It is also my observation: when thought leaders drift into pessimism and cynicism, it often leads to inertia. Canadians don’t need more reasons why things won’t work—they need direction, energy, and pathways to act.
It’s time to create space for new voices—leaders who can channel fresh thinking into momentum and turn ideas into action.
Thanks for this, Arlene. These days I have to ask how many of these misalignment are due to AI filtering of applicants rather than experienced human HR professionals looking for potential matches. And yes, employers still do need to broaden their criteria as well as recognize that their criteria may have changed.
Applicants have always used the same keywords in actual emails or (gasp) letters they composed to pass the first screening. And now AI is used to compose it.….AI vs AI? We’ll lose a lot of gems in that process. We need to keep the “human” in Human Resources.
As someone who couldn’t get an entry-level job in the financial service sector after 10 years, managing a staff of 40 in a high-end retail environment, this article resonates. It took a chance meeting at a Christmas party out of context that allowed me to break into the industry, and a very successful career in mortgage finance. Recruitment doesn’t have to be a complex process - I think in so many cases pursuit of the résumé misses the mark. In my experience, creating opportunity for someone keen is almost universally rewarded.
I am an optimistic person too. Why? Because I have a choice. And that choice shapes everything. I engage in hope, I look for what is possible and I invite others to hold that choice with me! Send more :) Thank you for your courageous and beautiful presence.
This is a very clear eyed analysis of our situation. My personal experience is that I was lucky enough to have an employer who could see people's skills separately from their accreditation. As a result I have developed far beyond what even I would have thought were my capabilities. (And I have healthy self-confidence.) Go for it employers: follow Arlene's direction.
THANK YOU SO MUCH for writing this piece! I completely agree and am so VERY tired of all,those who continuously point out problems after problems but NEVER offer any idea, plan, thought on how that problem can be addressed!
I’m at that point where I’m temped to scream at everyone who,does this now, because it DOESN’T HELP ANYONE! It’s pointing out the obvious in most cases while not offering ANY solutions! Any idiot can see problems and write about them. It takes critical thinking and understanding of what the problem does to offer any ideas as tohow to fix the problem!
Culture sets this up. Tight budgets, low risk, result in vacancies running as long as possible and only a superstar, fully up to speed will finally be hired. We boomers created a talent gap IMO. Btw you are talking about courage not fear .
Thanks for these thoughts Arlene. I have been trying to convince both job seekers and employers of this for years. Job titles have absolutely nothing to do with actual skill sets and AI resume scanning makes this issue even more prevalent.
Really appreciate your insights, Arlene. I like your optimism, and there is so much we can do from a structural and systems perspective to solve our workforce challenges. I work in community economic development and, over the years, have seen how a positive approach - curiosity, passion, a willingness to learn - is as important, if not more at times, than a credential or plaque on the wall. If we have willing Canadians sitting on the sidelines of our economy, that is not right, and we have the tools to fix this.
Insightful commentary on thought leadership.
It is also my observation: when thought leaders drift into pessimism and cynicism, it often leads to inertia. Canadians don’t need more reasons why things won’t work—they need direction, energy, and pathways to act.
It’s time to create space for new voices—leaders who can channel fresh thinking into momentum and turn ideas into action.
Thanks for this, Arlene. These days I have to ask how many of these misalignment are due to AI filtering of applicants rather than experienced human HR professionals looking for potential matches. And yes, employers still do need to broaden their criteria as well as recognize that their criteria may have changed.
Applicants have always used the same keywords in actual emails or (gasp) letters they composed to pass the first screening. And now AI is used to compose it.….AI vs AI? We’ll lose a lot of gems in that process. We need to keep the “human” in Human Resources.
Good point
As someone who couldn’t get an entry-level job in the financial service sector after 10 years, managing a staff of 40 in a high-end retail environment, this article resonates. It took a chance meeting at a Christmas party out of context that allowed me to break into the industry, and a very successful career in mortgage finance. Recruitment doesn’t have to be a complex process - I think in so many cases pursuit of the résumé misses the mark. In my experience, creating opportunity for someone keen is almost universally rewarded.
Thank you for your straight forward way of thinking and passing on your expertise.
I am an optimistic person too. Why? Because I have a choice. And that choice shapes everything. I engage in hope, I look for what is possible and I invite others to hold that choice with me! Send more :) Thank you for your courageous and beautiful presence.
This is a very clear eyed analysis of our situation. My personal experience is that I was lucky enough to have an employer who could see people's skills separately from their accreditation. As a result I have developed far beyond what even I would have thought were my capabilities. (And I have healthy self-confidence.) Go for it employers: follow Arlene's direction.
THANK YOU SO MUCH for writing this piece! I completely agree and am so VERY tired of all,those who continuously point out problems after problems but NEVER offer any idea, plan, thought on how that problem can be addressed!
I’m at that point where I’m temped to scream at everyone who,does this now, because it DOESN’T HELP ANYONE! It’s pointing out the obvious in most cases while not offering ANY solutions! Any idiot can see problems and write about them. It takes critical thinking and understanding of what the problem does to offer any ideas as tohow to fix the problem!
Excellent analysis.
Yes & yes. Dig yer mojo. https://northofsummer.substack.com/p/talent-is-canadas-greatest-export
https://sometimesitrains.substack.com/p/it-certainly-does-suck
There is no growth in the comfort zone and there is no comfort in the growth zone.
The more who live by that expression, the more thriving (well past surviving) will blossom among employers and their employees.
Culture sets this up. Tight budgets, low risk, result in vacancies running as long as possible and only a superstar, fully up to speed will finally be hired. We boomers created a talent gap IMO. Btw you are talking about courage not fear .
Or "remove negative people from your liked where you can" eh?
Great observations. With better insight into the problem, better solutions are possible.
Thanks for these thoughts Arlene. I have been trying to convince both job seekers and employers of this for years. Job titles have absolutely nothing to do with actual skill sets and AI resume scanning makes this issue even more prevalent.
👏❤️🇨🇦
Really appreciate your insights, Arlene. I like your optimism, and there is so much we can do from a structural and systems perspective to solve our workforce challenges. I work in community economic development and, over the years, have seen how a positive approach - curiosity, passion, a willingness to learn - is as important, if not more at times, than a credential or plaque on the wall. If we have willing Canadians sitting on the sidelines of our economy, that is not right, and we have the tools to fix this.