In this  tip sheet we provide you with some ideas on how to assess experience, skills and competencies of skilled immigrants easily and effectively.

Now that you’ve found your immigrant candidates, how do you easily assess their resumes? Interview them? Check their references? Offer them the job?

Download complete guides: BC HRMA Hiring and Retaining Skilled Immigrants Toolkit and/or the WorkBC Employer’s Tool Kit 4 Diversity at Work.

Here are tips and tools to help employers with the screening and selection process.

Assessing Resumes, Skills and Experience

Assess resumes to “screen in” top talent

The larger your pool of qualified candidates, the better chance you have of hiring someone outstanding. Use the following suggestions to “screen in” talented candidates you might otherwise miss.

Essential/Non-essential skills

Separate the “must have” and “nice to have” skills needed for the job. (You may already have done this in the job description stage.) Some candidates who don’t have your full wish list of “nice to have” skills may more than compensate for this with other skills, such as experience with international markets. Need help in determining what’s essential? Use this skill sorting tool.

Ability

Look for ability, or signs the candidate has the potential to do the job, as demonstrated through past achievements, including volunteer experience. For example, look for evidence the candidate can learn, interpret and apply a law, rather than evidence the candidate knows the law itself.

Experience

Look for related work experience, instead of Canadian work experience, a certain number of years of experience, recent experience, or very specific experience. While hiring someone who has done a very similar job is great, there are also benefits to bringing in someone who can learn the job, and who has additional skills (such as international experience.)

Education

Look for the qualities or knowledge needed to perform the work effectively, rather than a specific credential (a degree, diploma, certificate or licence).

Communication

Look for the ability to carry out the specific communication tasks required, rather than generalized “effective communication skills.” Assess problems with readability, spelling or grammar problems in a resume carefully: a person whose first language is not English may make errors, but can still communicate at an acceptable level to do the job. Balance typos with other qualities and experience before disqualifying a candidate.

Cultural norms

Cultural norms vary widely. Immigrants may include religious greetings, mention of their families or other personal information Canadians do not generally put on resumes. Immigrants may also include information in their resumes about their universi­ty ranking because this achievement is highly prized in their country. (If your workplace already includes staff from the same cultural background, you may want to ask them for context if unusual information is included.) Culturally-competent hiring focuses on the immigrant’s skills, knowledge, and experience and doesn’t disqualify candidates because of cultural differences.

Time at previous jobs

When reviewing resumes, long tenure at a job can be interpreted as a sign of loyalty or a lack of ambition, while frequent job changes can be seen as a lack of commitment to employers. But immigrants may have many reasons for atypical employment histories. Ask for clarification before dismissing an otherwise excellent candidate.

Verify foreign credentials

Most employers are less concerned with credentials than with the ability to get the job done, which can be assessed through scenario-based, “how would you handle X…” questions in interviews.

However, if verifying credentials is a concern, ask candidates to provide an independent assessment and verification of their credentials, or commission an assessment yourself through an organization such as the International Credential Evaluation Service (ICES) at BCIT.

Some professions are regulated in BC, and employees in these professions must be licensed. For more information about verifying the credentials of potential employees in these professions, contact the governing body of that profession. Information on regulated professions in BC.

The above content has been adapted from www.hireimmigrants.ca and BC HMRA Hiring and Retaining Skilled Immigrants Toolkit.

Checking References

Local references

If no local references are offered, probe for local character references, such as a volunteer coordinator if the candidate volunteers.

Pick up the phone

Many international references speak some English; call them to check references. Consider sending questions ahead of time by email so the reference can be better prepared. Clarify name pronunciation with the candidate.

Offering and/or Declining the Job

Offering them the job

Immigrants may not be familiar with common Canadian employment terms. Consider adding a plain English description to more technical phrases. For more information on plain language writing, visit the Center for Plain Language.

