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On March 12, the annual Best Employers for New Canadians competition announced this year’s list of winners. These employers recognize the benefits that skilled immigrant employees bring to their businesses, for example, by boosting innovation and providing connections to diverse global and domestic markets.

It’s great to see some new employers on this list. Businesses such as Assiniboine Credit Union, Home Depot Canada, National Bank Financial Group, Pythian Group and Shaw Communications, and institutions such as Dalhousie University and Health Canada are making their first appearances. These leading employers are in good – and growing – company.

ALLIES recently conducted research into trends in the immigrant employment practices of the Best Employers for New Canadians winners in 2011 and 2012 (PDF). It builds on a previous analysis of winning employers in the 2008-2010 competitions (PDF). The report highlights successful practices used by employers, such as credential recognition, mentoring, professional upgrading, language training, and developing community partnerships.

Key Findings

The findings suggest that leading employers have some characteristics in common. In particular:

• They are continuing to use and improve their immigrant employment practices.
• Large employers (with more than 500 employees), and employers in large provinces actively target immigrant employees.
• Financial, health care, energy and manufacturing sectors lead the field.
• More employers are adopting good practices, and more are using combinations of practices to hire, integrate and retain skilled immigrant employees.
• In addition to improved immigrant employment practices, leading employers are working towards religious and cultural accommodation for all employees.
• Leading employers are doing well in terms of visible minority representation on staff and in management, but must continue to work towards diversity on their boards.

Recommendations

Employers play a critical role in ensuring full and meaningful employment for skilled immigrants. These best employers for new Canadians can lead their peers to innovate and implement immigrant employment solutions. To this end, ALLIES recommends:

1. Employers should set goals and measure the representation of immigrants in their staff, management and on boards. What gets measured gets done.
2. Employers should champion the case for hiring skilled immigrants, as well as the practices that have helped make them leaders among their peers.
3. Immigrant employment councils, community organizations, government and other stakeholders should recognize employers for their leadership, and create opportunities for these leaders to share good practices.
4. Future employer competitions and knowledge exchange events should actively seek participation from small and medium employers, as well as employers from all provinces and regions in Canada.
5. Further research should continue to explore leading employers’ religious and cultural accommodation practices.

Read the full report, More Employers Adopt Good Immigrant Employment Practices: A Trend Analysis of the Best Employers for New Canadians competition (PDF).

Related

• Attracting, Retaining and Integrating Skilled Immigrants: An Analysis of Canada’s Leading Employers, 2008-2010 (full report, PDF)
• Global Talent for SMEs: Building Bridges and Making Connections
• Best Employers for New Canadians
• How you can use hireimmigrants.ca to improve managing immigrant talent

In 2012 immigrant employment councils and related organizations continued to develop new ideas and put them into action so skilled immigrants find employment. Here are some highlights from across the country and a glimpse of what is to come in 2013.

• Allies Montreal: Mentorat Montréal celebrated the growth of their mentoring program with the recruitment of their 200th mentor.
• Calgary Region Immigrant Employment Council: launched Mentoring Circles, a group mentoring program matching over 20 mentors from SMEs with more than 70 skilled immigrants across different sectors and occupations.
• Edmonton Region Immigrant Employment Council: adapted SmartConnections from CRIEC to provide immigrants an opportunity to explore career options in the retail sector.
• Greater Halifax Partnership: hosted speed interview sessions to connect skilled immigrants with SMEs that are in need of talent; as well, the Connector Program is now delivered in 13 communities across Canada.
• Hire Immigrants Ottawa: offered free cross-cultural competency training sessions for employers, managers and human resource staff to gain skills, tools and strategies to help adapt their workplace for a diverse employee base.
• Immigrant Employment Council of British Columbia: administrated a $1.75-million Employer Innovation Fund to support B.C. employers, industry and business associations in developing immigrant employment solutions.
• London Middlesex Immigrant Employment Council: launched a Job Match Network program to better connect skilled newcomers with local employment opportunities.
• New Brunswick Multicultural Council: similar to other communities launched the MentorLink program and replicated Halifax’s Connector Program.
• Toronto Region Immigrant Employment Council: offered the TRIEC Campus, an online learning hub providing courses and resources to help improve recruitment, retention and talent management strategies.
• YMCAs of Cambridge & Kitchener-Waterloo: now offering a new and innovative way of mentoring – speed mentoring.
• ALLIES:
  • recruited 14 employers as national partners who are involved in initiatives such as mentoring, internships, public awareness campaigns and award programs
  • launched the National Network of Mentoring Programs – 36 mentoring program staff from 19 mentoring programs in 16 cities sharing ideas to improve and grow their programs
  • released Global Talent for SMEs, a report on innovative and promising initiatives that can help connect small and medium-sized enterprises with the skilled immigrant labour pool
  • provided over $300,000 in funding to initiatives across four different provinces in partnership with the J.W. McConnell Family Foundation

