January 23, 2025 5 Comments

Celebrate National Mentoring Month with the Launch of JVS Toronto’s Inclusive Mentorship Certification

With a rich history dating back to 1947, JVS Toronto has been at the forefront of meeting the needs of a rapidly changing world, with a commitment to its vision of empowering people from diverse backgrounds and communities to achieve their employment potential. Mentoring has played a critical role in this journey, and during National Mentoring Month, we’re thrilled to announce the launch of JVS Toronto’s Inclusive Mentorship Certification – a transformative program designed to empower mentors with the tools and insights needed to foster truly inclusive and supportive relationships with their mentees.

As we celebrate the incredible impact mentorship has on individuals and communities in Canada, this new certification takes a significant step forward in ensuring that mentorship is not only about guidance but also about creating spaces where everyone feels valued, respected and heard.

Why Inclusive Mentorship Matters

In a world that thrives on diversity, mentorship must evolve to embrace the principles of Diversity, Equity, Inclusion, and Belonging (DEIB). For mentors working with newcomers to Canada, this is especially crucial. Newcomers often face unique challenges, from navigating cultural differences to overcoming systemic barriers. By equipping mentors with a deeper understanding of DEIB, we can enhance the mentorship experience and pave the way for mentees to thrive in their personal and professional journeys.

Newcomers often face unique challenges, from navigating cultural differences to overcoming systemic barriers. By equipping mentors with a deeper understanding of DEIB, we can enhance the mentorship experience and pave the way for mentees to thrive in their personal and professional journeys.

What the Certification Offers

The Inclusive Mentorship Certification is a comprehensive program developed in partnership with Inclusive Leaders, experts in the field of DEIB. Combining self-paced online learning with an interactive workshop, this certification ensures that mentors are not only informed but also actively engaged in applying DEIB principles to their mentorship practice.

By completing this program, mentors will:

Gain a deeper understanding of DEIB principles and their application in mentorship.
Build confidence in creating inclusive and supportive mentorship experiences.
Enhance their leadership and coaching skills.
Receive a JVS Toronto-branded certification, demonstrating their commitment to inclusive mentorship.

For now, this free resource will be offered exclusively to JVS Toronto and Canada InfoNet mentors. If you are interested in supporting the journeys of new immigrants, please fill out the “Mentoring Newcomers” form here and take the first step towards becoming an Inclusive Mentor!

September 30, 2024 Leave a Comment

JVS Toronto’s 77th Annual General Meeting

We would like to extend our heartfelt thanks to everyone who attended JVS Toronto’s 77th Annual General Meeting held on September 25th. It was truly great to come together and celebrate the achievements we’ve made over the past year.

The AGM began with a formal business portion, and our CEO, Allison Steinberg, highlighted the incredible resilience and dedication of our staff, volunteers, donors, and community partners in supporting over 16,000 clients and over 6,800 employers this past year. It’s been a challenging time for many, and our collective efforts have continued to make a real impact in the lives of those we serve.

Congratulations to this year’s award recipients!

One of the most meaningful parts of the evening was the awards ceremony, where we recognized the remarkable accomplishments of our clients, volunteers, and employers. Congratulations to all our award recipients.

Julene Powell, Recipient of the Joseph Skolnik Award for New Canadians. Accepted the award via video.

Siddharth Joshi, Recipient of the Betty Skolnik Award for Emerging Professionals. Pictured with Bill Skolnik.

Perrier Walters, Recipient of the Freedman Family Award for Young Entrepreneurs. Pictured with Nancy Freedman.

Marc McNamara, Recipient of the Kim Coulter Career Counselling Award. Pictured with Jonathan Kopman.

Pelmen Foods, Recipient of the Eunice & David Mouckley Employer Award. Accepted the award via video.

Give and Go, Recipient of the Eunice & David Mouckley Employer Award. Pictured with Jeff Mouckley.

George Hu, Recipient of the Berger Family Inspirational Award. Pictured with Esther Chudy.

Sandeep Dani, Recipient of the Manny Mitchell Award for Excellence in Volunteerism. Accepted the award via video.

These stories remind us of the power of perseverance and community, and we are incredibly proud to share in their success. Once again, thank you to all who made the evening possible, and to our staff, volunteers, and supporters – your contributions make our mission possible.

JVS Toronto’s 2023-2024 Annual Report

In this report, you’ll find inspiring stories like Perrier’s – a young entrepreneur from our Youth Entrepreneurship Program who came back to JVS Toronto to turn his passion into a successful barbershop. You’ll meet Mina, a newcomer and single mom who found a job in the competitive IT field, and Frank, a single father in his 60s who found joy working in a synagogue kitchen and giving back to his community. These stories show the heart of what we do – helping people find not just jobs, but build sustainable careers with resilience and hope.