“A skilled immigrant was offered a job and told he was on the “graveyard shift”. Thinking it meant working in a graveyard, he did not accept the offer!” (BC HMRA focus group).

Declining the job strategically

If the candidate has skills you need, but is weak in key areas, suggest a course of study which would increase their chances next time. This is a quick and risk-free way of developing a pipeline of quality candidates.

Below are tips on screening resumes that will help in the assessment of new immigrant applications. In addition to the tips, be sure to check out the Resume Review Centre where you’ll find examples of different new immigrant resumes and instruction on how to interpret different elements.

Why are resumes critical to the screening process?

The resume is your first impression of a candidate. It is your opportunity to take a step back, objectively assess the talent that is interested in your role, and take the opportunity to screen in high quality candidates. Resumes from new Canadian candidates may produce questions or challenges related to the time and complexity of screening the candidate’s past credentials and experience, and fear around being politically correct in all interactions. This section is devoted to helping you to overcome these barriers.

First, some quick tips.

Perhaps one of the most important tips is that all candidates resumes should be assessed against the same criteria. You may want to modify / use a tool such as the one below to support you. Alternatively, you can create a similar tool of your own based on the job description that you have for the role.

Culturally Competent Screening Tool – You may have used this tool to help identify essential vs. non-essential skills during the job description process. If so, you can continue to use the tool to facilitate the resume review and interview processes.

Tips for screening resumes

There are a number of resources that can support you to effectively screen resumes. Specific tools related to language proficiency, academic credentials, professional credentials, and experience can be found in each respective page. General tools are below:

• BC HRMA: Hiring & Retaining Skilled Immigrants: A Cultural Competence Toolkit
• Government of Canada – Hire Foreign Workers
• Canadian Foundation for Economic Education: Assessing & Selecting Internationally Trained Workers
• The WorkBC Employer’s Tool Kit: A Resource for British Columbia Businesses

Overcoming common challenges

CHALLENGE: I’m not sure whether I should screen this person into the next phase of the selection process or not?

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Why review professional credentials?

Well, because depending on the type of occupation, sometimes you have to. In Canada, there are essentially two types of occupations.

Regulated occupations

Are regulated by provincial and territorial (and sometimes federal) law and governed by a professional organization or regulatory body. Employees in these professions must be licensed, certified, and / or registered by the appropriate body to practice their profession in the province, therefore you must include this as a job requirement. There are two types of regulated occupations: regulated professionals (e.g., doctors, lawyers, and teachers) and skilled / apprenticed trades (e.g., electricians and plumbers).

• Government of British Columbia Ministry of Advanced Education: List of regulated professions and certification bodies.

Non-regulated occupations

Making up the majority of professions / trades in Canada, these are those positions that do not have legal requirements or restrictions on practice through licenses, certificates, or registration. No license, certification, or registration is required to practice.

• Note – Some non-regulated occupations have voluntary professional associations / certifications (e.g., human resources). While no license, certification, or registration is required to practice, membership or certification through the association demonstrates commitment to the profession and adherence to a self regulated set of standards of practice.

There is another definition that you should know…

A Red Seal Trade is a trade for which there are agreed on standards for entry and portability of qualifications across Canada.

• Red Seal Designated Trades in BC

Assessing professional credentials

The First Step

The first step in assessing international professional credentials is understanding if the role you are hiring for is regulated or non-regulated. Use the following tools to help you:

• Canadian Information Center for International Credentials: Information on Access to Occupations in Canada Tool
• Working in Canada: Job Bank Search Tool (a candidate focused tool that will provide you with NOC information regarding roles)

Once you know if the role you are posting for is regulated or not, assess professional credentials as follows:

Regulated occupations

•  The professional organization or regulating body assesses whether an individual meets the criteria established by law. If so, the individual is granted their license, certification, or membership as applicable.
• As licenses are held by an individual and not an organization, it is ultimately the responsibility of the professional to obtain and maintain their license.
• It is the candidate’s responsibility to provide you with the information required to verify their license status.
• It is your responsibility as an employer to understand when regulation applies so that it is appropriately considered and take due steps to ensure the credibility of the credentialing information submitted by the candidate, including contacting the certifying body to confirm membership.
• Some regulated occupations have mutual recognition agreements across Canada and / or internationally. For these occupations, an applicant may list a license from another area that is valid in BC.
• Canadian Information Centre for International Credentials: Mutual Recognition Agreements (MRA)

Non-regulated occupations

• As no licenses, certifications or registrations are required by law for a non-regulated professional to practice, often  assessment of professional qualification is based on education and demonstration of past experience and accomplishments.
  • Assessing Academic Credentials
  • Assessing International Experience
• In addition, for non-regulated occupations that have certifications or membership through professional associations:
  • Contact the professional association directly to request information on pre-requisites for the credential, competencies tested / indicated by the credential, assessment processes, maintenance of the credential, statistics related to uptake and retention, market value (much of this information is commonly found online)
  • Consider the information obtained in terms of credential credibility (e.g., are the assessment processes reliable and valid, is ongoing professional development required to maintain the credential, etc.), and appropriateness for the role
  • If the credential is appropriate, incorporate key competencies into the screening tool you are using to screen all resumes.
  • Tip – Remember that all resumes must be assessed against the same criteria.

Additional Tools

Overcoming Common Challenges

CHALLENGE: The position I’m hiring for is in a regulated profession, but the candidate has not indicated that they are currently certified / licensed in Canada, how do I approach the situation?

Why test language proficiency?

When aspects of a resume lead us to believe that English is an applicant’s second language or when we hear an accent we immediately begin to make associations. Whether consciously or unconsciously, we draw connections to popular cultural references, to others that we know or that we have come into contact with. Sometimes this may cause us to positively view a candidate and perhaps bias us to filter them in, while other times this may create negative connections that bias us to filter the candidate out. The only way to objectively inform screening decisions is to:

• Recognize that typos or grammatical errors do not mean that a person can’t communicate effectively
• Recognize that unfamiliar accents are often difficult to understand initially, and that familiarity will increase understanding
• Determine the level of language proficiency that is necessary for the role. Tip – Essential skill qualifications include essential levels for reading, writing, oral communication and document use. Use the Human Resources & Skills Development Canada: Essential Skills Profiles to help determine appropriate language levels
• Obtain a language proficiency score when required

Decoding Language Proficiency Scores

The following provide quick links to support you to “decode” some of the common language proficiency scores you may encounter on resumes:

• International English Language Testing System (IELTS) 
• Test of English for International Communication (TOEIC)
• Centre for Canadian Language Benchmarks (CCLB) – Relating Canadian Language Benchmarks to Essential Skills: A Comparative Framework

Hiring a Nurse? There’s a specific assessment…

Canadian English Language Benchmarking Assessment for Nurses (CELBAN)

Overcoming Common Challenges

CHALLENGE: When is it necessary for me to further investigate language proficiency?

If a language proficiency score, or completion of a credentialed English language program, is included on the resume you can proceed by comparing the language proficiency indicated with the language requirements determined for the role.

If the resume does not indicate language proficiency, or provides a generalized statement regarding language proficiency that is not associated with formal language training and / or testing (e.g., conversationally fluent in English), you may wish to further investigate language proficiency prior to deciding how to proceed. As is good practice when working from a resume, it is important to verify all of the details that you are using to make a decision.

Only move to further investigate language proficiency if the candidate is otherwise qualified for the role and being considered for further screening. Typically, organizations only contact those candidates who will move forward in the screening process; however, if your organization contacts all candidates you may wish to include specific feedback to the candidate.

Suggested Language –Thank you for applying for our job opening. Your qualifications did not meet the minimum posting requirements for the role. We wish you luck in your ongoing job search. Would you be open to some feedback about your resume?

