hr Archives - TV Punjab | English News Channel https://en.tvpunjab.com/tag/hr/ Canada News, English Tv,English News, Tv Punjab English, Canada Politics Thu, 13 Feb 2025 23:55:13 +0000 en-US hourly 1 https://wordpress.org/?v=6.7.2 https://en.tvpunjab.com/wp-content/uploads/2022/03/cropped-favicon-icon-32x32.jpg hr Archives - TV Punjab | English News Channel https://en.tvpunjab.com/tag/hr/ 32 32 Race-based hiring is the new normal at Canada’s universities https://en.tvpunjab.com/race-based-hiring-dei/ https://en.tvpunjab.com/race-based-hiring-dei/#respond Thu, 13 Feb 2025 23:45:34 +0000 https://en.tvpunjab.com/?p=27848 Ninety-eight per cent of job postings at Canada’s top universities now require DEI compliance By Mark Milke Since the first European university was founded in Bologna, Italy, in 1088, the goal of higher education was supposed to be a search for truth. But too many modern ivory towers in the West, including in Canada in […]

The post Race-based hiring is the new normal at Canada’s universities appeared first on TV Punjab | English News Channel.

]]>
FacebookTwitterWhatsAppCopy Link

Ninety-eight per cent of job postings at Canada’s top universities now require DEI compliance

By Mark Milke

Since the first European university was founded in Bologna, Italy, in 1088, the goal of higher education was supposed to be a search for truth. But too many modern ivory towers in the West, including in Canada in recent decades, have been drawn into trendy anti-reality policies, activism and illiberalism.

A key example is the rise of so-called diversity, equity and inclusion (DEI) policies and bureaucracies at universities. Some institutions now select students and professors based on race, ethnicity or gender on the assumption that doing so will somehow make up for discrimination 100 years ago. Others attribute differing economic outcomes between groups almost entirely to systemic racism, ignoring other contributing factors.

Both assumptions are flawed, but they explain why DEI offices have sprung up like toxic weeds over the last 10 years across Canadian and American campuses.

These policies rest on the mistaken premise that group disparities can only be explained by discrimination. In reality, income and wealth in a liberal democracy such as Canada or the United States result from multiple factors: education levels, family dynamics, geography (people in rural areas, including reserves, earn less than those in major cities), the length of time an immigrant has lived in the country, and a variety of other influences.

When these factors are accounted for, more similarities than differences emerge between groups.

For example, there is an average income gap between Indigenous and non-Indigenous Canadians, but that is partly due to differences in education levels and geography. A greater proportion of Indigenous Canadians live in rural areas or on reserves, where employment opportunities and wages tend to be lower. When these factors are considered, the gap largely disappears. In 2020, Indigenous Canadians with a bachelor’s degree had a median income of $76,000, while non-Indigenous Canadians earned $77,500. Among those with graduate degrees, the trend reversed—Indigenous Canadians earned a median income of $85,000, slightly more than the $83,000 median for non-Indigenous Canadians.

The same holds true for women. The four highest-earning female groups in Canada, based on ancestry, are Korean, Chinese, South Asian and Filipino—reflecting their education levels and hours worked.

Yet despite these economic realities, DEI policies continue to promote a simplistic racism-explains-all ideology. This mindset has now deeply embedded itself in university hiring practices, where race-based selection criteria have become widespread.

A new Aristotle Foundation index analyzed 489 academic job advertisements at Canada’s 10 largest universities, examining their use of DEI criteria in hiring. Of those, 477 postings—98 per cent—used some form of DEI requirement or strategy to fill academic vacancies.

The data was categorized based on how DEI principles were applied, ranging from generic statements to explicit hiring preferences based on race, ethnicity or gender. This analysis allowed for the creation of a University Discrimination Index, offering a clearer picture of how deeply DEI influences hiring decisions.

The findings are striking. Every University of Toronto employment posting and 96 per cent of Dalhousie University’s job listings mentioned or implied that a candidate’s “contribution to DEI” was an asset. McGill University and the University of Saskatchewan required all applicants to complete a DEI survey. Nearly two-thirds of postings at the University of British Columbia and 55 per cent at the University of Manitoba required candidates to submit a DEI statement or essay.

Some might argue that requiring DEI statements does not necessarily mean a university will discriminate in hiring. But that is unlikely, given the vast amount of time, money and advocacy DEI proponents dedicate to promoting race-, ethnic- and gender-based hiring quotas.

Beyond the implicit message of who is likely to be hired, some universities are explicit. The University of New Brunswick barred white males from applying for a research chair position in “quantum sensors for space” in its physics department. At UBC, nearly one in five academic job postings explicitly restricted applications to individuals from a particular race, ethnicity or other immutable trait.

Even without addressing the lack of viewpoint diversity at Canada’s universities, the core problem with diversity, equity and inclusion policies is not the desire for a diverse workforce—diversity is beneficial because talent exists in all groups.

The problem with racial, ethnic and gender hiring quotas is threefold. First, they treat individuals based on group identity rather than individual merit. Second, they assume that identity largely explains success or failure. And third, they undermine merit as a hiring principle.

