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Employers Resources

Why Hire a New Canadian?

You can benefit from hiring and retaining a New Canadian in many ways. They are often highly motivated, dedicated hard-working employees who can:

Offer new opportunities. Skilled New Canadians can help Canadian companies do business with the world.
Bring international expertise. Skilled New Canadians can provide companies with a competitive edge by using their knowledge and experience to serve diverse local and international markets.
Communication. Skilled New Canadians have the ability to communicate effectively in more than one language, thus enhancing their business edge within changing local markets and growing international markets.
Adaptability. Skilled New Canadians possess skills and strengths such as flexibility and the ability to adapt to changing circumstances, perseverance, determination and strong work ethics.
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 Canadians 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 Canadians can bring fresh perspectives into your organization, stimulating new thinking and introducing more effective ways of doing business.
Connect you with other valuable workers and organizations. Skilled New Canadians may be able to link you to other prospective employees and connect your business to useful national or international organizations.
New Clients. New Canadians 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.

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.