If the response is yes – Many job opportunities require a certain level of English proficiency and potential employers will look for this on a resume, or request it if it is not available. As someone who is new to the Canadian job market, you may wish to be proactive and add a language proficiency score to your resume to reinforce your readiness to enter the job market and provide potential employers with an objective assessment of your language skills. The International English Language Testing system (IELTS) and Test of English for International Communication (TOEIC) are scores that employers commonly see. You may already have the score and just need to add it. Information about both language proficiency tests can be found online and there are fees involved. The websites will have the most current information.

CHALLENGE: A language score is not provided on the New Canadian’s resume, what do I do?

If an objective assessment of language proficiency is not indicated on the resume, but the candidate otherwise meets the criteria to proceed to the next stage of the hiring process, you can proceed with one or both of the following options:

1. A phone screening is commonly done to narrow a large pool of potentially qualified candidates down to a smaller number for in-person interviews, and clarify any gaps or confusions from the resume. If phone interviews will be conducted with all potentially qualified candidates, use the same interview structure for all candidates. Remember that it often takes several minutes to become accustomed to an unfamiliar accent. Reflect on the call and use the information from this call to inform how you will proceed. This may involve requesting a formal assessment and / or proceed without a formal assessment due to the proficiency. If the latter, ensure that the interview process includes questions and / or assessments (e.g., mini simulations of realistic job duties) that provide an indication of language proficiency at the level required.
2. If you will not be conducting phone screening interviews with all candidates or if you do not have a clear indication that the candidate meets the minimum language requirements from the screening call, then you can follow up with the candidate directly to request a formal assessment of language proficiency so that you can objectively make decisions regarding this job requirement.

Suggested Language – Hello Name, Thank you for submitting your resume in response to our job posting. We are interested in the experience and skills that you have outlined and would potentially like to consider you as a candidate for an interview. A certain level of English proficiency is a requirement of this role. In order to make sure that we objectively assess the candidates that are new to the Canadian job market we ask that they provide an English proficiency score. Do you have a score that you can provide to us? If not, would you be open to completing the (language proficiency test of your choice).

Provide details regarding your  payment  policy…See below challenge: Who pays for the language assessment if one is requested?

CHALLENGE: The resume indicates a language score or language training program that I am not familiar with, how do I proceed?

1. Do an Internet search to locate the language test or training program that is referenced.

2. Contact the organization identified and request details regarding:

• Language Test – the test structure, scoring process (validity / reliability), scoring structure, and their clients (e.g., who takes the test / pays for tests)
• Language Program / Course – the curriculum, instructor qualifications, minimum passing requirements, and their clients

If you are skeptical regarding the quality of the testing / programming, you may wish to review the options outlined below: A language score is not provided on the New Canadian’s resume, what do I do?

CHALLENGE: Who pays for the language assessment if one is requested?

Who pays for a language assessment is at the discretion of the employer. Here are three suggested ways to proceed if you are requesting that a candidate

Suggested Language – Hello (Name), Thank you for submitting your resume in response to our job posting. We are interested in the experience and skills that you have outlined and would potentially like to consider you as a candidate for an interview. A certain level of English proficiency is a requirement of this role. In order to make sure that we objectively assess our candidates that are new to the Canadian job market we ask that they provide an English proficiency score. Do you have a score that you can provide to us? If not, would you be open to completing the (language proficiency test of your choice).

Provide details regarding your payment policy…

Candidate Pays – We ask that candidates demonstrate minimum requirements prior to being able to move forward to the interview process, which is a common practice in this market. The cost of this assessment is (provide the cost of the language proficiency test of your choice) and your results are your own. You can use your results on all future resumes should you not be selected for this position. Can we send you a website with more information about the assessment?

Employer Pays – As we mentioned, we are certainly interested in your potential as a candidate and we would be happy to cover the cost of this assessment in order to ensure that we have an objective assessment process. You can use your results on all future resumes should you not be selected for this position. Can we send you a website with more information about the assessment?

