Hiring Immigrants ProjectKey Findings for Community Members

The first study of its kind in Hamilton, the Hiring Immigrants Project provides insight into employers’ attitudes and experi-ences in hiring, diversity, and more. This booklet describes key findings from the study. Please check out the “Key Learnings” section to find research-based suggestions for how you can help your immigrant clients find appropriate employment.

Did you know… Hamilton employers are generally optimistic about hiring and growth.

Hamilton employers rely heavily on informal methods of recruitment, and two-thirds identified recruitment as a challenge, especially for skilled positions.

Hamilton employers want employees with strong language and communication skills.

Overall, Hamilton employers are very satisfied with hiring recent immigrants.

Details inside!

Recent Immigrants to Hamilton• Have higher levels of education than our Canadian-born population: close to 40%

of new permanent residents in the Hamilton area have a university degree.

• Just under half are of prime working age (age 25-44).

• More than half expressed their intention to work.

• Came from a wide range of countries, especially Philippines, India, China, Iraq, and USA.

A diverse workforce gives businesses a competitive advantage…. • Increases access to needed skills; Immigrants in Hamilton are highly skilled and highly educated

• Improves employee retention; Immigrants tend to retain their positions longer, have excellent attendance and bring a high sense of commitment into the workplace

• Increases innovation; Immigrants bring innovative thinking to the workplace, adding new perspectives and new approaches

• Increases connections to new markets; Immigrants bring links to diverse communities in the Hamilton area as well as new markets abroad

• Enhances corporate image; Hiring immigrants can improve an organization’s reputation in the business community and demon-strate that they are a progressive employer.

About the HIPC Employment Working Group Comprised of local service providers, government, and business organizations, the Em-ployment Working Group of the Hamilton Immigration Partnership Council focuses on the employment and labour market needs for recent immigrants to Hamilton. This Work-ing Group seeks to increase newcomers’ awareness of employment and training services, improve newcomers’ access to the local labour market, and engage employers to support the hiring and integration of newcomers in the workplace.

The complete project report can be downloaded from www.workforceplanninghamilton.ca

Booklet contents prepared by Sarah V. Wayland, PhD.

About the Hiring Immigrants Project Just under 4,000 immigrants came to Hamilton in 2012, more than half of them expressing their intention to work here. Despite having high levels of education on the whole, many recent immigrants have difficulty finding jobs that fit their experience and skills. To gain a better understanding of employer readiness for hiring recent immigrants (arriving within the past 10 years) in Hamilton, several organizations came together to conduct a survey of local employers. A total of 318 employers responded to the survey which was administered by three trained telephone agents. The sample is representative of the overall employer population in Hamilton with respect to sector and size (81% goods producing, 19% services producing; more than half of respondents had fewer than 20 employees). Survey results were supplemented by focus groups and interviews with more than 40 local employers. In the survey sample, 58% of employers had experience hiring and employing recent immigrants. Just under 8% of employers were deemed bilingual in that employees were required to speak some language other than English in the workplace. The most common other language required was French. The research was guided by a partnership between Workforce Planning Hamilton, the Francophone Immigration Network, and the Hamilton Immigration Partnership Council’s (HIPC) Employment Working Group. The HIPC Employment Working Group acted as the Steering Committee for the Hiring Immigrants Project.

June 2013

Funded by:

Employers’ Hiring Challenges

Hamilton employers are generally optimistic about hiring and growth. The potential for immediate hiring needs was highest among large organizations. While 58% of employers indicated that it was very likely they would hire at least one new employee over the next 12 months, almost all (97%) of the largest employers indicated that hiring at least one employee over the next 12 months was very likely.

Almost two-thirds of employers identified employee recruitment as a challenging issue; 6 in 10 cited difficulties recruiting employees with the required skills. Employ-ers indicated the potential for job openings, but they also noted the difficulties with filling those open-ings. Organizations in the goods-producing sector are slightly less likely than service-sector organizations to have difficulties and challenges in this regard.

Employers, even larger employers, rely heavily on informal methods of recruiting new employees. Informal methods (word-of-mouth and personal contacts) are the most commonly used methods of employee recruitment, even among larger employers. Larger organizations and service-sector organizations are most likely to employ resource-intensive methods (such as company websites and co-ops) than are smaller and goods-producing or-ganizations. They are also more likely to make use of government-funded employment service agencies.

Key LearningsCreate social networks that can connect you to local employers. Professional organizations in your community, industry, or profession are a good place to start. You can also arrange an “informational in-terview” with potential employers. Visiting them will help build a personal connection.