What’s to come in 2013?

ALLIES will continue the momentum from 2012 into the New Year by supporting and engaging our communities in immigrant employment solutions. This will include:

• recognizing the Best Employers of New Canadians and releasing a report that reveals some of the successful practices employers use to attract, retain and integrate skilled immigrants into their workforce;
• unveiling a revealing study of the economic impact of mentoring on skilled immigrants in partnership with Accenture;
• conducting research on various immigrant employment topics and putting forward recommendations to governments, employers and immigrant employment agencies;
• hosting a series of webinars on hireimmigrants.ca; and
• convening a Learning Exchange which brings together a range of stakeholders to discuss issues and strategies on how to promote the employment of skilled immigrants.

The business case for hiring skilled immigrant talent is clear to many of us. But it isn’t yet to everyone. That’s why we created hireimmigrants.ca.

This employer-focused site provides businesses with the tools and resources they need to better recruit, retain and promote skilled immigrants. With tools such as the Roadmap, we’ve laid out the steps any business, small or large, needs to take to tap into the incredibly valuable talent available to them. The site also profiles good examples and innovative practices of employers from across the country. Are your competitors and peers there?

Whether you’re just getting started on your journey, are on your way, or are a champion in hiring and integrating skilled immigrants, we’ve created a series of videos and podcasts to help you delve deeper into the HR cycle of managing diverse talent. The series launches next week, with a new podcast and video being published every two weeks over the coming months.

You will hear directly from leading employers as they share their successes, challenges and practical tips. Large corporations, such as CIBC, KMPG and Pitney Bowes, as well as smaller organizations, such as Advanced Precision in Darmouth and XEA in Edmonton, share why they hire skilled immigrants and how they have hired and managed this diverse talent.

What you can expect

• Why hiring skilled immigrants is important
  • The Canadian-born workforce is shrinking and the demand for labour is growing. Skilled immigrants fill that need and help Canadian companies do business with the world. They boost innovation and reflect the markets in which Canadian organizations operate.

• How to hire skilled immigrants
  • Recruiting and selecting needs to be inclusive and broad in order to tap into the widest range of talent, including skilled immigrants.  Equally important is ensuring your company makes these new employees feel welcome.

• How to manage a diverse workforce
  • Providing development and promotion opportunities can maximize the skills and experience of immigrant talent and ultimately increase your company’s growth and innovation.

Watch the trailer

Stay updated with hireimmigrants.ca:

• Subscribe to their eTips (bi-weekly email)
• Follow them on Twitter
• Follow their LinkedIn page
• Attend/watch one of their webinars
• Subscribe to their RSS feed

How can you tell if something is covered by the Code?

• Try using this sentence: This is discrimination based on  ______ in the area of ______.
  Example: This is discrimination based on ethnic origin in the area of employment.

What is discrimination?

Discrimination is treating somebody differently because of his or her race, disability, sex or other personal characteristics. Discrimination has many different forms. The key is differential treatment.

Interestingly, the Code considers effect, not intent. This means that intent is not required – if the result is differential treatment, it might be considered discrimination.  In other words, a person or organization can discriminate against someone even if he or she doesn’t mean to.

There are three types of discrimination:

• Direct – may be subtle or covert
• Indirect – uses a third party (for example, using a temp agency to discriminate against a certain type of worker)
• Constructive/adverse – systemic discrimination, might not be intentional, but has an adverse impact on members of that group

The OHRC Human Rights 101 learning module has useful overview information and examples of discrimination.

