Employers Resources

Why Hire a New Immigrant? 

New immigrants are often highly motivated, dedicated hard-working employees who can:

  • New business opportunities. Skilled new immigrants can help Canadian companies do international business and will bring new customers to your local business through association.
  • International expertise. Skilled new immigrants can provide companies with a competitive edge by using their cultural knowledge and international experience to serve diverse local and international markets.
  • Communication. Skilled new immigrants have the ability to communicate in more than one language, thus enhancing their business edge within changing local markets and growing international markets.
  • Adaptability. Skilled new immigrants can possess skills and strengths such as flexibility and the ability to adapt to changing circumstances, with perseverance, determination and a strong work ethic.
  • Help meet your labour needs. Skilled Canadian-born workers are getting harder to find and, over the coming years, immigrants will play an increasingly significant role in Canada's labour force.
  • Increase your competitiveness. Many skilled new immigrants have the skills and talents to help your organization compete in the global marketplace.
  • Help develop new markets. Skilled New Canadians can speak languages and have knowledge of cultures that can help you develop new local and global markets.
  • Make your organization more effective. Skilled new immigrants can bring fresh perspectives into your organization, stimulate new thinking and introduce more effective ways of doing business.
  • Connect you with other valuable workers and organizations. Skilled new immigrants may be able to link you to other prospective employees and connect your business to useful national or international organizations.
  • New Clients. New immigrants typically have access to a community of people within a city which may not typically come to do business with your organization.  However, once this community sees that you are welcoming to their culture, and they see their friend working there, the entire community may be coming to you to do business.

Welcome PG Resources

Employer's Tool Kit and New Immigrant Manual specific to Prince George

Welcome PG is excited to offer two new resources, "Hiring Skilled New Immigrants: Tools for Employers,” and “Welcome to Prince George: An Introduction to Work and Life for New Immigrants.”  These resources were recently developed to help integrate new immigrants successfully integrate into our community by building mutual understanding and in turn help Prince George continue to grow economically and socially.  Both of these resources are an introduction to recruiting and retaining new immigrants in the workplace and to introduce new immigrants to Prince George.  Welcome PG encourages both new immigrants and employers to spend more time looking at similar resources to help ensure that two-way integration is achieved.

The employers’ resource is a tool kit with information about developing a diverse workforce by recruiting and retaining skilled new immigrants.  The kit also includes topics on differences and solutions around culture, visa types, and tips for successfully integrating new immigrants into the workplace.  The new immigrant manual, on working and living in Prince George, is an important companion to the employer’s toolkit because retention of any employee depends on how well the family settles into the community.  The manual includes local information on the city’s services, education, ethnic societies and places of worship as well as an introduction to Canadian workplace culture. 


We have paired the employer resource with DiverCity's "Know: Orientation, Retention and Promotion
A Guide for Building Welcoming and Inclusive Workplaces for New Immigrant Workers."  This resource was created by a WICWP project at DiverCity in Surrey which includes specific information on how to successfully retain and integrate a new immigrant hire into the workplace. A printable version of this document is available below, and also on their website.  (this document is shared with permission from DiverseCity)


Immigration and Visa's for Employers

We know how complicated it can be when hiring a foreign workers which is why we compiled a draft document for employers on visa and immigration information.  Welcome PG strongly recommends referring to the Citizenship and Immigration website for up to date information on all of the visas that an employer can persue to hire a foreign worker. This draft document prepared by Welcome PG briefly explains different immigration routes and processes of application with eligibility requirements by both the employer and the potential employee.  This draft document is an introduction to these complicated, and very individual, processes and should not be considered the only source. This  draft document on visa and immigrantion information can be found here.

Hire a New Canadian Road Map

1.  Create a Diverse Work Force
  • Determining job standards.
  • Recruiting, orienting and training staff.
  • Managing and evaluating staff.
  • Complying with the laws of Canada.
  • Provide detailed job information and reach out to a wider range of potential recruits.
  • Become familiar with – and use – available tools and services that can help you assess international educational qualifications and abroad work experience. (Please refer to BCHRMA toolkit "Hiring and Retaining Skilled Immigrants")
  • Participate in bridge-to-work and mentoring programs that include Skilled New Canadians.
  • Get involved in language and job or skills training.
  • Implement diversity and integration programs.
2.  Addressing Barriers for Skilled New Canadians
  • Make sure everyone involved in hiring is aware of the value of international skills and credentials.
  • Provide diversity and cross-cultural training to all employees, including those involved in hiring.
  • Focus on the skills and job experience of the candidates rather than on where they came from or where they gained their education and experience.
  • Outline the selection and interview process in your job postings.
  • When advertising jobs, let workers know that you value international credentials and competencies.
  • Let potential candidates know that your workplace is inclusive and that it welcomes diversity.
  • Post health, safety and employment standards in multiple languages to make employees feel welcome.
3.  The Recruitment Process

Improve your recruitment process by keeping three important points in mind:

  • Focus on what it takes to do the job. This is what matters most.
  • Don't underestimate international credentials and experience because they are unfamiliar.
  • Be aware of barriers related to international credentials, Canadian work experience and language skills.

Make more effective assessments. If you don't know how international qualifications compare to Canadian credentials, base your assessment on other criteria. Consider asking candidates to:

  • Describe their years of experience in a field or job, or in performing specific tasks;
  • Explain their skills or demonstrate them in practical tests; and
  • Demonstrate their knowledge through written examinations.
4.  Defining the Job to be Done
  • Defining the essential skills required for the job.
  • Defining the duties, responsibilities and other requirements of the job. The National Occupational Classification (NOC) can help you define the main duties or responsibilities, employment requirements and titles for a wide range of occupations.
  • Using information available in your industry.
  • For regulated occupations, stating clearly the licensing or certification required by law.
  • For non-regulated occupations, consider voluntary certification that may apply.
  • Asking for relevant work experience instead of Canadian work experience.
5.  Determining the Importance of Language Skills
  • What language skills are really needed for the job? Some jobs may not require a high level of language proficiency, while others may need specific job-related language abilities.
  • Weakness in language skills can be overcome through language training or on-the-job experience.
  • Don't be fooled by accents.
6.  Dealing with Cultural Differences
  • Cultural differences can be bridged. Exposure to different cultures can be enriching.
  • An inclusive workplace benefits everyone.
7.  Legal Considerations

In Canada, federal and provincial laws protect employers and workers. Laws set minimum wage levels, health and safety standards and hours of work. Human rights laws protect employees from unfair treatment based on their sex, age, race, religion or disability.


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