Jobs

‘I love my work’: International 91�Թ� grad on how she landed a job during COVID-19

Christopher.Sorensen — Thu, 04 Feb 2021 21:36:03 +0000

‘I love my work’: International 91�Թ� grad on how she landed a job during COVID-19

Christopher.Sorensen Thu, 02/04/2021 - 16:36

Cutline

Melody Bagaa, who graduated from 91�Թ� Scarborough in November, signed up for a job-seekers club and leveraged the university's vast alumni network before eventually securing a job as an investment analyst (photo by Johnny Guatto)

Yanan Wang

Topic

Global Lens

Coronavirus

UTogether

Academic Advising & Career Centre

Graduate Stories

Melody Bagaa is one of many recent university graduates — in Canada and around the world —who faced the unenviable task of hunting for a job in a world rattled by COVID-19.

A native of Mongolia, Bagaa came to Canada in 2016 in hopes of breaking into the finance industry through the 91�Թ� Scarborough’s co-op program.

Through the program, she worked stints at BMO Financial Group and the Investment Industry Regulatory Organization of Canada – experiences that had made her confident in her ability to land a job after graduation last November.

“When I started my degree, the job market was okay,” says Bagaa, who earned a bachelor of business administration degree.

“Then COVID-19 happened, and the job market was practically frozen. I didn’t know how long it would take to find a job. Everything was uncertain.”

Bagaa tried not to panic. Instead, she harnessed 91�Թ�’s resources and alumni – even building a personal alumni network on LinkedIn – and ultimately landed a job at a Toronto investment advisory and consulting firm amid the upheaval.

One of the first things Bagaa did was sign up for 91�Թ� Scarborough’s Job Seekers Club, a four-week program operated by the campus’s Academic Advising & Career Centre. Through the program, Bagaa picked up job search strategies as well as resume and cover letter-writing skills.

The members of the club, which included other students in addition to career specialists, met via Zoom and rehearsed for interviews together. They critiqued each other’s performances and gave suggestions on how to improve.

The club is one of many services across the three campuses supporting students and recent grads in their job search.

Others include the I Need to Get a Job Club, which targets recent graduates, and Flexible Futures, which offers a range of career-related workshops for graduate students. There’s also a career guide for trans and non-binary students.

At 91�Թ� Mississauga, the Career Centre Networking Series brings students, recent graduates, alumni and industry professionals together for career exploration and networking opportunities. The campus also has programs that offer access to placements with employers interested in hiring new graduates and resources for job searching in a virtual world.

“Across all three campuses, our emphasis has been on connecting students and graduates with alumni and industry professionals to provide insight into how the pandemic is changing industries, organizations and roles,” says Heather Kelly, executive director, Student Life programs and services.

“We want to do whatever we can to help current students and recent alumni with their job search during COVID-19.”

Using LinkedIn, Bagaa created her own personal alumni network. Through the employment site search function, she found 91�Թ� alumni already working in her field. Bagaa sent out emails asking alumni for advice or to connect her to finance jobs. Many of them responded immediately. Some tipped her off to job openings or referred her to their companies.

“These alumni on LinkedIn and friends who graduated before me were all very supportive,” Bagaa said. “They would send me job listings all the time.”

She also received a referral through 91�Թ� Scarborough’s The Bridge, which supports experiential learning for business, finance and entrepreneurship.

Bagaa’s rising optimism about her job search was in stark contrast to her outlook during the early days of the pandemic.

She recalls feeling jealous when she thought of her friends and family back in Mongolia, where the number of COVID-19 cases was relatively low last spring. Bagaa says she even contemplated flying home since Mongolia’s economy had not been impacted to the same extent as Canada’s – possibly improving her chances of finding work.

She ultimately found her current job as an investment analyst at BULLWEALTH on 91�Թ�’s CLNx (Career & Co-Curricular Learning Network) job portal. Her application was bolstered by her various co-op experiences and the interview coaching she received as part of the job-seekers club – and 91�Թ�’s reputation for producing some of the world’s most employable graduates probably didn’t hurt either.

Bagaa began her new role the weekend of her virtual convocation.

“I want to continue to develop my career and pursue more responsibilities,” Bagaa says.

“Maybe I’ll get an MBA. I’m still trying to figure it out, but I definitely like where I am right now. I love my team, I love my work. I want to learn and grow within the company and try to bring some great projects forward.”

