By Roley Chiu

As we enter an era of unprecedented talent scarcity, the conversation has shifted, from cautionary depictions of organizations struggling to adapt or die, to a focus on decisive actions that address the immediate and long-term HR needs of employers in BC. The change in dialogue comes at a critical time, as immigration now drives 100 per cent of BC’s net labour force growth and employers across the province are becoming increasingly reliant on skilled immigrants for business growth and expansion.

More than ever, employers need talent and our rebounding economy needs businesses firing on all cylinders. However, for this system to work, businesses need access to a talent pool that fills skills gaps in their workforces and is attuned to the specific needs of their industries. Who knows the needs of business better than the businesses themselves? This is the case for greater employer involvement in the development and implementation of programs and policies affecting immigrant employment.

The consequences of inaction are severe, with implications on BC’s global competitiveness symbiotically affecting government, businesses and BC residents alike. However, while the imperative for change is clear, the impetus for action rests on a three-way interrelationship between government, businesses and employer-supporting stakeholders; employer engagement is critical to developing strategic labour market solutions that grow BC’s economy.

That greater employer involvement is essential to ensuring a stronger connection between labour demand and labour supply is the principle message of an independent report released by the Immigrant Employment Council of BC (IEC-BC). The BC Employer Consultation Report: Recruiting and Retaining Immigrant Talent lists principles for action, key findings and recommendations to address the critical area of recruiting and retaining immigrant talent in BC. Below is an overview:

Key Findings

1. Government policies, programs and processes
Many BC employers want a more streamlined process for the Temporary Foreign Worker Program. The Provincial Nominee Program was seen as positive, although some employers were concerned about backlogs.

2. English language proficiency
Lack of English language fluency was one of the top two issues raised by employers.

3. Foreign credential assessment and recognition
The difficulties of translating, evaluating and assessing the equivalency of foreign credentials and qualifications was noted by many employers, particularly for regulated
occupations.

4. Importance of Canadian experience
Employers view a lack of Canadian work experience as a clear impediment to hiring immigrants, primarily because they see a cost associated with training and mentoring.

5. Awareness and information
Most employers have bought into the value proposition for immigrant hiring, but do not know how to navigate the plethora of information and resources.

6. Geographic differences among employers
Employers in some rural BC communities felt they have little opportunity or capacity to attract immigrants and their families. Rural employers called for support to help them participate in immigrant attraction and recruitment, and incentives to immigrants to land or re-settle in rural areas.

7. Coordination of service providers
Employers would like to see better coordination of service agencies that work with immigrants and improvements in their capacity to interface with and support employers.
Employers see service providers as almost solely focusing on the needs of the immigrants, without much consideration or focus on demand-side requirements.

8. Employer capacity-building support
Employers indicated they need easy access to other supports such as on-line tools/tool-kits for employers that are immigrant-specific. Employers feel that chambers, industry associations and other employer groups are best positioned to facilitate this in conjunction with a provincial regional resource.

Principles for Action

• Move quickly beyond research and consultation to action.
• Ensure that employers play a leadership role in solutions and program development for workforce integration.
• Create clear outcomes and success metrics for pilot and demonstration projects.
• Leverage and build on existing labour market programs, services and initiatives.
• Concentrate scarce available resources on a small number of priority solution areas.
• Align immigrant employment initiatives with other workforce strategies.
• Facilitate improved coordination of the system to overcome employer confusion.

Read the full report, including 30 recommendations for action, on www.tapintotalent.ca.

Conclusion
IEC-BC’s BC Employer Consultation Report was based on an unprecedented consultation involving over 150 employers in 15 focus groups, across seven industry sectors and eight communities throughout the province. While there is no silver-bullet solution, employer engagement and increased employer participation in collaborative, multi-stakeholder initiatives will encourage business leadership and produce more concrete solutions and outcomes to address BC’s skills and labour shortage and grow the economy.

PeopleTalk Summer 2012