Post Workshop Employer Support: TRIEC and CONNECT for Ontario Chamber of Commerce, July 23, 2010

New Realities. New Opportunities.

Are You Ready? Post Workshop Employer Support

OCC Training Session provided by TRIEC in partnership with CONNECT Strategic Alliances

July 23, 2010



• Welcome and introductions

• Immigrant Employment & Immigrant Employment Councils

• Employer Engagement

• Lunch

• Recap and Q&A

• Employer Tools and Resources

• Next Steps

Overview


Introductions

• Elizabeth McIsaac, Executive Director, • Racquel Sevilla, Manager, Corporate and Stakeholder

Relations• Navpreet Singh, Manager, Training and Workshop

Development


Learning Objectives

1. Create baseline knowledge on finding solutions to the challenges of immigrant employment

2. Share expertise and experience in managing employer relationships

3. Build familiarity with resources (e.g. hireimmigrants.ca, workshop binder, etc.)

4. Build a community of practice


Immigrant Employment and Immigrant Employment Councils

(IECs)

Elizabeth McIsaac


• 19.8% of Canada’s total population in 2006 was foreign born

• Between 2001 and 2006, Canada's foreign-born population grew by 13.6%

• 57.3% of immigrants who came in the last five years were in the prime-working age group of 25 to 54. Compared to 42.3% of the Canadian born population

• Immigrants suffer substantially higher unemployment rates than the Canadian-born.

Why it matters


Why it matters

Employers

• Labour / skill pool

• Globalization

• Diversifying local markets

• New-Canadian skills

• Mandates for corporate social responsibility

Newcomers

• Quantity of skilled talent

• Quality of skilled talent

• Frequency of arrivals

• Proportion of local market

• Opportunities for local and international business

Business imperative to make connections


• Toronto City Summit Alliance

• The Maytree Foundation

• Manulife Financial

• Local, multi-stakeholder collaboration to develop solutions

The TRIEC Story


TRIEC

Leadership council of labour market participants

Immigrant-readiness = Labour-market readiness


What does TRIEC do?

1. Convenes and collaborates with partners, creating opportunities for skilled immigrants to connect to the local labour market. [individual]

2. Works with key stakeholders, particularly employers, building their awareness and capacity to better integrate skilled immigrants into the workforce. [organizational]

3. Works with all levels of government, enhancing coordination and effecting more responsive policy and programs for skilled immigrant employment. [systemic]


Challenge• Immigrants lack professional networks that help make linkages to

employment opportunities

Solution• Occupation-specific matches between a newly arrived skilled

immigrant and their established Canadian counterpart• Since 2004, more than 5500 matches have been made• Nearly 80% of mentees surveyed have found full-time positions• Participation of 50+ corporate partners to recruit mentors

Making connections


Outcomes for mentees

• 85% report positive satisfaction with the program • Most frequently mentioned positive impacts include

– increased confidence

– increased understanding of their field

– finding employment.

• 81% of mentees surveyed are currently employed vs 48% before mentoring, and 82% of those currently employed are working in their field of choice.

• Of those who had worked in Canada before and are working now reported an average increase in annual income of 75%.


Mentors: before and after

Benefit Before After

Understand the barriers faced by new immigrants 52 % 95 %

Confident they can work effectively with a new immigrant 67 89

Appreciate the skills and assets immigrants bring 65 89

Confident in supporting immigrants in adapting to the workplace 61 90

Have good coaching skills they can apply at work 69 93

Would promote immigrant integration to colleagues 45 79

Discuss barriers faced by immigrants with colleagues 41 74

Would hire new immigrants, or refer them 76 95


Top 5 corporate partners


Building awareness


Building awareness

Immigrant Success Awards


Building capacity


Employer Workshops

Equip employers with strategies, resources and tools to effectively recruit, select, and integrate skilled immigrants

Building capacity

Finding Talent: techniques for recruiting and selecting skilled immigrants


Working with government

• Intergovernmental relations committee (IGR) with membership by invitation to all relevant departments, ministries

• Facilitating vertical and horizontal integration

• Credible non-government convener and secretariat


Other cities

ALLIES• Maytree and J.W. McConnell Family Foundation• Vancouver, Edmonton, Calgary, Saskatoon, Montreal, Ottawa,

