National Co-op and WIL Month provides a great opportunity to recognize the talent, dedication, and innovation young minds bring to Canada’s electricity sector. Co-op students are the future of our workforce, and it is essential to support them in their journey to success.
The electricity sector is experiencing unprecedented growth driven by technological innovation, climate change, and shifting policies towards Net Zero commitments. However, this growth comes with its own set of challenges, including a high retirement rate and a shortage of skilled workers. To ensure continuity and prepare for the future, it is necessary to invest in succession planning and build a diverse and agile workforce. Hiring co-op students through Electricity Human Resources Canada (EHRC)’s Empowering Futures (EF) program can address the following challenges while providing numerous benefits to employers:
- Industry Growth and Workforce Needs:
The energy industry is now witnessing exponential growth, creating a demand for more skilled professionals in the sector as electrification is expected to increase workforce needs by two to four times current requirements. Hiring co-op students allows organizations to bridge this gap by accessing a fresh pool of talent and build relationships with potential future hires. Ensuring that they have a great experience during their placement, and positioning yourself as a good employer may mean these students look to you as an employer of choice upon graduation. - Time to Full Competence:
Depending on the type of position and energy source, it can take anywhere from 5 to 10 years for an employee to achieve full competence in the energy sector. By hiring co-op students, organizations can start preparing them early on, providing valuable industry exposure and hands-on experience. This allows students to acquire the necessary skills and knowledge while working alongside experienced professionals. As a result, these co-op students can become competent contributors to the organization in a shorter span of time. Moreover, from the boardroom to the front line, careers in electricity take more than technical skills—they require professional (soft) skills: the ability to communicate, work together, and organize work effectively. Co-op and internships provide the opportunity for students to learn these skills and be ready to hit the ground running upon graduation and full-time employment. - Shrinking Pool of Young Talent:
The demographics of the workforce pose a significant challenge in the energy industry. With a high retirement rate, which was further accelerated by the pandemic, there is a shortage of skilled workers to fill the gaps. Additionally, a tight job market and low unemployment rate further compound the issue. Hiring co-op students allows organizations to tap into the limited pool of youth talent, providing opportunities for young individuals to enter the energy sector and contribute to its growth. - Succession Planning and Diversity:
Successful succession planning is critical for organizations to ensure continuity and prepare the next generation of workers. It is essential to cultivate a diverse workforce that includes youth, women, indigenous people, black and racialized Canadians, people with disabilities, and internationally trained workers. Hiring co-op students through EF program presents an opportunity to attract individuals from diverse backgrounds and build a talent pipeline that reflects the richness and inclusivity of Canadian society. - Empowering Futures (EF) Program Benefits:
The EF program offers several benefits to organizations looking to hire co-op students:
- Minimizing Financial Barriers: Hiring students or first-year apprentices can be financially challenging for organizations. The EF program helps alleviate this burden by providing financial support and subsidies, making it more feasible for organizations to bring in young talent.
- Offset Risk: Hiring new employees always carries a degree of risk. By engaging co-op students through EF program, organizations can assess their skills, work ethic, and cultural fit before making long-term commitments. This minimizes risk and ensures a better match between the student and the organization.
- Building the Talent Pipeline: By hiring co-op students, organizations can proactively build their talent pipeline and train future employees. These students can be nurtured within the organization, developing the skills and knowledge required for specific roles. This approach creates a sustainable workforce for the long-term stability of Canada’s electricity industry.Hiring co-op students through EHRC’s Empowering Futures program offers a promising solution to the challenges faced by the energy industry. It addresses the growing workforce needs, provides opportunities for youth, women, and other underrepresented groups, and facilitates effective succession planning. Additionally, the program’s benefits, such as financial support, risk mitigation, and talent pipeline development, make it an attractive option for organizations seeking to build a skilled and diverse workforce. By investing in co-op students, organizations contribute to their own success while fostering a resilient and sustainable energy sector for the future.To learn more, explore EHRC’s Empowering Futures initiative, funded by the Government of Canada and designed to provide hiring incentives to employers who create new work-integrated learning (WIL) opportunities for students and first-year apprentices.
