several years saw rising salaries across trade contracting sectors, this peaked in the latter part of 2022 with salaries stabilizing across the board. The one exception is design-based roles where VDC and BIM positions, in particular, continue to see noteworthy salary increases.

According to Impact,  hiring managers are prepared to meet, and often exceed, salary expectations in order to compete for candidates. Larger construction projects are also prompting contractors to hire in-house design teams rather than outsource to engineering firms.

“It’s just pushing through the roof which is great because it’s another avenue for people to go through,” said Scott. “Lots of people think construction is just using your hands but not a lot think about the technology aspects behind a project, how it gets built out and modeled. There is lots of opportunities as systems get more complicated.” 

Scott noted that companies are even getting workers from overseas and training them up locally to fill demand. 

“It’s really exciting, even to the point where at Impact we have dedicated more of our team to filling these roles for our clients and our clients are saying they haven’t reached capacity yet,” he said. “If that’s an additional string on your bow, you are in a pretty good spot.”

Beyond salary

Scott explained that as wages for many roles in the trade contracting sector have stabilized, employers have looked for other ways to attract and retain talent. 

“We noticed probably halfway though last year a lot more employers started to look at things different,” he said. “Do they have to just compete on one factor or can they compete ways that matter for attracting people. If you take away pure dollars, what are you going to be able to provide?”

He noted that for many roles, candidates are receiving multiple offers so they can be picky about who they decided to go with. One major factor is remote work. 

“As we have gone through COVID where lots of people have moved away into different suburbs, location of work is a big thing. Lots of people are asking about hybrid work arrangements. This is pretty interesting because in our world there isn’t always the chance to do that.” 

Scott said candidates are also looking for longevity and stability as troubles mount in the global economy. 

“What job seekers want is stability but where does that come from? It can come from moving jobs to a different employer with a better pipeline of work, or ongoing progression at an existing company,” said Scott. “It’s about what you want your career to do in the short term and beyond five years.”

The report explained that the onus is on the employer to make it clear that they are invested in the individual success of everyone on their team by offering growth and development opportunities, clearly communicating details and expectations for upcoming projects, and touching base regularly to gauge satisfaction. 

The report noted that as future-focused recruitment and retention efforts have never been more important. Across the sector, many skilled professionals are looking to advance their careers by moving into management-level roles while others are nearing retirement. Impact stated that this will inevitably result in larger talent gaps and pressure for higher salaries in the future.

“Attracting fresh talent into the trade contracting sector will be key to avoiding mass capacity issues for large projects – which if left unaddressed could lead to huge project delays and, in some cases, cancellations,” read the report.

Key Takeaways:

• Those in grade 11 can transition into full-time, skilled trades programs while also earning high school diploma credits.
• The province is also planning consultations with employers, unions, education stakeholders, trainers, parents, and others to make further improvements.
• Recent data shows here were nearly 285,000 jobs in Ontario going unfilled, while about one in five job openings in Ontario are projected to be in the skilled trades by 2026.

The Whole Story:

The Ontario government is making it easier for high school students to begin careers in the trades.

The province is now allowing students in grade 11 to transition to a full-time, skilled trades apprenticeship program.

Upon receiving their Certificate of Apprenticeship, young workers can apply for their Ontario Secondary School Diploma as mature students.

“These changes provide students with exciting pathways to good-paying jobs and rewarding careers and support our government’s ongoing work to attract more young people into the skilled trades,” said Premier Doug Ford. “Whether it’s enhancing trades education in our schools, breaking down barriers for newcomers or upskilling workers, we’re leaving no stone unturned to train the skilled workforce that will build Ontario.”

In the construction sector alone, 72,000 new workers are needed by 2027 to fill open positions because of retirements and expected job growth. To help deliver the province’s infrastructure plans, including building 1.5 million homes by 2031, more people are needed in the skilled trades.

“For far too long, parents and students have been told the only path to succeed in life is by going to university, which is simply not true,” said Monte McNaughton, minister of labour, immigration, training and skills development. “When you have a career in the skilled trades, you have a career for life. Our government will continue to provide students with the tools they need to land well-paying and life-long careers.”

Additionally, the government will begin consultations in fall 2023 with employers, unions, education stakeholders, trainers, parents, and others about ways to make it even easier for young people to enter a career in the trades. This includes the potential of lowering entry requirements for some of the 106 skilled trades that currently require a grade 12-level education.

“To ensure all students can get ahead in this province, we are accelerating pathways from high school to apprenticeship learning and ultimately, a career in the skilled trades,” said Stephen Lecce, minister of education. “Our government’s mission is to fill the skills gap by better connecting Ontario students to these good-paying jobs, helping many students who may not have graduated, now gain a credential that leads them to meaningful employment.”

Aecon is doing its part to get more women into construction careers. 

Aecon’s Women in Trades (AWIT) Program, initially launched in 2019, is focused on creating more opportunities for women to enter the trades. In 2022, Aecon partnered with the Ministry of Labour, Training and Skills Development through their Skills Development Fund to expand the success of the AWIT program with a target of recruiting, training and employing 350 women in various trades roles across Aecon’s operations.

Women are highly underrepresented in construction, particularly on sites. BuildForce Canada estimated in 2020 that women only made up five per cent of the industry’s 1.1 million tradespeople. In 2017 the group stated that women accounted for 12.4 per cent of the construction workforce nationally – 3.9 per cent onsite, 38.5 per cent off-site.

The AWIT program offers fully paid, comprehensive training for in-demand skills. The flexible, recurring training has multiple start dates and locations across Ontario and includes field placements with full-time employment opportunities and ongoing mentorship.