London, Niagara, Waterloo, Moncton & Fredericton, Halifax, Auckland

Alliés Montréal• $6M agreement between MICC and La Cre includes 3 years of

funding for Montreal Mentoring - 1st matches in May/June 2010• Allies Montreal has coordinated a Business Council (advisory)• Anne-Marie Marcotte, Chargée de projet - Conférence régionale des

élus de Montréal


Employer Engagement

Racquel Sevilla


Outline

• The first three months• Employer engagement model• Employer stories• The first meeting• Challenges, key learnings & tips


The CSRM Role

Corporate & Stakeholder Relations Manager Role

• Engage stakeholders in TRIEC’s objectives and programs

• Achieve immigrant-readiness among stakeholders

• Components of our work:

– Strategy development

– Relationship management & development

– Convening / collaborating / catalyzing


The First Three Months

• Read• Meet with your colleagues• Meet with external partners• Stay informed


Employer Engagement

Internal Coordination• Established CSRMs as point of contact to

employers• Implemented mechanisms to enhance internal

coordination:– Bi-weekly employer-facing team meetings– Email communication – Internal team meetings– Customer Relationship Management (CRM)

system


Employer Engagement

Effective employer engageme

nt


Awareness

Increasing employer awarenessawareness of the value of immigrant skills, education and experience

TRIEC:• Public awareness (print, TV

ads, media / public relations, IS Awards)

CSRM Role:• Speaking opportunities• Strategy development:

identification of partnership opportunities, target groups, setting priorities

• Employer outreach


• Immigrants are a source of knowledge and skills• Immigrants are a source of new and expanded

business opportunities• Cultural diversity brings innovation & new

perspectives

Source: “Immigrant-Friendly Businesses”, Conference Board of Canada, Nov 2009

http://www.conferenceboard.ca/documents.aspx?DID=3278

Why consider skilled immigrants?


Acceptance

Increasing employer acceptanceacceptance of the need to explore solutions and opportunities

Employer:• Internal buy-in

CSRM Role:• Relationship development

and management• Tailoring solutions to meet

employer needs • Coordination with TRIEC

and partner teams


Action

Enabling employers to take actionaction & engage in solutions to recruit & integrate skilled immigrants

Employers:• Participation in programs• Spokespersons• Champions• Informing solutions

CSRM Role:• Hand-off to programs• Feedback • Convening• Identifying opportunities to

re-engage


Pitney Bowes Example

Launches Mentoring pilotLaunches Mentoring pilot

Expands Mentoring ProgramExpands Mentoring Program

Works with TRIEC on immigrant-focused committees

Works with TRIEC on immigrant-focused committees

Wins HRPA award for diversity marketing

Wins HRPA award for diversity marketing

Joins TRIEC councilJoins TRIEC council

Posts jobs through TRIEC partner agencies


Works with ALLIES to expand mentoring outside of the GTA

Works with ALLIES to expand mentoring outside of the GTA

Wins IS AwardWins IS Award

20082007 2009 2010


American Express Example

VP Legal mentor wins Mentor of the Year

VP Legal mentor wins Mentor of the Year

Mentoring Program expands to peer group

Mentoring Program expands to peer group

Holds onsite recruitment event w/ TRIEC partners

Holds onsite recruitment event w/ TRIEC partners


20082005/6 2009 2010

Individual mentors sign-up

Individual mentors sign-up Joins TRIEC’s

York advisory committee

Joins TRIEC’s York advisory committee

HR intro to TRIEC partner agencyHR intro to TRIEC partner agency

Hosts BUILD IT launch, Amex President speaks

Hosts BUILD IT launch, Amex President speaks

Mentoring Program expands to other divisions as part of diversity initiatives

Mentoring Program expands to other divisions as part of diversity initiatives

Director of IT joins BUILD IT advisory committee & commits her division as pilot

Director of IT joins BUILD IT advisory committee & commits her division as pilot

Continues to participate in BUILD IT initiatives

Continues to participate in BUILD IT initiatives


Steam Whistle Brewing Example

Wins IS AwardWins IS Award

Participates in HR consultant projectParticipates in HR consultant project

Media coverage: CBC Radio, TV and Workopolis TV, Workplace News

Media coverage: CBC Radio, TV and Workopolis TV, Workplace News

Sponsor of IS Awards Selection Committee





20082007 2009 2010



Media coverage: Financial Post

Media coverage: Financial Post

Media coverage: Globe & Mail

Media coverage: Globe & Mail


HelpCaster Example

IS Award nomineeIS Award nominee

CIO participates in TRIEC-chaired Conference Board of Canada panel sharing best practices