Find a mentor who can help expand your networks. Hamilton has a new program for internationally-trained professionals that will help make these matches. Contact Workforce Hamilton Planning for more information (ph. 905-521-5777).

Employers Find that Language and Communication Skills are

Extremely Important

Language and communication issues are very im-portant hiring criteria. Almost 80% of employers surveyed stated that language and communication concerns would prevent them from hiring immigrants. Issues related to education and the evaluation of edu-cational credentials are also important to employers, but these were not nearly as important as language and communication. Despite this barrier having figured prominently in Canadian literature and media coverage in recent years, “lack of Canadian work experience” did not figure greatly among employers’ concerns. In the employer focus groups, participants generally supported the survey findings, especially around the importance of language and communication skills. Some participants felt that employers were reluctant to in-vest in employee training, but others stated that their organization preferred to hire people with good “soft skills” (including communication) and train them in the workplace for the specific job skills. Participants noted that the nature of the job market has changed, with the decline of well-paying lower skilled jobs.

Many Hamilton employers want to hire individuals who can speak other languages in addition to English, espe-cially French. The ability to speak more than one language can be an advantage to employers who wish to connect with new clients or customers or reach new markets. Employers from many sectors -- including healthcare, hospitality, financial services, and professional services – provided examples of this language advantage in our research. French was by far the most commonly-cited second language of interest to employers, but many other languages were mentioned.

Key Learnings Improve your English or French language skills by focusing on workplace communication and “soft skills.” Local opportunities to develop these skills are listed on WIN Hamilton (winhamilton.ca) under “Training and Upgrading” and searchable by “ESL” or “French.”

If you speak other languages in addition to English, list them on your resume.

If appropriate for the employment you seek, have your international educational and other credentials assessed by a Canadian assessment service.

Employers on the Whole are Very Satisfied With Hiring Recent Immigrants

Almost all Hamilton employers feel that Canadian-born employees have integrated well with immigrant employees, and most are very satisfied with hiring immigrants. Close to 90% of employers, regardless of size or sector, feel that Canadian-born employees have integrated well with immigrant employees. 78% of employers surveyed were very satisfied with hiring immigrants, and another 19% were somewhat satisfied.

Employers stated that most immigrant employees work in skilled positions, and 7 in 10 stated they do not find it difficult to evaluate educational credentials

of immigrant applicants for skilled positions. Among employers who actually hired recent immigrants, 71% reported that they don’t find it difficult to evaluate the educational credentials of immigrant applicants. Service sector organizations were more likely to have difficulty com-pared to goods-producing organiza-tions. Smaller organizations were

the most likely to report having difficulty evaluating education credentials (34%) compared to medium-sized (29%) and large organizations (19%).

The overwhelming reason why employers have hired immigrants is that they were the best qualified ap-plicants. A significant portion of employers also hired immigrants to realize new business opportunities or help diversify their client base. This finding indicates that most employers do not purposely target immigrants for hiring. However, they are open to hiring immigrants. A significant portion of Hamilton employers do want to hire immigrants specifically.

Key LearningsYou can feel confident about referring recent im-migrants to employers.

Promote the benefits of hiring immigrants to employ-ers, such as with a one-pager of quick facts about the advantages of a diverse workforce.

Encourage clients to be able to articulate to potential employers how their international experience can benefit organizations.

Employers Under Utilize Employment Services

Just under half of employers surveyed expressed an interest in supports from local agencies with sourcing and hiring immigrants. Among the organizations express-ing interest in such supports and services, they most commonly cited an interest in obtaining information on where to source immigrant talent, followed closely by an interest in accessing a database of immigrant resumes. Service sector employers were more than twice as likely as goods-producing to be interested in working with employment service providers to find and hire immigrants. Only 24% of goods-producing organizations expressed an interest in making use of such services, compared to 53% of service-sector organizations.

Just under half of the organi-zations (45%) were aware of any local agencies that provide services to help them hire im-migrants. These results indicate a general lack of awareness by most employers regarding local agen-cies that might be able to provide employment supports.

Some employers stated that they would like to diversify their workforce but did not know how to go about increasing diversity and connecting with immigrants.

Key Learnings Attend professional organization and networking events to make personal connections with employers who might be interested in hiring immigrants. Take time to learn about their various labour-related needs and to offer job candidates who are well-matched.

Develop easy-to-understand materials to describe the services you provide.

Promote your services as well as the diverse client base you have, and the benefits of that diversity.