View Our Annual Report

September 3, 2024 Leave a Comment

Impress Employers with Your “Growth Mindset” in Job Interviews

Every year, LinkedIn digs through its vast data set to identify the skills most in-demand from employers. For job seekers, it is crucial to be aware of and understand these in-demand skills, as they can be key talking points in job interviews. This year, alongside predictable abilities such as teamwork and communication, LinkedIn highlighted ‘adaptability’ as “the top skill of the moment.” In today’s fast-moving job market, workers are required to learn new skills and participate positively and enthusiastically in a fast-changing work environment. This mindset, often called a ‘growth mindset,’ is a crucial tool for success in the current job market. Understanding and embracing adaptability can make you feel more prepared and confident in your job search.

The concept of a growth mindset was popularized by psychologist Carol Dweck, who describes it as a person’s capacity to embrace change and actively pursue learning and improvement. Rather than viewing abilities as fixed, a growth mindset involves believing new skills can be developed through dedication and effort.

When I first heard the term’ growth mindset ‘, it seemed like just another corporate buzzword. But, as I delved deeper into its meaning and read about its practical applications, I came to realize that a growth mindset is something we all embody at different stages of our lives–we’ve all faced challenges and failures–it’s our ability to overcome these and learn from them that truly represents this mindset.

Think about the challenges you have faced in the last five years. Most everyone I speak to about their career in that time faced significant challenges in how they did their job, whether they held a job, or how they thought about their careers during and after the COVID-19 pandemic. Many people shared with me that they surprised themselves with their ability to ‘pivot’ and adapt to a quickly changing set of conditions. This adaptability, a key aspect of the growth mindset, made them more resilient and flexible. For some people, it was simply the ability to work from home and realize that they were surprisingly more competent self-managers than they thought they would be. Some people were forced to rethink their careers entirely and develop a whole new set of values about what matters to them about their work and what they can do. Some discovered the joys of work-life balance; others found that not only could they learn to use new technologies but that they actually could enjoy them. One of my clients shared with me the surprising discovery that she valued teamwork and missed it when it was gone, even though she had complained about having to deal with her team for years prior.

What does this have to do with a growth mindset? Your ability to talk about some of the challenges (even failures) you have faced and identify how they were growth opportunities can indicate to an employer that you can bring that same mindset to your work.

Why is a Growth Mindset Important?

Adaptability, optimism, and confidence in your ability to learn–the essence of a growth mindset–are abilities that employers strongly value. They value these skills because they indicate resiliency and openness to learning new things, which is essential in a fast-paced and ever-evolving work environment. A growth mindset refers not only to the individual employee but also to how they regard the company and the role they can play in making it grow through greater adaptability and resiliency.

How to Talk About Your Growth Mindset in an Interview.

1. Share specific examples

In job interviews, the best way to illustrate your skills and attitudes is through concrete examples. Think about times when you faced challenges or setbacks and how you overcame them. Be willing to discuss failures and demonstrate to employers that you can handle them. Use the SAR (Situation, Action, Result) method to tell a coherent and straightforward story.

For instance, a candidate can talk about a time when they took on a new challenge:

Situation: “In my last job, I was asked to lead a project in a new technology area that I was unfamiliar with.”

Action: I dedicated extra time to learning about the technology, sought mentorship from an experienced colleague in the field, and attended relevant workshops.”

Result: “As a result, not only did the project succeed, but I also became the go-to person for others seeking advice on this technology.”

This example demonstrates resiliency, a commitment to learning, and optimism about your ability to embrace challenges and learn from them.

2. Discuss your commitment to lifelong learning.

A passion for lifelong learning can manifest in various ways, including seeking feedback from peers and supervisors, taking courses, and reading books.

Again, use the SAR method:

Situation: “Part of my job involves presenting professional development workshops to staff. I try to get feedback on every presentation I give–I believe that there is always something I can do to make my work better“

Action: “After each presentation, I send out a brief anonymous survey to ensure that staff are comfortable giving me honest feedback. I ask whether they enjoyed the presentation and whether anything could have been done better.”

Result: “I have improved my presentations over time, including taking a course in presentation techniques, a result of which I can show a measurable increase in staff satisfaction.”

This example demonstrates initiative, flexibility, and a commitment to improving performance.

3. Highlight your adaptability in handling change.

Employers are looking for candidates who don’t only adapt but thrive when there are opportunities for change. Share instances where you successfully adjusted to new circumstances or learned new skills on the fly:

Situation: “During the pandemic, my employer instituted a new database that required staff to capture our work with clients in detail. My initial response was to be somewhat overwhelmed at figuring this out myself and start capturing every customer’s contact details.”

