The new report provides insight into the stages newcomers in Canada can use to enter and succeed in Canadian work locations.
Deloitte and the Institute for Canadian Citizenship gathered the report “Talent to Win,” which was publicized in October.
The authors interviewed over 40 leaders from different industries, including financial services, mining, energy, technology, higher education, and public service. They explored the underuse of immigrant experiences in Canada and feasible solutions to the problem.
Although the report mainly investigates how Canadian businesses can better involve, hire, and retain new immigrants, it also points out methods for new companies to succeed in Canada’s employment market. Below are some major takeaways for new immigrants.
Table of Contents
Look For Internships And Mentorship
Challenge
The report emphasizes the crucial role of proper onboarding, internships, and mentoring in retaining and assisting immigrants in their journey to success. This guidance is vital for newcomers, who often demand clear and systematic initiation into Canadian occupational culture.
The report’s authors acknowledge that this absence of in-job internships influences all workers. Still, they also note that newcomers suffer more, for new immigrants possess a higher demand for clear and systematic initiation into Canadian occupational culture.
Solution
New immigrants could seek mentorship or internships, either inside a firm or outside, to help them get acquainted with the expectations of the Canadian workplace.
Connecting with experts in a sector or even reaching out to a settlement agency that specializes in assisting new immigrants discover employment can go a long way.
Focus Your Employment Search Around Skills Instead Of Employment Titles
Difficulty
The report states that new immigrants seem unacquainted with transferable proficiencies, a belief echoed by several leaders interviewed. Transferable skills can be applied in various job settings and are not specific to a particular job or industry. This triggers immigrants to apply for the actual specific employment they had in their nation of origin, ignoring other beneficial positions they might acquire.
This triggers immigrants to apply for the actual particular employment they had in their nation of origin, ignoring other beneficial positions they might acquire.
Solution
New immigrants are encouraged to identify and highlight transferable skills such as problem-solving, leadership, and communication in their resumes and interviews. This approach broadens their employment opportunities and empowers them to demonstrate their value to potential employers.
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They can also expand their employment hunting to include positions in which they have yet to gain previous skills, offering them more prospects for success.
Translate Foreign Skills Into Canadian Equivalents
Difficulty
Leaders who are interviewed in the report mentioned that they fight to translate the experiences and proficiencies new immigrants had in their home nations to a Canadian equivalent.
Employers usually choose alumni from prominent companies or institutions, but even the most open-minded Canadian employing manager will knowingly have issues evaluating the prominence of another country’s university.
The report states that even big employers may discover certificates or experience uncertainty as a significant threat when employing.
Solution
New immigrants could clarify foreign skills when it comes to being acquainted with Canadian employers and offer context concerning past universities and positions.
Point Out Foreign Skills As An Asset
Difficulty
It is no longer a secret that Canadian employment skills are highly demanded in the labor market, and their absence can be difficult.
The report reminds us of the value of foreign skills in the Canadian job market. It highlights how these skills can be a significant asset for a firm seeking to expand into new markets, thereby making new immigrants feel valued and appreciated for their unique contributions.
The report states that new immigrants can mainly assist foreign development. One participant urged people to see immigrants as global navigators who can develop game-changing relationships with associations, suppliers, and clients worldwide.
Solution
New immigrants can work on pointing out their foreign work skills and global understandings. Emphasize issues associated with past foreign positions and answers and how these understandings can be necessary for a new position.
Look For Firms That Prioritize Diversity
Difficulty
Several firms in Canada identified the significance of new immigrants in their groups. One of the participants pointed out that they had a lot of information indicating that groups with more global skills execute better and make more funds.
Hence, discovering the ideal firm may be complex.
Solution
Seek employers that go out of their way to assist new immigrants with holistic health. Holistic health in the workplace refers to a comprehensive approach that considers employees’ physical, mental, and social well-being. For instance, firms that operate with newcomer settlement agencies guarantee that their workers have access to entertainment and support services.
Most features to check for are language internships, accessible childcare, or job assistance for partners.
