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Quebec Law 25 Compliance: What Employers Must Know About AI in Hiring

Adejoke Adeboyejo — Fri, 02 Jan 2026 00:00:00 GMT

Quebec employers using AI in hiring face Canada's most stringent privacy requirements. Law 25, fully in effect since September 2024, targets exclusively automated decisions, including those made in employment contexts, through Section 12.1. If your organization hires in Quebec or uses AI to screen candidates, compliance is mandatory.

Understanding Section 12.1

Law 25 applies to all private sector organizations collecting, using, or disclosing personal information in Quebec, including employers who collect or use the personal information of employees or candidates in Quebec, even if the organization is located elsewhere."

The Core Requirement

When an organization uses personal information to render a decision based exclusively on automated processing, it must inform the person no later than when it communicates the decision. If your AI tool makes hiring decisions without meaningful human involvement, you must notify the candidate before or when communicating the decision.

Required Disclosures

Upon request, employers must provide the personal information used, the factors that led to the decision, the right to correct information, and an opportunity to submit observations to personnel who can review the decision.

Critically, these requirements only apply to decisions rendered exclusively by automated processing. If a human meaningfully participates, the requirement does not apply.

What "Exclusively Automated" Means

Quebec's Commission d'accès à l'information (CAI) hasn’t published detailed guidance on automated decision-making, but it generally interprets privacy protections broadly.

Employers should expect that resume screening tools that automatically reject candidates, AI systems that score interviews without human review, and systems that autonomously advance or filter candidates may fall within Section 12.1. decisions. The CAI has broad enforcement powers, including audits, binding orders, and administrative monetary penalties.

Additional Law 25 Requirements

Privacy Impact Assessments: Required before implementing new AI recruitment tools
Data Minimization: Collect only information necessary to evaluate applications
Privacy Policies: Publish clear policies explaining AI usage and individual rights
Retention and Destruction: Establish policies for information lifecycle management
Breach Notification: Promptly notify CAI and affected persons of confidentiality incidents

Key Compliance Considerations

The key to Section 12.1 compliance is ensuring meaningful human involvement in hiring decisions. Employers need comprehensive documentation showing which AI tools are used, when humans participate, what information is collected and why, and procedures for responding to candidate requests. If you use third-party vendors, you remain responsible for information collected on your behalf.

Learn more about how AI hiring regulations impact modern recruitment practices.

How VidCruiter Ensures Compliance

Humans Always Decide

VidCruiter's fundamental principle: AI assists, humans decide. Because humans meaningfully participate in all hiring decisions, our tools don't trigger automated decision making notification requirements. Our features provide insights and recommendations but never make autonomous decisions about candidates.

Analyzing Processes, Not Candidates

VidCruiter's AI analyzes interview processes and interviewer behavior, not candidates. Our solution provides talk time ratios, transcripts, keyword analysis, and behavior patterns without delegating decisions to AI systems. Since AI doesn't assess candidates autonomously, it sidesteps Section 12.1 requirements entirely.

Comprehensive Documentation

The platform automatically stores all applicant profiles, interview notes, communications, and evaluations with complete audit trails. Every interaction is timestamped, providing clear evidence of human involvement. Records are maintained in encrypted systems with strict access controls and automated retention reminders to support compliance.

Privacy by Design

Customizable application forms ensure you collect only necessary information at each stage. Automated templates can inform candidates about AI assistance. The platform helps maintain privacy policies explaining AI usage and individual rights.

Human Centric Automation

VidCruiter automates administrative tasks while keeping humans central to decisions. Automate scheduling logistics without automating decisions. AI assists in creating interview frameworks but humans conduct interviews and make assessments.

Supporting PIAs

VidCruiter provides detailed documentation of how our AI features work and what data they use. Because our AI doesn't make autonomous decisions about candidates, it presents lower privacy risks than fully automated screening tools.

Best Practices

Conduct PIAs before implementing recruitment technology
Document human involvement with clear records
VidCruiter automatically creates this documentation
Limit data collection to necessary information only
Update privacy policies explaining AI use and candidate rights
Train your team on Law 25 requirements and tool functionality
Establish vendor agreements requiring compliance
Monitor and audit processes regularly

The Bottom Line

Law 25's Section 12.1 creates complex compliance requirements for Quebec employers using AI in hiring. VidCruiter's human-centric approach addresses these at a fundamental level by keeping humans in the decision-making loop, analyzing processes instead of candidates, maintaining comprehensive documentation, and building privacy into every feature.

Ready to implement AI compliantly in Quebec? Learn more about VidCruiter's Interview Management System (IMS) and interview intelligence solutions and discover how our approach helps you hire better while meeting all Law 25 requirements.

New Recruitment Laws for Ontario Employers: What you Need to Know

undefined undefined — Tue, 07 Oct 2025 00:00:00 GMT

Starting January 1, 2026, Ontario employers will face a significant shift in their hiring practices. New legislation under Ontario Regulation 476/24 introduces a "duty to inform" requirement that fundamentally changes how employers communicate with job candidates. If you're an Ontario employer, now is the time to prepare.

Understanding the New Law

Ontario's new recruitment legislation, introduced under Bill 149, the Working for Workers Four Act, brings several important changes to the Employment Standards Act.

The most impactful provision requires employers to notify candidates who have been interviewed about their hiring status within 45 days of the last interview. This applies specifically to candidates who participate in formal interviews for publicly advertised positions.

