Canadian employers facing talent shortages would do well to tap into an often underutilized talent pool: skilled immigrants. Newcomers to Canada are, on average, younger and highly educated, frequently holding degrees in fields like engineering, IT, or healthcare. When immigrants update or augment their skills to meet Canadian standards – for example, by obtaining local certifications or completing bridging programs – they become an even more powerful asset for companies.

Addressing Talent Shortages

Canada's immigration strategy is helping fill critical skills gaps. Over half of the 1.5 million newcomers Canada plans to welcome in the next three years will be economic immigrants selected for in-demand occupations. These individuals bring technical skills and, after upskilling, can readily fill vacancies in high-demand sectors.

The Business Case for Hiring Upskilled Immigrants

1. Diverse Perspectives Drive Innovation

Research from McKinsey shows organizations with greater ethnic and cultural diversity are 36% more likely to outperform on profitability. Immigrant employees bring:

• Fresh viewpoints from international markets
• Multilingual capabilities
• Cross-cultural insights that enhance customer service
• Innovative problem-solving approaches

2. High Motivation and Retention

Immigrants who have invested time and effort to upskill in Canada are typically highly motivated:

• They've overcome significant barriers to succeed
• They're eager to prove themselves and build stable careers
• Studies show 80% of employers who intentionally hire immigrants report positive organizational impact

3. Access to Global Networks

Hiring immigrants extends your company's global reach:

• Knowledge of international markets and business practices
• Connections to overseas networks and suppliers
• Understanding of diverse customer bases
• Potential for international expansion opportunities

Practical Steps for Employers

1. Partner with Upskilling Programs

• Support employees through credential recognition processes
• Provide paid time for professional development
• Partner with bridging programs and educational institutions

2. Create Welcoming Workplaces

• Offer mentorship programs for newcomers
• Provide cultural orientation and language support
• Recognize international credentials and experience

3. Leverage Government Incentives

• Canada Job Grant: Government funding for employee training
• Immigration levels planning: Access to pre-selected skilled talent
• Provincial nominee programs for in-demand occupations

Success Stories

Tech Company Example

A Toronto software company hired an immigrant developer from India who completed a Canadian coding bootcamp. His international experience helped the company expand into Asian markets, and his fresh perspective led to innovative product features. The company reports 40% higher retention rates among their immigrant hires.

Healthcare Organization

A regional hospital partnered with internationally trained nurses through a bridging program. After hiring and supporting their licensure process, the hospital filled critical staffing shortages while benefiting from the nurses' diverse patient care approaches and multilingual capabilities.

Overcoming Common Concerns

"They Lack Canadian Experience"

• Many immigrants bring extensive professional experience
• Bridging programs provide Canadian context quickly
• Structured onboarding can accelerate integration

"Communication Barriers"

• Most economic immigrants have strong English/French skills
• Professional communication training is readily available
• Diverse language skills can be a business asset

"Cultural Differences"

• Diversity enhances team performance and innovation
• Cultural competence training benefits entire organizations
• Inclusive workplaces see higher employee satisfaction

The Economic Imperative

As Canada's population ages, immigration will account for essentially all net workforce growth by 2050. Forward-thinking companies that embrace upskilled immigrant talent now will be better positioned for long-term success.

How PathFund Supports Employers

While PathFund primarily serves immigrants financing their career development, we also work with employers interested in supporting their immigrant employees' professional growth. Our financing solutions can help companies invest in their diverse workforce while accessing government training grants.

Getting Started

1. Assess Your Hiring Needs: Identify skills gaps in your organization
2. Review Immigration Pathways: Connect with provincial nominee programs
3. Build Partnerships: Work with settlement agencies and educational institutions
4. Create Support Systems: Develop mentorship and integration programs
5. Measure Success: Track retention, performance, and business impact

Hiring upskilled immigrants isn't just about filling positions - it's about building a more innovative, resilient, and globally competitive workforce. As Canada continues to welcome record numbers of skilled immigrants, employers who embrace this talent pool will have a significant advantage in the evolving job market.

The future of Canadian business depends on diverse, talented teams. Upskilled immigrants represent a tremendous opportunity for companies ready to invest in inclusive growth.

Sources

• Proof Point: Canada is failing to put immigrant skills to work - RBC Economics
• Canada's underemployed economic immigrants: How to stop wasting talent - C.D. Howe Institute