"We have an ongoing opportunity to have students from the Computer Science co-op program at UNB, work with us. They bring enthusiasm, skills and interests that are slightly different from those of our regular staff"  Charles Ramsey, National Adult Literacy Database

Read More...

Why haven't New Brunswick companies been employing newcomers to their maximum potential? The reasons are varied. Some are systemic, some are deep-rooted in habit, some are accidental but very few are intentional.

Application Processing Times

Challenge: Fear of the unknown and processing times may sometime discourage some employers from following through with their job offer.
Opportunity: Employers should use full advantage of the resources available and start looking for newcomers as soon as they forecast a future HR need or a shortage in the labour force. It requires patience and creative planning, but the results can be rewarding.

Recognition of Foreign Credentials

Challenge: Newcomers may have international credentials that are not immediately recognizable to a Canadian employer. Recruiters may skim resumes seeking the names of recognized institutions or face challenges when they try to assess international credentials. Similarly, international experience is often devalued or considered irrelevant in Canada.
Opportunity: An organization that can recognize the transferability of a newcomer’s international training and education can gain a definite competitive advantage. By using credential assessment services, employers are able to increase their familiarity and comfort level with international credentials. Visit the Canadian Information Centre for International Credentials for referral to a recognized credential assessment service.

Language Barriers and Cultural Understanding

Challenge: Some employers assume that newcomers may not have the communication skills necessary to work in their companies or that they simply don't know the "Canadian way".
Opportunity: Employers who hire newcomers who are able to communicate effectively in more than one language enhance their business edge within changing local markets and growing international markets. Organizations can benefit from including a diversity of cultural perspectives in their workplaces. The members of the New Brunswick Multicultural Council offers basic and profession specific language training to newcomers. They also deliver diversity training in the workplace.

Connection to Newcomer Communities

Challenge: Employers will often recruit new employees from their familiar networks. They may not tap into newcomer pools of talent because they are not aware of these communities and networks.
Opportunity: Employers who ensure that their planning and sourcing strategies reach skilled immigrant communities, expand their opportunities to source the best talent. Employers should post job opportunities on www.nbjobs.ca or www.jobbank.gc.ca to increase their visibility. Local Immigrant Settlement Agencies can also help identify potential candidates amongst the job-ready immigrants who have undergone pre-employment training and/or language classes.