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Home > Employer’s roadmap > Section 5: How can I integrate and retain internationally trained workers?

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Employer’s roadmap to hiring and retaining internationally trained workers

Section 5: How can I integrate and retain internationally trained workers?

In this section, you will find information on:

You can help your internationally trained workers effectively integrate into the workplace so that their skills are fully utilized. As with all employees, there are many different ways to support internationally trained workers so that your organization can use their skills effectively.

5.1 Bridge-to-work programs

Bridge-to-work programs allow employers to minimize risk in finding a suitable worker and support the integration of internationally trained workers into the workplace. Bridge-to-work programs include internships, occupation-specific training and placement, and other programs that bridge or ease the transition from a worker’s international training and experience to working in Canada.

These programs typically provide employers with benefits, including:

  • Candidate prescreening to ensure that applicants are eligible to work in Canada and that they have relevant experience and appropriate language skills
  • An opportunity for employers to “test the waters” before making hiring commitments
  • An opportunity for an organization to benefit from the services of an internationally trained worker without increasing its head count on a permanent basis

Bridge-to-work programs also help internationally trained workers integrate effectively into the workplace. These programs:

  • Give the internationally trained worker relevant work experience in Canada;
  • Provide structured guidance through a coach or mentor during the placement;
  • Provide opportunities for professional development and networking;
  • Provide regular evaluations and feedback.


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5.2 Training opportunities

You can help internationally trained workers succeed in your workplace by providing different kinds of training, including:

  • Skills training. Skills training is offered by community organizations, municipal public libraries and community centres. Colleges and institutes also offer various courses to upgrade technical and language skills. Some programs combine technical training with occupation-specific language training and bridging programs. As an employer, you can provide skills training for your employees, including internationally trained workers, on the job or by helping community organizations and other training institutes develop job-related skills training. Peer-to-peer practical training is also very effective.
  • Language training. Internationally trained workers can benefit from language training in English or French, occupation-specific language training, or customized business English or French courses within the workplace. If you cannot provide such training, let your workers know where courses are available.
  • Cultural and communications training. Cultural and communications training helps all workers to be more effective in the workplace. Cultural training helps workers interact more effectively with colleagues, suppliers or customers. Communications training develops presentation skills and helps workers to communicate their ideas more clearly and assertively in the workplace.
  • Organizational training. Like all new employees, internationally trained workers will benefit from training on the expected norms and practices of your organization.


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5.3 Mentoring programs

An internal mentoring program can help new employees, including internationally trained workers, adjust to the workplace. External mentoring programs will bring you into contact with internationally trained workers in specific occupations. This will give you good insight into the needs of internationally trained workers and help you find potential candidates for vacant positions in your organization.



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5.4 Career development

You can support all employees, including internationally trained workers, by providing ways for them to develop their careers within your organization. Some options are:

  • Include internationally trained workers in formal leadership development programs in your organization.
  • Be open to new forms of leadership and collaboration. Don’t overlook the abilities of internationally trained workers just because they conduct themselves differently from what has been the norm in your workplace.
  • Support workers in their career development with coaching, communication and leadership skills. Internationally trained workers may have special needs that vary according to their cultural background, abilities, training and work experience.
  • Support workers through processes for licensure or certification in their professions. For example, your organization could provide financial support for examinations or paid time off to prepare for and write important examinations.


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5.5 Using all your workers’ skills

If you value and acknowledge internationally trained workers’ skills and talents, they will be more motivated at work and your organization will benefit. You can:

  • Include internationally trained workers in the development and implementation of new organizational processes, products or services. Their unique perspectives may present unusual but very effective new ideas.
  • Watch for the hidden skills of internationally trained workers that may not have been identified during the hiring process. The diversity of backgrounds of internationally trained workers can be a rich source of skills and talents that can help your organization. Find ways to use these skills appropriately.
  • Recognize and use the cultural intelligence, language skills and international networks of internationally trained workers to develop international business or marketing programs aimed at local ethnospecific markets.
  • Use the language skills of internationally trained workers to translate materials and to provide customer service in multiple languages.


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5.6 Creating an inclusive workplace

You can create a workplace that is inclusive and welcoming for internationally trained workers:

  • Employ workers with different backgrounds to make your organization representative of Canada’s changing demographics.
  • Create a unifying vision for your organization that brings together workers from all cultures.
  • Create a climate where all workers are welcomed by their colleagues and managers, and let all workers know this is important to your organization.
  • Provide a formal orientation program that makes all new workers feel valued and included when they start their job.
  • To put newcomers at ease, pair them with existing staff members, if possible with someone who shares the same cultural background.
  • Help create a welcoming environment by connecting newly arrived internationally trained workers with people and community supports that will help them and their families settle.
  • Provide diversity and cross-cultural training to all staff.
  • Celebrate cultural diversity within your organization through posters, newsletters or other documents. Hold social events that celebrate different cultures.
  • Create opportunities to communicate the value of diversity, with specific mention of internationally trained workers.
  • Participate in and support initiatives related to hiring, mentoring, promoting and retaining internationally trained workers. Encourage everyone in your organization to participate.
  • Identify key workers who will champion or promote diversity in your organization. Include them in decision making, and give them the scope and resources to implement special initiatives to create an inclusive culture.
  • Ensure access to management and higher level opportunities for internationally trained workers.


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5.7 Evaluating your success

Has the investment of your time and effort in hiring and retaining internationally trained workers been worthwhile? You can evaluate the success of your efforts by:

  • Keeping track of how internationally trained workers are doing in your workplace. However, it should not be compulsory for workers to participate in any tracking process.
  • Tracking how many internationally trained workers you are employing. Are these workers advancing within your organization? Are they appropriately employed in terms of level, skills and qualifications?
  • Consider how internationally trained workers have contributed to your workplace and learn from the experience.


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5.8 Related resources

General

Human resources

Competency assessment, skills training and development

Language

Diversity and employee integration

 

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Date Modified: 2009-06-10

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