- Develop assessment criteria based on a clear, competency-based job description.
- Be clear about your recruitment process and the steps you will take to make the final selection.
- Make sure everyone involved in hiring is aware of the value of international skills and credentials.
- Consider asking an employee who is also an ITW or a member of your diversity committee, employee resource groups or equivalent to be involved in the recruitment process.
- Train hiring managers to recognize and reduce personal biases that can affect interview outcomes.
Welcoming Newcomers - Reading Materials - Chapter 03: The Recruitment Process
Introduction
Many employers want to hire ITWs but are not sure where to begin or how to tap into this international talent pool. This section provides an overview of effective strategies and resources to help you recruit and hire ITWs.
Review the job description and other written communication for your organization
Use the strategies below to make sure you’re conveying the right messages with your written communications about the jobs you’re hoping to fill.
- Define the essential skills for the job
These skills provide the foundation for learning and make it possible for people to grow in their jobs and adapt to workplace changes. In collaboration with industry stakeholders, we developed a competency framework called MAPPED, which supports gap analysis to help upskill workers who are transitioning from one role to another or from one sector to another. -
Develop the job description
The Government of Canada’s National Occupational Classification (NOC) tool allows you to search by job title or NOC to learn more about main duties, educational requirements and other useful information you can use to draft a description of the position. You can also use the Government of Canada’s Job Bank tool to explore job profiles, wage reports and sectoral profiles. However, not all electricity-specific jobs are well represented in these tools, so you may want to see EHRC resources for more information on sector-specific jobs.When drafting job descriptions, use plain language to accurately define the position, and consider including a statement on diversity and equal opportunity employment to attract more interest from diverse candidates. The following is an example from IBM you can adapt for your own posting:
IBM is committed to creating a diverse environment and is proud to be an equal opportunity employer. All qualified applicants will receive consideration for employment without regard to race, color, religion, gender, gender identity or expression, sexual orientation, national origin, genetics, disability, age, or veteran status.
- Specify licensing or certification required for regulated occupations
If you are hiring for a position legally required to have any specific licences or certifications, be sure to say so clearly in the posting. In some circumstances, it may be possible to hire at a lower level of responsibility and help the candidate obtain the required licensing while on the job. If this applies to you, include it in your job posting as well. - Pay transparency
By openly sharing salary information, you can attract top talent, align expectations, and create a positive image centred on openness and equity. As of 2023, Prince Edward Island, Newfoundland and Labrador, and British Columbia have legislation requiring employers to include salary ranges in job postings. Similar legislation will soon be adopted in Manitoba and is being proposed in Ontario. - Determine the importance of language skills
Some jobs may not require a high level of language proficiency, while others may need highly technical English or French abilities. The Centre for Canadian Language Benchmarks has developed a national framework for assessing, measuring and progressing language learners of French and English. The framework includes standards you can use in your job postings to define language requirements.Bear in mind that an accent should not be assumed to be an indication of poor language proficiency; however, there may be gaps in sector-specific language. Providing job language training can help ITWs become familiar with sector-specific language. - Ask for relevant work experience instead of Canadian work experience
Relevant work experience is what matters, not the country where the work was done. In fact, in many fields, there may be a greater and more innovative supply of experience outside of Canada. Furthermore, asking about Canadian experience may be interpreted as a way to find out about
a candidate’s race, ancestry, place of origin or ethnic origin, which are all prohibited grounds
for discrimination under the Canadian Human Rights Act. The Ontario Human Rights Commission has also explicitly highlighted that a strict requirement for “Canadian experience”
is discriminatory.
Find a candidate
The strategies below can help ensure your recruitment efforts are reaching the broadest talent pool possible.
- Reach out to immigrant serving organizations
These organizations support ITWs across a variety of services such as general orientation, language learning, job search and visa support. They often also have excellent services for employers such as job postings, industry-specific fairs, job matching programs, mentorship programs, workplace language training and pre-screening/job matching. Your organization may be able to participate in HR panels, resume coaching, interview preparation, etc. See Immigration, Refugees and Citizenship Canada’s searchable database or contact EHRC for a list of partner agencies. - Contact post-secondary institutions
International students are often interested in staying and working in Canada after graduating. Every place of higher education has services such as career services, co-op programs, internships and/or work-integrated learning centres to support their international students. They also have advisors who support the transition from student visas to work visas and organize job fairs. Contact local universities, polytechnics and colleges to connect to career service centres and reach international students.
Assess and select a candidate
The tips below can help you develop effective, fair and inclusive selection processes that minimize bias so you can assess the skills of both ITWs and others fairly and accurately.
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Pre-interview
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During the interview
- Use a consistent, equitable set of criteria for similar positions. The use of an evaluation grid for each candidate can help ensure consistency.
- Adapt your communication style to each candidate. Feel free to rephrase questions in a different way, or ask follow-up questions to learn as much as possible about how each candidate might fit with the position. Avoid using industry jargon or terminology that is specific to your organization.
- Involve employees from diverse backgrounds in the interview process to reduce the impact of biases. Diverse perspectives on candidates may add value to the selection process.
- Recognize the value of international credentials and experience.
- Invite a human resources advisor or consultant to support the interview process.
- Focus on the skills, behaviours and knowledge required for the job rather than over emphasizing personality fit.
- Consider all aspects of each candidate’s profile, balancing pros and cons.
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Post-interview
- Evaluate the skills and job experience of candidates rather than focusing on where they gained their education and experience.
- Ensure your assessment process recognizes the value and transferability of international skills and credentials.
- If more than one candidate meets your criteria, consider having a second round of interviews or a workplace assessment where the candidates can demonstrate their skills.
- When rejecting applications, explain clearly and honestly why. Be detailed and explicit. For example, instead of citing a “lack of Canadian experience” as the reason for rejection, explain that “more experience with designing transmission lines for remote geographies” was required.
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Ongoing
- Assign dedicated recruiters who have knowledge and experience working with diverse candidates to seek ITWs.
- Train recruiters and hiring managers to recognize and value international work experience, and to address and recognize common issues that may arise during the recruitment process.
- Provide training on diversity, cross-cultural communication and unconscious bias to all employees, including those involved in the hiring and talent management process.
- Partner with immigrant serving agencies to improve your sourcing strategies to help your organization attract more ITWs. Learn about the services they can provide to help ITW candidates better prepare for interviews. This can help you create a process to better understand the needs of ITWs and reduce unconscious biases and systemic barriers that
may be embedded in your organization’s culture.
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Inclusive tips: What to keep in mind
- Make sure your assessment and selection processes are focused on relevant skills and qualities. Using a structured rubric or framework for all candidates can help create consistency and reduce the impact of unconscious biases of recruiters, interviewers and hiring managers.
- Extend your understanding and appreciation of the diversity of workplace culture within Canada to that experienced outside Canada.
- As an organization, commit to actionable principles that support the creation of a diverse, equitable and inclusive work environment.
- Assess your organization’s culture and identify systemic barriers that may prevent the recruitment and/or retention of ITWs. Seek feedback from new employees and those from diverse backgrounds on what you can do to better support and welcome people from different backgrounds and cultures.
- Assess your organization’s values, policies and HR practices using a diversity, equity and inclusion (DEI) lens.