Governments should focus on jobs of the future, 91�Թ�'s Vivek Goel writes in the Globe and Mail

geoff.vendeville — Mon, 07 Jan 2019 15:15:19 +0000

Governments should focus on jobs of the future, 91�Թ�'s Vivek Goel writes in the Globe and Mail

geoff.vendeville Mon, 01/07/2019 - 10:15

Cutline

Vivek Goel, 91�Թ�'s vice-president of research and innovation, notes that government support for MaRS is paying off while the multi-billion bailout of the auto sector proved short-sighted (photo by Johnny Guatto)

Topic

Research & Innovation

School of Continuing Studies

Vivek Goel

Instead of trying to rescue existing jobs threatened by technological change, the government should support training for the jobs of the future, Vivek Goel, the 91�Թ�'s vice-president of research and innovation, writes in the Globe and Mail.

Goel says the contrasting fates of MaRS and General Motors underscore the importance of government investment in emerging sectors and retraining workers to fill new market demands.

Though it ultimately received a $224-million construction loan from the Ontario government, Goel notes that MaRS was initially turned down when it sought help in the wake of the 2008 financial crisis. Around the same time, GM asked for assistance and the provincial and federal governments made a multibillion-dollar bet on the auto sector to ensure its survival.

Yet, despite the government's support, GM recently shuttered its Oshawa plant and four facilities in the United States. MaRS, by contrast, not only repaid most of its interest-bearing loans three years earlier than scheduled, but has gone on to become one of the world's largest innovation hubs specializing in clean technology, fintech, enterprise and health.

“Postsecondary and training institutions, employers and governments must promote emerging sectors and retraining to ensure new skills meet new market needs,” Goel writes, adding that continuing education programs, such as those offered by 91�Թ�, are a good model for improving workers' skills.

“Trying to turn the tide by saving jobs that are being overtaken by technology is not a winning strategy.”

Read Vivek Goel's Globe and Mail op-ed

Asian job applicants face tougher odds: 91�Թ� researchers part of joint study on interview callback rates

ullahnor — Wed, 25 Jan 2017 15:47:37 +0000

Asian job applicants face tougher odds: 91�Թ� researchers part of joint study on interview callback rates

ullahnor Wed, 01/25/2017 - 10:47

Cutline

Professor Jeffrey Reitz says the findings call for an “anonymized resumé review” process to identify candidates by code not name (photo by Kathryn Decker via Flickr)

Adrienne Harry

Author legacy

Adrienne Harry

Topic

Munk School of Global Affairs & Public Policy

Job applicants with Asian names and Canadian qualifications have less chance of getting called in for interviews than those with Anglo-Canadian names, even with a better education, say researchers at the 91�Թ� who are part of a joint study.

Using data from a recent large-scale Canadian employment report to examine interview callback rates, the study by the 91�Թ� and Ryerson University shows discrimination against Asian job seekers in Canada.

Co-authored by Jeffrey Reitz, sociology professor at the Faculty of Arts & Science and director of ethnic, immigration and pluralism studies at 91�Թ�'s Munk School of Global Affairs, the report assesses the extent of discrimination experienced by job applicants with Asian (Chinese, Indian or Pakistani) names.

Called “Do Large Employers Treat Racial Minorities More Fairly?” the report shows that Asian-named job applicants are less likely than Anglo-named job seekers to be selected for an interview, even if their qualifications are identical.

Asian-named applicants are at even more of a disadvantage if some or all of their qualifications are obtained outside of Canada. With foreign credentials, applicants with Asian names are 45 to 60 per cent less likely to be selected for an interview compared to their Anglo-named counterparts. These hiring biases are most prevalent in smaller businesses, which employ more than 70 per cent of private sector employees in Canada.

“A lot of Canadians think that we’ve already addressed this problem, that it was taken care of decades ago when we brought in various policies to address it,” says Reitz. “But this study clearly shows that this isn’t the case. We’re focusing on a particular part of the recruitment process – a critical part – but it’s only one stage. So whatever biases are underlying recruitment decisions might also underlie other decisions employers make.”

Reitz points out that discrimination has significant impacts on Asian job seekers as well as employers. While these applicants have to try harder to find work, employers stand to miss out on a skilled and valuable talent pool. And without continuing research, Reitz cautions that hiring bias may be hard to spot.

“We can learn a lot from this type of study because we’re looking at behaviour that is somewhat ‘invisible.’ When an employer throws a resume in the wastebasket, no one is there to witness it,” says Reitz. “For many, the obvious remedy to discrimination is to go to the Canadian Human Rights Commission. But it’s hard to speak up about being a victim of discrimination if you never find out about it.”