CIO participates in TRIEC-chaired Conference Board of Canada panel sharing best practices

CIO meets with TRIECCIO meets with TRIEC

Participating in TRIEC partner’s pilot project

Participating in TRIEC partner’s pilot project

2009 2010

Extending the partnership opportunity to industry association

Extending the partnership opportunity to industry association


The First Meeting

• Before the meeting– Research on the company– Bring relevant ideas and resources

• At the meeting– Learn about their business needs, priorities, capacity to engage

and systems– Make preliminary recommendations, discuss, gauge interest– Invite them to sign-up for mailing lists

• After the meeting– Recap recommendations, provide additional resources– Facilitate connections / introductions to programs

• Schedule follow-ups


Key Learnings

Challenges Learnings & Tips

initial contact • network • create opportunities for follow-up contact • employers opening doors to opportunities accelerates success

turnover of employer contacts

• get your contact to introduce/endorse you to their replacement; bring the replacement up-to-speed• stay in touch and engage your contact’s new organization• TRIEC council membership transition from individual to institutional; more embedded within the organization


Key Learnings


sales cycle is long

• establish a means of staying in contact • success is also a factor of need, timing and capacity

many employer contacts, not coordinated

• be prepared to connect the dots – you may be more aware of their immigrant activities

external factors (e.g. recession)

• do your research about the industry and the particular employer • know where the job opportunities are• messaging may need to change


Key Learnings


employer fatigue

• the risk is higher if you have a small stable of employers• one person manages the employer relationship• CRM software is a good tool

appropriate and effective opportunities for action

• find other opportunities to engage (e.g. involve in partner programs, as spokespersons, seek input on program development)


Key Learnings


employers do not have time to learn about & engage in programs

• understand their needs; help them navigate through the options

employers say they receive too many calls from various programs

• coordinate requests / opportunities with partners / internal team

employers have challenges getting internal buy-in

• support your champion• pilot, demonstrate success • find ways to get the hiring managers in front of skilled immigrants (mentoring, job fairs, info sessions)


Conclusion

Effective employer engagement:

• Employer-focused

• On-going

• Managed


Employer Tools and Resources

Navpreet Singh


Outline

• Introduce www.hireimmigrants.ca

• Introduce hireimmigrants.ca Roadmap

• Explore Employer Resource Guide and navigate sites to locate resources and tools


www.hireimmigrants.ca

hireimmigrants.ca

• How, Why, Who, What, Tools

• Access to promising practices and case studies

• Employer resources include: webinars, email tips (HR e-tips) on current and emerging topics, cultural competence videos

• hireimmigrants.ca Roadmap


hireimmigrants.ca Roadmap

• Free, online and interactive HR planning tool

• Provides step-by-step strategies and tools at every stage of the HR lifecycle to effectively recruit and retain skilled immigrants

New Realities. New Opportunities.New Realities. New Opportunities.

Employer Resources:BUSINESS DRIVERS


Business Drivers forConsidering Skilled Immigrants

• Recent articles that speak to the business drivers for considering skilled immigrant job candidates as a source for talent:

www.hireimmigrants.ca/resources/?resource=news

(quick link – Media Room)


Employer Resources:CREATING BIAS-FREEJOB DESCRIPTIONS


Job Descriptions

hireimmigrants.ca Roadmap:

www.hireimmigrants.ca/Roadmap/#/recruit/define-the-role

(Roadmap Recruit (folder) Define the role (folder) pg 5)


Employer Resources:SOURCING JOB-READYSKILLED IMMIGRANTS


Community Agencies

www.casip.ca CASIP: Consortium of Agencies Serving Internationally-Trained Persons • Network of 8 community agencies in GTA• Employer services include:

– Free job-posting services– Access to large talent pool (pre-screened skilled immigrants)– Job fairs– Language & Communications training

• DEMO: To locate a community agency in your region:www.hireimmigrants.ca/how/1/2(How talent pool ask an agency Ontario, all)

