Learn It

Hiring Newcomers to Canada involves its own set of challenges. Making people aware that work is available, and making it clear that the job can work through some of the barriers newcomers face is a great way to grow a business with loyal, hard working employees. Changing hiring practices to target newcomers means trying new outreach strategies, clarifying job posts, changing interview expectations, and working with cohorts.  

Job outreach Strategies

Many Newcomers have strong ties to their communities. Culture and language bind people together and create strong networks of like minded individuals. This means that word about a job opportunity can travel quickly to those that might be a good fit, provided the community gets the information for the job. Companies can use these bonds to their advantage. Community organisations, and faith groups can often reach interested job seekers, and may be willing to share the info or post a bulletin if your company reaches out to them.

Don’t hesitate to reach out. Companies can gain access to untapped pools of candidates by working with community organisations to craft jobs and share them within their communities. There are also a great number of nonprofits in the city that are currently helping employers and newcomers connect. Use these connections to distribute job postings easily and reach candidates that would not see a conventional job post, or struggle to apply for it. 

 (See Module 8 for more on working with Community Organisations)

Job Posting

Hiring systems often reward familiarity over potential. Unconscious biases, language in job ads, and credential requirements can exclude talented newcomers. It’s quite simple copying and pasting job descriptions, or generating professional looking posts using AI, but using the same practices and phrases over and over can consistently deny the opportunity for newcomers to apply for work. Avoid using cliché requirements without good reason. Newcomers are more likely to self select themselves out of a job application based on listed requirements.

For example, many job postings will include the requirement to lift 50lbs or to have Canadian experience. While some jobs do require lifting 50lbs, and may require it all shift, many more may only require one staff member on shift to lift something, and to do it sparingly at that. Be sure that the requirements in the job post are specific about why something is a requirement. In the case of Canadian experience, there is seldom any justification for asking for it. If a new hire is required to have experience, international experience should always be considered. Different perspectives and experiences will enrich your company. 

Don’t ask for unnecessary experience or credentials. Most jobs do not require 5 years of experience, but seeing the requirement may deter someone with more limited experience in Canada. Similarly, asking for a high school diploma is a common requirement that is more or less easily attained for those raised in Canada. Keep in mind that newcomers may have had their education interrupted by circumstances outside their control, or they may not have had access to education at all in their youth. In some cases, newcomers may not even describe education similar to high school in the same terms, calling it secondary school or otherwise, so try not to require the credential unless you see genuine reason to include it.

Did you know that unconscious bias often influences how resumes are interpreted, especially when names, countries of origin and company names may be unfamiliar

Inclusive hiring means actively removing barriers and welcoming diverse experiences. Many of these barriers remain invisible until someone encounters them—but they can significantly prevent qualified individuals from applying or succeeding in the workplace.

References 

Requiring references can be an unnecessary hurdle for newcomers. Many countries don’t engage in the practice of asking for 2 references, which can then be a learning process for the applicant as well as a lengthy explanation for each of their references. Additionally, newcomers that have just arrived will not have any Canadian references, and their references from elsewhere may not speak English. Sadly, newcomers may even self-select themselves out of the application process if they don’t feel confident in their references, leaving them the only alternatives of volunteering or finding another job with less rigorous requirements. 

Think about what value a reference can guarantee. Applicants may choose close friends instead of coworkers, or selectively choose coworkers that are friends outside of work. Newcomer applicants often need to resort to family members that can speak English well. In any case, references will always paint applicants in a positive light. So how much value are they really adding to your hiring process? 

Interviews

The same idea applies to interviews. The evaluation going on in the interview can often be shaped by bias towards those that are similar to the interviewer, or towards those that have a higher grasp of English. Establishing good evaluation metrics that fit the job needing to be done is an essential part of taking these biases into consideration. 

Newcomers may have a different way of presenting themselves in an interview, or may even struggle with the concept of self promotion. Ensure that evaluation is sticking to the important skill sets needed for the job, and be open to the ways in which international experience may inform the skills needed for the job in unique ways. Interviews often over-emphasize communication skills that may not be important for the job. 

Consider using practical job trials or working interviews to discern whether or not someone is fit for the job. This can entail hands-on aspects of an interview, demonstrating the work environment by directly showing candidates, or asking them to try a core task of the job during the hiring process. A hire's eligibility can become very clear once the core tasks of the job are approached by a candidate. This is a good way to circumvent some subconscious biases and demonstrate if the candidate can handle the job.

 Some employers have had great success hiring through WhatsApp or TikTok! The résumé isn’t the only way to meet great people anymore. While newcomers may be hesitant to answer or speak on the phone, a text based approach to communication gives them time to think and reply at their own pace.

Jacques was having trouble finding workers for his company. His drywall company is very small, requiring at most 3 employees including himself. He doesn’t have the money to post conventional adds, and posting on common job sites hasn’t worked for him. His social media posts haven’t helped him either, because the type of hands on job he’s offering isn’t something that most of his network is interested in. 

To change things up, he reached out to a local non profit in Edmonton that works with newcomers to Canada. Working with the employment professionals there, he drafted a plain english job post, with clear expectations and details about the work. The organization helped share the post with candidates that were interested in his kind of work, and before long, Jacques had the workforce that he needed. 

The organization was even able to give him tips on communicating and managing expectations with his workers, helping the company to thrive.

Reflect On It

Review the sample job posting below. This example is extremely uncooperative for newcomers to Canada.

Position: Sanitation Enhancement Technician II

Location: [Insert Location Here]
Hours: [Insert Shift Details Here]

About the Role:
We are seeking a proactive, detail-oriented Sanitation Enhancement Technician II to execute end-to-end custodial functions within a multi-stakeholder, high-traffic facility environment. The incumbent will operationalize cleanliness protocols in alignment with company benchmarks and hygiene optimization matrices.

Key Responsibilities:

• Utilize chemical sanitation solutions to ensure sterility across spatial zones
  
  
• Conduct autonomous workflow prioritization in accordance with strategic cleanliness mandates
  
  
• Uphold adherence to regulatory hygiene policies through periodic evaluation and documentation
  
  
• Collaborate with environmental operations personnel to drive cleanliness outcomes
  
  
• Lift and relocate heavy inventory up to 50 lbs as part of routine operations
  
  

Required Qualifications:

• High School Diploma or equivalent required
  
  
• Minimum of 2 years of Canadian janitorial or cleaning experience
  
  
• Fluency in English (spoken and written) mandatory
  
  
• Valid Class 5 Driver’s License and access to a reliable vehicle
  
  
• WHMIS certification required
  
  
• Must be available for flexible hours and shift work (hours TBD)
  
  

Preferred Assets:

• Previous experience in a sanitation-focused industry in Canada
  
  
• First Aid certification considered an asset
  
  

To Apply:
Submit your resume and a cover letter outlining your Canadian experience and qualifications. Only candidates selected for an interview will be contacted.

How many problems did you identity?

Produce It

Write a “Job Post for Everyone”

Revise or draft a job posting with inclusion in mind:

• Focus on core competencies, not just formal credentials
• Use inclusive, clear language
• Include a welcoming diversity statement

This revised posting should broaden your applicant pool and reflect your values.