Employer’s Roadmap

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    F o r e i g n C r e d e n t i a l s r e F e r r a l o F F i C e

    employers roadmapT o H I r I N G a N d r e Ta I N I N G I N T e r N aT I o N a l ly

    T r a I N e d W o r K e r s

    Ci4-16/2010E-PDF

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    e m p l o y e r s r o a d m a p

    Thi ubictin w b th aincf sct Cunci f th Fign Cnti

    Referral Ofce of Citizenship and Immigration

    Canada. The Foreign Credentials Referral Ofce

    thnk ticint wh vi inut int

    the development of the guide.

    Th Employers Roadmap to Hiring and Retaining

    Internationally Trained Workers i gui f

    employers in small and medium-sized enterprises.

    The roadmap is a practical resource for anyoneinvv in hiing, incuing buin wn,

    human resources professionals, recruiters and

    managers. While efforts have been made to

    ensure the accuracy of information contained

    in the document, it should be noted that the

    information is subject to change. Resources cited

    throughout the document are not exhaustive.

    Minister of Public Works and Government Services Canada, 2010

    Cat. no. Ci4-16/2010E-PDF

    ISBN: 978-1-100-14776-5

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    table oF Contents

    eMPloYers roadMaP to Hiring and retaining

    internationallY trained WorKers (itW)

    1. Why H iy t Wk? . . . . . . . . . . . . . . . . . . . . . . . . . . . . 3

    1.1 Finding workers in a changing labour market 3

    1.2 The benets of hiring ITWs 3

    13 shing u ucc 4

    2. tp Pp f d Wk Fc . . . . . . . . . . . . . . . . . . . . . . . . . . . 5

    21 pnning f iv wk fc 5

    22 aing civ bi f ITW 5

    2.3 The recruitment process 6

    2.4 Dening the job to be done 7

    2.5 Determining the importance of language skills 8

    26 ding with cutu iffnc 8

    27 lg cnitin 9

    3. F iy t Wk . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 10

    31 Fining ITW in Cn 10

    32 Fining ITW uti f Cn 11

    3.2.1 Federal Skilled Worker Program 11

    3.2.2 Temporary Foreign Worker Program 12

    3.2.3 Temporary Foreign Worker Program and international students 14

    3.2.4 Canadian Experience Class 15

    3.2.5 Provincial Nominee Program 1633 rt uc 19

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    e m p l o y e r s r o a d m a p

    4. a sc iy t Wk. . . . . . . . . . . . . . . . . . 214.1 Assessment 21

    4.2 Assessment and verication of international credentials 22

    4.3 Assessment and verication of competencies 23

    44 lngug tn 23

    4.5 Certication and licensure 24

    46 succ fct in cting intntin tin wk 25

    47 rt uc 25

    5. i r iy t Wk . . . . . . . . . . . . . . . . 27

    5.1 Bridge-to-work programs 275.2 Training, mentoring and career development 27

    53 Uing u wk ki 29

    54 Cting n incuiv wkc 29

    55 evuting u ucc 30

    56 rt uc 31

    6. rc. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 32

    Ntin ruc 32

    rgin ruc 36

    sct ruc 40

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    1. WHY Hire internationallYtrained WorKers?

    In this section you will nd information on:

    1.1 Finding workers in a changing labour market

    1.2 The benets of hiring ITWs

    13 shing u ucc

    1.1 Finding WorKers in a CHanging

    labour MarKet

    The Canadian-born work force is aging, baby

    boomers are retiring and the number of young

    wk nting th wk fc i cining

    Many employers across the country are already

    experiencing skilled labour shortages. Statistics

    Cn ch inict tht bf th

    middle of the next decade, almost all labour

    force growth will come from immigration.

    Many employers do not know that there are

    ITW n wiing t wk in Cn Th

    wh w uct n tin in

    other countries and whose work experience was

    gained outside of Canada. They may be:

    immigrants;

    refugees;

    foreign students living in Canada;

    citizens of other countries willing and able

    to work in Canada; or

    Canadians who trained or worked outside

    f th cunt

    As an employer, you may not be aware of the

    ki n tnt tht ITW hv t ff, n

    you may not know if and how intntin

    skills and experience will transfer to the

    Cnin wkc. You may also be unsure

    about how to recruit these workers, or you may

    anticipate difculties integrating them into

    your organization.