The result is an anti-individual, anti-meritocratic and illiberal hiring approach at many of Canada’s largest universities.

Mark Milke is the president of the Aristotle Foundation for Public Policy, which recently released DEI and academic hiring in public universities: An index of university discrimination in Canada.

© Troy Media

 

The views, opinions and positions expressed by all Troy Media columnists and contributors are the author’s alone. They do not inherently or expressly reflect the views, opinions and/or positions of Troy Media, TV Punjab and Ubiq Broadcasting Corp.

 

The post Race-based hiring is the new normal at Canada’s universities appeared first on TV Punjab | English News Channel.

]]>
https://en.tvpunjab.com/race-based-hiring-dei/feed/ 0
Why smart job seekers still use cover letters https://en.tvpunjab.com/smart-job-seekers-cover-letters/ https://en.tvpunjab.com/smart-job-seekers-cover-letters/#respond Thu, 13 Feb 2025 23:23:02 +0000 https://en.tvpunjab.com/?p=27840 Many job seekers think cover letters are outdated, but recruiters disagree By Nick Kossovan Nowadays, landing a job requires doing what others don’t. That’s why the ongoing debate about whether to include a cover letter with an application is perplexing. As a job seeker, you should want to do everything possible to differentiate yourself from […]

The post Why smart job seekers still use cover letters appeared first on TV Punjab | English News Channel.

]]>
FacebookTwitterWhatsAppCopy Link

Many job seekers think cover letters are outdated, but recruiters disagree

By Nick Kossovan

Nowadays, landing a job requires doing what others don’t. That’s why the ongoing debate about whether to include a cover letter with an application is perplexing.

As a job seeker, you should want to do everything possible to differentiate yourself from the competition. The common argument against writing a cover letter is that recruiters and hiring managers won’t read it, leading many job seekers to believe it’s not worth the effort.

Nobody knows exactly what percentage of recruiters and hiring managers read cover letters or how much they influence hiring decisions. Most insights on this topic are anecdotal or based on limited survey data.

Some job seekers look for the easiest route—putting in minimal effort. But nothing worth having comes easy. Given today’s competitive job market, it’s essential to increase your chances wherever possible. A cover letter provides a competitive advantage by making it easier for hiring managers to connect your qualifications and experience to the role.

Not including a cover letter is a missed opportunity to:

  1. Pitch why you’re the right candidate for the job.
  2. Show that you’ve taken the time to understand the role and its requirements. Many job seekers apply indiscriminately, so those who demonstrate they’ve read and understood the posting stand out.
  3. Provide additional evidence to support your candidacy.
  4. Demonstrate your writing skills.

This isn’t a debate. The level of effort you put in reflects how much you want the job. Sending a cover letter—or a thank-you email (another topic for another day)—demonstrates your seriousness and strengthens your application. No hiring manager rejects a qualified candidate for including a cover letter. However, some hiring managers consider omitting one unprofessional.

Not including a cover letter is lazy. And hiring managers don’t hire lazy.

Recruiters and employers favour applicants with cover letters, if only because it shows passion and investment in the role.

A common question is whether to include your cover letter as an attachment or in the body of an email. I recommend the latter, as it makes an immediate impression when the email is opened. Keep it short (75 to 150 words) and concise. This highlights two essential career skills: written communication and the ability to articulate the tangible value you bring to a company.

Your cover letter has one job: get the recipient to read your resume. With attention spans shrinking, getting to the point is critical. Writing with brevity will serve you well throughout your career. Keep it short and simple.

[Date]
[Recipient’s first name],

I’m writing to apply for the IT Project Manager position advertised on LinkedIn. Having led Global X’s development team (12 IT professionals) for seven years, overseeing key projects from conception to delivery, I am an ideal candidate for this role.

Some of my career highlights:

  • Directed a $5.8-million digital transformation project for an air transport company, reducing lost/damaged cargo incidents from five percent to 0.8 per cent.
  • Reduced costs for a clothing manufacturer by $2 million by conducting a gap analysis of its supply chain process.
  • Implemented a cloud migration strategy for over 200 legacy applications, achieving zero downtime and cutting operational costs by 35 percent.

Call me at (XXX) XXX-XXX to schedule a mutually convenient time to discuss how I can contribute to [Company].

Sincerely,
Name
Attached: Resume

That’s it. No long-winded claims about being a “team player,” “detail-oriented,” or a “fast learner.” Employers hire based on results, not self-assessments. The key is to provide three achievements not found in your resume or LinkedIn profile.

Ask yourself: What results did I achieve in past jobs, projects, or tasks?

If writing a concise cover letter that could improve your chances of landing an interview seems like too much effort, you might need to question how badly you want the job.

Nick Kossovan, a well-seasoned veteran of the corporate landscape, offers advice on searching for a job.

 

© Troy Media

The views, opinions and positions expressed by all Troy Media columnists and contributors are the author’s alone. They do not inherently or expressly reflect the views, opinions and/or positions of Troy Media, TV Punjab and Ubiq Broadcasting Corp.

The post Why smart job seekers still use cover letters appeared first on TV Punjab | English News Channel.

]]>
https://en.tvpunjab.com/smart-job-seekers-cover-letters/feed/ 0