Reitz, along with co-authors Philip Oreopoulos from U of T Mississauga’s department of economics and Rupa Banarjee from Ryerson University, attended a panel discussion on the study thus week.

Hosted by Hire Immigrants and moderated by Senator Ratna Omidvar, the panel will discuss how to use this research to prompt meaningful action within Canadian companies, and what role government, educational institutions, and labour unions can play in creating a more diverse and inclusive workforce.

Although the report highlights disadvantages for a very specific group of job seekers, Reitz says it’s in everyone’s best interest to address hiring bias. “When qualified applicants miss out on opportunities for jobs, we should all be concerned. It is in our collective interest to ensure that everyone can contribute his or her skills and abilities.”

Reitz, told the Star that the findings call for an “anonymized resumé review” process, which would identify candidates by code not name.

“Some people are concerned this is something we are doing to accommodate minorities, giving an advantage to minority people by deferring to them,” said Reitz. “But no matter what political correctness is doing, it is not offsetting the problems.”

91�Թ� has one of the world's best graduate employability outcomes

ullahnor — Thu, 24 Nov 2016 17:27:46 +0000

91�Թ� has one of the world's best graduate employability outcomes

ullahnor Thu, 11/24/2016 - 12:27

Cutline

QS says 91�Թ� students have among the best graduate employability outcomes in the world

Topic

Students who graduate from the 91�Թ� not only learn from some of the top minds in the world, they also have one of the best graduate employability outcomes in the world, says the QS Graduate Employability Rankings.

91�Թ� was the top-ranked Canadian university and placed 19th globally out of 300 top universities surveyed. Among public universities, it ranked third in North America and 13th globally.

“We’re pleased to see our ranking results continue to demonstrate 91�Թ�’s excellent track record for graduate outcomes and employment,” said Cheryl Regehr, 91�Թ�’s vice-president and provost.

QS said that the ranking incorporates the views of employers through a global survey, as well as alumni outcomes, employment rates, industry partnerships and student-employer connections.

“The ranking aims to help prospective students identify institutions with a strong commitment to and outstanding outcomes on graduate employability,” QS said.

There was also a notably strong performance for STEM-focused institutions in the rankings, QS found. American universities fared well with Stanford University and the Massachusetts Institute of Technology (MIT) in the top two positions. England, China, France and Australia also had institutions in the top 10.

Other Canadian universities in the top 50 included: Waterloo (22nd), McGill (28th), and UBC (41st).

The QS findings mirror the results of the Times Higher Education (THE) – Global Employability University Ranking that placed 91�Թ� first among Canadian universities, 14th in the world and sixth among North American public universities. The THE ranking combines the results of two online survey panels with approximately 6,000 respondents in total.

Read ranking results from U.S. News & World Report

Read 91�Թ� in fourth spot in 2016 National Taiwan University Ranking

Read 91�Թ� scored 22nd in THE's world university rankings

Read about the overall QS ranking

Millions of Canadians could lose jobs to automation, 91�Թ�'s Mowat Centre reports

Romi Levine — Tue, 22 Nov 2016 19:47:10 +0000

Millions of Canadians could lose jobs to automation, 91�Թ�'s Mowat Centre reports

Romi Levine Tue, 11/22/2016 - 14:47

Cutline

An automated sorting area at a distribution centre in England (photo by Dan Kitwood/Getty Images)

Romi Levine

Author legacy

Romi Levine

Topic

Global Lens

Mowat Centre

School of Public Policy & Governance

Subheadline

In the next 10 to 15 years, between 1.5 million to 7.5 million jobs in Canada could be at risk, affecting even lawyers, doctors and engineers

As technology advances, occupations from truck drivers to lawyers are at risk of becoming at least partly automated, bringing about higher unemployment and more temporary workers.

A report released today by the Mowat Centre says that, over the next two decades, millions of Canadians could be out of jobs. The Centre is part of the 91�Թ�’s School of Public Policy & Governance.

Read Huffington Post story on the report

91�Թ� News spoke with Sunil Johal, one of the authors of the report, about how Canada can adapt social policies to deal with dramatic shifts in the job market.

Is the rise of precarious work a symptom of an economic downturn or are there other factors?

I think there’s more to it than business cycles at this point. We’re seeing longer-term trends around precarious employment and non-standard work increasing over 20-year periods now. That’s something that outlives a three-to-four year economic downturn.

