Business landscapes are changing, meaning businesses and workers must now look to workforce development to thrive. Upskilling is the key!
We no longer manage people the way we once did; new school leadership suggests managing people the way they want to be managed. The secret is to keep your people running at their best by understanding what motivates and drives them to give 110%. Your number one people challenge on the farm turns out to be managing different personalities and attitudes.
The tech sector continues to drive pandemic recovery in Canada, which means that B2B tech sales is a great choice if you’re looking for a career change. So what about making a good living, and moving up the ladder in a new B2B career?
Tech companies and other highly-skilled industries in Canada continue to experience workforce shortages. So why can’t we simply recruit the workers we need? While hiring seems like a straightforward process, the reality is that it isn’t an easy task in the current climate. Hiring new staff can be a long and expensive undertaking, so we’ll highlight some challenges many recruiters face, and look at how to deal with them.
You’ve spent the past few weeks diligently debating whether or not to take the plunge and finally start looking for a new job. If you’re feeling overwhelmed, don’t worry—you’re not alone. Job searching can be a daunting task, especially if you’re starting from scratch. To set you on the path to success, we’ve compiled a list of 11 resources that will help you get job-ready.
We decided to find out what motivated people to make the change to tech, and what making that change was all about. Who better to ask than participants in our own tech training programs? The people we interviewed have transitioned from careers in fitness, retail, construction and hospitality, to name a few. Their reasons to make the switch to tech varied from cool perks and remote work, to job security and innovation. Although they come from different backgrounds, there were a few things they all had in common.
Inherently complex and technical products need simple explanations that are seamlessly aligned to the needs of potential customers. It’s just one example of a critical skill set for tech salespeople. So now that you’re here, let’s take a look five of the most important skills and attributes that are especially vital for tech sales people.
Today, Palette Skills, in partnership with the University of Saskatchewan and Enterprise Machine Intelligence & Learning Initiative (EMILI) announced the launch of the Automation and Digital Agriculture Specialist Program. With a co-investment from Protein Industries of Canada, it is a new rapid upskilling program to help employers in the Agri-Food sector find skilled talent to fuel the growth of their businesses.
We now have a model of upskilling through Palette Skills that demonstrates not only how upskilling can be done, but that it can be done in a wildly successful way for both workers and employers. By scaling what works and building an ecosystem of upskilling across Canada, we will not only help secure our role as an innovative and globally competitive country, we will create a path to building an inclusive knowledge economy that creates access and opportunities for all workers to participate.
Business development representatives stand at the forefront of the B2B sales process. Their main purpose is to generate qualified leads. They then pass these leads onto their sales teams.
BDRs are in high demand, especially in Canada’s fast-growing B2B tech sector, where companies constantly require people to seek out and qualify new leads. Learn more about why this might be a great career for you in the following article.
Ever spend the day wishing you could change careers, but don’t know how? Jumping into a new job in another sector is not only possible, it’s something people are embracing more than ever. Many Canadians have used the pandemic as an opportunity to reset and pivot – and, given the right tools, so can you.
Prior to designing our upskilling programs, we needed to know what skills employers look for, and how they evaluate whether a candidate has those skills. This information would also tell us what skills are in demand, and give us data to see if the labour pool does in fact lack these skills. From there, we set out to start to build a program around improving these skills.
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