THE EMPLOYER’S ROADMAP
Hiring and Retaining Internationally Trained Workers in
SASKATOON
This publication is one in a series of Regional Employer Roadmaps produced by The Alliance of
Sector Councils (TASC).
In 2009, TASC developed The Employer’s Roadmap to Hiring and Retaining Internationally
Trained Workers for the Foreign Credentials Recognition Office (FCRO) of Citizen and
Immigration Canada (CIC). This roadmap is a practical guide for employers in small- to
medium-sized enterprises (SMEs) and provides information about practices, policies and
programs at a national level. The Regional Employer Roadmaps build upon this national guide
by providing information and resources specific to different regions of Canada.
TASC thanks all employers and other stakeholders who provided input into the development of
this document.
This project is made possible through funding from the Government of Canada (Citizenship and
Immigration Canada).
Project Coordinator: Constance Lim, LIM Consulting Associates
Writer: Dennis Chubb, Vadis Consulting
Cover photo: Galleria Building, Innovation Place Saskatoon from Wikipedia (author: Drm301)
© The Alliance of Sector Councils 2012
For more information, contact:
The Alliance of Sector Councils
608-151 Slater Street
Ottawa, ON K1P 5H3
Tel: (613) 563-3637
Fax: (613) 231-6853
www.councils.org
La version en français est disponible sur demande.
Table of Contents
1
What is the Roadmap?........................................................................................4
2
Why Hire Internationally Trained Workers? ..........................................................5
3
Understanding Your Needs..................................................................................6
4
3.1
The Job.......................................................................................................6
3.2
Language ....................................................................................................6
3.3
Credentials, Knowledge, Skills and Abilities ....................................................7
3.4
The Time Factor ..........................................................................................7
3.5
Cost Considerations .....................................................................................8
Finding Internationally Trained Workers ...............................................................9
4.1
Local Channels .......................................................................................... 10
4.2
Overseas Channels .................................................................................... 11
5
Integrating and Retaining Internationally Trained Workers .................................. 13
6
Resources ........................................................................................................ 15
7
6.1
Community-Based Organizations ................................................................ 15
6.2
Other Resources ........................................................................................ 16
Useful TASC Resources ..................................................................................... 17
1 WHAT IS THE ROADMAP?
This roadmap is intended to be a guide to help small- and medium-sized businesses
navigate the processes, programs and information associated with employing
internationally trained workers. It was designed to meet the needs of business owners
and HR staff who need affordable and timely human-resource solutions for operating in
a rapidly changing environment. Based on input from a diverse set of small- to mediumsized businesses and stakeholders in the Saskatoon area, we present tools, resources,
supports and information to help you tap in to the talent pool of internationally trained
workers. We hope this roadmap will help you understand and meet your hiring
objectives.
In February 2011, Statistics Canada released the latest
population estimates, which show that Saskatoon replaced
Alberta’s major cities to be the fastest-growing metropolitan
area in Canada for the first time in decades. The population of
Saskatoon has now exceeded 265,000 people, which means a
three percent increase in comparison with the previous year,
and a jump of more than 30,000 people since 2005. Vancouver
and Regina rank the second and the third for fastest growth.
According to Statistics Canada, the sharp increase in
international immigration is the main factor that results in
significant growth of Saskatoon. Saskatoon did see a flow of
more than 3,300 new immigrants during the year, even higher
than major Canadian cities such as Hamilton and Quebec City.
This is due to the province’s expedited application program.
The Saskatoon region is now the youngest of the metropolitan
areas in the country, with the average age of 35.6 years. As
well as high birth rates among the aboriginal population, the
immigration of young families from overseas countries is seen
as the key reason for that record.
Saskatoon Regional Economic Development Authority at:
http://sreda.com/
The Employer’s Roadmap
Hiring and Retaining Internationally Trained Workers in Saskatoon
4
2 WHY HIRE INTERNATIONALLY TRAINED WORKERS?
Hiring internationally trained workers is an important strategic business decision for
employers in our region. The Saskatoon and Saskatchewan labour market faces a
shortage of skilled and professional workers that is forecast to continue for a number of
years. Saskatchewan’s economic growth will only be sustained if businesses can access
the human resources needed to keep pace with opportunities in the local, national and
international markets.