Structure of the Ontario Human Rights system:

Ontario’s Human Rights system is made up of three separate organizations.

Each organization has a different role:

1. Ontario Human Rights Commission: Develops policies, provides public education, monitoring and community outreach, and initiates or intervenes in inquiries. Deals with the “responsibilities” side of human rights.
2. Human Rights Legal Support Centre:  The Centre can help you file an application and may represent you at the Tribunal. Deals with the “rights” side of human rights.
3. Human Rights Tribunal of Ontario: Deals with complaints.

Ontario Human Rights Code and Employment

Much of Maytree’s work focuses on the integration of skilled immigrants into the Canadian labour market. Do you know how the Ontario Human Rights Code applies to skilled immigrants and temporary foreign workers in Ontario?

What aspects of employment does the Code cover?

• The Code covers all stages of employment processes and practices (recruiting, hiring, promotion, etc.).

Which employers does the Ontario Human Rights Code cover?

• The Code covers all employers in Ontario – except for federally-regulated employers, which are covered by Canadian Human Rights Code.
• An employer cannot contract out their responsibilities – temp agencies and head-hunters must also abide by the Code.

Are temporary foreign workers in Ontario covered by the Code?

• Yes.

What is discrimination in employment?

• Discrimination means not assessing an individual’s unique merits, capacities and circumstances.

What could be considered systemic discrimination in employment?

• Policies, practices and patterns of behaviour and attitudes (including organizational culture) can be considered discriminatory.
• Factors that create barriers to achievement or opportunity, and are not bona fide requirements, may be discriminatory. They might not appear openly discriminatory, but have the effect of discriminating against members of a protected group. For example, if promotion practices based on the organizational culture and experiences of white managers result in lower numbers of racialized people promoted to leadership roles, this might be discrimination.

How do you determine what is a bona fide requirement of the job?

• The Code uses a high standard to determine bona fide requirements. A bona fide requirement must be:
• Adopted for a purpose rationally connected to the job function; and
• Adopted in good faith; and
• Reasonably necessary.

What does the OHRC recommend to avoid discrimination in hiring?

• The Commission recommends basing hiring decisions on tests, rather than on interview questions.

For more information

Useful links on the OHRC site:

• Human Rights 101 – a self-directed online learning module
• Brochures, fact sheets and guides
• Policies and guidelines 
• Guide to your rights and responsibilities under the Human Rights Code
• Guidelines on developing human rights policies and procedures

Further reading:

• What You Can and Can’t Ask In an Interview – hireimmigrants.ca has useful resources about recruiting, retaining and promoting skilled immigrants in your business.
• Your Legal Rights – Valuable human rights and legal information.  You can view the site’s human rights resources by sub-topic, including employment.  The site has useful, curated, clear language information created by authoritative legal organizations across Ontario.
• The Canadian Human Rights Commission - Find information about human rights for federally-regulated employers and other areas under federal jurisdiction.

What is this research about?

This report (funded by ALLIES, a joint project of Maytree and the J.W. McConnell Family Foundation) provides support for the development of a “one-stop” HR Support Centre for small and medium-sized enterprises (SMEs) in four regions across northeastern Ontario. This proposed support centre is the second component of the ongoing HR North project. The first component, an online database and matching tool, is currently being developed in partnership with Skills International with funding from Industry Canada.

Download HR North: An Analysis of HR Practices of SMEs in Northeastern Ontario (PDF).

Why is this research needed?

Previous research suggests that SMEs in northeastern Ontario are not reaching their full potential compared to similarly situated businesses in southern Ontario. Local SMEs face difficulties meeting their labour force needs. At the same time, many SMEs are unaware of the increasing business opportunity in hiring skilled immigrants and are not tapping into this talent pool.

The economic future of northeastern Ontario relies on the growth and development of small and medium-sized enterprises. More than 98% of employers in the region have fewer than 100 employees, making SMEs absolutely vital to the overall development and prosperity of the local economy. Previous research indicates that 60% of surveyed employers in the North Bay area expect the size of their workforce to increase in the next three years. Employee retention is a concern.