The main difference now from 20 to 25 years ago is the technological element to this. I think we’re seeing the rise of automation, robotics, artificial intelligence, the gig economy – all of these things together are culminating in a labour market that is far more precarious, far more task-based and in many cases, far more job-free.

How will automation affect Canadian workers?

The broader impacts of automation are yet to be seen. Companies are still figuring out how to leverage this new technology in a way that’s to their benefit that may impact jobs in a negative way.

We looked at a number of studies that have examined what potential job losses could look like in Canada. It’s a fairly broad range, but at the low end you’re looking at 1.5 million jobs in Canada and at the high end, you’re looking at about 7.5 million jobs that could be at risk of automation. That is a big number but, even if you take the low end of that, over the next 10-15 years that’s a lot of people.

The labour market in Canada right now is roughly 18 million.

That’s a game changer. We talk in the report about the fact that in the global financial crisis, Canada lost roughly 400,000 jobs. We’re talking double, triple or quadruple that number at the low end of these estimates.

Do the federal or provincial governments have policies in place to support workers at risk of losing their jobs to automation?

No, the social infrastructure is not in place right now for this type of major change to our economy. We can even argue that in the status quo current state of play in Canada, for many people, programs like employment insurance, the health care system and childcare are insufficient today. If they get worse in the labour market in the next five to 15 years, absent significant changes, those programs are not sufficient to meet the needs of Canadians in terms of coverage, quality of coverage and fundamentally, how they’re designed.

Are there examples of good social policy that Canada can learn from?

We set out a number of recommendations and options in terms of what governments might want to think about to modernize our social infrastructure.

One of the interesting ones was Denmark’s model of labour market training and support. They have a model called the “flexicurity” model – providing both flexibility and security to workers.

It’s much easier for Danish companies to hire and fire people – up to 25 per cent of Danes in the private sector switch jobs every year. There are significant levels of income replacement for unemployed workers – up to 90 per cent income replacement for workers and much higher levels of investment in training and skill support than we see in Canada.

In a world where more disruptions are happening more quickly, we would argue the Danish model is much more nimble and supportive and much more in-tune with the 21st century labour market than Canada’s model, which you could characterize as a very good model in the 1960s but not such a good model in 2016.

As we saw in the U.S. election, election cycles mean politicians can attempt to back-track on policies. What assurance do we have that long-term policies will stay in place to support at-risk workers?

The one thing that’s happening with technology that makes me optimistic that we can actually see changes – that there is a policy window for governments to do something about this – is the fact that technological disruption is not just going to be impacting those at the low-end of the income scale.

We’re going to see doctors, lawyers, engineers – all kinds of white collar professionals potentially see their job impacted in some way by these changes. That gives a much broader constituency of support for the necessary investments and program adjustments that’ll be needed in the coming years.

Today’s ‘job churn’ is a symptom of Canada’s stagnant economy, says 91�Թ� expert

Romi Levine — Mon, 31 Oct 2016 13:45:51 +0000

Today’s ‘job churn’ is a symptom of Canada’s stagnant economy, says 91�Թ� expert

Romi Levine Mon, 10/31/2016 - 09:45

Cutline

Protest against precarious jobs in Ireland (photo by Ana Rey via Flickr)

Romi Levine

Author legacy

Romi Levine

Topic

City & Culture

Faculty of Arts & Science

Canada’s stagnant growth is taking a toll on the job market.

After the Bank of Canada downgraded the country’s economic outlook, Finance Minister Bill Morneau told a Liberal Party meeting that temporary, short-term work is the new normal, especially for young people.

“How do we train and retrain people as they move from job to job to job? Because it’s going to happen. We have to accept that,” Morneau said during a question-and-answer session at the meeting last week. The comments almost immediately received backlash from many young Canadians who believe the government isn’t doing enough to support them.

Professor Rafael Gomez, director of the 91�Թ�’s Centre for Industrial Relations and Human Resources in the Faculty of Arts & Science, says the trend toward precarious work is nothing new.

He spoke with 91�Թ� News about how the economy affects the labour market, and what the federal and provincial governments can do to support vulnerable workers.

Has there really been a dramatic shift in Canada’s labour force?

You have to be careful because what people perceive and what the data we have show – sometimes they’re different things. And the Labour Force Survey picks up some of this but not all. But if you just look at the number of people in the standard employment relationship, it has not budged in 18 to 20 years. If you look at the late '90s and compare it to today, it’s about the same proportion of workers who have full-time, permanent jobs in the labour market.

