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Mergers and acquisitions to pick up in 2025 as conditions ease: KPMG

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KPMG says nine in 10 Canadian CEOs are considering making an acquisition within the next three years to help boost their company’s growth.

A pair of surveys by the firm released Monday show four in 10 Canadian CEOs are planning major deals, while nearly three quarters of small- and medium-sized businesses are considering acquisitions.

KPMG says Canadian chief executives see mergers and acquisitions as their second-most important growth strategy in the next three years, behind organic growth.

Meanwhile, smaller businesses rely less on these deals as a top growth strategy, but many are still planning to make acquisitions in the coming years, and four per cent are seeking to be acquired.

John Cho, national leader for KPMG in Canada’s deal advisory practice, says recent interest rate cuts by Canadian and U.S. central banks, plus lower inflation, are “breathing life” back into the merger and acquisition market.

He says with more confidence in the air, 2025 could be one of the busiest years in quite some time for mergers and acquisitions.

This report by The Canadian Press was first published Oct. 7, 2024.

The Canadian Press. All rights reserved.

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Job Search Success Is Not Complicated

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News Media Canada

Most people over-complicate the process of achieving success.

Achieving success is often perceived as a complex puzzle, or according to those who play the ‘I’m a victim!’ card, only available to those who are supposedly privileged. The fact is there’s a simple equation for achieving success, which Zig Ziglar famously encapsulated, “You can have everything in life you want if you will just help other people get what they want.”

Side note: “all you want” should be interpreted as “all you need.”

I recommend considering the hiring process from the employer’s perspective. By doing so, you’ll empathize with employers and understand positioning yourself as a candidate who has the skills, experience, and proven track record of helping employers get what they want is a job search strategy that’ll set you apart from your competition, who aren’t approaching their job search with an “I want to help employers” mindset as they have the all-too-common “I want!” mindset.

Success isn’t a complicated journey. With the right mindset, it’s a simple path—help others achieve what they want. However, the mindset I come across most often is the exact opposite; job seekers focused on what they want, as opposed to what employers want, resulting in employers being turned off. Who isn’t turned off by someone solely concerned with their needs and wants, who comes across as “predatory”?

Most job seekers: “Employers need to understand my issues and needs.”

Savvy job seekers: “I need to understand the employer’s issues and needs.”

Job seekers who have their thinking clean and show employers how they can help them achieve what they want are few and far between. Being that rare candidate makes you unique and highly valuable, which is a significant competitive advantage. I can guarantee that your interviewer almost never encounters a candidate who projects an “I’m here to help you” aura.

When viewed holistically, employers want five things:

  • be profitable
  • reduce/control costs
  • have low employee turnover
  • optimize employee performance
  • provide a customer experience that’s evangelized

 

How can you help an employer achieve any of, or a combination of, the above?

What’s your employee value proposition?

For instance, you can never go wrong assuming the employer wants to be profitable; hence, suggesting cost-saving measures or revenue-generating ideas during your interview will demonstrate your desire to help the company get what it wants, which is to be profitable.

Imagine yourself as a hiring manager. One of your standard interview questions is: “How will you contribute to the company’s success?” or, more directly, “Why should I hire you?”

 

Candidate A:

 

“If hired, I will bring enthusiasm, dedication, and hard work to the team. I am a fast learner and have a strong work ethic. I am also a team player.”

 

Candidate B:

 

“I bring over 15 years of technical expertise, problem-solving skills, and a commitment to innovation. As head of Gekko’s IT, I led a project to streamline its data analysis processes, increasing efficiency by 20% and reducing employee hours. I achieved this by implementing Cyberdyne Systems’ latest data visualization tools and automating repetitive tasks. I plan to bring this kind of efficiency oversight to Soylent Corporation.”

 

Which candidate would you lean towards hiring?

 

Candidate A offers nothing more than their unsubstantiated opinions, which, as I’ve stated in previous columns, employers don’t hire; they hire results. Opinions about yourself, which you should rarely give without quantifying, don’t help your interviewer envision how you’ll help the company get what it wants.

 

On the other hand, candidate B outlined how they can help the company achieve wanting to optimize employee performance and cost savings. Candidate B thinks like an employer and understands employers are a sucker for candidates with a track record of helping employers get what they want.

 

Getting hired doesn’t come down to having the shiniest resume, with all the right keywords, being impeccably dressed, having a perfect smile, or sheer luck. Employers hire candidates they feel will get them what they want.

 

Consider all the successes around you and why they exist.

 

  • Amazon: Shopping delivered to your door.
  • Apple iPhone: Handheld communication.
  • Facebook: Having a voice. Keeping in touch.
  • Starbucks: Coffee served around an experience.
  • Taylor Swift: Music young people in angst can relate to.
  • MasterCard: Easy to use credit.
  • Zig Ziglar: Motivation and encouragement.

 

The success of the above can be attributed to the fact that they’ve designed their offering with the end-user in mind, helping people get what they want.

 

  • Amazon: Convenience
  • Apple iPhone: Connectivity
  • Facebook: Popularity
  • Starbucks: Self-care
  • Taylor Swift: Understanding
  • MasterCard: Lifestyle
  • Zig Ziglar: Hope

 

All successful businesses are based on selling a product or service that’ll help people (read: consumers) get what they want, which is usually intrinsic. A product or service must satisfy a need or want in order to sell. The same applies to job searching. You must fulfill an employer’s need or want. Think of employers as the end users of your services; how do you help employers achieve what they want? Are you communicating your how and willingness to help throughout your job search?