Employers’ Hiring Challenges

Hamilton employers are generally optimistic about hiring and growth. The potential for immediate hiring needs was highest among large organizations. While 58% of employers indicated that it was very likely they would hire at least one new employee over the next 12 months, almost all (97%) of the largest employers indicated that hiring at least one employee over the next 12 months was very likely.

Almost two-thirds of employers identified employee recruitment as a challenging issue; 6 in 10 cited difficulties recruiting employees with the required skills. Employ-ers indicated the potential for job openings, but they also noted the difficulties with filling those open-ings. Organizations in the goods-producing sector are slightly less likely than service-sector organizations to have difficulties and challenges in this regard.

Employers, even larger employers, rely heavily on informal methods of recruiting new employees. Informal methods (word-of-mouth and personal contacts) are the most commonly used methods of employee recruitment, even among larger employers. Larger organizations and service-sector organizations are most likely to employ resource-intensive methods (such as company websites and co-ops) than are smaller and goods-producing or-ganizations. They are also more likely to make use of government-funded employment service agencies.

Key LearningsCreate social networks that can connect you to local employers. Professional organizations in your community, industry, or profession are a good place to start. You can also arrange an “informational in-terview” with potential employers. Visiting them will help build a personal connection.

Find a mentor who can help expand your networks. Hamilton has a new program for internationally-trained professionals that will help make these matches. Contact Workforce Hamilton Planning for more information (ph. 905-521-5777).

Employers Find that Language and Communication Skills are

Extremely Important

Language and communication issues are very im-portant hiring criteria. Almost 80% of employers surveyed stated that language and communication concerns would prevent them from hiring immigrants. Issues related to education and the evaluation of edu-cational credentials are also important to employers, but these were not nearly as important as language and communication. Despite this barrier having figured prominently in Canadian literature and media coverage in recent years, “lack of Canadian work experience” did not figure greatly among employers’ concerns. In the employer focus groups, participants generally supported the survey findings, especially around the importance of language and communication skills. Some participants felt that employers were reluctant to in-vest in employee training, but others stated that their organization preferred to hire people with good “soft skills” (including communication) and train them in the workplace for the specific job skills. Participants noted that the nature of the job market has changed, with the decline of well-paying lower skilled jobs.

Many Hamilton employers want to hire individuals who can speak other languages in addition to English, espe-cially French. The ability to speak more than one language can be an advantage to employers who wish to connect with new clients or customers or reach new markets. Employers from many sectors -- including healthcare, hospitality, financial services, and professional services – provided examples of this language advantage in our research. French was by far the most commonly-cited second language of interest to employers, but many other languages were mentioned.

Key Learnings Improve your English or French language skills by focusing on workplace communication and “soft skills.” Local opportunities to develop these skills are listed on WIN Hamilton (winhamilton.ca) under “Training and Upgrading” and searchable by “ESL” or “French.”

If you speak other languages in addition to English, list them on your resume.

If appropriate for the employment you seek, have your international educational and other credentials assessed by a Canadian assessment service.

Employers on the Whole are Very Satisfied With Hiring Recent Immigrants

Almost all Hamilton employers feel that Canadian-born employees have integrated well with immigrant employees, and most are very satisfied with hiring immigrants. Close to 90% of employers, regardless of size or sector, feel that Canadian-born employees have integrated well with immigrant employees. 78% of employers surveyed were very satisfied with hiring immigrants, and another 19% were somewhat satisfied.

Employers stated that most immigrant employees work in skilled positions, and 7 in 10 stated they do not find it difficult to evaluate educational credentials

of immigrant applicants for skilled positions. Among employers who actually hired recent immigrants, 71% reported that they don’t find it difficult to evaluate the educational credentials of immigrant applicants. Service sector organizations were more likely to have difficulty com-pared to goods-producing organiza-tions. Smaller organizations were

the most likely to report having difficulty evaluating education credentials (34%) compared to medium-sized (29%) and large organizations (19%).

The overwhelming reason why employers have hired immigrants is that they were the best qualified ap-plicants. A significant portion of employers also hired immigrants to realize new business opportunities or help diversify their client base. This finding indicates that most employers do not purposely target immigrants for hiring. However, they are open to hiring immigrants. A significant portion of Hamilton employers do want to hire immigrants specifically.

Key LearningsYou can feel confident about referring recent im-migrants to employers.

Promote the benefits of hiring immigrants to employ-ers, such as with a one-pager of quick facts about the advantages of a diverse workforce.