Employer Pays if the Candidate is Hired – We ask that candidates demonstrate minimum requirements prior to being able to move forward to the interview process, which is a common practice in this market. The cost of this assessment is (provide the cost of the language proficiency test of your choice) and your results are your own. If you are selected for the role, we will be happy to reimburse the cost of the test, and you can use your results on all future resumes should you not be selected for this position. Can we send you a website with more information about the assessment?

CHALLENGE: According to Employment Standards, you can’t charge a candidate to apply for a job. Is asking a candidate to pay for an assessment different?

Yes, asking a candidate to pay for an assessment of a job requirement, such as language proficiency, is different. You are not asking a candidate to pay to apply for a position at your organization, you are asking them to pay a third party provider for an objective assessment of the job requirement. It is up to the candidate to demonstrate to the organization that they possess this requirement. To ensure that there is no confusion,  always provide the candidate with a choice and have them pay the third party directly.

CHALLENGE: I don’t know what to look for in a language score for someone at this level of the organization (e.g., exec, professional, trades, or administrative)?

When you created the job description and job posting, the language requirements for the role should have been clarified and your candidates should be measured against these requirements. In reality, sometimes when a job needs to be filled quickly and some of these requirements are not taken into consideration until after a job is posted. In these situations:

• For general roles, you can examine the role requirements against levels 1 through 10 of the Canadian Language Benchmarks (or the scoring structure of your language proficiency test of choice) to establish a minimum level of language proficiency
• For specific roles Human Resources & Skills Development Canada: Essential Skills Profiles provides profiles of hundreds of roles, from Bookkeepers to Carpenters to Dentists, and the essential skills (including language) required to perform the roles.

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Why assess international experience?

Reviewing a resume with international experience can seem daunting. You may not be familiar with the organizations listed, let alone their reputations, and the role titles may be confusing, but this shouldn’t lead you to screen out a candidate. Experience from other countries can be just as, and sometimes more valuable, than Canadian experience. To assess experience:

• Review the essential (must have) and non-essential (nice to have) skills that you identified during the job description / posting process
• Look for related work experience, instead of Canadian work experience, a certain number of years of experience, recent experience, or very specific experience.
• Keep in mind that while hiring someone who has done a very similar job is great, there are also benefits to bringing in someone who can learn the job, and who has additional skills (such as international experience).

Assessing international experience

There certain tools that can support you to identify essential vs. non essential skills for specific roles.

Assessing skills with internal resources

• Culturally Competent Screening Toolkit – You may have used this tool to help identify essential vs. non-essential skills during the job description process. If so, you can continue to use the tool to facilitate the resume review and interview processes
• Tip – Human Resources & Skills Development Canada: Essential Skills Profiles – Profiles of hundreds of roles, from Bookkeepers to Carpenters to Dentists, and the essential skills required to perform the roles. Use this tool to support you to create a Culturally Competent Screening Tool for the role

Third party assessment

• TOWES: Test of Workplace Essential Skills
  • General Series – 3 levels available
  • Sector Series – for manufacturing, office and administration, aerospace, healthcare, and entrance to apprenticeships
  • Custom Assessments

Hiring in a specific field? Some resources to assist you…

• BioTalent Canada: BioSkills Recognition Program – FAQ’s

Consider some of the assessment criteria provided for specific industries / roles to help you to populate your resume screening tool, determine follow up interview questions, etc.

• Applied Business Technology/ Office Administration

Overcoming common challenges

CHALLENGE: I’m unfamiliar with some of the job titles on the candidate’s resume, what should I do?

In reviewing the resume you are seeking to determine if the candidate meets the requirements set for the role. In terms of experience, those requirements are likely listed in terms of the experience described in relationship to a role. Use the descriptors of experience to determine rather than title for the role how well the candidate meets experience requirements.

