HIRING INTERNATIONALLY EDUCATED PROFESSIONALS

Transcription

1 HIRING INTERNATIONALLY EDUCATED PROFESSIONALS THE GATEWAY YORK REGION IEP 2012 Yogesh Shah CMC MINDWARE CONSULTANTS Canada

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3 Canada - Canada Small business is big in Canada: 1.2 million units -98.1% of all businesses have fewer than 100 employees. It rises to 99.8%, with 1.7% medium sized businesses. SMEs employed 6.8 million people across Canada -almost 64% of private sector workers in Canada loses $ bn. To $ 4.97 bn. Annually due to under utilisation of immigrant talent.

4 YORK REGION York Region s population is currently the fastest growing in all of Ontario at a rate of almost 3 times that of the province as a whole. In 1996, the region s population was 611,700 in 2006 it was 933,350, In 2010, it was just above 1 million It is projected that by 2016, it will be 1.1 million. The majority of new settlers in the region are immigrants (persons born outside Canada). In 2006, there were 109,270 recent immigrants % of the population.

5 DEMOGRAPHIC CHANGES IN YORK REGION Approximately one-third of the region s population is part of the baby boomer generation and is expected to retire in the coming YEARS. In the York Region, there will be a potential employment demand gap of 3%, or 23,500 jobs by It is projected that by 2031 we will need 77% of our workforce to have post-secondary credentials currently, 60% of the overall Canadian workforce has these qualifications. It is projected that immigration will account for 74% of all population growth in Ontario by 2031.

6 IMPACT ANALYSIS & SCOPE TORONTO - CMA Type Number of businesses* Employment* 2008 Risk Aversion Opportunity Level ** Multiplier Effect *** MICRO 1 4 Emp. 59.2% 103,214 25% 525,000 Very High 80,500 units (85%) % x 1 SMALL 5 99 Emp. 38.1% 66,413 38% 798,000 High 51,800 units 124,000 20% x 2 MEDIUM Emp. 2.5% % 483,000 Medium - Low 3200 units 115,000-30% x 10 LARGE Emp. 0.2% % 338,000 Low 175 units (50%) % x 50 ALL SMEs 173,721 86% m. 135, ,050 All units % - 2.4m 135, ,800 * Statistics Canada 2007/2008. ** Based on 78% SMEs (85% for Micro) NOT employing immigrants - Canadian Federation of Independent Business *** On %age units IEP employability nos.

7 CHALLENGES AND BARRIERS IN HIRING INTERNATIONALLY EDUCATED TALENT

8 THINK TALENT, THINK GLOBAL THINK FIT... RISKS - BARRIERS CHALLENGES SOLUTIONS TOOLS

9 UNDERSTANDING BUSINESS & INDUSTRY Understanding their mindsets, risks and challenges Questions to answer Why? Why? Why? WIIIFM? - What Is In It For Me? HOW? - Time Cost? Risk Management. Want `Capsule Solutions` One Stop Action Toolkit Need to walk them through.

10 IMMIGRANT HUMAN CAPITAL MANAGEMENT IMMIGRANT HUMAN MANAGEMENT

11 A) PSYCHE - MINDSET Lack of Future Planning & Strategy Need to Hire IEPs? PERCEIVED High Costs and time!

12 Lack of HR Capacity B) PRE-HIRING HR Transformation HR Policies, Systems & Procedures Job Requirement Job Profiling

13 C) HIRING PRACTICES Area Specific Guidelines Sources of Manpower Where to find IEPs Assessment Process knowhow Selection Process know-how Understanding foreign credentials Lack of Canadian experience Understanding foreign experience equivalence

14 C) HIRING PRACTICES Area Specific Guidelines Screening of Applications, CVs, Bios Understanding Competency Based Selection Process Interviewing Knowhow What to ask & Not to Ask at Interviews. How to Type Reference Checks Appointment process

15 D) POST-HIRING Sure Steps to Success Orientation & On-boarding How to make the IEP the Right FIT

16 D) POST-HIRING Competency Gap Analysis and Development Program English Language Communication Skills Computer & IT Skills Functional Skills

17 E) ACHIEVING HIGH PERFORMANCE & LEADERSHIP Cultural Diversity Integration & Leverage Need for a workplace culture analysis Cultural Diversity Audit and Action Plan Identifying areas for CI orientation & training Pre & Post Selection as well as Assessment & Selection processes. Companywide cultural diversity integration programs Leveraging Cultural Diversity for enhanced motivation, retention and sustainable High performance.

18 SECTOR COUNCILS - TASC Industry Based & Profession Function Based Trades & Skills Based Training and Assessment Developing and providing sector oriented support services tailored to their specific needs. Must reference Utilize what is required. May not be comprehensive and customized. Ideal to serve as guidelines.

19 A SPECIAL CLASS Patience & Perseverance Need Customized solutions Need to WALK the TALK approach Need development of Trust and Faith -- which would come only with experiencing the benefits and then getting convinced It should make a lot of $$$$$$$$$$ sense

20 The $$$ Sense of Hiring Immigrants The Mathematical Logic + Qualified, Capable & Experienced, Dynamism, Multi-Tasking, Market savvy, Business volume. Relatively less expensive, Reduced unit cost of labour. (Average : Local Canadians $64,239 Immigrants: $48,488) X Intangibles - Productivity, Innovativeness, Flexibility, High Performance, Retention Long-term. Profitability & Growth

21 The $$$ Sense of Hiring Immigrants The Mathematical Logic + Qualified, Capable & Experienced, Dynamism, Multi-Tasking, Market savvy, Business volume. Relatively less expensive, Reduced unit cost of labour. (Average : Local Canadians $64,239 Immigrants: $48,488) X Intangibles - Productivity, Innovativeness, Flexibility, (Under utilisation of Immigrant Talent $ 3.45m m annually) High Performance, Retention Long-term. Profitability & Growth

22 HIRING INTERNATIONALLY EDUCATED PROFESSIONALS THE GATEWAY YORK REGION IEP 2012 Yogesh Shah CMC Tel: , Cell: MINDWARE CONSULTANTS Canada