Internationally trained workers have a number of skills that can help your business,
such as:
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International skills, knowledge and experience;
Speaking other languages;
Helping your organization understand and support diversity;
Enabling your organization to better reach and serve the new Canadians in our
community;
Bringing their dedication, loyalty and commitment to succeed;
Allowing your organization to understand and build new networks;
Adding new ideas, approaches and creative problem-solving based on
experiences elsewhere;
Assisting you in future employee recruitment efforts;
Helping your organization become more effective in reaching global markets.
Many local employers have hired internationally trained workers and they have
consistently reported that these workers are motivated, skilled, productive and loyal
employees who have made significant contributions beyond expectations.
For example, Saskatoon health services and the community have benefited immensely
from successfully recruiting nurses from the Philippines. Many local manufacturing
businesses have met their growth targets because of their successful integration of
welders and assembly line staff from other countries. Other employers have also had
great success in hiring internationally trained workers already residing in Canada.
Saskatchewan’s relative prosperity makes it an attractive destination in an increasingly
competitive global market for top talent and skills.
The Employer’s Roadmap
Hiring and Retaining Internationally Trained Workers in Saskatoon
5
3 UNDERSTANDING YOUR NEEDS
This section outlines a number of key points for you to consider before making the
decision to recruit internationally trained workers.
3.1 THE JOB
Be clear about the exact nature of the job that you are trying to fill. Make sure you
specify details in the job description. For example, parts man is not the same as an
agricultural parts man, and the tasks required for both jobs are quite different. Think
about the hard (technical) and soft (people) skills required to perform the job. For
example, will the employee be required to work as part of a team or to represent your
company to English-speaking customers?
Your industry association or sector council or the national occupational classifications
may be able to provide assistance in defining and describing the tasks in certain
occupations.
Determine and outline whether you are recruiting to fill short-term needs or for more
permanent, longer-term growth.
3.2 LANGUAGE
Be clear about the minimum language requirements for the job. The requirements for
the job will determine what level of language skills you will need in a suitable employee.
Language requirements are often an important component for occupational health and
workplace safety.
Language proficiency required to perform many occupations has been already assessed
and benchmarked using the Canadian Language Benchmarks (CLB). This is a practical,
fair and reliable national standard for second language proficiency with a wide
applicability in educational, training, community and workplace settings.
The Centre for Canadian Language Benchmarks provides a downloadable series of Can
Do Checklists for each level of language competency. These checklists can be used for
needs assessment, goal setting, or self-assessment in relation to language learning.
There are also a number of Language Assessment Centres in Saskatchewan that can
assess the language proficiency of your candidates once you’ve determined what level
you require.
The Employer’s Roadmap
Hiring and Retaining Internationally Trained Workers in Saskatoon
6
3.3 CREDENTIALS, KNOWLEDGE, SKILLS AND ABILITIES
Consider whether your job requires employees that have formal credentials (diplomas,
degrees, certificates, exams). 20% of all occupations in Canada are regulated which
means that they have specific regulatory bodies that oversee the entry and right to
practice for those occupations. Those regulatory bodies (for occupations such as
doctors, engineers, architects) would assess the international credentials to determine
whether the candidate is eligible to practice in Canada.
If the position is non-regulated, employers still need to understand how a candidate’s
international education and experience compares to Canadian standards. Be sure that
you are clear on the actual skills and competencies required to perform the work so
that you can tell prospective candidates and compare their skills. Decide whether you
need to have their qualifications assessed by a specialized organization or whether you
prefer to test them directly for a demonstration of their competencies.
The Government of Saskatchewan has an inter-provincial agreement with the
Government of Alberta to assess international credentials for Saskatchewan residents.
This is done through the International Qualifications Assessment Service (IQAS) which
provides a valuable service to immigrants and refugees seeking an assessment of the
level of their educational qualifications in comparison to Saskatchewan standards.
Contact IQAS at: 1-800-999-3965 (toll-Free from Saskatchewan) or visit the IQAS
website.
3.4 THE TIME FACTOR
It is crucial that you understand your staffing urgency so you can consider how much
time you are able to commit to the recruitment process. Recruiting applications from
internationally trained workers who already live in our region will not add additional
time to your hiring process but will certainly broaden your talent pool.