Here are the other requirements:

Compensation Disclosure: Job postings must include expected compensation or a salary range (not exceeding a $50,000 spread) for positions under $200,000 annually
Vacancy Disclosure: Job postings must indicate whether the position represents an existing vacancy or is intended to build a candidate pool for future opportunities
AI Disclosure: Employers must disclose if artificial intelligence is used in recruitment
Record Retention: Employers must retain copies of job postings and interview communications for three years

What This Means for Ontario Employers

Failure to comply could result in complaints filed with the Ministry of Labour and potential enforcement action. The three-year retention requirement is extensive. You must maintain every job posting and application, every statement made to interviewed candidates (salary discussions, duties, promises, answers to questions, feedback), and every communication (follow-up emails, acknowledgments, action notices, outcome letters). These records must be retrievable, secure, and ready for disclosure upon request.

Here’s how employers can prepare to meet the new requirements:

Standardize postings with vetted templates and purge discriminatory language like "Canadian experience" requirements
Automate communications so every dispositioned candidate is notified within the 45-day window
Train interviewers to treat every "casual chat" as a potential transcript for future scrutiny
Implement secure storage systems with strict access controls
Obtain legal oversight before January 1, 2026

This legislation reflects a larger governmental mission to improve transparency and communication in recruitment. With 23% of job seekers citing communication issues as a reason for ghosting employers, these rules aim to create better candidate experiences.

How VidCruiter Solves These Compliance Challenges

Automated Communication Workflows

VidCruiter's ATS and Interview Management System features sophisticated automation tools that handle the duty to inform requirements seamlessly. Create standardized notification templates that automatically trigger at predetermined intervals. Set up automated workflows that track interview dates and trigger notifications before the 45-day deadline, ensuring no candidate falls through the cracks.

Comprehensive Candidate Tracking

VidCruiter provides a centralized platform for managing all aspects of recruitment compliance. The system automatically tracks when candidates are interviewed, including multiple rounds, making it simple to calculate the 45-day notification window. Access real-time reporting for detailed insights into time-to-hire at each stage, and store all applicant profiles, interview notes, communications, and evaluations in one secure location.

Comprehensive Record Retention and Security

VidCruiter securely stores every piece of the recruitment puzzle: job postings, applications, interview communications, salary discussions, feedback, and all candidate correspondence. Records are maintained in encrypted systems with strict access controls, ensuring data is protected and ready for disclosure if required by the Ministry of Labour. Quickly retrieve any historical record in seconds, and receive automated email reminders when the three-year retention period expires, prompting systematic deletion to reduce ongoing storage liability.

Standardized, Legally-Compliant Templates

Create standardized templates that include required compensation information, AI disclosures, and clear vacancy descriptions. VidCruiter helps eliminate problematic language and maintain your employer brand while meeting transparency requirements. Store and access standardized interview scripts and evaluation criteria, ensuring every interviewer follows consistent, documented processes.

Scalability for All Organizations

Whether you're a small business or large enterprise, VidCruiter scales to meet your needs. Manage hundreds or thousands of applications while maintaining personalized communication with every interviewed candidate, and free your HR team from administrative tasks to focus on engaging with qualified candidates.

Best Practices for Compliance

Implement Early: Set up automated workflows now to ensure smooth operation from day one
Engage Legal Counsel: Have an employment lawyer review your templates and protocols within VidCruiter
Train Your Team: Emphasize that every interview conversation must be documented
Automate Relentlessly: Configure automated workflows for the 45-day notification requirement
Monitor and Audit: Track compliance metrics and ensure consistent protocol adherence
Plan for Purging: Establish clear protocols for systematic deletion after three years

The Competitive Advantage

These requirements present an opportunity. Organizations that embrace transparency and maintain excellent candidate communication stand out in today's competitive talent market. Using recruitment automation can help you establish a reputation as an employer that values and respects candidates, attracting higher-quality applicants and building stronger talent pipelines.

VidCruiter's comprehensive platform transforms compliance from a burden into an advantage. The January 2026 deadline may seem distant, but proper implementation takes time. Organizations that begin preparing now will have their systems tested, teams trained, and processes optimized well before the law takes effect.

Ready to ensure compliance and transform your recruitment process? Learn more about VidCruiter's ATS or Interview Management System and schedule a demo to see how our platform can help your organization thrive under Ontario's new recruitment requirements.

Student Guide: Ethical AI Use in College

Kim Jamerson — Tue, 20 May 2025 00:00:00 GMT

Artificial intelligence (AI) tools, such as ChatGPT, Grammarly and AI-driven research assistants, are becoming everyday study companions on campuses worldwide—helping students streamline research, spark new ideas, and clarify complex concepts.

However, as AI becomes increasingly embedded in academic life, students require clear guidance on how to use these tools ethically. This post explores how AI can be used effectively and offers practical guidance for students who want to leverage innovation without compromising their academic integrity or critical thinking skills.

Understand What “Responsible AI Use” Means

Using AI responsibly starts with understanding what these tools are—and what they’re not. AI tools are designed to assist, not replace, human judgment and decision-making. They can:

Help you brainstorm ideas
Summarize dense reading materials
Suggest improvements in writing
Offer explanations of complex topics

What AI tools can’t do reliably is generate flawless facts or original insights. They are trained on existing content and don’t verify truth from falsehood. Inaccuracies, bias, or outdated information can creep in. Often called “AI hallucinations,” in these instances, AI may make up information or perceive patterns that don't exist.

That’s why students must remain the primary researchers, writers, and thinkers behind any assignment.

Avoid Plagiarism and Cheating

One of the most common concerns surrounding AI in academic settings is plagiarism. Another issue relates to the use of AI to produce content or complete assignments that students present as their work.

These concerns stem from the understanding that true learning occurs when students engage with material and form their own opinions, rather than simply copying and pasting information.

Know Institutional and Instructor Rules

Many universities have updated their honor codes to include AI-specific clauses. Before using any tool, students should check their school’s academic integrity policy—and when in doubt, ask for clarification.

Additionally, many instructors have their own rules governing the use of AI in their courses. Some professors permit students to use AI tools for specific tasks, such as grammar checks or idea generation, provided they cite or acknowledge it appropriately. Other teachers expressly forbid the use of AI on assignments.

Understand AI and Plagiarism Detectors

Plagiarism worries have been around long before AI, which is why many institutions adopted technology like Turnitin to scan assignments for unoriginal, uncited content and ideas. In recent years, Turnitin has incorporated AI detection into its platform, and numerous other AI detectors have also entered the market.

According to an Education Week article, Turnitin’s AI detection tool’s assessment of more than 200 million writing assignments found “some AI use” in about 10% of assignments, while 3% were “primarily generated by AI.”

The reliability of these “detectors” is questionable at best (check out Are AI Detectors Accurate? What You Need to Know for more information), and education experts warn against institutions and professors over-fixating on plagiarism and cheating:

“We need to reframe the conversation and engage with students around the ways in which AI can support them in their learning and the ways in which it may be detrimental to their learning,” said Tara Nattrass, the managing director of innovation and strategy at ISTE+ASCD. “We want students to know that activities like using AI to write essays and pass them off as their own are harmful to their learning, while using AI to break down difficult topics to strengthen understanding can help them in their learning.” (Source: Education Week)

Build Ethical Decision-Making Skills

College isn’t just about earning grades—it’s about developing lifelong habits, including ethical decision-making. As AI tools rely on complex systems built through custom software development services, students should understand how these tools are created, what data they use, and where their limits are. Ethical AI use is a great place to start.

AI Can’t Replace Your Brain

AI can suggest, summarize, and synthesize. But it can’t think for you—and that’s a good thing. Relying too heavily on AI can blunt problem-solving skills, reduce the ability to write clearly, and short-circuit learning. The key lies in students picking the right ways to use AI.

Use AI to…	But don’t use it to…
Outline an essay structure	Write the entire essay for you
Summarize a research article	Skip reading the article yourself
Rephrase a confusing concept	Substitute real understanding with a shortcut
Suggest writing improvements	Accept edits without reviewing them critically

Checklist for Responsible AI Use

Before submitting assignments, students should ask themselves:

Did I use AI to support—not replace—my thinking?

Did I verify any AI-generated facts or sources?

Did I write the final version in my own words?

Did I avoid copying and pasting full responses from AI tools?

Have I followed my school’s AI and academic integrity policies?

Have I cited or disclosed AI assistance as required?

Students who can’t answer “yes” to all of the above should rethink their approach.

Take a Balanced Approach

When used thoughtfully, AI can help students study smarter, write more clearly, and spark fresh insights, but it should never replace their voice, values, or intellectual effort.

By learning how to use these tools responsibly in schools, students aren’t just protecting their GPAs—they’re developing habits that will serve them well in their careers, especially in fields where tech-savviness and ethics go hand-in-hand.

New Reference Check Law (AB-2534): What it Means for School Districts

Lily Yuan — Thu, 12 Dec 2024 00:00:00 GMT

What is Bill AB 2534?

Put into effect September 2024, Bill AB-2534 requires all local education agencies (LEAs) to conduct a reference check during the onboarding process for new, certified candidates in education. This amended Educational Code section 44939.5. This includes:

School districts
Charter schools
County offices of education
State special schools

Current American law protects permanent school employees from being fired unless there’s a serious reason.

It requires school boards to report any changes to the employment status of a credentialed employee to the Commission on Teacher Credentialing (CTC) within 30 days—especially if the employee is dismissed, resigns, is suspended, or placed on leave due to misconduct.

New teaching candidates must have a clear record and be in good standing to be considered for positions within each district. Any violations or reports of misconduct will potentially disqualify candidates and result in their certification being revoked.

Upon inquiry, the candidate must provide the inquiring local educational agency with a copy of all relevant information that was reported to the CTC, within their possession.

Applicants must also provide their entire list of previous employers within teaching. Failure to do so will result in immediate disqualification and further investigation.

According to the California Constitution, the state must reimburse local agencies and school districts for certain costs (such as reference checks) it mandates—there are specific rules in place that outline how these reimbursements should be made.

How Can School Districts Conduct Automated Reference Checks?

Due to the enforcement of AB-2534, schools are now required to go through a number of reference checks per candidate, rather than the standard two to four. Some teachers and educational professionals may have worked for over ten different schools—which can add up. VidCruiter helps schools save an enormous amount of money as we don’t charge per reference.

Automated reference check platforms integrate with an applicant tracking system (ATS). Upon submission by applicants, the system automatically sends a request to the references via email or text. School districts can customize the questions, and make sure that inquiries are aligned.

The platform sends standardized questions designed to assess key attributes, such as job performance, work ethic, skills, and collaboration. These can include Likert scale ratings, multiple-choice questions, and open-ended feedback fields.

Behavioral-based interview questions are common with teaching positions, as candidates will be required to engage with students daily. For instance, past examples of how a candidate has handled situations such as classroom management or lesson planning. Interviewers may also ask how a candidate dealt with conflict or adjusted their teaching style to meet various learning needs.

As references provide feedback, the automated platform compiles the responses in real time, and organizes them in easy-to-read formats such as dashboards, reports, or scorecards. They come with built-in data protection features to ensure all information remains confidential and compliant.

Afterwards, the system will provide summary reports and highlight trends in the feedback. Algorithms can flag inconsistencies or warnings, such as biased language, to help recruiters and HR teams in education make more informed decisions.

Finally, once the reference check is completed, results can be automatically transferred to the broader hiring workflow within the ATS, enabling a smooth transition to the next steps, beyond onboarding.

Automated reference checks in education streamline the hiring process, increase efficiency, and provide valuable insights into the qualifications and character of candidates. By using technology to analyze reference feedback, educational institutions can make more informed, data-driven decisions when recruiting teachers, administrators, and other school staff.

Using Extracurricular Academic Projects to Land an Interview

Sam Cook — Thu, 04 Jul 2024 00:00:00 GMT

The paradox of applying to jobs as a new college graduate is that you may have little relevant work experience. That certainly doesn’t help when a majority of entry-level positions ask for multiple years of experience, according to at least one study. As unfair as this can feel, it shouldn’t dissuade you from submitting job applications. Your “golden ticket” will not be in your years of experience (which you don’t have) but in your extracurricular activities and academic projects that showcase the same capabilities employers want to see.

To help you navigate this process, we’ll cover two key areas:

What kind of extracurricular activities you can and should put on a resume
Where you should list that information on your resume

We recommend you have your resume up while you read this post and make changes or notes on your resume for future changes that you can implement based on these recommendations.

Extracurricular Activities and Academic Projects to Include on Your Resume

Extracurricular activities and academic projects are both excellent additions to a resume. Depending on the activity or project, they can showcase critical hard and soft skills that employers want to see. These can include many employers are looking for right now, which may include (but are not limited to):

Ability to work as a team
Problem-solving
Communication
Research abilities
Time management
Adaptability
Leadership

Note that almost every project or extracurricular activity you’ve engaged in during your undergraduate or graduate years will likely be connected to multiple skills. Both hard and soft skills are important, although LinkedIn notes that skills like adaptability, communication, and teamwork are highly desired by almost every employer.

While almost any extracurricular activity or academic project could work, you may want to use your best judgment here. For example, a freshman-year project that earned you a B grade probably won’t hold as much weight as a senior-year project that earned you an A. And while you may be proud of your involvement in your school’s political clubs, some employers may see that as more divisive in the workplace than helpful on your resume.

Some activities and projects are good to include on almost any resume. Participation in sports, for example, will always shine well on a resume as it displays teamwork traits. A well-written senior thesis, if you have one, is a standard resume addition for a young graduate, as it can help employers understand your research, writing, and communication capabilities.

From a high level, consider nothing immediately off limits, but be thoughtful and creative about which academic projects and extracurricular activities you list, and where. More likely than not, you’ll find it necessary to have different versions of your resume that highlight a variety of projects and extracurriculars.

Where and How to Talk About Extracurriculars and Projects on a Resume

Now that we understand that nothing is specifically off-limits, we can move on to how to add your extracurricular activities.

Step 1: Create a List of Your Activities and Projects

First, list your extracurricular activities and the academic projects you believe showcase your capabilities. A spreadsheet for this will help you organize your thoughts better. Here is a recommended column layout:

Column A: Project or Activity
Column B Academic Year Completed (if extracurricular, put the number of years you were involved)
Column C: Grade Earned (if applicable)
Column D: Soft Skills Acquired or Enhanced (if any)
Column E: Hard Skills Acquired or Enhanced (if any)
Column F: Benefit to Employer

This should help you create a good catalog of projects/activities, their value to you, and their potential value to an employer. As you apply to different jobs, you can refer back to your spreadsheet to find projects or activities that are better aligned and update your resume and cover letter accordingly.

Step 2: Strategically Position Activities and Projects Within Your Resume

Now that you have a spreadsheet of projects and activities to draw from, you can begin crafting a resume that showcases the positive impact that these have had on your abilities as a potential employee. This information can go into different sections, depending on how you’re trying to organize your resume:

Education Section:

The best place to list your academic projects. If you have no work experience, use a resume structure that places the education section at the top and focuses on key projects, descriptions of those projects, and skills acquired or honed through completing those projects.

This usually involves listing a “Relevant Coursework” section under your degree.

For example:

Senior Capstone Project: Developed a web application to streamline the task management process for small teams, utilizing HTML, CSS, JavaScript, and React. Enhanced skills in project management, teamwork, and technical problem-solving.

Experience Section:

You can create an “Experience” section (instead of a “work experience” or “work history” section) that lists your extracurricular activities as if they were your work experience. From there, you can offer to provide details about key actions taken within.

This could look something like the following:

Team Lead, University Robotics Club

Amazing University College, September 2022 - May 2024

Led a team of 10 members in designing and building a robot for national competitions, demonstrating leadership, team collaboration, and technical expertise in robotics and programming.
Organized weekly meetings and workshops, enhancing communication and project management skills.

Alternatively, if you do have relevant work experience, such as an internship, you can have a smaller “Extracurriculars” or “Projects” section. Focus on the work experience as the priority, and use your extracurriculars and academic projects as an additional supplement, typically at the bottom of the resume.

Beyond this, your primary goals are the same as with any resume. Focus on making sure your resume is ATS-friendly so you can get past filters and lands in the right hands. This means varying the content of your resume to ensure it gets seen by hiring managers and recruiters.

The process of applying for jobs after graduating can cause anxiety. However, you’re not lacking in experience. Most employers understand that new graduates don’t have work experience or very little of it. prospective employer can see your potential, you will have more power to negotiate your starting salary. Lean into what you accomplished as a college graduate, and highlight how those accomplishments make you a great potential hire.

Understanding Resumes vs. CVs: The Key Differences for Job Seekers

Adejoke Adeboyejo — Mon, 06 May 2024 00:00:00 GMT

Graduates and job seekers are familiar with the words ‘resume’ and ‘CV’, which may be used interchangeably during a job search. A resume is however shorter, at about 1-2 pages, and emphasizes only relevant skills, experiences, and work contributions. It also helps you stand out from other applicants and get you an interview invite. However, a resume and CV usually contain different information and serve specific purposes. So what are the main differences between a resume and a CV?

Content and Length

The most significant difference between a resume and a CV is what they contain. The resume consists of the skills, qualifications, and experience captured succinctly as required for a job role. A CV contains a full history of your academic credentials, including educational qualifications, publications, presentations, and professional affiliations. With all this information, a CV can run into several pages. A resume is however shorter, at about 1-2 pages, and emphasises only relevant skills, experiences, and work contributions.

Purpose and Audience

A resume and a CV are usually designed for different purposes. A resume is tailored for job roles and can be sent to recruiters and hiring managers in various industries, as long as the relevant skills and educational requirements are captured in the resume. CVs are usually directed to hiring committees, academic institutions, and research organizations and are used in applications for academic roles such as postdoctoral positions, teaching and research jobs, as well as for fellowships, grants, and graduate admissions such as Masters and PhD programs.

Format and Structure

CVs and Resumes also differ in formatting and how they are structured. A CV includes sections such as education, research experience, publications, fellowships, awards, and professional affiliations while a resume follows a standard structure of sections including contact information, personal objectives, work or volunteer experience, skills, education, and professional certifications.

It’s important to note that in most countries outside North America, especially in Europe, the word “CV” is used to describe the document used for job applications so when a job asks for a CV, bear in mind that this simply means a resume.

What should a Resume look like?

A modern resume should contain the following:

Contact Information
Personal statement/objective
Resume summary
Professional/work experience (with details of your contributions)
Education
Skills and certifications

What should a CV include?

Contact Information
Personal statement
Education
Employment history
Skills
Publications
Honours and Awards
Certifications
Grants and fellowships
Teaching Experience
Research
Dissertations
Conferences

Important things to note on your Resume and CV

When seeking a job, it is crucial to tailor your resume to the job description by taking note of what the employer is looking for and using the right keywords to relate your skills and experiences to the job requirements. This will help your resume be more ATS-ready.
A modern CV/Resume should be visually appealing, using font sizes 10-12 for paragraphs and 13-14 for headings. There should be 1-inch wide margins on all sides. Information should be arranged in distinct sections, with bullet points used in lists.
Always include a personal profile that describes your skills, level of experience, and career goals.
A modern CV/Resume should incorporate digital elements such as links to online profiles such as social media platforms, websites, work portfolios, and publications.

While both CVs and resumes serve the purpose of showcasing an individual's qualifications and experiences, they do differ in length, content, purpose, audience, and formatting. When these differences are understood, it becomes easier to design effective resumes or CVs that are tailored to the specific requirements of academic or professional opportunities. So whether you're applying for a research position or grant in academia or a corporate job in the business sector, knowing when to use a CV or a resume can make the difference in landing that first interview.

Breaking Through the Experience Paradox: Key Strategies for New Grads

Adejoke Adeboyejo — Thu, 21 Mar 2024 00:00:00 GMT

One of the major challenges facing new graduates preparing to enter the workforce is the demand for work experience by employers. According to a SHRM analysis of 95,000 job postings showed that 61% of all full-time jobs seeking entry-level employees required at least three years or more of experience. New graduates, who usually apply for entry-level jobs find themselves facing the dilemma of needing experience to get a job and needing a job to gain experience. The meaning of “entry-level” has changed and most companies expect that new graduates applying for jobs should have certain skills and experience aside from their educational qualifications. While many employers use this to narrow down the applicant pool, some jobs require practical experience and skills applicable to the work situation. Therefore, how can new graduates navigate this dilemma of having the required experience when applying for jobs?

Every Experience Matters

While in University, you would have carried out research activities, worked on projects, had some extra-curricular programs, and even had co-op opportunities that gave you real-life work experience. You can present these as work experience on your resume, highlighting relevant skills such as critical thinking, teamwork, communication, data management, etc., on your resume and how these skills were applied to get the work done.

