We believe in assisting you to hire newcomers who will grow and enhance the companies they join. We believe in the capabilities that immigrants bring and we are skilled in helping them shine.
Building a diverse work force is good for business. The business case gets stronger the more support and assistance you receive. We can help with recruiting, onboarding/orientation and retention. Resources listed below are completely free and downloadable, not to mention easy to use, print and share.
Guides are dedicated to helping you understand the technological sectors in other countries with helpful, user-friendly resources for busy hiring staff. They can make a big difference when it comes to understanding immigrant applicants.
The B.C. Employer’s Guide to Hiring Internationally-Trained Engineers offers helpful information for any organization that recruits and hires workers from the engineering sector. Check it before an interview for background economic, educational, professional and cultural information on the engineering sectors of Iran, China and the Philippines. You may find you understand your newcomer candidate much better.
The B.C. Employer’s Guide to Hiring Internationally-Trained ICT Professionals presents quick information on sectors where newcomers with computer-related experience have worked in China, the Philippines and Iran. If you glance through this before an interview with a newcomer from one of these countries, you’ll have better insight into his/her experience and way of working.
The B.C. Employer’s Guide to Hiring Internationally-Trained Life Sciences Professionals shows the background technology sectors of life science in the Philippines, Iran and China. By quickly reviewing the information inside, you’ll have a better understanding of a newcomer who has gained experience in one of those countries. You’ll see the potential benefits and challenges each newcomer offers, all in a useful, but easy-to-skim document. Use this before an interview to maximize your understanding of selected newcomers in this field.
The toolkit provides you with a set of easy-to-use hiring instruments for testing knowledge of applicants in a way that helps you find the treasure that you might otherwise have missed because of cultural or language differences.
Tool 1 Self Assessment: This self-assessment is intended to be completed and returned by the applicant several days before they arrive for their interview.
Tool 2 Sector Knowledge Test: A Sector Knowledge test provides evidence about the candidate’s knowledge of sector-specific matters that are critical to the job function.
Tool 3 English Writing Test: The ability to write in English is essential for most technical and professional jobs.
Tool 4 Essential Skills: The ITA Essential Skills Passport submitted by the candidate focuses on Essential Skills ,which are the foundation skills of reading, numeracy and document use.
Tool 5 Personality Tests: Personality tests intended for personnel selection contain a series of questions or tasks.
Tool 6 Practical Test: A short practical test is invaluable for any recruitment, whether for newcomers or Canadians.
Tool 7 Interview Plus: With the help of a few of the previous tools, the interview becomes much more of a dialogue to which a candidate can more fully contribute and show his/her capabilities.
Tool 8 Identifying Alternative Careers: Since a recruiter or HR person has spent time assessing a candidate, he/she will have developed some key impressions that can be useful for the candidate to understand. Even a short talk about alternative roles will be helpful to a newcomer job seeker.
Tool 9 References: Being open to newcomer hires means being open to unorthodox references and thinking outside traditional referees.
Tool 10 Rejection: Inevitably, at the end of many interviews you will have to inform the candidates that they will not be recommended for hire. A short, helpful bit of guidance here can make a rejected candidate a champion for your company, not to mention offer a new direction for him/her to pursue.
Tool 11 Learning Plan for Hired Candidates: The assessments from Tools 1 to 6 and in particular Tool 7 (the Interview) will all identify aspects of the candidate’s knowledge, skills and behaviours that may need development.