Identifying an HR support model that is tailored to SMEs can increase these employers’ capacity to hire and retain the skilled talent they need.

What did the researchers do?

This study looks at SMEs in the districts of Parry Sound, Nipissing, Timiskaming, and Cochrane, and limits its definition of SME to those employers with fewer than 100 employees. A researcher consulted with and surveyed local SMEs about their current human resource practices and requirements.

What did the researchers find?

SMEs in northern Ontario do not have formal internal or external human resource supports.

• More than 90% of local SMEs do not have dedicated on-site HR support.
• Many SMEs use online websites to source HR-related information.
• Few external sources of comprehensive human resource support are available to SMEs.
• Very few SMEs use external HR services.
• In order to successfully hire and integrate newcomers, employers need several key HR services: recruitment tools, candidate screening, mentorship or internship programs, language training, workplace diversity training, funding and support for skills upgrading, retention tools, succession planning and community integration support.

Recommendations:

The report supports the continued development of the online database and matching tool. It also recommends the development of a single source (“one-stop”) support centre for SMEs across the region that provides resources, tools, and live assistance with HR management issues. This support centre would provide:

1. Recruitment tools
2. Candidate selection and hiring tools
3. Language and communication training
4. Retention tools, including succession planning resources
5. Workplace diversity training
6. Licensing and skills upgrading, including funding for training
7. Community integration support
8. Mentorship or internship programs

How can you use this research?

The combination of attracting, recruiting and retaining skilled immigrant talent is of interest to all employers, but especially to SMEs. Previous ALLIES research outlined the business case for SMEs making better use of skilled immigrant talent. We also identified some of the same HR challenges and solutions outlined in this report. The model proposed here may be of interest to policy-makers and service providing organizations in both smaller and larger centres.

Related links:

• Global Talent for SMEs: Building Bridges and Making Connections
• Attracting, Retaining and Integrating Skilled Immigrants: An Analysis of Canada’s Leading Employers
• Hireimmigrants.ca - Supporting the recruitment, retention and promotion of skilled immigrants
• Immigrant Employment Councils (IECs) across Canada

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. Each week we bring you a round up of the useful resources posted there.

British Columbia Immigration Task Force (Report Summary)
This report from the B.C. Immigration Task Force details 28 recommendations to increase immigration and ensure programs attract and retain more immigrants with the skills required to build the province’s workforce and economy.

Assessing Language Proficiency (Article)
Essential skills profiles and assessment tools can help hiring managers determine if a candidate has the appropriate level of communication skills for a specific position.

Dos and don’ts of interview questions (eTip)
Under human rights laws in Canada, questions about a job candidate’s immigration status and country of origin are discriminatory. Find out what you can ask about a candidate’s eligibility to work in Canada and when you can ask it.

Hiring Skilled Immigrants Makes ‘Good Business Sense,’ Says Award-Winning HR Professional (Video)
In this video, learn about how Judy Sgro and Questrade recruit and integrate skilled immigrants, a practice that led to Ms. Sgro being honoured with the 2011 Canadian HR Reporter Individual Achievement Award.

In the news

Sourcing and Recruiting Immigrant Talent
An interactive workshop in Vancouver on June 14 will help HR professionals and hiring managers better tap into immigrant talent. Register by June 7.

Immigrants Continue Their Struggle to Find Good Jobs
Census data shows Vancouver Island’s population is aging and highlights the need to increase the number of skilled immigrants coming to the region.

Providing a ‘Pathway’ for Immigrants
New community-university project aims to help immigrants settle in smaller communities.

6 Great Blogs for Diversity Recruiters
These sources will help recruiters with diversity hiring objectives stay informed, engaged, and potentially a step ahead of the competition.

B.C. Needs More Skilled Immigrants Now
New report contains 10 key recommendations to increase the number of skilled immigrants and investors in B.C.

Stay updated with hireimmigrants.ca.

• Subscribe to their eTips (bi-weekly email)
• Follow them on Twitter.
• Follow their LinkedIn page.
• Attend/watch one of their webinars.
• Subscribe to their RSS feed.

