Stay Current - FOR Job Seekers

TRAINING NEEDS

Entry Level (1-2 years) / Emerging Talent (2-7 years): need coaching on barriers to entry; coaching on developing specialty/knowledge areas; entrepreneur skills, soft skills, negotiating skills, project management skills.

Intermediate / Mid-Management professionals (7-15 years) looking to move to next level of leadership: management training, business training; digital skills upgrades; digital knowledge upgrades; technology management skills; negotiation skills, entrepreneur skills, brand management skills; project management skills.

Established / Executive talent (15 years+) looking to transition to new roles in digital, green and social enterprises, or, looking to provide consultancy services within media sectors: digital skills, digital knowledge upgrades, brand management skills, risk management skills; policy knowledge; intelligence on new companies, new stakeholders and their business needs. Challenges are particularly acute for legacy players that are accustomed to a stable marketplace: environment is volatile and change is happening at breakneck speed.

GET THE FACTS ON THE JOB MARKET

The arts and culture sector generates about $46B or 3.8% to GDP and employs approximately 660,000 people (2010). 

Effective participation in the labour market is increasingly tied to digital competence. There is a need to develop skills, share expertise and best practices.

One significant challenge for the Canadian workforce is lack of precise understanding of what digital skills are.  Skills shortages are related to workers not possessing the right combination of specific skills and experience, rather than a lack of formal qualification.

Individuals in the ICT sector earn 47% more than the national average.

THE NEED FOR SKILLS UPGRADES

Digital innovations are required to enable all sectors and all aspects of society, at the same time as they are opening up new markets and creating opportunities. Digital technologies include the tools, skills or knowledge involved in business processes, products and services that help companies become more productive and competitive in all value chains.

Individuals must have the skills to adopt and apply digital technologies with confidence. Canadian firms need both business and information technology skills (IT) to be innovative: developing, educating, training and attracting professionals with both business and IT skills is critical.

The above notes are adapted from media reports published in 2010:   Deloitte Touche Ross’ Media Predictions 2010, KPMG’s Emerging Business Models to Help Serve Tomorrow’s Digital Tribes, PWC Global Entertainment and Media Outlook 2010-2012 and Industry Canada’s Improving Canada’s Digital Advantage: Strategies for Sustainable Prosperity 2010. These condensed notes are intended to help provide the Canadian media labour marketplace with important knowledge of the current job landscape, and the challenges Canadian media bussinesses face adapting to rapidly evolving technology. They are not intended to serve as an official version of the information reproduced, nor are we affiliated with these organizations (though we respect them all highly!)  We hope this information will help media professionals understand the scope of the labour market’s deficiencies in digital media skills, and help them identify growth and development areas to ultimately be better able to manage their careers within the cross media sectors.