The program is currently recruiting for a range of trades roles across Aecon’s operating sectors, including damage prevention technician (locator), directional driller, labourer, hydrovac operator, welder apprentice, boilermaker, Insulator and more. 

One of the keys to the program’s success has been developing partnerships within the communities Aecon works. Janice Perry, a human resources specialist at Aecon and the AWIT program lead, is in charge of building these collaborations.

“I help build those partnerships that help us connect with women who are interested in the program,” said Perry.

“Our industry is still very much a male dominated industry and we are driven to change that”

Once women are recruited, they receive training both through Aecon and through groups like LiUNA, one of the program’s major partners. 

Since Perry took on this role last year, there have been over 100 women who have joined the program. She said AWIT is still a work in progress as it grows with its partners, but the vision is big. 

“Overall, we want to ensure participants don’t just think of this as a career program or an employment program, but as a real opportunity to change the trajectory of their career – through compensation, benefits and upping their skills,” explained Perry. “You don’t need specific experience to join the program – we will provide the participants with training to set them up for success in the field. Because that is often where the hesitation comes in. Some candidates may feel they won’t know everything, and that barrier limits the number of candidates we get. But by framing the program in a way that shows we offer paid training and support helps eliminate that barrier.”

She added that another critical strategy is building partnerships with the community so program participants can be identified. This includes schools, local unions and employment service centers across the Greater Toronto Area. Perry believes initiatives like this are necessary to address ongoing labour shortages in the industry 

“A lot of employers are challenged with the increasing labour shortage,” she said. “We realize that we need to be innovative in how we recruit and fill those gaps, and AWIT is one avenue. We have to be creative, get involved and meet people where they are at.”

She noted that AWIT is continuing to look for opportunities to expand the program across new work types and trades across Aecon. Aecon intends to continue with AWIT in the years ahead as part of its efforts to further diversify the workforce and the Industry.

To learn more about the program or to submit an application, contact the team at AWIT@aecon.com 

Key Takeaways:

• Schulich Builders will spend more than $3 million in its first year.
• Scholarships will cover tuition, tools and living expenses for students enrolling in a skilled trade program at one of ten participating colleges in Ontario.
• Each college will award ten scholarships per year: five $20,000 scholarships for one-year certificate programs and five $40,000 scholarships for two-year diploma programs.
• In addition to financial support, Schulich Builders also provides leadership training and mentorship.

The Whole Story:

The Schulich Foundation has launched Canada’s largest skilled trades scholarship program: Schulich Builders.

Schulich Builders will be dedicated to students pursuing a career in the skilled trades. In its first year of operation, more than $3 million is committed to combat labour shortages and highlight the importance of skilled trades in Canada.

“We are proud to promote the skilled trades and support students pursuing this rewarding career path,” said Judy Schulich, director of the Schulich Foundation. “Canadians rely heavily on the trades to build and maintain infrastructure critical for prosperous communities. Our challenge today is not having enough of these talented people to meet the demand.”

Schulich Builders will cover tuition, tools and living expenses for students enrolling in a skilled trade program at one of ten participating colleges in Ontario. Priority will be given to students nominated by their high school. Students may also apply directly through participating colleges: Centennial, Fanshawe, Algonquin, George Brown, Mohawk, Sheridan, Conestoga, Durham, Humber and Loyalist.

Each college will award ten scholarships per year: five $20,000 scholarships for one-year certificate programs and five $40,000 scholarships for two-year diploma programs.

In addition to financial support, Schulich Builders also provides leadership training and mentorship.

“Ontario is facing the largest labour shortage in a generation, which means when you have a career in the skilled trades, you have a career for life,” said Monte McNaughton, Ontario’s minister of labour. “With Schulich Foundation’s skilled trade scholarship program, they are helping to attract and prepare a new generation of skilled trades workers here in Ontario for better jobs and bigger paycheques.” 

The Schulich Foundation is one of Canada’s largest foundations, having donated in excess of $350 million. Businessman Seymour Schulich established and funded the Schulich Foundation. He holds Canada’s highest civilian award, the Order of Canada.

Key Takeaways:

• A new pilot project will provide heavy equipment operator training in Tahltan Territory.
• The training will include other qualifications necessary to work on B.C. mining projects. 
• The program will receive support from the province, local officials and the mining industry. 
• Tahltan Territory is home to approximately 70 per cent of B.C.’s resource rich Golden Triangle, including two of the 10 operating metal mines in the province (Red Chris and Brucejack).

The Whole Story:

Tahltan Nation Development Corporation (TNDC) has partnered with the Tahltan Central Government (TCG), Government of British Columbia, and several industry partners to create a pilot Tahltan Nation Heavy Equipment Operator Training Program. 

The Tahltan Heavy Equipment Operator (HEO) Training Program will prepare local workers for mining careers by combining equipment training in Tahltan Territory with on-the-job practical operating work experience and camp life exposure. In addition to building capacity within the Tahltan community, the training program will integrate Tahltan regional and traditional knowledge on local projects while tapping into senior experienced Tahltan operators. 

The project’s industry partners include the Centre of Training Excellence in Mining, Coast Mountain College, Contact North BC, Finning, Mining in HR Council, Newcrest Mining Limited, and SkilledTradesBC.

Acquiring heavy equipment skills

The program aims to align with SkilledTradesBC (formerly Industry Training Authority) learning outcomes as well as the Mining in HR Council common competencies. TNDC officials said it will provide a mixture of workplace safety training, underground miner fundamentals, HEO simulator training, and at least 140 hours of hands-on training, focussed on a progressive approach to learning heavy equipment operation over three years. Additional pieces of equipment will be added each year. 

