Greater Halifax: A Global Talent Magnet


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The Greater Halifax Partnership's Talent Strategy aimes to developing Greater Halifax as a global talent maket and THE best place to live, work and study

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  • Because The figures don’t lie! Nova Scotia is not growing enough to replace its population and fill upcoming job vacancies In 2009, the population was 939,475. Forecast to drop below 900,000 by 2026Young people are ready to leave and not enough immigrants want to stay. Nova Scotia attracted only 0.7% of all immigrants to Canada in 2006. Unemployment rate of 15-24 year olds is twice that of adults 18-34 year olds are less confident in local economic growth (Bristol Omnifacts, 2009)
  • The Partnership’s Talent Strategy has a single stated goal – to develop Greater Halifax as a global talent magnet and THE Best Place to Live Work and Study.
  • Greater Halifax: A Global Talent Magnet

    1. 1. Talent<br />Strategy<br />
    2. 2. The Partnership’s Talent Strategy<br />Photo: HRM Corporate Communications<br />Aims to develop Greater Halifax as a global talent magnet and THE best place to live, work and study.<br />
    3. 3. Why Do We Need a Talent Strategy?<br />Because the facts & figures don’t lie! <br />Nova Scotia is not growing enough to replace its population and fill job vacancies<br /><ul><li>In 2009, Nova Scotia’s population was 939,475. Forecast to drop below 900,000 by 2026
    4. 4. Nova Scotia attracted only 0.7% of all immigrants to Canada in 2006. Many leave Halifax for larger cities.
    5. 5. Halifax youth are discontented and ready to leave the city </li></ul>8,620 <br />Jobs<br />47,450 Jobs<br />Source: Canadian Occupational Projection System Outlook: Nova Scotia 2009-09 edition<br />
    6. 6. Population Growth 2001-2006<br />
    7. 7. Net Youth Migration<br />Aged 20 – 34 <br />2001 - 2006<br />Source: Statistics Canada, Census 2006<br />
    8. 8. About the Talent Strategy<br />Partnership aims to make Greater Halifax the global city of choice for workers<br /><ul><li> Proactively tackling looming labour shortage since 2006
    9. 9. Began with HRM’s Economic Development Strategy 2005 - 2010  Goal to Supercharge the City’s Labour Force
    10. 10. SmartBusiness research showed 50% of local businesses facing staff recruitment challenges
    11. 11. Launched Talent Strategy in 2008 to help business tap into new talent pools
    12. 12. Backed by research and builds on previous strategies</li></li></ul><li>Background Research<br /><ul><li> Richard Florida
    13. 13. Rebecca Ryan
    14. 14. Immigration Strategy
    15. 15. SmartBusiness
    16. 16. Economic Strategy</li></ul>Score: 1 - 10<br />Halifax “Handprint” <br />Rebecca Ryan’s 2007 report showed that Halifax lacked several factors that would <br />make it a ‘cool community’ <br />where young people would <br />want to settle.<br />
    17. 17. Focus Areas<br />
    18. 18. Goals & Objectives<br />
    19. 19. Existing Programs<br />Immigrants<br /><ul><li> Immigration Connector Program
    20. 20. Immigration Employer Support Program
    21. 21. ImmigrationWorksinHalifax
    22. 22. Community Identified Immigrant Program</li></ul>The Partnership’s Connector Program is considered a leading best practice for business education and talent recruitment. <br /> <br />The model is recognized and referenced by other organizations as far away as Vancouver<br />
    23. 23. Young & Emerging Professionals<br /><ul><li> FUSION Halifax – young professional group
    24. 24. Goal: To engage young professionals (ages 20-40) in Halifax’s future</li></ul>FUSION is a group for young Halifax residents who are inspired to make Halifax a better place to live, work and play – ultimately creating a city that attracts and keeps more young people.<br />
    25. 25. People & Communities At-Risk<br /><ul><li>Y2E Project - Youth At-Risk</li></ul>Aim: to make the business connection between priority youth and employers<br /><ul><li>Ujamaa - African Nova Scotians </li></ul>Aim: to enhance the quality of life in the African Nova Scotian community<br />One thing Halifax has is talented people. Many are youth 15-30 years old who face various challenges to finding and retaining employment.<br />
    26. 26. Success Measures<br />Immigration Connector Program<br /><ul><li>Launched in July 2009
    27. 27. Aims to put newcomers in touch with local businesses, helping them join the workforce and settle in the community
    28. 28. Has engaged104 business connectors - exceeding the original goal by 208%
    29. 29. Result: 40 newcomers have obtained jobs
    30. 30. Recognized as a best practice for attraction and retention of immigrants</li></ul>Photo: Shari Tucker Photography and Design.0<br />“I am passionate about the Partnership’s Connector Program because, in a strategic and tactical way, it facilitates the introduction of professional newcomers with high quality employers.” Jamie Welsh, Senior<br />Manager, Deloitte<br />
