Work-integrated learning is a key source of talent for the Canadian bio-economy


BioTalent Canada today released new findings from its most recent bio-economy Labour Market Information (LMI) study. The data in this new brief—The Talent Differential: The case for work-integrated learning in the bio-economy —was collected from a series of three facilitated roundtable discussions, a survey of 573 bio-economy employers in 2020, and an analysis of data from BioTalent Canada’s current wage subsidy programs.

The results indicate work-integrated learning (WIL) such as co-op, work placements, internships, and clinical placements that combine practical work experience with formal classroom learning are a key component of many Canadian post-secondary education models. The programs also offer a key source of talent recruitment for bio-economy employers.

“Students who take advantage of work-integrated learning opportunities have an easier time transitioning to the workforce,” says Rob Henderson, President and CEO of BioTalent Canada. “But this brief uncovers some challenges. While women account for the majority of WIL participants, they remain underrepresented in the workforce. And even though we know that WIL participants transition to the workforce more successfully, participation rates decline as education levels increase, this is troubling for such an effective solution,” he said.

The data presented in this research brief also raises questions about how Canadian bio-economy employers integrate WIL into their human resource strategies. These questions include:

  1. How can bio-economy employers be encouraged to collaborate with postsecondary institutions to further develop WIL opportunities?

  2. How can WIL opportunities be leveraged to provide women with more successful transitions to the Canadian bio-economy workforce?

  3. Because WIL participation decreases as students progress to higher levels of education, would it be beneficial to introduce more WIL opportunities at these advanced degree levels to address these noted skills gap?

“I’m confident that BioTalent Canada’s programs and services can play a major role in providing solutions to these challenges,” adds Henderson. “Our Student

Fancy cars, fine dining, creator mansions, cash: Triller is shelling out for talent


When talk of a possible TikTok ban began in July, the leaders of a small social video app called Triller saw a growth opportunity.

To attract users, the company set its sights on TikTok’s biggest names. Some of the Sway Boys, a group of TikTok influencers, had been toying with the idea of building their own app to compete with TikTok, but after a discussion with Ryan Kavanaugh, the majority owner of Triller and a veteran entertainment executive, they decided the platform could be good for them.

Triller offered the creators a deal: Tell your audience on TikTok that you’re moving to Triller, and we’ll give you equity and roles within the company. You can still post on TikTok, they were told, but only if you post on Triller more frequently. In turn, of the Sway Boys, Josh Richards, 18, was named Triller’s chief strategy officer, and Griffin Johnson, 21, and Noah Beck, 19, joined as advisers with equity.

Soon, CNBC, Fox News and the Los Angeles Times were writing about TikTok defectors bound for Triller, an app they described as a viable replacement for TikTok should a ban be put in place. In August, Triller announced it was seeking a new funding round of $250 million, hiking its valuation to over $1 billion.

But could it live up to the hype?

Getting that ‘Triller money’

Founded in 2015, Triller bills itself as an app for making professional-looking music videos, quickly. Functionally, it’s different from TikTok: It has different editing tools; its users can’t “duet,” or react to videos; and while it offers top singles and hit songs, it lacks the extensive library of sounds and mash-ups that TikTok users employ to express themselves.

“I think there’s a lot of things on Triller that TikTok doesn’t have and vice versa;

Stingray Launches Spin Program To Support Emerging Canadian Country Talent




Canadian music, media and technology company STINGRAY has launched a music spin program called “The Trending Track” to support emerging Canadian talent across 19 of its Country stations nationwide. The program kicks off on MONDAY, OCTOBER 12th.

Every other month the STINGRAY Country team will select a track by an emerging artist to feature. The chosen song will receive two months of support and a minimum of 25 spins per week on the participating stations. “The Trending Track” artist will also be interviewed by STINGRAY personality PAUL MCGUIRE for his national midday and countdown shows, and will receive additional support on station social media and websites.  

To qualify for “The Trending Track,” the artist must be a Canadian citizen, the song must qualify as Canadian under the CRTC MAPL criteria, and the artist must be an emerging artist who either has not had a song chart or is in the first 18 months since their first song charted on the Canadian Top 50.

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When You Say There’s a Limited Pool of Black Talent, Here’s What You’re Revealing About Yourself


6 min read

Opinions expressed by Entrepreneur contributors are their own.

A few weeks ago, Charlie Scharf joined a list of executives who have revealed made it clear to their companies — and the public — that they have more work to do on their diversity and inclusion journey. The Wells Fargo CEO shared his views on the lack of representation at the bank, citing that there was “a very limited pool of Black talent to recruit from.” Scharf later issued an apology after swift media backlash, stating that it was “an insensitive comment reflecting my own unconscious bias.”  

Scharf is not the only executive to believe this to be true. “There just aren’t enough Black candidates.” “It’s not our organization’s issue, it’s clearly a pipeline issue.” “Look, I’m all for diverse talent, as long as they are good.” The underlying assumption being that we lower the bar for diverse talent, because they aren’t enough talented Black and Brown people in the marketplace.

When you say there’s a limited pool of Black talent, here’s what you are revealing about yourself as a leader: You don’t really know many Black leaders. In fact, maybe you don’t know any Black leaders at all.

How do you show leaders and organizations that Black and Brown talent is everywhere? Start with making these three key strategic investments:

Invest in key partnerships

The pipeline of Black and Brown talent exists. Start investing in key partnerships. Here’s a brief list to get you started. There are too many fantastic partnerships available in the marketplace to capture them all here:

The Executive Leadership Councils primary focus is to nurture and amplify Black excellence and leadership in business. ELC opens channels of opportunity for Black executives to continue to make impact

Need STEM Talent? 14 Smart Ways To Compete With Big Tech


With so many businesses today relying on technological tools and systems, demand for professionals in science, technology, engineering and mathematics (STEM) is at an all-time high. And when giants like Google and Microsoft have the resources to make irresistible job offers, recruiting top STEM talent to work at your small tech company can seem impossible.

You may not be able to offer the same perks your larger competitors can, but there are smart ways to go about recruiting the industry’s best and brightest. To help, we asked members of Forbes Coaches Council what leaders of tech startups can do to compete with the behemoths and attract high-quality STEM candidates. See their best suggestions below.

1. Sell The Benefits Of A Startup Culture

The attractions a big company offers are brand, perks, job security and structure. Those of a small company include making a difference, flexibility, a team of like-minded people and personal growth. The trick is for small companies to capitalize on these selling points and find people who would thrive in a startup environment. The right talent will stay motivated and contribute a lot more. – Rajeev Shroff, Cupela Consulting

2. Offer Company Equity

Offer company equity. Large companies can offer infrastructure and brand credibility. However, they cannot offer substantial vesting opportunities in the same fashion smaller companies can. This is a risk for both the small company and the candidate, yet that only prompts both parties to thoroughly validate one another before committing to an employment partnership. – Corey Castillo, Truth & Spears

3. Tempt Candidates With Exciting Projects

The technology sector is becoming more and more prominent. There is a great variety of small and medium-sized businesses with great