Participants will receive four weeks of hands-on heavy equipment operator training, followed by job placement as an apprentice with an industry partner in Tahltan Territory, focussing on the relevant pieces of equipment they learn each year, to build up their hours that season, and complete their SkilledTradesBC certification. 

Officials say that at the outset, the program will also support Tahltans in acquiring their Class 4, 5 and 7 drivers’ licenses in territory, and provide a one-week camp life orientation at the Red Chris Mine. Travel, accommodation, meals, and a training stipend will be provided during training while full apprenticeship wages will be paid during the job placement.

During the training and work season, participants will also receive support from senior Tahltan heavy equipment operators, who will be supported in challenging the SkilledTradesBC HEO Certification, as well as building skills as mentors through additional ongoing training with the Mining in HR Council and Coast Mountain College. 

Major mining opportunities

Tahltan Territory, located in remote northwest British Columbia, is home to approximately 70 per cent of B.C.’s resource rich Golden Triangle, including two of the 10 operating metal mines in BC (Red Chris and Brucejack). Tahltan Territory is also home to approximately 14 per cent of Canada’s exploration expenditures, approximately 3 per cent of the global exploration budget, approximately $295 million of mineral exploration expenditure, and $1.05 billion of total projected mining production values. Demand for skilled, experienced and certified HEOs will continue to grow in the decades to come.

“Despite global financial headwinds, there is and will continue to be a significant need for experienced Heavy Equipment Operators with TNDC and in Tahltan Territory,” said Colleen Cashin, vice president of people & corporate culture at TNDC. “TNDC saw an opportunity to tap into new funding opportunities and partner with TCG, the province and industry to create a program that is more cost effective and Tahltan oriented, and that will provide the certification skills and training TNDC and our industry partners need.”

She noted that TNDC frequently receives resumes from new Tahltan operators who have spent several weeks outside territory attending a heavy equipment operator program, returning without complete qualifications to work on an active mine site and operate heavy equipment. 

“I am thrilled at the opportunity this course will create for Tahltans wishing to pursue a career that allows them to be trained in Tahltan Territory and encourages them to use their skills in our communities after completion,” said Chad Norman Day, President of the Tahltan Central Government. 

Supporting local workers

Chad Norman, president of the Tahltan Central Government said that they are looking to support members in finding careers and employment opportunities, including through the use of OnTrack, a Tahltan exclusive job site. 

“I have repeatedly emphasized that for there to be world-class mining in our territory, there is a need for world-class wildlife stewardship, but in addition to this, world-class mining cannot exist in Tahltan Territory without Tahltans being included in the workforce,” said Norman. “We support breaking down any barriers that have traditionally prevented our members from accessing  employment opportunities. Tahltans must benefit from preferential hire by those operating in our territory. I am excited to see the doors that this program and partnership will open for Tahltans.” 

Key Takeaways:

• Alberta is changing its policy to increase opportunities for skilled newcomers with family in the province. 
• The province has 100,000 job openings in the province across all sectors.
• The Calgary Construction association estimates there are between 3,000 to 4,000 construction job vacancies in the Calgary region alone. 

The Whole Story:

Alberta officials say the biggest issue hindering further economic growth is a shortage of labour. To address this, the province announced changes to Alberta Advantage Immigration Program (AAIP) that will increase opportunities for international, high-demand workers with close relatives in Alberta to fill those vacancies.

AAIP is an economic immigration program that enables Alberta to nominate qualified workers for permanent residency. 

Officials explained that If newcomers have an established support system already in place when they accept a job in the province, they are more likely to have an easier transition to a new culture and community. In addition to making the integration into Alberta life easier, it also helps retain these workers over the longer term. 

Industry experts predict that Alberta will experience skilled worker shortages into 2025 due to industry growth and retiring workers. Currently, Alberta has 100,000 job openings in the province across all sectors. In-demand sectors include healthcare, construction, education, technology and engineering.

The announcement comes as Calgary’s construction industry is raising concerns about the region’s shortage of skilled construction workers. The Calgary Construction Association (CCA) that despite a growing demand for new homes and construction projects, both commercial and residential builders are struggling to find enough workers to keep up with the pace of development.

The shortage is being attributed to several factors, including strong demand for record migration to the region, an aging workforce, and a lack of young people entering the industry. Many experienced construction workers have also retired or left the industry, leaving a gap in the labour market.

“This is an issue that we have been bracing for, over recent years, if not decades,” said Bill Black, CCA president. “Our concern is that this year and in the near future, the skilled worker shortage will become a key issue.”

The association estimates that there are between 3,000 to 4,000 construction job vacancies in the Calgary region alone. Nationally, the number of construction job vacancies is estimated at 93,000.

“This is a problem that not only affects Calgary and Alberta but Canada as a whole,” said Black. “The Calgary region isn’t just competing with the rest of Alberta for talent, but the entire Country.”

The association explained that the lack of workers impacts the completion schedules of new homes and infrastructure projects, which drives up costs for builders, consumers, and owners.

Black added that construction employers are stepping up to the challenge on an industry scale, but despite this, the situation is expected to worsen unless significant steps are taken to address the shortage of construction workers. The association believes that the shortage is indicative of a societal problem that requires action from all levels of government, the educational sector, in addition to the industry itself.

The CCA said that possible solutions include revising outdated accreditation recognition for newcomers coming to Canada to seek and place high-value-specific skills that are transferable to construction. This means a rework of the immigration points system favour such skills and experience.

