Examples of Success
New Canadians often choose beautiful British Columbia as a place to call home, where dreams are fuelled, potential is energized, and family & community aspirations take root.
Internationally trained new Canadians bring a wealth of knowledge and experience that transcends borders and has the potential to provide employers with new sources of innovation and access to new social networks and a drastically expanded pool of talent.
SCROLL DOWN TO DISCOVER:
Hiring new Canadian talent isn’t just about addressing skills shortages;
there are other benefits that employers can realize by tapping into this talent pool:
Universal Skill Sets
Global skills that can bridge local skill shortages
Global skills training for a global energy sector
Not just workers, but also teachers, trainers and mentors
Solid skill foundations allow for workplace-centred training
Immigration requires determination and drive
The desire to succeed is already inherent
New Canadians often associate with other local new Canadians
New Canadians present access to a new pool of talent
New Canadians have networks in global energy markets that BC will be targeting
Not just employees, new Canadians bring passion and a desire to prove their worth
Skills aren’t all that is offered; new Canadians also offer diverse perspectives
Harry Watson of Metro Labs on skilled immigrants in his workforce
Internationally trained new Canadians often face barriers in finding employment in their field and are often overlooked and unable to follow through with their chosen careers.
Understanding the challenges new Canadian job seekers face helps employers break down barriers and, ultimately, uncovers many of the underlying benefits that result from hiring this segment of the workforce.
Key Barriers Facing New Canadians
Lack of Response
- Sending resumes often does not produce call-backs
- Posting resumes online sometimes produces geographically untargeted responses, often from the applicant’s host country
- Industry networking is a challenge and is seen as one of the most important factors
- Networking disconnects often occur between potential employers and new Canadian talent
- Lack of sector-wide awareness for qualified new Canadians
- Lack of a natural gas sector-specific recruitment strategy
- Gap between available new Canadian talent and local/regional/rural labour demands.
Skills and Credential Recognition Inconsistencies
- Credential recognition is seen as a complicated process
- Lack of Canadian experience is a perceived barrier
- Employers discount education and experience acquired outside Canada
- Judgments are often based on paper credentials vs. applied experience