- HR Solutions for Immigrant Talent -
FINDING IMMIGRANT TALENT
This Tip-Sheet reviews ideas, skills and resources required to attract and recruit immigrant workers.
When Developing Job Postings
Review all the key communication skills required – e.g. interacting with clients, report writing, completing forms, etc.
Identify the frequency of key communications – can help candidates determine if their skill level is appropriate.
Identify if speaking another language is necessary or useful – can help connect with a specific community.
Refer to the position Essential Skills Profile for examples of communication tasks required - http://www10.hrsdc.gc.ca/English/all_profiles.aspx
Use plain language to write the posting – stay away from slang or jargon that could be confusing e.g.
“Describe what you bring to the table.”
Effective Advertising Sources for Employers:
The Internet – still the best, most cost-effective way to post current job openings and has the potential to reach thousands of people from all over the world. There are many job boards that are both generic and industry specific. Some are free while others may cost the employer fees to advertise.
Website – is one of the best sources of information on your company. Your application process should be clear with all contact information up-to-date.
Use personal contacts of current employees – create a formal employee referral program, where employees are rewarded for referring qualified friends or family.
Advertise postings in immigrant/ethnic media and publications – ensures you are reaching a broad cross-section of people.
Networking – consider social and professional functions like Chambers of Commerce, Boards of Trade, BNI Chapters, industry association functions, sports club members, church/temple/mosque functions etc.
Job Fairs – are an excellent way to provide information to a large audience in a relaxed environment. Be sure to include key items such as a display, application forms, business cards, and your marketing communications materials.
Private Employment Agencies – find job seekers that fit the qualifications that you are searching for. Fees paid by the employer are usually equivalent to a percentage of the successful candidate’s annual income.
Professional and Trade Associations – can provide information on applicants with the skills you may be looking for. Many associations circulate newsletters and/or magazines to members.
Local Immigrant Settlement Agencies – Develop a relationship with agencies who work directly with immigrants new to your community.
Language or Bridge Training Programs – Develop a relationship with agencies that deliver ESL training or bridging programs that assist skilled immigrants get their license or certificate in their profession or trade.
Encourage placement of visible minority interns and co-operative students – you could establish formal partnerships with universities and colleges that train in your industry.
Develop and cultivate relationships with immigrant resource centers or volunteer groups dedicated to the needs of immigrants – these organizations work very closely with a large number of potential workers.
Develop your literature and marketing materials to be reflective and inviting to immigrants – include diverse images and include a statement about your commitment to diversity.
Sponsor multi-cultural community events – to improve the visibility of the organization within the community.
Become known as an “Employer of Choice” for both your industry and for skilled immigrants – this can be achieved internally by establishing a business cultural that is positive and supportive of all employees. This can be achieved externally through messaging in your marketing materials and web presence.
- HR Solutions for Immigrant Talent -
HIRING IMMIGRANT TALENT
This Tip-Sheet reviews ideas, skills and resources required to effectively hire immigrant workers.
Reviewing Resumes
Begin with as many resumes as possible – effective recruitment practices will increase your candidate pool and give you the best chance of hiring the right individual.
Focus on abilities vs. specific skills - try to determine if the candidate has the ability to learn a specific skill based on work they have performed in the past e.g. the candidate has never worked with an MS Access database but has learned many other software programs in the past and seems very comfortable with their computer skills.
Look at all areas of experience – past work positions as well as volunteer work. A person that has not done the specific job before can bring in other valuable skills, different perspectives and innovation.
Ask yourself if formal education is truly required – look for the qualities or knowledge needed to perform the work effectively, rather than a specific credential (a degree, diploma, certificate or license).
Explore communication ability – review any spelling or grammar problems in a resume or cover letter carefully as a person whose first language is not English may make errors, but they can communicate at an acceptable level for the position.
Cultural norms – immigrants may include other information in their resumes and cover letters that Canadians may not normally include. Although it may seem strange, try to look past any unusual information and focus on the applicant’s skill, experience and attitude.
Formal credentials –if specific credentials are required for the position, ask candidates to provide an independent assessment and verification of their credentials, or commission an assessment yourself through an organization such as the International Credential Evaluation Service (ICES) at BCIT.
Conducting Interviews
Use immigrant friendly language –keep the language simple and straightforward. Try to avoid slang or jargon and allow for differences in communication style.
Expect some miscommunications and awkwardness
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“small talk” could be uncomfortable. Meet face to face – because of communication challenges, screening potential candidates over the phone may not be effective.
Practice re-phrasing questions – if you receive an inaccurate or short answer during the interview you may need to ask the question a different way in order to ensure the candidate understands.
Try to make the candidate as comfortable as possible – most people are very nervous in a job interview so keep in mind that someone who is interviewing in a second language could be even more nervous. They might make communication errors that they might normally make.
Use scenario-based questions to assess how the candidate would perform on the job – ask for examples and specifics or enable the candidate to demonstrate their skills.
Be prepared for different cultural norms – assumptions about basic Canadian cultural norms may not be accurate e.g. handshakes, eye contact, personal space, body language etc.
Provide a pen and notepad – allows candidates to record information and details from the interview as well as help organize their thoughts if needed during the interview.