The association also noted that the school system needs to reverse a trend over recent years that has reduced junior high and high school student exposure to the trades, and greater funding for post-secondary institutions like the Southern Alberta Institute of Technology (SAIT) which have the mandate to train the next generation of Alberta’s skilled trades.

In addition to being a key resource to society in building and servicing the communities that we live in, the construction industry offers significant opportunities and long-term career prospects for those who chose this path including low entry cost of education, good compensation, and entrepreneurial opportunities for those who aspire to be a business owner.

A lot has been written lately about the shortage of skilled tradespeople.

Working in construction is hard work – we can never forget that. But it is really rewarding. And pays well. I get an immense feeling of satisfaction by driving past a building and being able to say, “I built that”. My accomplishments in designing and constructing steel buildings around the world is a source of immense pride and satisfaction for me. Using my hands and brains to create something that once only existed in someone’s imagination is really cool.

That said, I’m excited to see more than a few organizations stepping up to address this lack of talent through new apprenticeship programs, scholarships and funding to encourage people to enter the field.

I often wonder, if the trades pay well, offer a sense of purpose, and provide the means for a great career, why is the industry so short of good people. Why do we continue to experience shortages in so many critical roles?

Unfortunately, skilled trades, and construction work in general, suffers from a poor reputation. I believe part of it comes down to the fact that working in the trades is really hard work. The industry also gets hurt by stereotypes in the media and television, as well as a few bad apples who do not represent the honest, hard working and intelligent majority of people within the industry.

Like many beliefs and perceptions, some of this negative impression starts at home. A lot of families come to Canada and enter the trades because they’re bringing practical building skills from their homeland. They contribute immensely to Canada’s economy and are a vital component of the industry, support their family and prosper in a career. Often, however, these same individuals encourage the next generation to aspire to “real professions”, such as become doctors, lawyers or working in other careers that are perceived as having higher importance, prestige or status. Children are very impressionable and take to heart what they see in and hear from their parents. Most aspire to take after the best qualities they see in their mothers and fathers.

Added to the negative impression is how contemporary secondary school systems place emphasis and pressure to push teenagers away from the trades, to learn “information skills” (such as computer science, business accounting, writing and arts) and to cut programs like shop, auto mechanics and woodworking.

Children are also each very different, with different interests and things they find fascinating. Not every child wants to work in an office. We should help teach children that construction can be a viable career, worthy of their focus. After all, all work is noble and honourable. One job is not “better” than any other. It’s just a matter of fact that in some professions you wear nicer, more expensive clothes, don’t get sweaty as often and have less probability of being injured or getting covered in filth.

Where does this conversation lead us? I wanted to take a moment and be a cheerleader for our trades. I love working in construction. I’ve done it all my life and will do so for the rest of it.

These days I’m a business owner and tend to spend more time working with blueprints and spreadsheets rather than with my hands. I’ve spent many years drilling and bolting, my hands rough from moving materials and getting them pinched in between two components. Perhaps that’s another misnomer. Just because tradespeople use their hands more often doesn’t mean they’re not using their mental acuity to come up with create solutions, problem solve or look for ways to innovate. Successful construction businesses are businesses – requiring all the same management and leadership intelligence as any other business – from insurance to tech to running a dental practice.

The only difference is some people attend different departments in college or university to learn their craft. All the engineers, architects and business leaders who are so successful in the construction industry? They hold advanced degrees too. And let’s not forget that some of the most successful business leaders in Canada have honed their abilities on the jobsite through years of practical execution and working their way to the top.

So, the next time you’re having a conversation with your child (or someone else’s) about what they should do when they grow up, don’t turn your nose up at the idea of working in skilled trades. There’s a reason these professions are referred to as “skilled”. The trades – electrical, structural, plumbing, concrete, engineering or architectural – are going to require talented people who will be compensated well for their talent. Isn’t it about time we start recognizing all the hard working and skilled people who build our buildings, create jobs, and design the infrastructure to allow other professions to succeed?

Just like a good building relies on a strong foundation, our modern labour pool also requires a strong foundation of talent. After all, who is going to design and build the structures that keep our economy growing if everyone is only trained to be lawyers?

About the author

John Lohan has over 15 years of experience designing, engineering and installing over 500 metal buildings for architects and clients across North America and the globe. He’s managed all aspects of steel building construction, including material logistics and managing local and foreign construction teams. John also has special expertise in concrete foundation and excavation. 

Recruitment agency Randstad Canada unveiled its list of top 15 trending jobs for 2023, which included several related to the construction sector: mechanical engineer, welder and construction project manager.

According to Ranstad, despite an economic slowdown, employers are still in hiring mode, reflecting the talent scarcity.

While some occupations seeing the most demand in Canada for 2023 include the technology, healthcare, and professional services sectors, the agency also sees many roles that require relatively little formal training and provide good compensation ranges.

“With the baby boomer generation retiring, Canadian employers see an important gap for skilled trades and blue-collar positions,” said Nick Montesano, executive vice president of central region at Randstad Canada. “Since the 1970s, high schools have not encouraged the trades as a career path, resulting in decades of shortages of skilled young people in the trades. It’s interesting to see that a degree isn’t the only path to steady employment and a secure income.”

The agency noted that Canadians embraced electronic commerce in 2022, which is anticipated to last well into 2023 and significantly impact trending jobs. Companies seek digital marketing coordinators, customer service representatives and business analysts to help them implement a solid digital strategy and provide their clients with an exceptional experience. E-Commerce habits also have a substantial impact on the supply chain. 