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. Each week we bring you a round up of the useful resources posted there.

3 Ways to Prepare Skilled Immigrants for Promotion (eTip)
Three ways managers can be proactive and encourage all employees, including skilled immigrants, to apply for promotions.

Finding and Keeping Top Talent Big Concern for Employers (article)
Immigrants accounted for two-thirds of Canada’s population growth from 2006 to 2011 and are one solution to the skills shortages facing many Canadian organizations.

Cultural Competency Training Makes College an Award-Winning Employer (video)
Denyse Diakun, Director of Workforce and Personal Development at Algonquin College talks about the college’s cultural competency training and the effect it has had on employees.

In the news

Feds Propose Expediting Skilled Workers’ Transition from Temporary to Permanent Residence
Changes would allow skilled temporary foreign workers to apply for permanent residence after 12 months of full-time work experience down from 24 months.

Canada Immigration: Jason Kenney’s Reforms Will See Employers Selecting Newcomers
Proposed immigration reforms will better align Canada’s immigration system with labour market needs and address the skills mismatch, says Minister Kenney.

Stay updated with hireimmigrants.ca.

• Subscribe to their eTips (bi-weekly email)
• Follow them on Twitter.
• Follow their LinkedIn page.
• Attend one of their webinars.
• Subscribe to their RSS feed.

The 2011 Census: Population and dwelling counts revealed that immigration “accounted for two-thirds of Canada’s population growth during the last 10 years.”

As expected, given previous reporting about settlement data and efforts by particular regions to attract immigrants, all growth was immigration related. Even Ontario grew, in spite of “lower immigration levels and increases in the number of migrants leaving for other parts of the country.”

According to Haroon Siddiqui, “Immigrants are our bread and butter and the census proves it.”

So, will population growth by immigrants lead Canada to prosperity? In general, the census reveals merely demographic numbers. The challenging realities of the labour market persist for newcomers to Canada, and most media stories about the census discuss both the immigration numbers and labour market challenges facing newcomers.

Where demographics and labour market intersect

The StarPhoenix

• “Immigrants are key drivers behind our country’s growth, according to 2011 census findings. Released last week by Statistics Canada, census figures indicate two-thirds of overall population growth is being fuelled by newcomers.
• While immigration should continue to play a large role in boosting our economy, it is particularly important that we put an emphasis on accepting skilled immigrants. In setting immigration policy and targets, it is important to know how well immigrants in various admission categories have fared in their initial years of Canadian residence.
• Immigrants who were admitted under the Federal Skilled Worker program had the highest median annual earnings among the four categories in all arrival groups. The median earnings of skilled workers exceed the earnings of other groups by as much as 56 per cent, in some cases.
• But there is also a story to tell about refugees who arrived at the same time as the skilled workers. They initially had low earnings, but over their first 10 years in Canada, male and female refugees in all groups consistently had the highest earnings growth rates. That is, their earnings grew the fastest.”

The challenge:

“It is important that Canadian immigration policy adapt to increasing global competition for skilled workers. During the past decade, European countries have introduced programs specifically aimed at attracting skilled immigrants. Canada cannot afford to be complacent in seeking to attract and retain skilled workers.”

Ottawa Citizen

• “Canada is well on its way toward becoming a nation of immigrants – figuratively and literally. While it’s no secret that immigrants have helped build this country and Canada has long celebrated its rich multicultural history, 2011 census figures released Wednesday by Statistics Canada indicate two-thirds of overall population growth is being fuelled by newcomers.
• Population projections suggest the trend will continue as boomers die off and that by 2031, immigration will account for more than 80 per cent of Canada’s overall population growth.
• While it’s not clear exactly how many of the 33,476,688 people enumerated in the 2011 census are landed immigrants, refugees or people here on study or work permits, all are included in Canada’s total population. All enjoy varying rights and privileges with respect to work, social programs such as health care and mobility, but none is eligible to vote in Canadian elections.”

The challenge:

“With an immigration system that’s placing a greater emphasis on temporary foreign workers and international students, combined with huge backlogs in applications for permanent residence and stricter citizenship requirements, it also raises questions about whether Canada may not just become a country of immigrants, but whether it may also become a country of non-Canadians.”