Showcase Your Soft Skills

Soft skills are interpersonal skills that are important to relationships with other people. In the workplace, soft skills are as important as hard skills or the technical know-how required for a job. They are essential for new graduates as a ZipRecruiter report revealed that about 93% of employers say soft skills play a critical role in their hiring decisions. Also, a LinkedIn study revealed that soft skills help employees get promoted faster. Soft skills are easily transferable to the workplace right out of school and even when you switch from one industry to another. Some soft skills employers look for in candidates include communication, time management, problem-solving, innovation, and emotional intelligence. Developing and showcasing these skills on your resume will help demonstrate your readiness to contribute to the workplace.

Internships and Volunteering opportunities

Internships offer hands-on, professional learning experiences where you can do practical work related to your field of study and they are a great way to gain work experience. Volunteer work also provides valuable experiences that can be added to your resume, while you make an impact in your community and build new skills. Internships and volunteer work will help boost your chances of getting a job after school; Statistics show that 7 out of 10 employers offered their on-site interns a full-time job and students who interned received 16% more job offers than those who didn’t.. With internships or volunteer work, you can also build a network of people who are already in the workforce and can help with job opportunities and referrals later on.

Build Your Network

Networking has become a buzzword, as we all live in a constantly connected world. While online networking is great, it is also important to build a good network of people in your school and community. There are also opportunities to build a network with your college’s alumni, and you can join industry associations that allow student membership. Other ways to build your network include attending graduate networking events and career fairs and being active on professional online platforms like LinkedIn. Networking will provide the opportunity to seek counsel and guidance from experienced professionals. One of the major reasons networking is beneficial is that many vacancies are filled via referrals, and you’ll find out about jobs that were not advertised and be able to assess other career paths.

Showcase Your Projects

It’s also important to let prospective employers know about any personal work you’ve done that shows your skills and is relevant to the jobs you want to apply for. If you have freelanced or done pro-bono work as a student, you can put together a portfolio of such work as evidence of what you’ve done. You can have a personal website or online portfolio that recruiters and hiring can access and this will make make it easier for them to assess your skills and qualifications.

While new graduates usually face a significant challenge getting into the workforce after college, this can be surmounted by adequate preparation and taking the right steps. It’s also important to stay positive and be resilient in your search; see rejections as opportunities to improve, until find the job that’s the right fit for you.

Your Guide to Preparing for Future Careers With a Focus on AI

Adejoke Adeboyejo — Wed, 14 Feb 2024 00:00:00 GMT

As Artificial Intelligence impacts a wide variety of industries from accounting to scientific research, understanding the role it plays in automating tasks and creating new job opportunities is crucial for preparing the future job market. This technological revolution is not just about the tools and systems that emulate human intelligence; it's about a profound shift in the way we work, learn, and interact with the world around us. With AI's rapid advancement, the need to integrate AI literacy and skills into education is increasingly pressing. Students today face a future where AI will be an integral part of their professional lives, making it essential to equip them with the knowledge and skills to thrive in this new era. A recent study by SHRM and The Burning Glass Institute revealed that generative AI will have a major impact on white-collar jobs in industries such as tech and banking.

Which industries are being changed by AI?

Almost all Industries are going to experience AI transformation. Real-world examples across sectors are highlighted in artificial intelligence use cases. Those already being impacted include:

The financial sector: Tasks such as data management and market analysis can be carried out by using AI.

Technology: Software developers who carry out code generation and debugging activities can be assisted or have their work completely managed by AI.

Regulatory compliance: The work of compliance checks, usually done by lawyers, auditors, and compliance officers, can now be carried out faster and more efficiently by GenAI, supported by data privacy solutions that safeguard sensitive information and maintain regulatory standards.

Healthcare: AI can assist with many administrative tasks in healthcare, for example, it can help to reduce drug administration and dosage errors. In Telemedicine, AI can monitor patients’ health remotely with wearable devices and sensors. AI-enabled robots could be used in surgery to work around sensitive organs and tissues to help reduce blood loss and infection risks.

Supply Chain: Companies in the supply chain sector are using AI systems more to manage inventory, forecast demands, and for procurement.

Other job roles being impacted by AI are roles involving routine tasks such as data entry and analysis, bookkeeping, and customer management. It is therefore expected that demand for AI tools will lead to an increased need for professionals trained in the use of AI.

AI Career Paths

The proliferation of AI in various industries will lead to a demand for skilled professionals trained in the use of AI. The projected need will include AI specialists, like AI and machine learning engineers, and professionals in other domains who are skilled in AI-powered processes. For example, Robotic Process Automation (RPA) is a significant part of payroll automation today, making payroll professionals proficient with AI and machine learning more in demand.

Career paths in AI include:

Machine learning engineers: The ML engineer’s responsibilities include designing ML systems, training, and retraining systems, analyzing and interpreting large databases, and documenting ML systems and other duties. They must have strong programming skills such as Python, R, Julia, Java, Lisp, JavaScript, and C++ and expertise in machine learning algorithms, data analysis, and model deployment.

Data Scientists: They apply mathematical, problem-solving, and coding skills to manage big data and extract valuable insights. Data scientists are usually proficient in programming languages, data visualization, statistical analysis, and machine learning.