“With the vast increase in demand for online deliveries, reduced delivery cycle, never-before competitive market, and ever-increasing customer demand, we also see a strong need for supply chain positions such as production supervisors, warehouse workers and drivers,” said Montesano.

Randstad Canada’s business analysts reviewed data from clients and analyzed the roles posted in the previous 12 months to identify patterns and trends to develop the list. For all roles, salary ranges represent entry level, 1 – 3 years of experience, to senior level, 5+ years.

Here are Randstad Canada’s 15 top jobs for 2023:

1. Developer

The pandemic accelerated many digital projects for businesses, making the need to recruit tech talent far more pressing. Plus, developers now work at various organizations, from small and medium-sized businesses to large corporations and governments.

Salary range: $68K to $155K based on the position’s level.

2. HR Manager

In the post-pandemic world, businesses face many challenges, such as budget constraints, looming skills gaps, and worker expectation shifts. HR managers help enterprises face those challenges and adopt new workplace practices that include remote and hybrid work options.

Salary range: $75K to $156K based on the position’s level.

3. Mechanical Engineer

With a growing renewable energy sector, there is a significant demand for talent with these skills but also in all STEM industries, including aerospace, automotive, manufacturing and biomedical.

Salary range: $66K to $131K based on the position’s level.

4. Welder

Good welders are in demand across Canada because the country’s blue-collar workforce is retiring. Since the 1970s, high schools did not encourage skilled trades as a career path, resulting in decades of shortages of skilled young people in this sector.

Salary range: $40K – $74K based on the position’s level.

5. Accounting Technician/Bookkeeper

Despite an influx of new workers in the accounting sector, there is still a significant need for accountants. Accounting is so in demand that it is a part of the Canadian immigration Express Entry System.

Salary range: $61K – $114K based on the position’s level.

6. Registered Nurse

Registered nurses make the list of in-demand healthcare jobs every year, as there is a massive shortage of nurses.

Salary range: $68K – $94K based on the position’s level.

7. Warehouse Worker

There is a demand for goods, which means there is a demand for talent across the supply chain, with the most significant gap being warehouse workers. With the high demand, many job opportunities are available for both skilled and unskilled workers.

Salary range: $17 – $29/hour based on the position’s level.

8. Customer Service Representative

Today’s customer service professionals must be able to work from home, be tech-savvy enough to use the company software platforms (including communication and CRM systems), and be flexible enough to provide each customer with a personalized experience.

Salary range: $43K – $74K based on the position’s level.

9. Driver

A labour shortage of truckers and drivers is a complex problem. Still, there is a crucial need to fill the position of commercial drivers, especially with the increases in online shopping in Canada and the current supply chain challenges.

Salary range: $42K – $65K based on the position’s level.

10. Sales Associate

A good sales associate can make a business successful. During the pandemic, when many retail and hospitality locations were closed, many former associates found new jobs, and now stores and hospitality are back up and running with a new increase in demand.

Salary range: $46K – $84K based on the position’s level.

11. Administrative Assistant

The administrative position has seen many shifts in the workplace over the last several years, leading to them being in high demand.

Salary range: $47K – $99K based on the position’s level.

12. Business Analyst

The digitization of offices and companies has contributed significantly to this need, along with many organizations relying on big data to inform their most important growth strategies.

Salary range: 62K – 142K based on the position’s level.

13. Production Supervisor

With the vast increase in demand for online deliveries, reduced delivery cycle, never-before competitive market, and reduced margins with ever-increasing customer demand, it’s no wonder why production supervisors are in demand.

Salary range: 53K – 114K based on the position’s level.

14. Digital Marketing Coordinator

Digital marketing coordinators no longer only work in marketing agencies. With the rise of e-commerce, almost every company now requires a digital marketing coordinator on their team to help with critical projects.

Salary range: $62K – $122K based on the position’s level.

15. Construction Project Manager

According to Randstad, construction project managers are required for the construction sector primarily to help facilitate the massive housing boom that continues to take place across Canada.

Salary range: $61K – $150K based on the position’s level.

Ritchie Bros. has acquired a controlling stake in VeriTread, a leading transportation technology and services company. 

The industrial auction house stated that the acquisition will accelerate its marketplace strategy, which brings services, insights, and transaction solutions together to improve the overall customer experience. VeriTread, founded in 2013, has experience in building heavy haul transportation platforms and solutions for industrial equipment, vehicles, and other assets.

“VeriTread adds to our suite of services supporting the needs of equipment owners throughout the equipment lifecycle.  At the same time, it also helps create a more efficient global marketplace by integrating transportation solutions directly into our new marketplace technology,” said Ann Fandozzi, Ritchie Bros. CEO. “VeriTread, in combination with our satellite yards, will allow us to further scale and accelerate our hybrid marketplace model through increased capacity optimization and seamless customer experiences.”

VeriTread is designed to be an efficient and reliable solution for open deck transport, connecting shippers and service providers with simple yet powerful technology. The company’s products include a marketplace for listing and quoting shipments, an in-house brokerage to handle complex and urgent freight deliveries, detailed equipment specifications and proprietary freight estimator tools, and more.

“VeriTread is thrilled to become a bigger part of the Ritchie Bros. marketplace, helping customers and the company transport equipment more efficiently,” said Jeff Cox, founder, president and CEO of VeriTread. “Together we are focused on delivering an extraordinary customer experience, with trustworthy and reliable transportation for heavy equipment, vehicles, and other industrial assets. We are nimble, flexible, and can’t wait to get started.”