Toronto Star

• “It is immigrants who are fuelling population growth in every region of Canada. Even Atlantic Canada is attracting immigrants.
• It is they who are primarily fuelling the boom in population and real estate in Toronto, Montreal and Vancouver, the three metropolitan areas that account for 35 per cent of our total population.
• It is they who are also responsible for the growth of smaller cities — the 33 urban centres where more than 23 million Canadians now live.”

The challenge:

“Whereas Canada has always been dependant on immigrants, we are more dependent on them now than ever before. This is well understood by governments and businesses, even if not by a noisy anti-immigrant rump that keeps railing against immigrants. Yet we remain inept at managing immigration. The problems that have long plagued the system continue to.”

National Post

• “Canadians have long taken for granted that a constant stream of skilled foreign workers dream of the opportunity to immigrate here. The country’s growth model is essentially built on that assumption.
• ‘We’re one of the very few countries in the world where immigration is seen as a net plus when you poll the public,’ said Perrin Beatty, president of the Chamber of Commerce. That alone is a crucial competitive advantage, he explained. For workers of the world considering migration, Canadian cities are unusually welcoming. ‘We have a pluralistic, multicultural society,’ Mr. Beatty said. ‘There’s no more diverse region anywhere in the world than the GTA. It’s come as you are, and it works.’
• The country, of course, needs top talent to fill vacancies in professions and trades. Canada draws most of its immigrants from China and India. But those countries are intensifying efforts to retain skilled workers.”

The challenge:

“Although Canada has much to offer migrant workers, those looking for a reason to avoid Canada have much to choose from. The long-identified problems of integrating immigrants into the labour force persist and have begun to spoil Canada’s international reputation, Mr. Woo said.”

What’s to come?

Toronto Star: “The corporate sector and the self-regulated professions also continue to be a hindrance. They still do not readily recognize foreign credentials and experience, despite repeated promises by politicians at both the federal and provincial levels. This has led to underemployment or unemployment for immigrants, whose skills we should be using to the fullest, for our mutual benefit.”

Ottawa Citizen: “Nationally, Prime Minister Stephen Harper has identified immigration reform as a necessary prerequisite to building a stronger Canadian economy. He has signalled the government will put a greater emphasis on accepting immigrants into Canada who have a particular skill that is needed in the workforce. As new immigrants typically face disproportionately lower job participation, the hope is that newcomers will be able to hit the ground running and contribute more quickly to the country’s coffers which are facing mounting pressures related to things such as rising pension and old age security costs.”

We’re up to the challenge

Of course, we all know what needs to be done, and Maytree’s ALLIES project is on it.

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. Each week we bring you a round up of the useful resources posted there.

Foreign-Trained Immigrants Less Likely to Work in Regulated Occupations (Stats)

Foreign-educated immigrants with fields of study that typically lead to regulated professions were less likely to work in these professions compared to the Canadian-born.

Personal Networks and the Economic Adjustment of Immigrants (report)

Knowing people in 10 or more different occupations increases an immigrant’s chances of being employed and earning more money, finds this Statistics Canada report.

In the news:

N.B., Alberta Poaching Toronto’s Skilled Immigrants

Recruiters from Alberta and N.B. are in Toronto to hire hundreds of new immigrants for jobs in the booming oil, hi-tech and construction industries.

Promises and Challenges for Immigrant Employment in 2012

In 2012, various stakeholders will need to collaborate and be innovative to ensure immigrants find jobs commensurate with their skills and experience.

Helping Newcomers Network Successfully in the Canadian Workplace

A Q&A with Lionel Laroche, whose firm teaches individuals and employers — large and small — the cultural communication skills needed to be successful in a diverse workplace.

Multicultural Leadership Starts from Within

Multicultural organizational skills are as much of a competitive advantage as other elements of business strategy. Managers can grow these skills in the workforce by recruiting diverse candidates and including multicultural elements in leadership training.

Immigration Program Useful But Flawed, Kenney Says

Provincial nominee programs are helping provinces and employers fill skilled labour shortages but the minister wants changes to reduce fraud.