• Benefit for EmployersBenefit for Employers:– Saves time and resources on sourcing and assessment


Internship Programs

www.careerbridge.ca

• 4- to 12-month paid internships for skilled immigrants

• Benefits for EmployersBenefits for Employers:

– Access to pre-screened, job-ready skilled immigrant candidates with experience in the Canadian workplace

– Can “test the waters” before making hiring commitments

– No commitment to hire after internship

– Access to mature pool that can address current skills shortages, diversity and expand international expertise


Bridging Programs

www.citizenship.gov.on.ca/english/working/experience/

• Community agencies and organizations (incl. educational institutions and professional associations) offer bridging programs in specific professions to help skilled immigrants integrate into their professional fields in Canada

• Benefits for Employers:

– Access to a skilled immigrant talent pool that has received training and exposure to help them successfully participate in the Canadian workplace, in their profession

– Some bridging programs are sector-specific


Other Sourcing Options

Professional Immigrant Networkswww.triec.ca/programs/ImmigrantNetworks • Aim: build collective capacity of immigrant

networks so they can connect their skilled immigrant members to employment

• 70+ active sector- and ethno-specific professional groups run by and for skilled immigrants

• Directory available for download• Network provides access to large talent pool (30K

immigrants) from 11 sectors

Canada Immigration Integration Projecthttp://ciip.accc.ca• Connect with skilled immigrants from top

source countries, pre-arrival


Employer Resources:RESUME AND TELEPHONE

SCREENING


Screening

hireimmigrants.ca Roadmap:

www.hireimmigrants.ca/Roadmap/#/assess-and-select/assess/screen-resumes

(Roadmap Assess & Select (folder) Assess (folder) Screen Resumes (folder) and tools on the side)

Webinar - Resumes and Cultural Bias: How Many Qualified Candidates Has Your Company Screened Out?

www.hireimmigrants.ca/resources/resource=teleseminar&id=19

(quick link Webinars Show all items …)


Employer Resources:INTERVIEWING


Resources on InterviewingSkilled Immigrant Job Candidates

• Cross-Cultural Interviewing Tool

• Videos

– Finding Talent (how to view and download video)

www.hireimmigrants.ca/tools/4– hireimmigrants.ca Roadmap:

www.hireimmigrants.ca/Roadmap/#/assess-and-select/assess/prepare-for-the-interview

(quick link Roadmap Assess & Select (folder) Assess (folder) Prepare for the Interview (folder) Tools on right-hand side)


Resources on InterviewingSkilled Immigrant Job Candidates

• Webinar: Cross Cultural Interviewing and Selecting

www.hireimmigrants.ca/resources/?resource=teleseminar&id=20

(quick link Webinar Show all items …)


Employer ResourcesSELECTION


Resources on HiringSkilled Immigrant Job Candidates

• Audio File: Planning and Sourcing to Reach Your Company’s Full Potential

www.hireimmigrants.ca/resources/?resource=teleseminar&id=7

(quick link Webinar Show all items … )

• Ontario Human Rights Commission:

www.ohrc.on.ca/en/resources

(navigate folders for info required)


Employer ResourcesINTEGRATION


IntegratingSkilled Immigrant Employees

• Main issues

– religious accommodation

– language training programs


Religious Accommodation

• Webinar – Religious Accommodation in the Workplace

• Webinar – Separation of Church and Work: What Employers Need to Know About Accommodation

www.hireimmigrants.ca/resources/?resource=teleseminar&display=all

(quick link Webinar Show all items …)


Language Training Programs

• Programs vary and include workplace communication, grammar and writing, conversational classes, pronunciation training, OSLT

• Offered by community organizations (fee, onsite) and private providers

• Ontario Immigration website’s “Language Class Wizard”: http://www.onlinetools.ontarioimmigration.ca/esl/wizard/index.aspx?culture=en (a simple, step-by-step online process to locate various language classes or training programs in your specific region)


Thank you!

www.triec.ca


Post Workshop Employer Support: TRIEC and CONNECT for Ontario Chamber of Commerce, July 23, 2010

Business

resourceteleseminaramp

retaining

large talent

integrate

skilled immigrant

job connect

skilled immigrants

talent pool