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{Ask the experts: What should I be aware of when recruiting newcomers to Canada?}
Greg Conner, Kael Campbell and Annemarie ChapmanTue Apr 16,[url=http://www.moncler-sale.org]moncler sale[/url], 2013 12:01am PSTGreg Conner: Vice-president of Human Resources, LEAGUE Financial PartnersEmploying foreign workers brings vitality, new thoughts and new ideas. It can also help open up new markets, and positively adds to the cultural mosaic that is the Canadian workplace. But there are a number of things you must consider first. With a few “work permit exempt” exceptions, all foreign workers must either be entitled to work in Canada already (check those work permits for terms and duration!) or brought in through a number of other options, with the most common being an application for a labour market opinion (LMO) from Service Canada. While an LMO takes time, the process is relatively clear and straightforward. If you go the LMO route, you must first demonstrate that you were unsuccessful in your efforts to hire Canadians for the position being offered to the foreign worker, at substantially the same terms and conditions you are offering the foreign worker. Those terms and conditions must be comparable to the current Canadian market. (The recent storm over the attempt to bring Chinese nationals in as miners into northern B.C. should give us all pause and a resolve to follow proper procedure.)International employees must stick to the role outlined typically in their LMO application, which lists specific job duties, salary, vacation, benefits, place of employment, etc. Promotions, demotions or a change in work location could all be considered violations of their work permit – with serious potential consequences for employers.Finally, just because the worker is from outside Canada doesn’t mean that you can’t perform references,[url=http://www.moncler-sale.org]discount moncler jackets[/url],[url=http://www.moncler-sale.org]moncler on sale[/url], background and criminal records checks as required. While certain countries can prove more difficult than others, there are a number of reputable companies that can help ensure you are hiring the right person.Best of luck in finding that new star employee!Kael Campbell: President, Red Seal GroupWhen recruiting newcomers to Canada,[url=http://www.moncler-sale.org]moncler down jackets[/url], be aware of preconceived notions. Be curious and be willing to invest long term in employees.When looking at a candidate I find it necessary to question my preconceived ideas, put them aside and concentrate on what the individual can bring to an organization. Biases often develop based on previous interactions and assumptions. Regardless of what we have heard or “know” about someone’s country or culture of origin, everybody is an individual and should be treated as such. By relying on an excellent interview process that identifies skills and values,[url=http://www.moncler-sale.org]moncler outlet[/url],[url=http://www.moncler-sale.org]discount moncler jackets[/url], a hiring team will discover newcomers to Canada bring experience and knowledge that allows them to contribute from day one.Remember, candidates who are newcomers to Canada have made a huge investment. Like my great-grandparents,[url=http://www.moncler-sale.org]moncler sale[/url],[url=http://www.moncler-sale.org]moncler outlet[/url], who left Europe in the 1800s to come to Canada,immigrants bring bravery, skills, experience and determination that can be a huge asset.When a resumé comes across your desk that has unfamiliar international qualifications or designations, be curious. Consider calling them to dig deeper into their resumé and where they have worked. You would be surprised at how globalization and international standards make hiring newcomers to Canada more attractive than ever. Taking the time to ask probing questions will allow you to get so much more from a candidate than relying on a short resumé. We often find international candidates have worked with Canadian and U.S. expatriates or for a multinational, gaining them the elusive “Canadian experience” that does not always translate on a resumé.Statistics tell us immigrants have higher retention rates than Canadian-born employees. Understanding their strategic value will allow you to make decisions to invest in training for candidates who might not have perfect experience. It makes sense to make an investment.Annemarie Chapman | Branch manager,[url=http://www.moncler-sale.org]moncler down jackets[/url], Placement Group VancouverAs the labour shortage continues to intensify it will be imperative for many companies to reach beyond Canada to attract the much-needed skillsets to keep our economy robust and growing.Education and credentials: It is important for you to fully understand how to compare international accreditation against North American standards. Sourcing the Credential Evaluation Service available through BCIT is a great place to start.Reach out to the existing community: An upfront investment in building strong relationships and understanding of the culture that is already established within your region will provide invaluable insight to existing challenges and potential opportunities.B.C.’s provincial nominee program: This is an accelerated immigration process for entrepreneurs and qualified workers who have targeted B.C. as their home.Understand your company’s culture: Do you have a welcoming, casual and open workplace that has various immigrant cultures working side by side, or are you starting from scratch? Knowing where you are and where you want to go will be the first step.Policies and procedures: Do they address issues such as harassment, promotional practices, racism, discrimination and a safe and secure working environment? Are they clear policies, and are you proficient in managing issues quickly before they get out of control?Strong onboarding: Take the time upfront to make a good first impression. Have the first two weeks mapped out with a plan, a buddy system and a daily review to address any challenges before they get too big.Planned social events: Care should be taken to not make people feel as if they’re forced to socialize together. That said, taking time away from serious business can help colleagues get to know each other as people and might initiate conversations on travel and shared experience.Tags: employment, discrimination, values,[url=http://www.moncler-sale.org]moncler on sale[/url], human resources, employee, employer, immigration, aging, entrepreneur
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