Don’t hesitate to check references – check local references (work, volunteer activities or character references). If local references are not available, many international references do speak English… so don’t be afraid to pick up the phone. You may also want to send specific questions for referees via email ahead of time so that they may prepare their responses.
Offering the position – be very clear when describing starting wages, benefits, start dates, times, where to park, what to bring, who will meet them etc.
- HR Solutions for Immigrant Talent -
RETAINING IMMIGRANT TALENT
This Tip-Sheet reviews ideas, skills and resources required to retain immigrant workers.
Orientation
When introducing the new employee to the workplace ensure you provide:
A formal orientation of the company, products & services
Conduct a walk around of the entire facility and provide a site map
An organizational chart with names of all supervisors and team members
A list of vital company/industry acronyms and corporate terms
Copies of all signed documentation (tax forms, employment agreement, policies etc)
Written instructions on how to access phone/voicemail/internet/internal file directories
A training plan outlining daily/weekly objectives and responsibilities
Integration
The first few days/weeks of your new employee’s experience within your organization are extremely important to both their success and yours. Ensure you:
Introduce the new employee to all existing employees and management
Prepare the workplace – persuade other workers to be open-minded about immigrant hires
Introduce and provided a mentor or buddy for the new employee
Inform new hires about upcoming activities within the company (e.g. sports teams, staff meetings, company social events, volunteer work, committees etc.) and invite them to join
Review the new employee’s training plan daily/weekly to ensure that objectives are being met
Are available for informal
Retaining Talent
Ongoing Employee Development- are there opportunities currently available in your workplace? Include opportunities for individual development as well as team-building and workshops to help foster skills for working with diverse teams.
Offer mini-workshops – for all employees on e-mail writing, internet etiquette, giving presentations, report writing, writing with a purpose, etc.?
English skills upgrading/training – this could include business English, accent reduction or customized language training.
Examine current Workplace Culture – do you require cultural diversity training for your team? Do you have a positive, inclusive workplace environment?
Look at current signage and internal work communications – are they culturally sensitive and inclusive?
Be available for informal “check-ins” with your employees – be aware of how your employees are feeling. Are they happy? Frustrated? Do they feel supported? Challenged?
Perform regular formal employee reviews - train all supervisors on effective review practices, working with employees to develop action plans for their goals and “catching employees doing things right”.
- HR Solutions For Immigrant Talent -
ADDITIONAL RESOURCES
This Program is being delivered by:
Funding for this Project Provided By:
This Tip-Sheet lists several web resources to assist Employers with immigrant workers.
Organization: About: Contact:
Immigrant Employment Council of British Columbia
The Immigrant Employment Council of British Columbia (IEC-BC), an initiative of the Vancouver Foundation, stimulates the integration of skilled immigrant talent into the province’s workforce by fostering solutions, building connections and being a champion to help employers attract and retain skilled immigrant talent. The IECBC website helps BC employers access tools and resources to find, hire and retain immigrant talent.
http://www.iecbc.ca
Immigrant Employment Council of BC 200 – 475 West Georgia Street Vancouver, BC, V6B 4M9 T. 604.629.5364
F. 604.688.4170 E:[email protected]
Surrey Board of
Trade The Surrey Board of Trade advocates at all levels of government, facilitate networking opportunities, and provide cost-saving benefits and marketing opportunities its members in the Surrey region. The
“Immigration” page on their website lists tools and resources to help employers find, hire and retain immigrant talent.
http://www.businessinsurrey.com/immigration Surrey Board of Trade
14439-104 Avenue, #101 Surrey, BC, V3R 1M1 T. 604.581.7130 F. 604.588.7549
E:[email protected] Hireimmigrants.ca The website hireimmigrants.ca provides businesses
with the tools and resources they need to better recruit, retain and promote skilled immigrants. The site also profiles good examples and innovative practices of employers across the country.
http://www.hireimmigrants.ca
- HR Solutions For Immigrant Talent -
Organization: About: Contact:
Surrey Welcoming Communities Project
Embracing Cultural Diversity in the BC Workplace is an initiative designed to create a Surrey-based coalition of business leaders, stakeholders and service agencies to develop and share innovative ways to recruit, retain and advance new immigrants in the workplace. This comprehensive website is current and easily available to employers to access a range of tools, research and information through both print resources and online materials.
http://www.getintheknow.ca
DIVERSEcity Community Resources Society
#1107, 7330 - 137th Street, Surrey, BC, V3W 1A3 T. 604.597.0205
Working in Canada Working in Canada is the Government of Canada's leading source for jobs and labour market
information. It offers users free occupational and career information such as job opportunities, educational requirements, main duties, wage rates and salaries, current employment trends, and outlooks.
The site allows employers to advertise jobs for free and provides resources to assist employers with hiring training and managing employees.
http://www.workingincanada.gc.ca
International Credential
Evaluation Service (ICES)
ICES evaluates formal for-credit educational programs of study for people who have studied in other provinces or countries and determines comparable levels in British Columbian and Canadian terms. The results of an ICES assessment are provided in evaluation reports that are objective, consistent, and reliable.
http://www.bcit.ca/ices/