Encourage clients to be able to articulate to potential employers how their international experience can benefit organizations.

Employers Under Utilize Employment Services

Just under half of employers surveyed expressed an interest in supports from local agencies with sourcing and hiring immigrants. Among the organizations express-ing interest in such supports and services, they most commonly cited an interest in obtaining information on where to source immigrant talent, followed closely by an interest in accessing a database of immigrant resumes. Service sector employers were more than twice as likely as goods-producing to be interested in working with employment service providers to find and hire immigrants. Only 24% of goods-producing organizations expressed an interest in making use of such services, compared to 53% of service-sector organizations.

Just under half of the organi-zations (45%) were aware of any local agencies that provide services to help them hire im-migrants. These results indicate a general lack of awareness by most employers regarding local agen-cies that might be able to provide employment supports.

Some employers stated that they would like to diversify their workforce but did not know how to go about increasing diversity and connecting with immigrants.

Key Learnings Attend professional organization and networking events to make personal connections with employers who might be interested in hiring immigrants. Take time to learn about their various labour-related needs and to offer job candidates who are well-matched.

Develop easy-to-understand materials to describe the services you provide.

Promote your services as well as the diverse client base you have, and the benefits of that diversity.

Hiring Immigrants ProjectKey Findings for Community Members

The first study of its kind in Hamilton, the Hiring Immigrants Project provides insight into employers’ attitudes and experi-ences in hiring, diversity, and more. This booklet describes key findings from the study. Please check out the “Key Learnings” section to find research-based suggestions for how you can help your immigrant clients find appropriate employment.

Did you know… Hamilton employers are generally optimistic about hiring and growth.

Hamilton employers rely heavily on informal methods of recruitment, and two-thirds identified recruitment as a challenge, especially for skilled positions.

Hamilton employers want employees with strong language and communication skills.

Overall, Hamilton employers are very satisfied with hiring recent immigrants.

Details inside!

Recent Immigrants to Hamilton• Have higher levels of education than our Canadian-born population: close to 40%

of new permanent residents in the Hamilton area have a university degree.

• Just under half are of prime working age (age 25-44).

• More than half expressed their intention to work.

• Came from a wide range of countries, especially Philippines, India, China, Iraq, and USA.

A diverse workforce gives businesses a competitive advantage…. • Increases access to needed skills; Immigrants in Hamilton are highly skilled and highly educated

• Improves employee retention; Immigrants tend to retain their positions longer, have excellent attendance and bring a high sense of commitment into the workplace

• Increases innovation; Immigrants bring innovative thinking to the workplace, adding new perspectives and new approaches

• Increases connections to new markets; Immigrants bring links to diverse communities in the Hamilton area as well as new markets abroad

• Enhances corporate image; Hiring immigrants can improve an organization’s reputation in the business community and demon-strate that they are a progressive employer.

About the HIPC Employment Working Group Comprised of local service providers, government, and business organizations, the Em-ployment Working Group of the Hamilton Immigration Partnership Council focuses on the employment and labour market needs for recent immigrants to Hamilton. This Work-ing Group seeks to increase newcomers’ awareness of employment and training services, improve newcomers’ access to the local labour market, and engage employers to support the hiring and integration of newcomers in the workplace.

The complete project report can be downloaded from www.workforceplanninghamilton.ca

Booklet contents prepared by Sarah V. Wayland, PhD.

About the Hiring Immigrants Project Just under 4,000 immigrants came to Hamilton in 2012, more than half of them expressing their intention to work here. Despite having high levels of education on the whole, many recent immigrants have difficulty finding jobs that fit their experience and skills. To gain a better understanding of employer readiness for hiring recent immigrants (arriving within the past 10 years) in Hamilton, several organizations came together to conduct a survey of local employers. A total of 318 employers responded to the survey which was administered by three trained telephone agents. The sample is representative of the overall employer population in Hamilton with respect to sector and size (81% goods producing, 19% services producing; more than half of respondents had fewer than 20 employees). Survey results were supplemented by focus groups and interviews with more than 40 local employers. In the survey sample, 58% of employers had experience hiring and employing recent immigrants. Just under 8% of employers were deemed bilingual in that employees were required to speak some language other than English in the workplace. The most common other language required was French. The research was guided by a partnership between Workforce Planning Hamilton, the Francophone Immigration Network, and the Hamilton Immigration Partnership Council’s (HIPC) Employment Working Group. The HIPC Employment Working Group acted as the Steering Committee for the Hiring Immigrants Project.

June 2013

Funded by: