Six tips to build the workforce of tomorrow with the power of change makers
By: Christie Zeb (she/her)
The 2025 Employer Impact Conference highlighted tools and strategies to thrive in today’s ever-evolving workplaces.
The future of work is here. The University of ݮƵ’s Co-operative and Experiential Education (CEE) team recently hosted the third annual Employer Impact Conference. Throughout the conference sessions, a common message stood out: employers who invest in people today will benefit from a stronger workforce tomorrow.
The conference theme was “the power of change makers.” Future-focused leaders and innovators at the conference explored strategies to drive growth, strengthen collaboration and empower students to innovate for business success.
The responsibility of driving change doesn't rest solely on future talent. Employers, supervisors and leaders can build stronger workforces through fostering a culture of innovation, providing autonomy and encouraging continuous learning.
Here are six insights from the conference to help your organization be future-ready:
1. Harness the potential of emerging talent
The future of work requires speed and innovation. The next generation of talent is ready for the challenge.
Emerging talent brings fresh ideas, resilience and adaptability to the workplace. But to truly harness their potential, as an employer, you need to do more than hire, you need to set emerging talent up for organizational success.
During the session called “Closing the skills gap”, Guarav Shah (he/him), a ݮƵ co-op student from the Faculty of Arts, shared his experience working at the . WSIB runs an innovation lab composed entirely of co-op students from diverse disciplines, including design, development and communications. Every four months, a new cohort brings fresh knowledge and the latest technologies to the lab.
“Part of my work was developing AI tools, and it was great to see the impact that we had every term,” says Shah. “That's something you get when you hire co-op students. We can think through those ideas and develop them.”
2. Recruit smarter to win top talent
Gen Z talent (those born between 1997 and 2012) looks beyond their pay cheque to motivate them in the workplace. They want team culture, work-life balance and values that align with their own.
To stand out from the competition and recruit top talent faster, employers must be clear and transparent during the recruitment process.
“When writing the required skills section of your job posting, think carefully about what a student really needs to hit the ground running on day one, versus the nice-to-haves," says Melissa Prospero (she/her), co-op account manager, CEE.
“Clearly distinguishing between the two (requirements and extras) help students better understand the role and gives them a chance to highlight strengths that could set them apart.”
3. Build a stronger brand presence on campus
An authentic on-campus brand shows students what it’s like to work with you. Your organization can connect with ݮƵ co-op students through employer information sessions.
These in-person or virtual sessions are a great opportunity to meet potential candidates, get their perspectives and share little-known insights about your organization.
“What started as a virtual info session turned into a powerful way to build brand awareness and connect directly with ݮƵ students. We saw an immediate impact,” says Chris Tung (he/him), university program manager at .
“Candidates come to interviews already informed and engaged. It’s made recruiting easier and more effective, and ultimately, students are now coming to us.”
Investing in students through initiatives such as scholarships, project sponsorships and research partnerships can further strengthen your visibility as a desirable employer and build lasting connections.
4. Foster collaboration across generations
Organizations that intentionally bridge generational gaps can accelerate innovation, strengthen knowledge transfer and build more resilient teams.
To get this right, understand what emerging talent expects in the workplace and design experiences that align with these values.
“Gen Z seems really hungry to develop both professionally and personally. They are keen to seek feedback, mentorship and learning opportunities,” says David Drewery, associate director, Work-Learn Institute at the University of ݮƵ.
Focus on creating team structures that encourage collaboration, meaningful connections and innovation across experience levels.
“Students are very tech-savvy. Pairing them with team members who may be less comfortable with technology creates a great opportunity for knowledge exchange. It’s a win-win,” says Ann-Marie Weber, supervisor, contracts & services at the .
5. Embrace a change-maker mindset across your organization
Empower employees to think like innovators and develop a change-maker mindset.
“Get to know your team. What is it that drives them? What are their motivations? That’s the starting point of building a team that’s higher functioning and has higher capacity over the long term,” says Mark Chapeskie, vice president, programs at . “The cool thing about passion is that it’s contagious.”
Emerging talent also value autonomy. Giving them ownership over projects can build a culture where continuous learning and innovation thrive.
During her co-op term at , Daisy Martin (she/her), a fourth-year Psychology student, helped the organization revamp its project management processes.
“Even though I was a co-op student, my co-workers really trusted me to take the lead. They were open to my suggestions, encouraged experimentation and gave me the space to take full ownership of the project,” Martin says.
6. Invest in student experience from day one
Start strong with intentional onboarding, ongoing mentorship and a supportive community. Celebrate milestones and close the loop with thoughtful offboarding.
“Celebration is one of the most underutilized tools. For example, at we celebrate wins in the moment using tools like . That sense of recognition makes students feel seen and valued. It reinforces they are not only staff, but part of a community,” says Amitoj Sandhu, manager, global early talent at Dayforce.
Being intentional with students' experience is a great way to turn today’s co-op students into tomorrow’s brand ambassadors.
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Co-op students are the next generation of talent that can prepare your organization for the future of work. Bring in top talent with fresh perspectives and the energy to drive real impact.