If you need to hire internationally trained workers from overseas through the Provincial
Nominee Program or the various federal immigration programs the recruitment process
will take longer. Hiring from overseas can take six months or more so it may not be the
best solution for all employers. When an employer sponsors an internationally trained
individual, the process for the immigrant goes much more quickly than the standard
immigration process, but there are still the additional processes and paperwork for the
employer that must be factored into your hiring timelines.
The Employer’s Roadmap
Hiring and Retaining Internationally Trained Workers in Saskatoon
7
3.5 COST CONSIDERATIONS
It may be worth your while to engage a human resource consultant who has experience
in recruitment and workforce development. Though they charge fees, a knowledgeable
and experienced consultant can help guide you through the requirements of various
immigration programs.
There are also many free job matching services offered by immigrant settlement
agencies (see list of community-based organizations in the Resources section of this
roadmap).
Photo credit: Gord Waldne, Postmedia News
A great resource for employers!
Multimedia tips, tools and practical supports on how to find, hire,
interview, orient and integrate internationally trained workers
online at: http://www.hireimmigrants.ca/
The Employer’s Roadmap
Hiring and Retaining Internationally Trained Workers in Saskatoon
8
4 FINDING INTERNATIONALLY TRAINED WORKERS
You can access internationally trained workers through a number of pathways. The
right one for you depends on your business needs. Once you have established your
needs and requirements, you have the choice of two primary streams: local channels,
or overseas channels (through federal or provincial programs). The diagram below
outlines these pathways.
Employer Pathways to Hiring Internationally Trained Workers
Establish your needs and prepare your job
description and advertisement
Recruit overseas
(if you cannot find qualified
candidates in Canada)
Recruit locally
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Use local business networks
Contact immigrant-serving organizations
Contact university and SIAST to access
international students
Contact CANSask Career and
Employment Centres
Use local and ethnic media to advertise
1 week – 3 months
Interview, select and
offer the job
Advertise and
promote your
position overseas
Federal Programs
3 months
months
Hire an overseas
recruitment
agency/agent
Sask Immigrant
Nominee Program
12+ months
months
Temporary Foreign
Worker
12+ months
months
Permanent
Resident
The Employer’s Roadmap
Hiring and Retaining Internationally Trained Workers in Saskatoon
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Your time, costs and involvement in the recruitment processes will vary, depending on
factors such as:
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Whether you decide to use recruitment agents
The cost and time of research into worker availability and, if applicable, source
countries
The time involved in processing paper work, and
How much of the actual recruitment and selection process you plan to be
involved in.
4.1 LOCAL CHANNELS
Within Canada, internationally trained workers may be individuals such as:
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New or recent immigrants to Canada
Refugees
Canadians that received their education outside of Canada
Temporary foreign workers employed in Canada
Foreign students studying in Canada.
For example the federal government’s international student programs allow
international students to work off campus, while completing their studies and for up to
three years after graduation. To inquire about hiring an international student, contact:
 SIAST Kelsey Campus Student Employment Services,
tel: 306-659-4049, or
 University of Saskatchewan Student Employment & Career Centre,
tel: 306-966-5003.
If you wish to hire (or retain) a temporary foreign worker or recently-graduated
international student already residing in Canada, the Canadian Experience Class (CEC)
may be of interest. This is an immigration program that allows temporary foreign
workers and graduated international students to apply for permanent residence. To
qualify, the candidate must:
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Intend to live outside Quebec;
Be either:
o a temporary foreign worker with at least two years of full-time (or
equivalent) skilled worker experience in Canada;
o a foreign graduate from a Canadian post-secondary institution with at
least one year of full-time (or equivalent) skilled work experience in
Canada;
Have gained his/her experience in Canada with the proper work or study
authorization; and
Apply while working in Canada or within one year of leaving his/her job in
Canada.
The Employer’s Roadmap
Hiring and Retaining Internationally Trained Workers in Saskatoon
10
Candidates under the CEC will be assessed on their Canadian skilled work experience,
their proficiency in English or French and their Canadian post-secondary credential (if
applicable).