CHALLENGE: How do I assess for skills and experience if the candidate did not describe what they did in their previous roles?

New Canadians may modify their resumes to fit advice that they have received in person or online (e.g., have you ever heard the advice “keep it to no more than a page). It may also be that candidates make assumptions about what you will know about their previous roles. Consider this before discounting the candidate.

If the role titles appear to match the position posted consider conducting phone screening interviews as a next step in the process. These interviews can help you to find out about more about candidates experience. The general interview structure and questions should be consistent across all candidates.

Suggested Phone Screening Questions:

• In your most recent role, what were your core duties and responsibilities?
• Tell me about your previous achievements in regard to (experience requirement)?

CHALLENGE: Based on the qualifications and experience noted on the resume, this candidate appears to be over qualified for the role. Should I screen them out of the process?

Many candidates who are new to Canada find it difficult to gain employment in their field. Often they anticipate that it will be easier to obtain employment, or are advised by others, to apply for roles at a lower level in order to gain access into an organization. Alternatively, the candidate’s experience may be translated onto the resume in a way that is not accurate. The only way to fully understand which is the case, is to do a phone screening interview.

Suggested Phone Screening Questions:

• Tell me about what made you interested in this role?
• Why do you think that you would be the right candidate for this position?
• How would this role compare to other roles you’ve performed? What do you think you would find most rewarding? Most challenging?

If the candidate is seeking to “get their foot in the door”, consider screening this person in if you are:

• Hiring for a temporary position
• Hiring for a position which has growth / promotion opportunities

However, if the role for which you are hiring has limited growth or promotion prospects the employment relationship is not likely to be fulfilling for the candidate, which can result in challenges for both the candidate and the organization. The employee is likely to seek new opportunities n the market as soon as they have earned a certain level of job experience.

CHALLENGE: I am unfamiliar with the organizations that the candidate has worked for; how can I find out about the reputation of the organizations and / or the type of organizational culture that the candidate has worked in?

During the resume review process, your primary concern is ensuring that candidates meet the minimum experience requirements to move forward in the screening process. The focus is what has been done and achieved, rather than where.

That being said, information about the companies and company cultures that the candidate works well in can be valuable information to seek during the interview process. There are a number of ways to find out about the reputation / culture of an organization

Go to the company website and conduct research online (e.g., where has the company appeared in the news).

Contact the professional association for the occupation and see if they can provide some insight.

Ask fellow employees what they understand about the company.

Further, if the resume overall is a fit and the candidate moves to the next level of the screening process, ask questions in the interview to understand more about the organizations and their work environments, plus the desired work environment and culture for the candidate.

Why assess academic credential equivalency?

You may not have to get a formal assessment of academic credential equivalency depending on the role. In many cases what you’re really looking for is evidence that the candidate has the skills, knowledge, and qualities you need. As a first step, determine if an academic credential is necessary to the performance of the role (e.g., diploma, degree, etc.) and if it’s not, look for past accomplishments that indicate knowledge and application of the skills that you’re looking for.

When an academic credential is a pre-requisite for the role (e.g., a Masters Degree in a specific discipline is a minimum requirement for entry), You should not take on the role of evaluating how equivalent the candidate’s education is yourself. An official assessment is the only way that you can objectively assess the equivalence of academic credentials gained outside of Canada.

Assessing academic credentials

There are several organizations that assess international credited education programming to provide comparative levels in Canadian terms.

• BCIT: International Credential Evaluation Service (ICES)
• World Education Services (WES)

Hiring for a specific role? Some industries have specific resources.

• BC Naturopathic Association: Accredited Naturopathic Training (North America only)
• College of Chiropractors of BC: Accredited Doctor of Chiropractic Programs (International)
• Engineers Canada: Tool allows you to compare your undergraduate engineering degree information to that of a Canadian engineering degree

Additional Tools

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