Action: ” I reached out to some colleagues, and we set up a group discussion online to figure out how to make this work. We used video conferencing technology to try it out together and figure out strategies that worked. We met a couple of times afterward to review our progress and iron out issues we encountered.”

Result: ” After using it for a while, I became quite proficient. I realized that it is a highly effective tool to track customer contacts. It has significantly improved and made my work more efficient.”

4. Discuss your own goals and learning plans.

Expressing your eagerness to continue growing can further emphasize your growth mindset. Employers value employees who are committed to learning new information and gaining new skills. To indicate your interest in this, talk about your interest in lifelong learning.

Talk about areas where you want to develop and outline your learning plan: “I’m excited about the opportunity to deepen my knowledge in [specific area related to the job]. I’ve already started taking online courses and attending industry webinars to stay ahead of the curve.”.. “By continually pursuing new learning opportunities, I aim to bring innovative solutions and fresh perspectives to the team.”

Tips for better interviewing:

Be genuine: Authenticity is critical–be honest about your experiences and how you’ve approached learning and development. Consider even sharing failures or struggles you’ve had and how you’ve overcome them

Be specific: Using SAR enables you to share specific examples to describe your growth mindset clearly.

Practice: Prepare and rehearse how you’ll discuss your growth mindset so you can present it confidently during interviews.

By effectively communicating your growth mindset, you’ll show potential employers you’re capable and committed to continuous improvement and success. Embrace these strategies, and you’ll be well on your way to making a memorable impression and standing out as an asset to potential employers.

August 7, 2024 Leave a Comment

Ask the Employment Specialist: Job Search Mistakes

Dear Joanna,

I am a very busy office manager who was trying to source a qualified full-time receptionist for our office. After posting the job opportunity on several websites, I was shocked to receive over 200 applications with resumes that quite frankly were inappropriate. A time-consuming and painful process, I sorted through other peoples’ messy applications, was able to select four candidates who appeared on paper to be suitable but in reality, were a disaster.

What would you say are the biggest mistakes job seekers make in their search for employment?

Signed: Big Mistakes Don’t Work (BMDW)

[Read more…]

July 25, 2024 Leave a Comment

Impress Job Interviewers with the Best Questions

When consulting to job seekers to help prepare them for upcoming job interviews, I often hear concerns about how to answer interviewer questions, choosing suitable interview attire, as well as where to find company information. While these are all very important, I have noticed that candidates often forget to think through which questions that they will ask in an interview, often treating this aspect of interviewing as an afterthought. An otherwise good interview can be undermined by a candidate who sounds unprepared, or who asks questions that come across as selfish, greedy or disinterested.

WHY ask questions in an interview?

Many candidates ask questions in interviews simply because they are expected to do so by the interviewer(s). However, keeping in mind that interviews are a two-way process in which both employer and candidate have a decision to make, this opportunity can be very useful for interviewees.

Interviewee questions can be useful for the candidate to:

learn about the job and company
learn more about the job and its challenges
gain information about the culture of the company
gain insight into the expectations of the employer from the person in that position
showcase their interests and expertise, to further impress the employer about their suitability for the position

WHAT are the best questions to ask?

To make a strong impression, candidates might choose questions about:

1. the position (that were not covered in the job posting), such as :

What personality would be ideal for this position?
What are the challenges facing this position right now?

2. the company (that were not covered on the website or posting):

How would you describe the company culture?
What are the primary priorities for the company right now?

3. the candidate’s suitability for the position:

How do my qualifications compare to the ideal requirements for this position?
What do you think is missing from my resume for this position?

4. the hiring process:

What is the next step in the interview process?
When can I expect to hear from you?

Additional sample questions can be found in this post on this topic at the About Job Search site.

NOTE: not all questions are harmless — some questions can really undermine the credibility of a candidate, such as those that make the interviewer feel that the candidate is asking only out of a sense of obligation (such as questions to which the answers are easy to find on the company website) or questions that sound selfish or greedy (such as questions about benefits).

HOW to prepare the questions

I recommend to candidates that, before a job interview, they:

prepare a number of questions which they could ask (approximately five questions, from which they can pick the most suitable 2-3 at the interview)
type out and bring the questions to the interview, in a folder where it can easily be found (no need to struggle to memorize the questions — it just adds to the stress of an interview)
have paper and pen ready, to take any notes that seem necessary

WHEN to ask the questions?

Candidates need not necessarily wait to be prompted to ask questions. Candidates who are able to initiate asking questions during the interview skillfully can come across as assertive, confident and able to take initiative.

To sum up..

Interviewees who ask questions that are carefully chosen, well-informed and appropriately timed can have a competitive advantage in an interview, leaving a solid and positive impression, which can go a long way to influencing the final decision of a potential employer.