Navigating Barriers in Recruitment

The tools and resources suggested can help create an environment where international candidates thrive and contribute their diverse skills and perspectives, ultimately enriching the organization's overall success.

Recruitment

When it comes to recruitment and selection, considerations and resources around interview questions, processes and practices, and work-integrated learning opportunities for international students and graduates could help mitigate potential gaps or perceived barriers.

Cultivating a diverse workforce is also an opportunity to acknowledge potential inequities in the workplace and how employers can actively contribute to positive change.

Interview questions for culturally diverse candidates

Consider the following.

Simplify language

Strive for simplicity and clear and straightforward language in your interview approach by avoiding acronyms, figures of speech, slang, jokes, abbreviations and idioms that may not easily translate across cultures.^[1]

While many of us use humour and small talk to make candidates more comfortable during the interview if international candidates do not understand your jokes or appear to struggle with small talk, recognize that it is likely a sign of cultural differences and does not reflect their communication skills.

Accents and informal communication proficiency

Accents and informal communication proficiency can impact the initial interview phase. Someone with a foreign accent to Canada should not be equated with a lower capability, intelligence or ability to connect with colleagues.

Existing societal norms may sometimes breed these misconceptions. Determine if strong communication skills are vital for safety-critical roles, communication-focused positions, or simply a preference. When assessing candidates, it’s important to reflect on whether their accent reflects language proficiency.

Consider implementing language equity practices such as competency-based testing that can assess a candidate’s communication abilities objectively, based on job requirements and qualifications for the role, allowing them to demonstrate skills through practical tasks or simulations rather than by describing them.^[1]

Revisit and reframe interview questions

Consider taking a fresh look at your interview questions through a lens of cultural sensitivity.

An employer shared that certain behavioural-based interview questions may not resonate well with individuals from diverse cultures, potentially hindering effective information gathering.

For instance, a question like “Tell us about a time when you doubted your abilities” may be challenging for candidates from cultures that discourage vulnerability or view it as unacceptable.

Appreciating the potential difficulties associated with such questions ensures a more inclusive and meaningful interview experience.

Revisit Canadian experience requirements

Question whether Canadian experience is actually integral to the skills and performance needed in the role. If not, remove it.^[2] 

Basing hiring and accreditation decisions solely on Canadian experience as a measure of skills and abilities does not determine one’s competency or potential for success.^[3] 

Of unemployed recent immigrants, 40% highlighted the lack of Canadian work experience as a significant obstacle.^[4]

Provide work-integrated learning opportunities

Take advantage of opportunities for applicants to demonstrate their qualifications through internships, practicums, co-ops, short-term contracts or positions that include probationary periods.^[5]

In this toolkit

References

_{[1] Timmins Employer Council. Defining Employer Barriers: Employer Recruitment and Retention Strategies Report & Toolkit
[2] The Conference Board of Canada (2022). The “Canadian Experience” Disconnect. Immigrant Selection, Economic Settlement, and Hiring. Impact Paper
[3] Ontario Human Rights Commission. Removing the “Canadian experience” barrier – A guide for employers and regulatory bodies.
[4] Agopsowicz, A., & Billy-Ochieng, R. (2019). Untapped Potential: Canada needs to close its immigrant wage gap. RBC Economics.
[5] Ontario Human Rights Commission. Removing the “Canadian experience” barrier – A guide for employers and regulatory bodies.}