Emerging Themes in British Columbia Labor Market

This document discusses the emerging themes in the labor market of British Columbia, including the automation of work, demand for skills and competencies, and the meaning of work. It provides strategies to respond to these themes and enhance career prospects. The document also highlights the impact of technology on work, the forecasted job openings, and the importance of soft skills and STEM skills. It emphasizes the significance of personal characteristics in career choices and offers strategies to develop the right attitude and showcase relevant competencies.

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Emerging Themes in British Columbia Labor Market
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1) Automation of Work
Automation of work refers to the use of technology in performing tasks more effectively
and efficiently (Kleis, Chwelos, Ramirez, & Cockburn, 2012). According to Workbc (2019), in
British Columbia, the introduction of technologies such as artificial intelligence, internet of
things, smartphones, mobile applications, web applications, communication technologies,
collaborative technologies, among others has automated the manner in which work is executed.
This automation has greatly promoted the growth of British Columbia’s economy by increasing
the productivity of organizations. It is forecasted that automation will continue to grow and thus
create approximately 166,000 new job openings (Workbc, 2019). Automation will only
negatively affect jobs which require low skills such as repetitive jobs, but will, in turn, promote
jobs which require a high level of skills.
The following are the most suitable strategies to respond to this theme. First, learning
how to use the technologies that are present in my industry. This will help me to be compatible
with the automated working environment and to be more productive (Kleis, Chwelos, Ramirez,
& Cockburn, 2012). Secondly, investing heavily on acquiring skills that are not easy to automate
such as; creativity, leadership, communication, interpersonal, decision making, among other
skills. This will enable me to fill the gap that technology cannot fill. Therefore, I will stand a
chance to get a well-paying job since am offering what the employers need most.
2) Demand for skills and competencies
According to Workbc (2019), unemployment in British Columbia has highly fallen due to
an increase in employment growth in the years 2016 and 2017. Between 2018 and 2028, the
demand for skilled employees will increase due to economic growth. It is forecasted that within

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that period of 10 years approximately 903, 000 job openings will be available. Jobs will
continue to evolve thus demanding new and more enhanced skills. It is estimated that there will
be a major labor shortage and British Columbia may be forced to get workers from other
provinces. Soft skills and STEM skills will be on high demand during this period (Workbc,
2019).
Suitable strategies to respond to this theme include; first, acquiring the soft skills that will
be highly demanded by employers. Having these skills in the tourism industry will attract a well-
paying job. Secondly, developing my professional experience through attending seminars,
workshops, and engaging in research in the tourism industry (Moon, 2013). This will
differentiate me from other job seekers in my industry since I will be more exposed to issues in
the tourism industry. Third, networking with industry professionals in order to get mentorship
on careers in the tourism industry (Moon, 2013). This will also give me a competitive edge since
the industry professionals can recommend me to potential employers.
3) The meaning of work
This refers to how people perceive work and the impact of that perception in making
career choices (Muindi & K’Obonyo, 2015). In this theme, people need to define what work
means to them so that they can know what they consider to be work. Also, the theme covers how
personal characteristics impact a person’s career choices. According to Workbc (2019), the
O*Net framework categorizes personal characteristics into four categories which are; ability,
work values, work styles, and occupational interest. These attributes impact a person’s choice of
career path and also performance in a job. Employers also consider the personal characteristics
of an individual in determining who is suitable for a particular role.

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In response to this theme, the following are the most reliable strategies; first, developing
the right attitude about the work that I am applying for. This will be depicted by my career
objectives in my resume and by my responses during the interview. The right attitude will make
employers consider me over others (Muindi & K’Obonyo, 2015). Secondly, applying for jobs
that I have the ability to perform since employers will be considering competencies when
selecting the most suitable candidates. To proof my ability, I will include my key competencies
and achievements which match the job requirements in my resume. This will prevent me from
being turned-down by employers due to a mismatch between job requirements and my
competencies.

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References
Kleis, L., Chwelos, P., Ramirez, R. V., & Cockburn, I. (2012). Information technology and
intangible output: The impact of IT investment on innovation productivity. Information
Systems Research, 23(1), 42-59.
Moon, J. A. (2013). Reflection in learning and professional development: Theory and practice.
London, UK: Routledge.
Muindi, F., & K’Obonyo, P. (2015). Quality of work life, personality, job satisfaction,
competence, and job performance: a critical review of the literature. European Scientific
Journal, ESJ, 11(26).
Workbc. (2019). Retrieved from https://www.workbc.ca/getmedia/1dce90f9-f2f9-4eca-b9e5-
c19de9598f32/BC_Labour_Market_Outlook_2018_English.pdf.aspx