French video translations

Individual chapters of Finding Talent:

• Trouver des personnes de talent Chapitre 1: Compétences essentielles et compétences non essentielles
• Trouver des personnes de talent Chapitre 2: Susciter la candidature d’immigrants qualifiés
• Trouver des personnes de talent Chapitre 3: Accent et odeurs – des facteurs dans les décisions d’embauche?
• Trouver des personnes de talent Chapitre 4: Entrevue de présélection téléphonique
• Trouver des personnes de talent Chapitre 5: Présélection des curriculum vitæ des immigrants qualifiés
• Trouver des personnes de talent Chapitre 6: Entrevues avec les immigrants qualifiés
• Trouver des personnes de talent Chapitre 7: Parlez-nous de vous-même
• Trouver des personnes de talent Chapitre 8: Activités sociales
• Trouver des personnes de talent Chapitre 9: N’écouter que son devoir
• Trouver des personnes de talent Chapitre 10: Affirmation de soi
• Trouver des personnes de talent Chapitre 11: Réussites passées
• Trouver des personnes de talent Chapitre 12: Expressions familières et idiomatiques de l’entreprise
• Trouver des personnes de talent Chapitre 13: Guides d’entrevue

Individual chapters of Integrating Talent:

• Intégrer le talent Chapitre 1: Séance d’orientation au nouvel employé immigrant, formation et soutien
• Intégrer le talent Chapitre 2: La collaboration interculturelle
• Intégrer le talent Chapitre 3: Les relations avec son supérieur et entre collègues
• Intégrer le talent Chapitre 4: Évaluation de la performance – récompenses et reconnaissance
• Intégrer le talent Chapitre 5: Fidéliser les talents des immigrants qualifiés

Visit hireimmigrants.ca to find out more about recruiting, retaining and promoting skilled immigrants.

New on hireimmigrants.ca week of Dec. 19

Immigrant Labour Market Outcomes in Canada: The Benefits of Addressing Wage and Employment Gaps (Report summary)

This RBC report finds immigrant wage and employment gaps have widened. Skilled immigrants’ incomes could increase by as much as $30 billion if they were paid like Canadian-born workers.

Tapping Into Immigrant Talent is Critical to Canada’s Economy and Businesses (video)

Canadian organizations need to do a better job of recruiting and integrating skilled immigrants or risk losing them to other countries, says Jane Allen, Chief Diversity Officer at Deloitte.

In the News

Shortchanging Immigrants Costs Canada

An RBC study finds if immigrants’ skills were rewarded in a similar way to that of Canadian-born workers, the increase in their incomes would amount to $30.7-billion — or the equivalent of 2.1% of GDP.

Diversity? YESS please.

Immigrants face multiple barriers at non-profits but cultural awareness training and other easy initiatives can remove these barriers.

French videos

Trouver des Personnes de Talent (French Finding Talent video and guide)

Trouver des personnes de talent est une vidéo de formation développé par TRIEC, qui utilise une approche du conte pour démontrer des techniques qui permettent aux entreprises de tirer parti des talents des immigrants qualifiés.

Intégrer le Talent (French Integrating Talent video and guide)

Intégrer le talent, une vidéo de formation développé par TRIEC, utilise une approche du conte pour explorer quelques stratégies pour les entreprises qui cherchent à créer un milieu de travail inclusif.

La Collaboration Interculturelle (French Cross-Cultural Teamwork video series and guide)

La collaboration interculturelle est une série de vidéos, développé par TRIEC, qui nous montre comment les différences culturelles peuvent avoir une incidence sur la dynamique du jeu des équipes dans le milieu de travail canadien.

And each of the individual episodes:

La Collaboration Interculturelle (Introduction)

La Collaboration Interculturelle Épisode 1: Pré-Rencontre «Bavardages»

La Collaboration Interculturelle Épisode 2: S’adapter à la Diversité Religieuse

Déléguer les Rôles et Gérer les Obstacles à la Communication

Favoriser les Contributions aux Discussion d’Équipe

Visit hireimmigrants.ca to find out more about recruiting, retaining and promoting skilled immigrants.