Showing how you can help employers get what they want is how you achieve job search success.

_____________________________________________________________________

 

Nick Kossovan, a well-seasoned veteran of the corporate landscape, offers “unsweetened” job search advice. You can send Nick your questions to artoffindingwork@gmail.com.

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Coeur Mining signs all-stock deal to buy SilverCrest Metals valued at US$1.7B

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VANCOUVER – Coeur Mining Inc. has signed a deal to buy SilverCrest Metals Inc. that values the company at about US$1.7 billion.

Under the agreement, SilverCrest shareholders will receive 1.6022 Coeur common shares for each SilverCrest common share they hold.

The proposal values SilverCrest shares at US$11.34 per share, based on the closing price of Coeur common shares on the New York Stock Exchange on Thursday. The offer is a 22 per cent premium to where SilverCrest shares closed before the deal was announced.

Vancouver-based SilverCrest owns the Las Chispas operation in Sonora, Mexico.

Coeur shareholders will hold a 63 per cent stake in the combined company, while SilverCrest shareholders will own 37 per cent.

The deal, which requires shareholder, court and regulatory approvals, is expected to close late in the first quarter of 2025.

This report by The Canadian Press was first published Oct. 4, 2024.

Companies in this story: (TSX:SIL)

The Canadian Press. All rights reserved.

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Industry minister echoes Shopify calls to boost ambition in Canada

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TORONTO – Canada’s industry minister has thrown his support behind a call from one of Shopify Inc.’s leaders for the country to get more ambitious.

“I could not agree more because for 10 years, I’ve always finished my speeches by saying, ‘Let’s seize the moment. Let’s be ambitious,'” François-Philippe Champagne said Thursday.

He was speaking at the Elevate tech conference in Toronto, where the tech community has been gathering since Tuesday to discuss trends in the industry and beyond.

Among the buzziest talks was one from Shopify president Harley Finkelstein, who told the audience on opening night that he had noted a lack of ambition in Canada that he likened to a “600-pound beaver in the room.”

Adding ambition to the Canadian psyche is “unequivocally necessary,” so the country doesn’t become a nation of branch plants and instead fosters massive companies at home, the leader of the Ottawa-based e-commerce software giant said.

He added that the current lack of ambition had left Canadian companies with a reputation for being acquired, while U.S. businesses are known for being the dominant “acquirees.”

“When someone calls me and says, ‘I’m thinking of selling my company to Google,’ my usual answer is, ‘Have you ever thought about one day you buy Google?'” Finkelstein said.

His remarks set off chatter across much of Canada’s tech ecosystem, with many backing his calls for the country to get bolder

But some disagreed.

Laura Lenz, a partner at the venture capital arm of pension plan Ontario Municipal Employees Retirement System, called Finkelstein’s narrative “tired” and lamented that it places “the blame of sluggish productivity squarely on the shoulders of founders and management teams working as hard as they ever have.”

“Maybe it’s time to take a broader view of the problem and the lack of infrastructure supports to keep these companies here at home,” she wrote on X, formerly known as Twitter.

She said the country has to address the lack of tax incentives, willingness to use and purchase Canadian software, and funding for companies, especially in their infancy or “seed stage.”

Abdullah Snobar, the executive director of the DMZ tech hub in Toronto, agreed that “Canada is failing to provide the right conditions of startups to thrive.”

“High costs of living, transportation, infrastructure and transportation — these things are making it next to impossible for entrepreneurs to succeed here,” he wrote on X.

However, on Thursday, Champagne argued the country is well-resourced and that talent is teeming in Canada.

He said Canada has the highest number of AI startups in the world, including Toronto firm Cohere, and when it comes to quantum computing, everyone in the global auto sector considers another one of the city’s companies, Xanadu, “the rock star.”

To be more ambitious, Champagne said the country has to “be more. Be more of everything.”

“I just wish we would all be bragger-in-chief,” he said. “There’s something in our DNA that we need to change somehow, to just be talking more about what we do.”

Aside from ambition, Champagne was questioned about the country’s approach to AI.

Canada is still working on an Artificial Intelligence and Data Act meant to guide how companies operating in the country will design, develop and deploy the technology.

It isn’t expected to come into effect until at least next year, so Champagne has been using a voluntary code of conduct as a stopgap.

The code asks signatories to build risk mitigation measures into AI tools, use adversarial testing to uncover vulnerabilities in such systems and keep track of any harms the technology causes.

Thirty companies, including BlackBerry, Cohere, Salesforce and CGI, have signed the code, but others including Shopify have railed against it, complaining it could hold innovators back.

Asked by moderator and tech personality Amber Mac whether more organizations could have signed the document in the one-year since it was released, Champagne joked he had a copy in his back pocket for any interested companies to sign.

“We may not have a law in the book as of yet but at least we have something,” he said.

“Honestly, the companies that have signed tell me that this has been beneficial.”

This report by The Canadian Press was first published Oct. 3, 2024.

Companies in this story: (TSX:SHOP)

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