The Arts, Culture and Recreation Services Sector provides services to individuals, households and businesses.  This sector produces, promotes or participates in live performances, events or exhibits intended for public viewing; provide the artistic, creative and technical skills necessary for the production of artistic products and live performances; preserves and exhibit objects and sites of historical, cultural or educational interest; and operates facilities or provide services that enable patrons to participate in sports or recreational activities or pursue amusement, hobbies and leisure-time interests.  Examples include tour agencies, private and public recreation centres, museums, design companies, and graphic arts studios

 

Employer One is a workforce development survey of businesses in Prescott-Russell.  Results were from 31 employers in the Arts, Culture and Recreation Services Sector sector in PR as of May 20, 2015.

 

HIGHLIGHTS

31 employers in the Arts, Culture and Recreation Services Sector responded to the Employer One Survey

Over 38% indicate they will be hiring the coming year.

Employers rely on word of mouth, unsolicited resumés and their company website to fill job openings.

They indicate little problem in finding suitable job candidates.

Arts, Culture and Recreation Services employers value customer service, self-motivation and written and verbal communication most highly.

Technical Skills are of importance to these employers.

 

Expected Hiring

 

  • Of the 31 businesses who responded, 26 (38.5%) plan to hire in the next year.

 

Labour Force Supply

 

  • While over 26% of 31 responding companies indicated they had hired in the past year, 1 (11.1%) of 9 responding companies indicated positions that were difficult to fill. 80% of employers indicated that the availability of workers locally was good to excellent. This would indicate good labour market supply.

 

Hiring in the past year

 

Occupational Groups where hiring took place in the past year Hiring planned in the coming year
Occupational Group Full Time Part Time
Perm. Temp. Perm. Temp.
Sales and Service 3 0 0 60 64
Management 0 1 0 0 0
Business, Finance and  Administration 0 2 0 0 1
Natural and Applied Sciences and Related Occupations 0 0 0 0 0
Health Occupations 0 0 0 0 0
Education, Law  or Social, Community & Government Service 0 0 0 0 0
Arts, Culture or Recreation 0 23 10 0 10
Trades, Transport and Equipment Operators and Related Occupations 0 0 0 0 0
Natural Resources, Agriculture and Related Production Occupations 0 0 0 0 7
Manufacturing or utilities 0 0 0 0 0
Other 0 0 0 0 1

 

Occupations in demand between October 2013 and May 2015 in PR (# of positions)
Cantine / janitor 51 Bowling Attendant 2
Zamboni Driver 10 Receptionnist 2
Labourer 7 Project Officer 1
Servicing 3  

 

How do you rank the availability of workers locally?   20 responses  
Poor Fair Good Excellent
0 0.0% 4 20.0% 13 65.0% 3 15.0%

 

Recruitment

  • Over 73% of employers rely on word of mouth, unsolicited resumés and their company website to fill openings.

 

What recruitment methods are used to fill open positions?
Method Number Percent Method Number Percent
Word of Mouth 19 28.4% Recruitment at Schools 0 0.0%
Unsolicited Resumes 15 22.4% Job Fairs 0 0.0%
Company’s Website 15 22.4% Employment Centres 0 0.0%
Other 9 13.4% Recruitment Agency 0 0.0%
On-site Job Posters 8 11.9% Newspaper Ads 0 0.0%
Online Job Board 1 1.5%  

 

Training Needs

  • 14 of 20 or nearly 70% of respondents supported the training of their workers.

 

Technical Training Requirements (# of multiple responses)
  #   #
Zamboni 6 Teaching Skills 2
Health & Safety 3 First Aid 1
Customer Service 2 Manager 1
Dance Training 2 Sales 1
Equipment Training 2 Sewing 1

 

Source and Barriers to Training Existing Workers

  • More than 53% of employers rely on on-the-job training for workforce development.

 

Source of Training No. % Barriers to training No. %
On the Job 24 53.3% Awareness of training support 89 79.5%
Professional Association 14 31.1% Productivity Loss During Training 8 7.1%
Vendor Specific 3 6.7% Cost 5 4.5%
College 2 4.4% Awareness of Existing Programs 4 3.6%
Private Trainer 2 4.4% Distance to Travel for Training 4 3.6%
University 0 0.0% Training not Available Locally 2 1.8%
Online 0 0.0% Trained Employees Lost to Competitor 0 0.0%
Other 0 0.0% Other 0 0.0%

 

Top Competencies of Current and Future Workers

 

Competency Current Employees Future Employees
Number Percent Number Percent
Customer Service 11 20.8% 9 15.5%
Self-motivated / Ability to work independently 10 18.9% 11 19.0%
Written and Verbal Communication 7 13.2% 6 10.3%
Time Management 7 13.2% 5 8.6%
Technical 5 9.4% 5 8.6%
Dedication and Motivation (Work Ethic) 5 9.4% 9 15.5%
Teamwork / Interpersonal Skills 3 5.7% 3 5.2%
Creativity / Entrepreneurialism 3 5.7% 3 5.2%
Analytical Problem Solving 1 1.9% 2 3.4%
Willing to Learn 1 1.9% 4 6.9%
Computer Literacy 0 0.0% 1 1.7%
Other 0 0.0% 0 0.0%