Local community organizations that specialize in immigrant settlement and employment
such as the Saskatoon Open Door Society and the Saskatchewan Intercultural
Association can be a great resource for employers who want to connect with qualified
newcomers who are already in the region. More immigrant-serving agencies are listed
in the Resources section.
4.2 OVERSEAS CHANNELS
It is important to understand the commitment you are making if you hire an
internationally trained worker from outside the country. Apart from temporary foreign
workers who often come for seasonal work and expect to return home, people who
have immigrated to Saskatchewan are choosing to make a new life in a new country. A
stable medium- to long-term job is a critical part of their decision. A good fit is as
important to them as it is for you.
You can find detailed information about the federal and provincial government
programs at the official website of Saskatchewan Immigration, tel: 306-798-7467. A
brief overview is also provided below.
Federal Programs
Some federal government programs can assist a business with the recruitment of
internationally trained workers from outside of Canada:
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Federal Skilled Worker Program: For employers who require a skilled worker and
have permanent positions to fill.
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Temporary Foreign Worker Program: For positions that cannot be filled by the
current labour market. This program allows eligible internationally trained
workers to work in Canada for a fixed period of time.
Provincial Programs
If you are unable to fill a position with a Canadian resident, you can offer jobs to
internationally trained workers and support them through the immigration process. For
certain occupations, the applications can be fast tracked through the Provincial
Nominee Program (PNP). This program allows Saskatchewan to nominate applicants,
who qualify under criteria established by the province, to the federal government for
landed immigrant status. Note that all applications for immigration are subject to
approval by the federal government.
The Employer’s Roadmap
Hiring and Retaining Internationally Trained Workers in Saskatoon
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In 2011, Saskatchewan received 12,585 people as part of the Saskatchewan Immigrant
Nominee Program (SINP). Just over 4,000 of that group were individuals who were
recruited for a specific job before they arrived. The rest, more than 8000 people, came
to Saskatchewan communities as family members. In Saskatoon that means
approximately 45% or 3,600 family members became part of our community, our
markets and potentially a part of your workforce.
Photo credit: Saskatchewan Immigration
The Employer’s Roadmap
Hiring and Retaining Internationally Trained Workers in Saskatoon
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5 INTEGRATING AND RETAINING INTERNATIONALLY
TRAINED WORKERS
Staffing your business is a significant decision for you and your organization and
represents an investment of time and money. It is also a big commitment for the new
employee. It is in everyone’s interest that steps are taken to ensure the greatest chance
for a successful match. There are many steps and strategies to help you create a
welcoming workplace for newcomers which will in turn boost their productivity,
satisfaction and loyalty to the organization.
These sound, time-tested human resource practices can help inspire your employees to
stay:
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Welcoming and orienting new employees
Taking time to engage with your employees informally and formally through
feedback, coaching and learning opportunities
Regular performance reviews and acknowledgment of great work.
Here are some specific suggestions for recognizing the special challenges faced by
internationally trained workers and supporting, retaining and integrating them into your
workforce:
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Understand the challenges they face in settling in a new country: Various
immigrant-serving agencies have many excellent staff and resources that can
help you understand the culture of the new worker, and the settlement issues
that many new Canadians will be dealing with. These resources are available to
you, usually free of charge.
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Provide employees with access to language training and support, if needed: Even
if the job of the internationally trained worker has minimum English language
requirements, you may want to ensure that the worker has access to language
training and support. The Newcomer Information Centre (NIC) provides up-todate information and referrals to programs and services in the community to
meet the needs of new immigrants and refugees arriving in Saskatoon and
surrounding area.
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Get to know the worker: Familiarize yourself and your current employees with
the culture of the internationally trained worker and ask questions about his/her
training and work experience in his/her country of origin. This will help the new
worker feel a valued and respected part of your work force.
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Review orientation and training needs for your company: Appreciate that your
supervisors, managers and even colleagues may need some training and
development of awareness to receive people from other cultures as much as the
The Employer’s Roadmap
Hiring and Retaining Internationally Trained Workers in Saskatoon
13
new employee will need orientation and training for success. Consider diversity
training for all employees. You may also want to review your training materials to
ensure they are understandable and appropriate, especially in upholding the
occupational health and safety regulations.
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Understand human rights and labour standards, laws and regulations: In
Canada, federal and provincial laws protect employers and workers.