AI Engineers: They use AI and machine learning techniques to develop applications and systems that can help businesses increase efficiency, cut costs, and make better business decisions. AI Engineers are usually highly skilled in programming languages, statistics, data technologies, algorithms, and AI frameworks such as Theano, TensorFlow, and PyTorch.

AI Research Scientist: They conduct research in the field of AI, exploring and implementing new methodologies and algorithms. AI research scientists are highly skilled in math, statistics, computer science, and programming languages.

AI Ethicist: AI Ethicists are responsible for assessing and addressing ethical implications of AI technologies, and ensuring the responsible and fair use of AI in various applications. They understand the ethical considerations of AI and have legal and regulatory knowledge.

AI Software Developer: Responsible for the development and implementation of software solutions that incorporate AI components, as well as integrating AI algorithms into existing systems. Skills required of AI software developers include knowledge of programming languages and AI frameworks.

AI Consultant: Advises organizations on the strategic implementation of AI, assesses their needs, and provides guidance on AI adoption. AI consultants usually have a broad knowledge of AI technologies, great communication skills, and problem-solving abilities.

Skills Needed for AI Careers

The skills required for technical AI jobs are similar; knowledge of programming languages, data analysis, and machine learning. Most people who will work in these areas will require a background in mathematics, computer and computational sciences, engineering, and related fields. Apart from these, those who wish to work in the AI space must have analytical skills for interpreting data-driven insights, problem-solving abilities, and emotional intelligence. Soft skills such as communication skills and teamwork are also important because a lot of collaboration is required for AI jobs.

AI Education and Training:

As a student, you can prepare yourself for a career in AI by:

Take courses in mathematics, computer sciences, and related fields while studying for your degree. This will be an excellent foundation for a career in AI and your degree will cover the fundamental concepts of programming, algorithms, data structures, and computer architecture, which are essential for understanding the principles of AI. You can also take additional courses online to sharpen your skills in prompt engineering, data analytics, machine learning, and AI ethics. All this will help you prepare for a career in AI.

The role of Universities in preparation for AI careers

Universities play a pivotal role in preparing students for AI careers in particular and AI in the workplace, in general. University teachers can adopt the following:

Incorporate AI into courses

Today, all students are exposed to one form of AI or another, especially GenAI such as ChatGPT. Students should be exposed to AI early in their field of study and how it impacts their course of study now and in the future.

Encourage students to learn AI ethics, laws, and regulatory framework

Students should be exposed to AI ethics and the legal framework within which it operates while in the university. Many organizations, for example, are developing AI frameworks to guide their hiring processes towards preferred outcomes.

Practical and hands-on learning

Opportunities should be provided for the practical application and use of AI in universities. Beyond being AI users, students should learn to become creators and innovators in the AI space.

Encourage the use of AI technologies

Many professors discourage the use of AI technologies by students because it would encourage cheating when AI is used to write essays and other assignments. Students should however be encouraged to use and explore AI technologies and this will boost their creative skills and critical thinking, which they would need when they eventually go to the job market.

The Future of AI and the Job Market

Aside from the fact that AI will create a variety of new jobs in the future job market, it will also transform many roles and hiring as a whole. AI, if utilized appropriately, can potentially reduce the impact of bias in hiring decisions and reduce the time and cost spent on recruitment processes. AI can also help to increase accuracy and productivity at work, leading to improved employee satisfaction. To harness the full potential of AI's benefits, stakeholders—including company leaders, HR professionals, and employees—must prioritize continuous learning and the adoption of new AI technologies. These technologies need to be applied strategically and within the appropriate context to enhance work efficiency and make the workplace more rewarding.

AI will bring a drastic change to many facets of life and this includes the evolution of new jobs. There are many opportunities in the future job market to tap into and to prepare for these opportunities, building skills and getting the necessary education are paramount.

A New Grad's Guide to Salary Negotiation: Maximize Your First Job Offer

Sarah Lorenz-Coryell — Mon, 08 Jan 2024 00:00:00 GMT

Getting that first ‘real’ job after graduating can feel like a huge step for a new graduate and the transition from school to the workforce is a big adjustment. Just thinking about pay and negotiating salary through this process can feel intimidating. It’s completely natural to have doubts about whether you even should negotiate with your potential employer. Before you sign that offer, did you do all that you can to sell your value to your new employer?

It is important to consider salary and pay rates because negotiating even a small increase can have huge payoffs year after year. A modest increase of a couple thousand dollars can add up quickly over time. Remember that while this might be a new process for you as a recent graduate, the recruiters who you are talking to do this often. They are used to negotiations and will be expecting them. So, it is almost always in your best interest to negotiate to see if you can improve your offer. Here are a few handy tips to keep in mind when you prepare to negotiate salary:

Showcase Your Potential Value

While the job interview is when most recent grads think they need to put their best foot forward, the negotiation stage is also an opportunity to shine. Make sure you are showing your best self by presenting your greatest assets while letting your recruiter or employer know why you are worth what you are asking for. Highlight your skills, accomplishments, training, personality, and everything else that helps demonstrate your potential value.

Think About More Than Just the Money

Salary negotiation is not just about the money on your paycheck. If your employer is unable or unwilling to offer you more money, consider other ways you can improve your standing and get more out of the position. Ask about work perks and benefits, paid time off, vacation leave, remote work opportunities, and other aspects of work that can better your situation in this role. Money alone should not be the only consideration when negotiating salary benefits.

