It is no doubt that the skills required to support the economy of Canada are the same today from 10 years ago or it will not be the same 10 years from now. Due to Technology and innovation, it will continue to reform the marketplace, worldwide businesses that result in the emergence of better-specialized roles. As rapid advancement in the field of robotics, artificial intelligence (AI), and in other technologies, this seems changes in very nature of occupations that we use them, also forming new occupations which will be faster as compared to marketplace that can create the talent to the exact filling of these occupations.
At present, the size of the talent pool of Canada is just simply not large satisfactory for meeting the emerging demands of Canada. As per the recent report by Information and Communications Technology Council, Science and Technology, Engineering and Mathematics (STEM) sectors within Canada will require filling approx. 216,000 technology-based positions as by 2021.
Assessing the talent Shortage through Global Skills Strategy
For addressing the shortages of talent, the Global Skill strategy of Canada gives a predictable and reliable means to Canadian employers to attract global talent to Canada within 2 weeks or less. Particularly, (GTS) Global Talent Stream program, allowing the firms to access foreign workers rapidly within some occupations. There are two divisions in GTS through which the employers can bring foreign talent in Canada which are as follows:
Aware of challenges facing the GTS program for meeting the desired future skills requirements
The GTS program and Global skills Strategy, these two programs have made Canada an enticing destination for global technology companies. It is no doubt that Canada immigration programs are adequate considerations for executives to develop the global talent strategy along with growth plans. Although, while the GTS was originally conceived, it was a reaction to fill the traditional skills shortage that faces technology companies instead of developing skills shortage for today. Categories of GTS can’t completely accommodate the upcoming and emerging occupations that are required for propelling innovation to Canada's economy further.
The chief challenge to face the GTS framework related to the past mentioned NOC system. The NOC is known as a standardized method to describe the performed work within the Canadian labor market with having each occupation fitting under an NOC code.
Every occupation listed on Global Talent Occupation under the GTS category B has a subsequent NOC Code, though these NOC codes don’t sufficiently capture emerging occupations.
Directing the 4th Industrial Revolution
If Canada wants to facilitate the Canadian headquartered companies in becoming worldwide significant and appropriate, further future talent must be estimated and considered into the GTS program. This is specifically appropriate for companies that need future talent skills in a higher volume around the world for scaling their businesses within the global economy.
As Canada reveals leadership to support higher growth technology companies by prospective immigration models, the country must to go one step forward and need to update their immigration programs for reflecting the requirements of emerging occupations. Through this, it will place the country in such a position to remain at a top destination for companies who seeks to scale across North America.
Eventually, the intentional changes to the GTS program can make Canada resilient to upcoming talent shortages brought on through the 4th Industrial Revolution.
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