Previously Ritchie Bros. owned 11 per cent of VeriTread. With this acquisition, it has increased its stake to 75 per cent. 

The construction workforce contracted last month – not the news the industry needs as Labour shortages remain one of its biggest challenges.

According to the latest data from Statistics Canada, the number of people working in construction fell by 25,000 (-1.6 per cent) in November, fully offsetting an increase recorded in October. Most of the declines were in Alberta (-13,000; -5.5 per cent) and B.C. (-9,200; -3.8 per cent).

On a year-over-year basis, employment in construction was up by 84,000 (+5.9 per cent), entirely due to gains from December 2021 to March 2022. According to the latest data from Statistics Canada, investment in building construction declined 0.6 per cent in September, largely the result of a drop in the residential sector.

Overall, employment was little changed (+10,000) in November, and the unemployment rate declined by 0.1 percentage points to 5.1 per cent.

Employment was up among women in the core working ages of 25 to 54, and declined among young men aged 15 to 24. It was little changed among the other main demographic groups. The employment rate among core-aged women reached a new record high of 81.6 per cent in November.

Key Takeaways:

• The Industry Training Authority is now SkilledTradesBC.
• The organization’s new mandate includes a larger focus on raising the profile of skilled trades.
• The group will also over see the implementation of skilled trades certification.

The Whole Story:

B.C.’s Industry Training Authority (ITA) has a new name and a new mandate.

On Dec. 1, the organization transitioned to SkilledTradesBC. Officials explained that while its role in advancing B.C.’s skilled trades system hasn’t changed, it has expanded. This includes a larger focus on raising the profile of skilled trades, modernizing its approach to trades training, and implementing skilled trades certification. 

“We are excited to have an expanded mandate and a fresh approach. Our new name, SkilledTradesBC will make it easier for everyone to understand who we are and what we do. The core work of our organization has not changed,” said Shelley Gray, SkilledTradesBC CEO. “Supporting our customer’s needs, and developing and funding training programs will remain the same. But moving forward we are also going to be focused on raising the profile of skilled trades careers, modernizing our supports for our customers and implementing skilled trades certification.” 

Based on recommendations from a stakeholder advisory working group, there are seven initial trades designated for skilled trades certification and three more will be added in 2024.

The change will formally recognize the skills of trades workers, which the province says will help them receive standardized training, earn higher wages and better navigate evolving industry needs.

“Tradespeople in B.C. need to be recognized for their skills,” said Andrew Mercier, parliamentary secretary for skills training. “Our made-in-B.C. skilled trades certification system increases prestige in the trades, while providing workers with more consistent access to better, safer and higher-paid jobs.”

The first phase of certification will apply to some electrical and mechanical trades. These include electrician, industrial electrician, powerline technician, refrigeration and air conditioning mechanic, gasfitter A and B, steamfitter/pipefitter, and sheet metal worker. 

 Uncertified trade workers in these trades will be required to register as an apprentice or pass a certification exam before Dec. 1, 2023. Three additional automotive trades will be added to certification in 2024 when phase two begins and will also have one year to transition once announced.

Key Takeaways:

• The funds will go towards small and medium businesses who want to hire first-year apprentices.
• Extra support will be given for equity deserving groups.
• The funding will target construction and manufacturing Red Seal trades.

The Whole Story:

The United Brotherhood of Carpenters Canadian District (UBC) has received $37 million in funding to support employers hiring first-year apprentices.

This program will assist small and medium enterprises (SMEs) with hiring new, first-year apprentices in the skilled trades and provide extra support for employers to assist apprentices from equity deserving groups.

“As the demand for skilled trade workers outpace the need in our country, it’s critical that we do everything we can to recruit and retain the next generation,” said Jason Rowe. “The UBC is working hard to eliminate barriers and provide an equitable, diverse, and inclusive workplace for all Canadians. This program supports small businesses by equipping them with the necessary tools and resources to help apprentices succeed.”

UBC explained that the funding is critical as many SMEs do not have the resources to offer apprenticeship training opportunities. The two-year, $37-million program funded by the government of Canada’s Apprenticeship Service to provide support to SMEs in Canadian construction and manufacturing Red Seal trades to help them to hire new, first-year apprentices.

The funding enables SMEs to hire up to two new first-year apprentices per year. Under the program, SMEs can receive up to $5,000 for every new first year apprentice they hire and an additional $5,000 if that apprentice identifies as a person from an equity deserving group such as women, Indigenous people, newcomers, persons with disabilities, including LGBTQ2 and Black communities.

In addition to financial supports, the program provides assistance to help employers navigate the apprenticeship system, onboard new apprentices and set up the appropriate workplace training via a digital toolkit that can be found on their website at ubc-asp.ca.

The UBC Canadian District Apprenticeship Service program partners with the Ending Violence Association of BC (EVA BC) to offer Be More Than a Bystander training to SMEs that sign up for the program. The Ending Violence Association of BC (EVA BC) is a provincial association based in Vancouver. They train and support close to 300 anti-violence programs and cross-sector initiatives across the province.

With the industry in the midst of a construction labour crunch, it’s easy to only focus on technical qualifications when conducting a job search. However, talent acquisition experts believe that a candidate’s soft skills are also important and often overlooked.  To learn more, SiteNews chatted with Tim Spindlove, a senior search consultant with DMC Recruitment group. Spindlove has 15 years of experience and focuses exclusively on searches within the real estate development and construction industry across Canada and the U.S.

SiteNews: Can you define soft skills and technical skills in the world of construction professionals?