    1.2 tHe beneFits oF Hiring itW

    You can benet in many ways from hiring and

    retaining ITWs. They are often highly motivated

    dedicated hard-working employees who can:

    Hp m y .ski

    Canadian-born workers are getting harder

    to nd and, over the coming years, immi-

    grants will play an increasingly signicant

    in Cn bu fc

    http://www.immigrantsandcareers.mb.ca/cdmb-newcomers/general/pages/home/http://www.immigrantsandcareers.mb.ca/cdmb-newcomers/general/pages/home/http://www.immigrantsandcareers.mb.ca/cdmb-newcomers/general/pages/home/http://www.immigrantsandcareers.mb.ca/cdmb-newcomers/general/pages/home/http://www.immigrantsandcareers.mb.ca/cdmb-newcomers/general/pages/home/http://www.immigrantsandcareers.mb.ca/cdmb-newcomers/general/pages/home/
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    e m p l o y e r s r o a d m a p

    ic y cmp.mnITW hv th ki n tnt t h

    your organization compete in the global

    marketplace.

    Hp p w mk. ITWs may

    k ngug n hv knwg f

    cutu tht cn h u v nw

    local and global markets.

    Mk y z m ffc.

    ITW cn bing fh ctiv int

    your organization, stimulating new thinking

    and introducing more effective ways ofing buin

    Cc y wh h wk

    z. ITWs may be able to

    link you to other prospective employees and

    cnnct u buin t ufu ntin

    or international organizations.

    1.3 sHaring Your suCCess

    Cnin cit i incing iv, n

    the labour market is increasingly multicultural.

    Intgting ITW int u wk fc

    acknowledges the context in which your

    organization operates and enhances the

    cit in which u iv

    You can contribute to your corporate image and

    u cit b hing u ucc n

    building on them

    rp hw itW h c

    y wkpc. Cbt u ucc

    with stories in company newsletters,

    press releases to community or trade

    ubictin, t t hh

    sh wh y h fm

    c wk wh itW.

    Cntibut bt ctic c tui

    t u inut citin ct

    cunci off t k t inut

    workshops, community group meetings

    or immigrant-serving organizations.

    C wk wh c

    y c tht

    seek to improve skills training and foreign

    credential recognition programs.

    http://www.canadastop100.com/immigrants/http://www.canadastop100.com/immigrants/http://www.canadastop100.com/immigrants/http://www.canadastop100.com/immigrants/http://www.canadastop100.com/immigrants/
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    In this section you will nd information on:

    21 pnning f iv wk fc

    22 aing civ bi f ITW

    2.3 The recruitment process

    2.4 Dening the job to be done

    2.5 Determining the importance of

    ngug ki

    26 ding with cutu iffnc

    27 lg cnitin

    2.1 Planning For a diverse

    WorK ForCe

    F pp kp hm

    y wkpc h wcmy.

    As an employer, you already engage in work-

    force planning that includes:

    determining job standards;

    recruiting, orienting and training staff;

    managing and evaluating staff; and

    complying with the laws of the land.

    Y c ccfy h ITW b

    tailoring these activities to meet their needs.

    Provide detailed job information and reach

    ut t wi ng f tnti cuit

    Become familiar with and use availablet n vic tht cn h u

    international qualications.

    Participate in bridge-to-work and mentoring

    programs that include ITWs.

    Get involved in language and job or skills

    tining

    Implement diversity and integration

    programs.

    2.2 addressing PerCeived barriersFor itW

    t c h pp y ,

    p y : w h

    w.

    ITWs face many barriers when theyre looking

    for suitable employment.

    2. tiPs on PreParing Fora diverse WorK ForCe

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    e m p l o y e r s r o a d m a p

    Y c k p fy mh in your recruitment, assessment

    n ctin c

    Make sure ev

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