Where is this sense of insecurity coming from? What has increased is the proportion of young people in non-standard jobs, which is everything else but a full-time permanent job. If you break that down a little bit more – and the Labour Force Survey does this a little bit – 70 per cent of people say it’s a voluntary choice. That means 30 per cent of a 25 per cent pie is what we could consider to be in the precarious or more vulnerable state.

What’s behind the increase?

The problem, I think, is that there isn’t a very dynamic and fast-growing economy, which underpins growth in the labour market. When we’re in a stagnant, low-growth environment, it’s hard if you lose a job to get another one. If you’re a new labour market entrant of any kind – that would mean you’re an immigrant, someone who’s lost a job or someone who’s coming out of school looking for a job – it’s difficult to get your foot in the door because there isn’t natural growth. New positions don’t open up.

Has this happened before in Canada?

The recession of the early '80s was far worse on young people. It scarred an entire generation. There’s labour economic analysis that’s been done of cohorts who enter the labour market in particularly bad economic circumstances. You can see the profile of people who enter the labour market during a deep downturn – and those folks tend to have lower earnings throughout their career.

In terms of their attitude and expectations about work and mobility, they’re much diminished.

We’re not really experiencing a recession. It’s a period of more stagnant and low growth, which is different.

What can the federal government do to support precarious workers?

One of the things the government can do is encourage the ability for the labour market to regulate itself by making it easier for workers to join trade unions and to make sectorial arrangements. There are a few sectors in Canada that provide coverage for an entire group of workers. For example, cultural industries have sectorial agreements, meaning that if you work in film or television in Canada no matter where and on which work site – even if the job is temporary – you’re still captured by the same rights a unionized worker would have in a GM plant.

These sectorial agreements, not necessarily tied to a workplace, are effective mechanisms. We’ve seen it in the data we’ve analyzed. They bring the wage up, and they ensure benefits are paid.

Was Morneau’s speech sending the wrong message to employers?

You have low growth, not generating new jobs – that’s the reality of the labour market today. That part was true. It should’ve been buttressed with “but we need to ensure people are not being exploited and taken advantage of because they need to get their foot in the door.” This is something the government should be watching for and not allowing to happen.

What is the Ontario government doing to tackle the “job churn”?

Ninety per cent of workers are covered by provincial labour laws, labour standards and employment laws so the real action is at the provincial level. The Ontario government is undertaking a major review of its labour laws, which pertain to union management relations, and employment standards, which are for everyone else who is not covered by an agreement. The province is exploring different ways and models, especially to help vulnerable workers.

Summer in the city: 91�Թ� co-op students creating app for Rouge National Urban Park

lanthierj — Fri, 17 Jun 2016 14:17:39 +0000

Summer in the city: 91�Թ� co-op students creating app for Rouge National Urban Park

lanthierj Fri, 06/17/2016 - 10:17

Cutline

(photos by Ken Jones)

Berton Woodward

Author legacy

Berton Woodward

Topic

If you’re hiking in Rouge National Urban Park and you want to know more about your surroundings, wouldn’t you like to be able to pull out your smartphone and get instant, engaging information?

Parks Canada certainly would. So, in May, four 91�Թ� Scarborough students began work on a two-year co-op project to create a content-rich app that people can use on visits to Canada’s first national urban park, which will soon officially encompass Rouge Park near UTSC.

“We are using technology as a bridge to experience nature,” says Kaitlyn Chow, a master’s student in environmental science who will be a content curator/creator on the project for the next eight months. “We’ve been doing a lot of brainstorming. The overall theme is the idea of stories – there is a long, rich history in the park and we want to make it easy for people to digest.”

Parks Canada has a formal partnership with 91�Թ� Scarborough and has hired a total of 23 co-op students over the past three summers. The app project grew out of discussions between Parks Canada officials and Gray Graffam, director of The Hub, UTSC’s centre for innovation and entrepreneurship.

“They wanted to develop mobile technology for the Rouge National Urban Park, and we saw our co-op program as a natural way to do this,” says Graffam. He will oversee the project at The Hub, and the app will be a joint intellectual property with the database housed at UTSC.

Chow is working with her fellow environmental science master’s student, Winston Lee, in content creation, and two computer science undergrads, Derek Etherton and Alexander Cavanagh, on the tech side. All four have been asked to take regular hikes in the park to get to know it.

“This is a great opportunity for our students to work on a new endeavour and gain an understanding of something happening in our own backyard,” says Dallas Boyer, manager, operations, arts and science co-op. “And it shows the interdisciplinary nature of our areas of study – computer science students working with environmental science students. They will learn from each other.”