Spindlove: Soft skills are non-technical skills that describe how you work with and interact with others. Technical skills are the specialized knowledge and expertise to perform a certain task or use specific tools or programs.

In the context of a construction setting, we could use a high-rise superintendent as an example. The soft skills required in this role are good communication, problem solving, negotiation, leadership skills, etc.

The technical skills would be experience using concrete to build multi-story buildings, occupational first aid, construction hand and mechanical tools, computer programs, etc.

Do you feel that soft skills are often not as high a priority as technical skills in the industry?

As there is such a shortage of skills in the construction sector in today’s market, hiring managers are so highly focussed on finding the right technical skills, that the equally important soft skills are often overlooked in the interview process. 

Taking the time to implement soft skill interview questions will help you weed out capability on the soft skills side of the ledger. Soft skills will help you hire a candidate who can adapt to multiple situations. 

Some example interview questions could be:

“Can you discuss a time where you had to manage your team through a difficult situation?”

“How do you prioritize your tasks when you have multiple deadlines?”

“How do you handle an employee who disagrees with your direction?”

“Tell me a bout a time you had to make a decision without managerial approval.”

“Tell me about a time when you failed at a task. What did you learn from this experience.”

For candidates, you want to think about answering these questions using the STAR technique:

S – situation: what was the situation you faced?
T – task: what were you tasked with?
A – action: what action did you take?
R – result: what results did you see as a result?

 What are some of the most important soft skills for construction professionals to develop?

The top three, in my opinion, are communication, critical thinking and problem solving, and conflict management.

Communication

1. Both verbal and nonverbal communication skills are valuable in construction due to the intricate nature of the work that is performed. Nonverbal skills can mean the difference between a successful crane lift and an accident, while verbal communication skills assist in giving and receiving instructions, training, and so much more. Effective and clear communication methods keep people safe, and the projects more effective, making clear communication skills essential.

Critical Thinking and Problem Solving

2. Critical thinking and problem solving are also important soft skills required by construction professionals. The ability to envision the project as a whole and adjust as needed is critical to the overall schedule and budget, as well as the ability to adapt when problems arise. Problems are a normal part of any business and knowing what to do when they arise is crucial to solving them.

Conflict Management

3. Projects do not always run smoothly, and conflicts are bound to happen in any workplace. As a result, the ability to innovate and make the right decision is essential and can mean the difference between a safe and unsafe work environment. Managing conflict effectively will create a more comfortable, safe, and effective environment, and is a vital skill of any construction professional, particularly in a leadership capacity.

What are some common situations in construction where soft skills can be employed?

Let’s use the site superintendent as an example again. 

A site superintendent must be able to communicate effectively to develop relationships with employees, contractors, suppliers and other involved parties.

A site superintendent must and utilize problem solving skills daily. When working on projects, you will inevitably face many situations where the answer is not obvious, or there may be various opinions or perspectives that could be correct. Being able to problem solve and produce a solution to that problem is essential to the success of the site superintendent’s job, and ultimately the project as a whole.

What are some ways the soft skills have helped you in your career?

Throughout my career, I’ve always worked in roles that have required high levels of communication, leadership and problem solving. From a young age working in labour type roles, I found communication was so important to not only explain your situation, but also to ask questions effectively, to ensure I understood the jobs I was being tasked with.

As I’ve taken on leadership roles, I’ve really had to hone my communication and problem-solving skills. As I’ve learned over the course on my career, being able to communicate clearly under stressful situations is a game-changer. Then, being able to have the ability think on my feet and problem solve on the go, to deliver results has been vitally important to daily success throughout my career.

What is your advice for professionals or organizations that want to develop better soft skills? 

I think there are a few things you can do to improve your soft skills.

1. Prioritize which skills to develop. Know the areas that you need to improve upon! Take the time to take stock in your own strengths and weaknesses and analyze both lists. Then compare those areas to areas you feel you need to improve upon to be successful in your career path.
2. Ask for feedback from friends, colleagues, and managers. By asking for feedback, you’ll likely uncover some blind spots.
3. Don’t be afraid to step out of your daily comfort zone and challenge yourself. We are all likely more confident around close friends than we are in uncertain situations at work. So, get into a setting where you must step out of your comfort zone. As an introvert, this might look like joining a group project or activity.
4. Finding course online. There is a wealth of educational tools online to help you fill in skills gaps. LinkedIn for example has a wealth of free learning resources to help with soft skills like leadership or business communication.
5. ABC. Always Be Communicating…? Doesn’t sound quite as cool as the movie line, but I digress. The more you communicate, the better you’ll become.

Key Takeaways:

• Canada plans to raise its immigration levels to 500,000 per year by 2025.
• Officials say it is part of their strategy to fill roles in key sectors, including the skilled trades.
• Construction leaders believe the plan could help put a dent in the industry’s labour crisis

The Whole Story:

Canada has announced a major shift in its immigration strategy to address the country’s worker shortage. 

Government officials stated that the 2023–2025 Immigration Levels Plan embraces immigration as a strategy to help businesses find workers and to attract the skills required in key sectors—including health care, skilled trades, manufacturing and technology.

Last year Canada welcomed over 405,000 newcomers – the most ever in a single year. But officials are bumping targets up in the new plan. They are looking to add 465,000 permanent residents in 2023, 485,000 in 2024 and 500,000 in 2025. Officials added that the plan also brings an increased focus on attracting newcomers to different regions of the country, including small towns and rural communities.

Bill Ferreira, executive director of BuildForce Canada, said he believes the changes are a good step towards addressing the construction industry’s shortage or skilled workers. 

