In 2021, the Conseil du patronat du Québec (CPQ), representing over 70,000 employers across Quebec’s sectors and regions, released a roadmap of 10 suggestions to tackle the labour shortage crisis. The CPQ outlined ways to boost productivity and economic growth, emphasizing the importance of innovation, skills development, and integrating new talent into the workforce.
Among its recommendations were strategies to promote technology adoption and training while fostering lifelong learning through the Recognition of Acquired Competencies (RAC) programs.
Four years later, with an estimate of 200,000 job vacancies in Quebec, there’s still room for improvement. So we spoke with experts who offered perspectives on how lifelong learning can address both immediate labour shortages and long-term workforce resilience.
For Salvatore Costanzo, academic coordinator at Concordia Continuing Education, equipping workers with durable, future-ready skills is critical for navigating rapid technological change.
“It’s not enough to learn the tools. Workers need the critical thinking, communication, and collaboration skills that make those tools effective,” he says.
These durable skills foster adaptability, allowing workers to remain relevant as industries evolve. Costanzo underscores the importance of interdisciplinary learning and problem-solving.
Salvatore Costanzo, academic coordinator at Concordia Continuing Education
“When you teach someone to understand how their role connects to broader organizational goals, you build alignment between individual contributions and business needs,” he explains.
Training programs, he suggests, should simulate real-world challenges, allowing learners to apply their skills across functions. This approach develops both technical proficiency and leadership.
Accessibility in training is also key. Effective education must provide pathways for both technical and non-technical learners to engage with innovation.
“We’re preparing learners to be not just competent in their roles but champions of organizational transformation,” Costanzo says.
Fabien Cornu is the coordinator of workplace readiness at Concordia Continuing Education, where he oversees the RAC program, which formally assesses and validates skills acquired through life and work experiences. Rather than requiring individuals to start a new degree from scratch, RAC officially recognizes the expertise they already have.
Cornu explains that RAC’s competency-based design allows candidates to align their professional experience with educational outcomes.
Fabien Cornu, workplace readiness coordinator at Concordia Continuing Education
“Demonstrating a skill is anchored in a candidate’s day-to-day experience rather than applied theory. All the evaluator has to do is ascertain that the candidate understands why and how they are able to accomplish their tasks,” he says.
The process is structured around a portfolio-based approach, in which candidates reflect on their experience and learning.
“After submitting their portfolio, candidates are invited to a validation interview with a subject matter expert,” Cornu explains. “This interview is essentially a conversation between two professionals, ensuring that the candidate’s learning is consistent with a course’s learning outcomes."
This method allows individuals to progress toward their career goals more efficiently. Instead of requiring years of additional schooling, RAC candidates can confidently demonstrate that their existing skills align with academic standards. Instead of repeating coursework, they can show that their proficiency is equivalent to what would be taught in a formal class.
“There are approximately 200,000 people looking for a job in Quebec right now,” Cornu says. “Many of them already have significant experience or education, but not necessarily in a way that is immediately recognizable to an employer.”
Cornu envisions RAC as part of a larger shift in how people engage with education throughout their careers.
“We used to live in a society where learning pathways were linear: you are born, you go to school, you start working, and then you retire. We are now in an iterative system: you go to school for a bit, you start working, then return to school, back to working, et cetera,” he says.
This flexibility allows individuals to build their credentials step by step, using tools like RAC, micro-credentials, and professional development courses to shape their career paths.
By the same token, Cornu emphasizes that the concept behind RAC has existed in various forms for decades.
“In Europe, it dates back to the early 20th century, and in North America, to right after World War II,” he says. “Its purpose is not to replace diplomas and degrees, but to change the way we award them.”
Costanzo highlights the role of businesses in fostering a culture of continuous learning. By investing in education, organizations can build stronger, more resilient teams.
Quebec’s labour crisis demands a comprehensive approach that prioritizes innovation, upskilling, and recognition.
“There’s frustration when people feel their value is overlooked,” Cornu says. “Recognition changes that. It opens doors and creates opportunities.”
Costanzo agrees.
“It’s not just about filling vacancies,” he says. “It’s about empowering individuals to thrive."
© Concordia University