The app will also grow with the park, as it expands to its full size of 79.1 sq km, including Rouge Park – some 50 times the size of High Park and located within easy reach of public transit. The finished park will stretch from Lake Ontario to the Oak Ridges Moraine, including parts of Toronto, Markham, Pickering and Uxbridge.

“When it is complete, it will be the largest and best protected urban park in North America,” says Omar McDadi, External Relations Manager for Rouge National Urban Park. “It will have 1,700 species of plants and animals, one of the most biologically diverse places in Canada. The app will help people learn about the wildlife and plant life, but there’s so much more to the story as well. There is an agricultural community with working farms dating back to 1799, as well as 10,000 years of human history.”

Not surprisingly, Chow says the first big challenge has been how to narrow the scope of the app. Etherton adds that the team must deal with the varying levels of signal in the park and decide how much information to build into the app versus download during use.

Meanwhile, they are among the few employees happy to hear their supervisors say, “Take a hike.”

UTemp, Short-term Staffing Service

sgupta — Thu, 07 Jan 2016 20:47:21 +0000

UTemp, Short-term Staffing Service sgupta Thu, 01/07/2016 - 15:47

URL

https://jobs.utoronto.ca/content/UTemp/?locale=en_US

Human Resource Services

sgupta — Thu, 07 Jan 2016 20:47:15 +0000

Human Resource Services sgupta Thu, 01/07/2016 - 15:47

URL

https://www.utsc.utoronto.ca/hr/

91�Թ�'s grads are top ten in the world for employability, survey says

sgupta — Thu, 12 Nov 2015 15:24:02 +0000

91�Թ�'s grads are top ten in the world for employability, survey says sgupta Thu, 11/12/2015 - 10:24

Cutline

(Photo by Johnny Guatto)

Brianna Goldberg

Author legacy

Brianna Goldberg

Topic

Read the full THE article on the 2015 rankings

Laurent Dupasquier, associate director of Emerging, told THE that as “recruiters develop a better knowledge and understanding of the global higher education market, reputation plays less of a role and expertise [plays] more.”

“The nationality of young graduates, the country in which they studied and the nationality of the company that employs them is becoming increasingly irrelevant,” he said, adding that employers from all continents seek specific skills as the most important factor, then work experience and degree area, with grades at the bottom of their priorities.

This is the latest of 2015’s global rankings in which 91�Թ� performed highly, including Times Higher Education’s World University Rankings (19th globally, number one in Canada), Shanghai Jiao Tong University’s Academic Ranking of World Universities (25th globally, number one in Canada), U.S. News & World Report’s Best Global Universities ranking (16th globally, number one in Canada) and the National Taiwan University Ranking which set 91�Թ� at third place in the world behind only Harvard and Johns Hopkins.

Rank	Institution	Country
2	University of Cambridge	United Kingdom
3	University of Oxford	United Kingdom
10	91�Թ�	Canada

Rank	Institution	Country
1	Harvard University	United States
2	University of Cambridge	United Kingdom
3	University of Oxford	United Kingdom
4	California Institute of Technology	United States
5	Yale University	United States
6	Massachusetts Institute of Technology	United States
7	Stanford University	United States
8	Columbia University	United States
9	Princeton University	United States
10	91�Թ�	Canada

Jobs

‘I love my work’: International 91�Թ� grad on how she landed a job during COVID-19

Governments should focus on jobs of the future, 91�Թ�'s Vivek Goel writes in the Globe and Mail

Read Vivek Goel's Globe and Mail op-ed

Asian job applicants face tougher odds: 91�Թ� researchers part of joint study on interview callback rates

Read more at the Toronto Star

91�Թ� has one of the world's best graduate employability outcomes

Read ranking results from U.S. News & World Report

Read 91�Թ� in fourth spot in 2016 National Taiwan University Ranking

Read 91�Թ� scored 22nd in THE's world university rankings

Read about the overall QS ranking

Millions of Canadians could lose jobs to automation, 91�Թ�'s Mowat Centre reports

Read Huffington Post story on the report

Today’s ‘job churn’ is a symptom of Canada’s stagnant economy, says 91�Թ� expert

Summer in the city: 91�Թ� co-op students creating app for Rouge National Urban Park

UTemp, Short-term Staffing Service

Tags

Human Resource Services

Tags

91�Թ�'s grads are top ten in the world for employability, survey says

Read the full THE article on the 2015 rankings

Read more about Rankings