A new report offers insight into steps newcomers in Canada can take to enter and thrive in Canadian workplaces.
Titled “Talent to Win,” the report was compiled by Deloitte and the Institute for Canadian Citizenship (ICC), and published in October.
The authors interviewed over 40 leaders from diverse sectors such as financial services, energy, mining, technology, higher education, and public service, investigating the underutilization of immigrant skills in Canada and possible solutions to the problem.
Although the report primarily examines how Canadian business can better “engage, employ and retain” newcomers, the findings also highlight ways newcomers can excel in Canada’s job market. Here are some key takeaways for newcomers.
Seek training and mentorship
Challenge:
As per the report, the “lack of proper onboarding, training, and mentoring” poses challenges for retaining immigrants and helping them succeed.
The authors of the report acknowledge that this lack of in-job training affects all employees, but they also point out that newcomers suffer more, for newcomers have a higher need for “clear and structured initiation into Canadian professional culture.”
Solution:
Newcomers could try looking for mentorship or trainings – be it inside a company or outside – that could help familiarize them with Canadian workplace expectations.
Networking with professionals in an industry – or even approaching a settlement agency with experience helping newcomers find jobs – can go a long way.
Base your job search around skills rather job titles
Challenge:
The report mentions that newcomers seem unfamiliar with transferable skills, a sentiment echoed by many of the leaders interviewed.
“This causes immigrants to apply for the exact same job they had in their country of origin, skipping over other valuable roles they might secure,” the report states.
Solution:
Newcomers may wish to do some research into transferable skills such as leadership, problem-solving, and communication, and highlight these in resumes and in interviews.
They can also widen their job search to include roles that they don’t have previous experience in, providing them with more opportunities for success.
Translate international experience into Canadian equivalent(s)
Challenge:
Leaders interviewed in the report stated that they struggled to translate the skills and experiences newcomers had in their home countries to a Canadian equivalent.
“Employers often prefer alumni from prestigious firms or universities, but even the most open-minded Canadian hiring manager will understandably have trouble assessing the prestige of a Senegalese bank or Malaysian university,” the report states.
The report goes to say that even large employers may find “credentials or experience uncertainty to be a significant risk” when hiring.
Solution:
Newcomers could take some time to explain international experience in terms familiar to Canadian employers, and provide context about previous institutions and roles.
For example, stating “biggest bank in Senegal” or “oldest university in Malaysia” may help a recruiter or hiring manger better appreciate the candidate’s work experience or education, respectively.
Highlight international experience as an asset
Challenge:
It’s no secret that Canadian work experience is sought after in the labour market, and a lack of it can be a challenge.
However, the report serves as a reminder about the importance of international experience, and how it can actually be a huge asset for a company looking to expand in new markets.
As the report puts it “newcomers can be particularly valuable in supporting international expansion. One participant implored us to view immigrants as ‘global navigators’ with the power to create game-changing connections with partners, suppliers and customers worldwide.”
Solution:
Newcomers can work on highlighting their international work experience and global learnings.
Emphasize problems dealt with in previous international roles as well as the solutions, and how these learnings can be relevant to a new role.
Look for companies that value diversity
Challenge:
There are many companies in Canada that recognize the importance newcomers in their teams.
As one of the participants in the report stated, “we have tonnes of data showing that teams with more global experience perform better and make more money.”
However, finding the right company may be a challenge.
Solution:
Look for employers that go out of their way to support newcomers’ holistic wellbeing. For example, those companies that work with newcomer settlement agencies to ensure their employees have access to recreation and support services.
Some features to look out for are language training, accessible childcare, or employment support for spouses.