    31. 31. Immigration Employer Support Program<br /><ul><li>Launched in October 2007
    32. 32. Helps employers understand the immigration process
    33. 33. Has visited more than 100 local businesses interested in hiring immigrants
    34. 34. Sponsored seven sector-specific information sessions
    35. 35. Worked with seven post-secondary institutions to connect graduates to business</li></ul>The Immigration Employer Support Program has sponsored information sessions for several local sectors including healthcare and aerospace and defence technology. <br />
    36. 36. Immigration Employer Support Program<br /><ul><li>Awareness campaign launched in 2008
    37. 37. Generated more than 10 million media impressions
    38. 38. Created a 20% increase in referrals to the Partnership regarding hiring immigrants
    39. 39. Resulted in 12% increase in employers who said they are ready to benefit from hiring immigrants </li></ul>Community Identified Nominee Program <br /><ul><li>Started in April 2009
    40. 40. Have screened 136 leads and advanced 55 letters of support to NSOI</li></ul>ImmigrationWorksinHalifaxcampaign has generated more than 10 million media impressions in radio, TV, print and out-of-home advertising. <br />
    41. 41. Youth – Y2E Project<br /><ul><li>Launched in October 2008 to connect priority youth and local employers
    42. 42. Engaged over 700 stakeholders in research and framework development activities
    43. 43. 11% of employers and 45% of service providers became aware of the project
    44. 44. Distributed three research deliverables to stakeholders
    45. 45. Developed the Y2E Framework: Greater Halifax’s Priority Youth Employment Strategy</li></ul>The Y2E Framework:<br /><ul><li>Connects stakeholders to the right information and services
    46. 46. Builds capacity through collaboration
    47. 47. Links employers and youth to the right opportunities at the right time
    48. 48. Provides ongoing support</li></li></ul><li>African Nova Scotians - Ujamaa<br /><ul><li>Founded Ujamaa in 2009
    49. 49. Created the Ujamaa Reference Group
    50. 50. Reference Group now moving toward adopting council structure
    51. 51. Reference group will help enhance services available to the African Nova Scotian community </li></ul>Ujamaa involves the community in strategic alliances to build capacity <br />for economic and social development in the African Nova Scotian community.<br />
    52. 52. New & Upcoming Activities<br />Immigrants<br />International recruitment: <br /><ul><li> Participated in Canadian Technology Immigration Network Stakeholder Advisory meeting in Feb. 2010
    53. 53. Attended a British international recruitment fair </li></ul>Young & Emerging Professionals<br /><ul><li>Applied for funding to support project to persuade business community to hire </li></ul> young & emerging professionals.<br />
    54. 54. Next Steps<br />Immigration Connector Project<br /><ul><li> Build upon relationship and awareness building success
    55. 55. Setup system to measure and track contacts</li></ul>Immigration Employer Support Program<br /><ul><li> Build upon relationship and awareness building success
    56. 56. Assist Maytree Foundation in organizing ALLIES National Learning Exchange in Halifax on May 6, 2010</li></li></ul><li>ImmigrationWorksinHalifax Campaign<br /><ul><li> Refine marketing materials
    57. 57. Survey businesses involved in the project</li></ul>Y2E Project – Youth At-Risk<br /><ul><li>Secure sustainable project funding for Framework implementation</li></ul>Ujamaa - African Nova Scotians<br /><ul><li>Consult with future partners
    58. 58. Scheduled to present to the provincial cabinet in spring 2010
    59. 59. Secure seed funding
    60. 60. Form the independent Ujamaa Association</li></li></ul><li>How is this Talent Strategy Different?<br /><ul><li> Backed by research and builds on previous strategies and initiatives.
    61. 61. Offers programming to directly meet future human resource and labour market challenges.
    62. 62. Builds on Partnership’s role as a business connector, enabler and relationship-builder.
    63. 63. Activities complement and do not compete with other programs and services in Halifax
    64. 64. Champions and supports other organizations’ efforts to attract and retain talent. </li></ul>8,620 <br />Jobs<br />47,450 Jobs<br />
    65. 65. Conclusion<br />The only way to slow or stall the effect of the emerging Nova Scotia workforce shortage is to meet it creatively, directly and using multiple modes of attack.<br /> The Partnership’s Talent Initiatives : <br /><ul><li>Help business tap into new talent pools
    66. 66. Increase local immigrant employment
    67. 67. Help disadvantaged populations get jobs
    68. 68. Create a more attractive place for young and emerging professionals to live.</li>