Saskatchewan provincial laws set minimum wage levels, health and safety
standards, and hours of work. Human rights laws protect employees from being
treated unfairly because of their sex, age, race, religion or disability. See the
Saskatchewan Immigration webpage on rights and responsibilities for more
information.
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Work towards building a welcoming workplace. Think about the policies,
practices and culture in your organization and how to make inclusion a priority.
Communicate your vision and expectations with all staff and check in with them
regularly. Implement a mentoring or a buddy system for new hires. Plan informal
activities to put everyone at ease. Provide diversity and intercultural training. For
more ideas, check the Hire Immigrants website.
The Employer’s Roadmap
Hiring and Retaining Internationally Trained Workers in Saskatoon
14
6 RESOURCES
6.1 COMMUNITY-BASED ORGANIZATIONS
Saskatoon has a number of agencies and ethno-cultural associations providing
settlement support and employment services to immigrants. They have excellent
resources, networks and know how to connect with new Canadians who want to work.
These organizations are listed below.
Assemblee Communautaire Fransaskoise
Darron Taylor
immigration.saskatoon@sasktel.net
306 653-2052
Filipino-Canadian Association of Stoon Inc.
Beth Dickhoff
filcas@sasktel.net
306 653-4499
German Canadian Club Concordia
Hannelies Kuehnle
immigration@saskgermancouncil.org
306 244-6869
Global Gathering Place
Belma Podrug, Executive Director
glgathering@sasktel.net
306 665-0268
Immigrant Access Fund
Irene Gannitsos, Executive Director
Irene@iafcanada.org
306 321-6058
International Women of Saskatoon
Ijeoma Udemgba
ijudemgba.iws@sasktel.net
306 978-6611
Mennonite Central Committee Saskatchewan
Elaine Harder
EHarder@mccs.org
306 665-2555
The Employer’s Roadmap
Hiring and Retaining Internationally Trained Workers in Saskatoon
15
Newcomer Information Centre (NIC)
Ayesha Baig
abaig.nic@sasktel.net
306 343-8303
Radius Community Center for Educating & Employment
Dorothy Sawatsky, Business Community Liaison
info@radiuscentre.com
306 665-0362
Saskatchewan Capacity of Immigrant Professionals
Asit Sarkar, President
saskinternationals@gmail.com
306 653-4464
Saskatchewan Intercultural Association
Mahasti Khakpour, Executive Director
execdir@saskintercultural.org
306 978-1818 ext.12
Saskatoon Open Door Society
Beulah Gana, Executive Director
execdir.sods@sasktel.net
306 653-4464
Ukrainian Canadian Congress
Nadya Neshcheretna
nadya@ucc-sb-saskatoon.ca
306 244-8227
6.2 OTHER RESOURCES
The City of Saskatoon
Immigration Community Resource Coordinator
Email: immigration @saskatoon.ca
(306) 975-8459
International Qualification Assessment Service (for Foreign Credential Assessment)
Toll-Free from Saskatchewan: 1-800-999-3965
The Employer’s Roadmap
Hiring and Retaining Internationally Trained Workers in Saskatoon
16
7 USEFUL TASC RESOURCES
The following is a list of relevant resources developed by The Alliance of Sector Councils
(TASC).
Credentials and Integrating Immigrants into the Workforce
A factsheet on how Sector Councils are helping to integrate immigrants into the
workforce
Gateway
TASC’s web portal on recruiting and retaining internationally trained workers
Gateway to Careers
A multilingual website that provides essential information on careers in the key sectors
of the Canadian economy
The Employer’s Roadmap to Hiring and Retaining Internationally-Trained Workers
A practical guide for employers in small- to medium-sized enterprises (SMEs) that
provides information about practices, policies and programs at a national level. This
publication was prepared by TASC for the Foreign Credentials Referral Office of
Citizenship and Immigration Canada.
Who Does What in FCR—An Overview of Credentialing Programs and Services in
Canada
An overview of policies, programs, projects and initiatives dealing with Foreign
Credential Recognition (FCR) in federal, provincial/territorial and key municipal
jurisdictions.
The Employer’s Roadmap
Hiring and Retaining Internationally Trained Workers in Saskatoon
17