Immigrating to Canada offers incredible opportunities, but navigating the job market as a newcomer can be challenging. A recent report titled “Talent to Win” by Deloitte and the Institute for Canadian Citizenship (ICC) sheds light on how both employers and newcomers can bridge these gaps. While the report primarily focuses on how Canadian businesses can better employ and retain immigrants, it also provides actionable strategies for newcomers to succeed in Canada’s competitive job market.
Here are five key steps newcomers can take to unlock their potential in Canadian workplaces.
1. Seek Training and Mentorship
The Challenge
Many newcomers face a lack of proper onboarding, training, and mentorship in Canadian workplaces. This deficiency can impede their ability to adapt to Canadian professional culture, creating challenges in performance and retention. The problem isn’t unique to newcomers but is particularly acute for them due to cultural and professional differences.
The Solution
Newcomers can actively seek mentorship and training opportunities to bridge this gap. Here are some effective approaches:
- Join mentorship programs: Many Canadian organizations and settlement agencies offer mentorship programs specifically for newcomers, providing guidance on workplace expectations and cultural nuances.
- Participate in workshops: Local employment agencies frequently hold workshops on resume writing, interview preparation, and workplace etiquette.
- Leverage LinkedIn: Networking with professionals in the desired industry can open doors to mentorship and job opportunities.
Insight
Studies show that mentoring can improve job satisfaction and increase retention rates by up to 50% in workplace settings. Investing time in finding the right mentor can provide long-term career benefits.
2. Focus on Skills Over Job Titles
The Challenge
Many newcomers focus on finding the exact job they held in their home country. This narrow approach can limit opportunities and result in missed chances to leverage transferable skills.
The Solution
Newcomers should consider the following:
- Identify transferable skills: Skills such as leadership, communication, and problem-solving are highly valued across industries.
- Broaden job searches: Instead of searching for identical roles, newcomers can explore roles that align with their skillsets, even if the job titles differ.
- Upskilling: Online platforms like Coursera and LinkedIn Learning offer certifications that enhance employability in the Canadian job market.
Insight
According to Statistics Canada, immigrants who leverage transferable skills are 25% more likely to find employment within their first year in Canada than those who do not.
3. Translate International Experience for Canadian Employers
The Challenge
Canadian employers often struggle to evaluate the credentials and experiences of newcomers, especially when unfamiliar with foreign institutions or roles.
The Solution
- Provide context: When listing past roles, add descriptors to make them relatable. For instance, instead of saying “Analyst at Bank X,” specify “Analyst at the largest bank in Nigeria.”
- Highlight achievements: Focus on measurable outcomes and the impact of your previous roles.
- Credential recognition: Consider getting international credentials evaluated by recognized bodies such as World Education Services (WES).
Insight
Employers value clarity and relevance in resumes. Research suggests that applicants who contextualize their foreign experiences receive 40% more interview invitations.
4. Leverage International Experience as an Asset
The Challenge
A lack of Canadian work experience is a common barrier for newcomers. However, the report emphasizes that international experience can be a significant asset, especially for companies aiming to expand globally.
The Solution
- Position yourself as a global navigator: Showcase your understanding of international markets, cross-cultural communication, and global networks.
- Provide examples: Highlight challenges solved in international settings and how those learnings apply to the Canadian context.
- Tailor applications: Customize resumes and cover letters to demonstrate how international experience aligns with the company’s goals.
Insight
In a survey by McKinsey, teams with diverse international experience were found to outperform their peers by 35% in innovative problem-solving and decision-making.
5. Target Diversity-Focused Employers
The Challenge
Not all employers in Canada actively prioritize diversity and inclusion, making it essential for newcomers to identify organizations that support their holistic wellbeing.
The Solution
- Research diversity initiatives: Look for companies that partner with newcomer settlement agencies or offer resources like language training and family support.
- Utilize rankings: Resources like Canada’s Top Diversity Employers provide insights into organizations committed to diversity.
- Ask during interviews: Don’t hesitate to inquire about diversity policies and support systems during interviews.
Insight
A report by RBC found that companies with diverse teams see 19% higher revenue growth due to improved innovation and collaboration, underscoring the value of joining diversity-focused organizations.
Final Thoughts
The Canadian job market holds immense potential for newcomers, but succeeding requires adaptability, perseverance, and strategic planning. By seeking mentorship, broadening their job searches, contextualizing their international experience, and targeting diversity-friendly employers, newcomers can unlock pathways to career success.
Quick Statistics to Consider
- Over 60% of newcomers find their first job through networking.
- Transferable skills account for 35% of hiring decisions in Canada.
- Organizations prioritizing diversity report 2.3 times higher employee retention rates.
Taking proactive steps and leveraging the insights from the Talent to Win report can make the journey smoother, helping newcomers not only find jobs but also thrive in the Canadian workforce.