“It’s a positive announcement that recognizes immigration as an important supplement to the development of Canada’s future labour force,” said Ferreira. “The rise in economic immigration levels should help Canada replenish its workforce as retirements grow throughout the decade.”

Ferreira explained that with nearly 20 percent of Canada’s current population between the ages of 50 and 64 and only 16 per cent under the age of 15, it’s clear that over the next 15 years, the country will see more people leaving the workforce than available to backfill for retirees. 

“Clearly, increased immigration will be important to avoid turning the current acute labour shortages facing the country into a chronic challenge for employers,” he said. “The introduction of new features to the Express Entry system that prioritizes the selection of individuals with skills in high demand, including construction trades, health care, manufacturing and STEM workers, is extremely positive and a welcome complement to the industry’s ongoing efforts to increase recruitment in the face of growing retirements.”  

The Canadian Construction Association (CCA), which has been advocating for the federal government to modernize its immigration policy, stated it is optimistic the changes could beneficial.

CCA President Mary Van Buren explained that she hopes the impact will be twofold: prioritization of skilled workers interested in construction, and partnerships with the provinces to better match needs and accelerate approvals.

“We are supportive of ideas that will help Canada become a preferred destination, and that we can accept those who are interested and qualified to entry with minimal delay,” she said. “Canada is just one of many countries wanting to attract these same people.”

However, she noted that the work is far from over. The CCA and its members will be in Ottawa Nov. 15 for Hill Day to speak with Canada’s political leaders and advocate for the construction sector.

“The announcements are a positive step in the right direction; we need to see real movement and urgency,” said Van Buren. “Our message for Hill Day will not change – we expect the labour shortage to be a problem for the foreseeable future.  There are other barriers that need to be addressed like Security Clearances, which can make it difficult for New Canadians to get approved on a timely basis.  A one stop security passport is one way the Federal government could maintain the integrity of the security evaluations, while reducing red tape.”

The plan also received support from Canada’s Building Trades Unions (CBTU).

“Canada’s Building Trades Unions are pleased with today’s announcement to increase immigration levels in Canada,” said Sean Strickland, CBTU executive director, in the government announcement. “Historically it has been through immigration that we have been able to grow our workforce, fill our union halls and build Canada’s infrastructure. Increased economic immigration is an important step to addressing labour availability across the country and we look forward to continuing to work closely with Minister Fraser and the federal government to find the solutions we need going forward.”

Highlights of the plan include:

• a long-term focus on economic growth, with just over 60 per cent of admissions in the economic class by 2025.
• using new features in the Express Entry system to welcome newcomers with the required skills and qualifications in sectors facing acute labour shortages such as, health care, manufacturing, building trades and STEM (Science, Technology, Engineering and Math).
• increases in regional programs to address targeted local labour market needs, through the Provincial Nominee Program, the Atlantic Immigration Program, and the Rural and Northern Immigration Pilot.
• support for global crises by providing a safe haven to those facing persecution, including by expanding the Economic Mobility Pathways Pilot.

Ottawa explained that regional economic immigration programs, like the Provincial Nominee Program, are increasingly important to the sustainable growth of the country. 

“That’s why this year’s plan outlines year-over-year growth so that we can continue to support provinces and territories in attracting the skilled newcomers they need to address the labour shortage and demographic challenges in their regions,” they said.

They noted that the government has made improvements to address key challenges faced by those using the immigration system, including streamlining and digitalizing the immigration system to further expedite processing. 

Key Takeaways:

• Pitt Meadows Plumbing & Mechanical Systems (PMP) is acquiring WQC Mechanical in an effort to combine labour forces.
• Company officials explained the size of projects in B.C. is making larger workforces more and more necessary.
• They believe this will spur other companies to consolidate.

The Whole Story:

WQC Mechanical is merging with Pitt Meadows Plumbing & Mechanical Systems (PMP). 

PMP officials explained that the move is part of its strategies to grow its workforce and they believe that acquisitions like this will become more common as projects continue to require more and more labour. 

“Like everybody else, the shortage of skilled trades workers is impacting us,” said James Zelinski, chief administrative officer for PMP.

The B.C. mechanical contractor is currently working on large-scale projects like Gilmore Place, Richmond Centre and City of Lougheed. 

The merger with WQC Mechanical was first discussed roughly a year ago when WQC was looking to be acquired. Someone from Pitt Meadows Plumbing & Mechanical Systems then introduced the team to a contact at WQC. 

“We had already been considering a more formalized strategy of growth through acquisition so it made sense when we started these conversations,” said Zelinski. “They have a whole bunch of skilled people – apprentices and red seal plumbers and we saw synergies around what we both do. They are smaller than us but are just a great group of tradespeople.” 

PMP is currently in the process of on-boarding roughly 30 new trades workers. Part of the deal is that WQC will finish all the work on its books before completely transitioning its workforce. 

Zelinski explained that the acquisition process allowed the company to greatly increase its workforce in one move rather than having to devise a more complex worker attraction strategy through trade shows, LinkedIn or Indeed. 

He noted that not only does Pitt Meadows offer competitive wages, full pensions and benefits, but workers will be able to do larger, more complex jobs and broaden their experience. 

Going forward, acquisition will continue to be part of PMP’s strategy for growth. And Zelinksi believes that the industry as a whole will see more consolidation. 

“We think the industry is going to consolidate,” he said. “I think the big players will just get bigger and that’s partly because the jobs are getting bigger and more complicated. The number of people needed for one job might be 75 or 80. They are so big. The jobs in Vancouver aren’t getting smaller. They are getting bigger. So access to skilled trades is more and more important.”