Consider the Type of Job You Have

When negotiating pay, give thought to the job position you are being asked to accept. What are the duties and responsibilities? How much room is there for growth and advancement? How physically or mentally demanding is the work? Will you need specialized training and skills? Thinking about all of this will help you see the short and long-term factors to consider in the negotiation. Additionally, knowing more about how your role fits in the organization can help give you leverage as well.

Highlight What You Can Bring to the Table

Another important selling point for salary negotiations, even if you are a recent grad, is what you can offer to the company. Highlighting your skills and what sets you apart from everyone else can go a long way in improving your chances of a successful salary increase. Talk about needs or goals within the company and then demonstrate how you can help address those needs and help the company reach those goals. Employers may be more likely to pay more when they see your potential value.

Research Market Trends and Salary Rates

One of the best things you can do before you begin to negotiate a salary increase is research ahead of time. Look at the current rates and trends for your industry and job type and see how it compares to national averages. This knowledge can give you some leverage when negotiating raises. Showing initiative and doing thorough research demonstrates your commitment to making informed decisions. Knowing what you are worth gives you a solid ground to stand on during the discussion.

Final Thoughts- How to Negotiate Salary Terms

Pay rates are a sensitive topic for many employees. It is natural to feel unsure about bringing up pay rates and discussing wages. However, it is important to remember that negotiating rates, talking about raises, and working out salary terms are all part of the process. Recruiters are expecting you to discuss payment terms and many employers are not surprised when the topic of pay raises comes up. It is normal and is something you should approach with confidence. Even as a recent graduate, by negotiating your salary, you can stand strong and confident in your worth. By keeping these tips in mind, you’ll be well prepared to negotiate a fair compensation that is appropriate for your skills, position, and industry.

How to Support Yourself and the Next Generation of Students

Adejoke Adeboyejo — Mon, 04 Dec 2023 00:00:00 GMT

University is an exciting time – you learn about interesting subjects that broaden your worldview, meet new people, and visit new places. But, it also has its unique set of challenges. When you graduate, the transition from school to work also comes with a certain amount of obstacles that need to be overcome. There are tasks of building the skills employers want and making yourself employable while finding the right workplace for you. Addressing these challenges can help both the present and the next generation of students overcome some of these obstacles.

What challenges do students face?

All students face academic pressure, and expectations for good grades can cause anxiety. Beyond academics, however, is what is known as the “hidden curriculum”. Boston University describes the hidden curriculum as “an amorphous collection of implicit academic, social, and cultural messages, unwritten rules and unspoken expectations”, which are some of the values and perspectives that students are expected to learn in school. For example, unwritten expectations may include reading the prescribed text before class, working with others in a team, and being punctual in class. Students who find it difficult to understand the “hidden curriculum” may find themselves lagging and excluded.

Cultural adjustment also poses a challenge, especially for BIPOC students, who may find it difficult to adapt to a new culture, language, and environment. Inadequate support systems make the situation more dire, causing feelings of isolation and loneliness.

Time management and work-balance issues are important as well; continuous juggling of classes, assignments, and other activities can become a daunting task, which often leads to burnout and sometimes, mental health problems.

Students who are moving to the workplace also contend with several issues while trying to start careers after school. A job search can be tedious if the candidate doesn't know how and where to look for jobs. At the early career stage, many also do not yet have the right skill set or prerequisite knowledge needed in the workplace. Another problem is the ability of the candidate to find a job and a company that is the right fit for them; understanding workplace culture and nuances can also be a daunting task.

Ways to create a better future, and a better now

Address the issues to support your future and the future of the next generation. Here is a combination of strategies that can be used by the students themselves, and to influence change in the institution.

Build/join a support group: The importance of being a part of a group in the form of clubs, student organizations, or study groups should be emphasized. Aside from making immediate connections that provide support in various aspects, these groups also provide relationships and a network that may be useful many years after graduation. To ensure groups maintain momentum, students should have a leadership structure that encourages a knowledge transfer to succeeding group members as older members graduate.
Career counseling: This plays a major role in showing students how to prepare for work, by helping them to explore career paths, write resumes, and prepare for job interviews. Emphasize the importance of career counseling to other students – keep the conversation going. Attending career counseling will help students to clarify career goals, identify strengths and weaknesses, and provide career options.
Attend career fairs: These programs provide students the opportunity to meet prospective employers, obtain information about companies, and explore various types of job opportunities. Alumni who have transitioned successfully into the workplace can use this as an opportunity to return to their university and allow others to learn from their experience.
Develop yourself professionally: Visit your career center to learn about internship opportunities while still in school – this is a great way to build skills, get work experience, and make connections. You can also attend workshops, and webinars and take online courses to get familiar with industry trends. This proactive approach will impress prospective employers as you show commitment to continuous learning. To help the next generation, alumni with this kind of experience should consider returning to the university to share their journey with other students.
Have a strong online presence: Create a professional LinkedIn profile even while in school to showcase your education, skills, and internships, if any. For inspiration, look at the LinkedIn profiles of alumni, specifically those who completed the same course as you. You can also join industry groups online and interact with professionals in your field.

University life comes with challenges that set you up for responsibilities beyond academia, especially in the workplace. Take advantage of the resources and support available to you, and help to make those opportunities available for future students, too. Collectively, you’ll be better prepared to surmount any obstacle and have fulfilling experiences in school and when you start work.