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Maximizing the potential of newly hired immigrants

Denise Deveau | 13/01/14 12:52 PM ET
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People hold Canadian flag prior to becoming Canadian citizens at a swearing-in ceremony
Brent Foster/National PostPeople hold Canadian flag prior to becoming Canadian citizens at a swearing-in ceremony
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As organizations look to build their employment ranks, new Canadians are becoming an increasingly integral part of the business landscape.

The shortage of labour on all fronts — from engineers to bricklayers — is in large part a driving factor behind the interest in foreign workers. But there are also a number of additional business benefits that come with having a diverse workforce. For a global consulting firm, for example, it can strengthen its growth efforts in international markets. For a retail operation, ethnic diversity could translate into improved service for regional consumer populations.

While businesses and governments acknowledge the value of immigrant workers, there is a myriad of well-publicized challenges to be dealt with, from onboarding and assimilation to cumbersome immigration processes. However, the rewards can far outweigh the inconvenience for those that do it well.

Kitchener, Ont.-based Brock Solutions, a developer of real time automation and control solutions, has been extensively involved with hiring new Canadians for the past 15 years.

“We have about 30 different languages spoken within our organization.” says Vivienne Ojala, president and CEO. “We tend to recruit actively from Canadian universities and colleges, many of which attract a lot of foreign students.”

Someone may have a visa to work a year or two. But we’re not hiring for a two-year stint. We want people who are serious about staying in Canada

That being said, the goal for organizations such as Brock Solutions is to ensure they create an environment to keep employees there for the long term. That’s why it’s important to take the time to properly screen international candidates because of the time and effort involved in training and onboarding, Ms. Ojala notes. “Someone may have a visa to work a year or two. But we’re not hiring for a two-year stint. We want people who are serious about staying in Canada.”

To that end, Brock Solutions maintains a staff member who is skilled in the immigration and visa process, as well as offers ongoing ESL (English as a Second Language) training on site. An internal newsletter also allows workers to share their stories and explain their cultures with their peers.

Programs used by other organizations include mentoring systems, classroom or group training to help new workers connect to others, and employee education.

Brampton, Ont.-based Loblaw, for example, has worked extensively in developing onboarding programs for newly hired immigrants. One example is an Inclusion Toolkit that is used nationally by managers that outlines how to recruit, screen, interview and onboard diverse Canadians effectively. The company also runs a national orientation program that includes a buddy program, which matches people based on their background, experience and knowledge.

If a person comes with a spouse and children, it can be challenging for them. Little things like putting them in touch with other spouses can make a huge difference

Rowan O’Grady, president, Hays Canada, a firm specializing in international recruitment, says that when hiring from abroad, it’s especially important to extend support to the employees’ family members. “That can be the biggest influencing factor. If a person comes with a spouse and children, it can be challenging for them. Little things like putting them in touch with other spouses can make a huge difference.”

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Employers must also recognize their obligation to follow the Employment Standards Act, says Ronald Minken, managing lawyer for Minken Employment Lawyers in Markham, Ont. In situations where you hire from abroad, their responsibility is increased, since the work permit obtained is only for that company, and there may be travel and accommodation requirements involved.

In today’s market, foreign workers are becoming especially critical to filling demand in highly technical areas such as engineering and electronics skills. However, skilled trades are also becoming an equally important focus for employers and immigration authorities.

“Traditionally the federal government was focused on attracting the best and brightest, so people with a university education were given the maximum number of points,” explains Guidy Mamann, partner with Toronto-based immigration lawyers Mamann Sandaluk & Kingwell LLP. “The people at the bottom of the skills spectrum – that is, skilled trades – were not even anywhere on the radar.”

Having a diverse team can definitely be used to your advantage, as long as everyone is open, shares ideas, and appreciates each other’s differences and values.”

Citizenship and Immigration Canada (CIC) recently introduced the Skilled Trades Stream, a dedicated program to improve job market access for skilled trade workers. This year will also see enhancements to The Federal Skilled Worker Program, which are intended to streamline processes further. On the professional side, CIC’s Canadian Experienced Class (CEC) program introduced in 2008 enables international students and professionals to apply for permanent residency without having to leave the country.

“The government recognizes that we need [foreign] workers,” says Mr. O’Grady says.

One benefit that stands out for Ms. Ojala is the fact that foreign workers have already proven they are able and willing to take on new challenges. “These people come from other places, so we automatically know they’re comfortable sitting on a plane and meeting people. Also, having people from different cultures can be a plus, since they’re not so hung up about Christmas or other holidays when we need someone out in the field. Having a diverse team can definitely be used to your advantage, as long as everyone is open, shares ideas, and appreciates each other’s differences and values.”

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