Elements of an employment strategy
Developed collaboratively with the newcomer (see more on how and when to do this in the article – “When and what to talk about“), an Employment Strategy should consist of:
Part A – An employment strategy for the sponsor group
- Assignment of responsibility to one or more members
- Research and familiarization with issues and options
- Coordination among sponsor group members
- Timing and steps leading to development of a plan with, and for, the newcomer
- Use of an employment service vs reliance on networking
Part B – A set of short term and long term employment goals developed collaboratively with the newcomer
(See article on “Defining success”) And plans for how to achieve those goals, over a specific time frame.
- Clearly defined responsibilities for the newcomer and those supporting him/her.
- A process for evaluating and evolving the strategy along the way (i.e., set meetings to discuss progress, setbacks and next steps).
- Be prepared for this plan to shift and evolve over time. Just like with any plan, there may be detours and setbacks, and this is to be expected.
- A plan for transitioning off sponsor or federal government financial support at Month 13. See the article – “Preparing for Month 13“, when it comes to employment
Topics to consider and include in planning
- English language training (general and sector-specific) – See the articles on “English vs. work in the first year“.
- Driver’s licence, if necessary – See more detail in the articles “When and what to talk about” and “Getting a Driver’s License in Ontario“.
- Acquisition of a car, if necessary
- Dealing with unrealistic expectations – See the article “Dealing with unrealistic work expectations“.
- Explaining cultural differences in recruitment and on the job – See more detail on this in the article “Cultural and religious sensitivities“.
- Asking questions
- Taking initiative
- Performance reviews (formal or otherwise)
- Explanation of employee and employer rights and responsibilities – See many external links under the topic “Employee rights”
- Religious accommodation – See more detail on this in the article “Cultural and religious sensitivities“.
- Sick days
- Overtime and hours of work
- Probation and termination with and without notice and for and without cause
- Quitting with and without notice – See article on “How to Quit your job“.
- Selection of an employment service, if one is to be used – See article on “Helping a newcomer select an employment service“.
- Role of the sponsor in collaborating with the service – See article “Sponsor collaboration with an employment service – Dos and Don’ts”
- Part-time work
- Volunteering to gain experience and connections
- Focusing in on the nature of target employment
- Sector and job role
- Compensation and other expectations
- For any skilled trades of interest, whether certification is mandatory (or advisable, if voluntary) and what would be required
- Enrollment in bridge or other training programs. Many programs exist to bridge newcomers who have relevant experience into the Canadian marketplace. Other specialized training programs may enable the newcomer to learn new skills in order to qualify for jobs in a specific sector. For a list of bridge and/or training programs – see article on “Bridge programs in various occupations“.
- Resumé writing – see external links on “Resumés”
- Work experience and education
- Skills identification
- Photographic illustrations of work done, if available
- Criminal background check, if necessary – See article on “How do I get a criminal record check?“
- Interview preparation – see external links on “Job interviews“.
- Practice interviews
- Job searching
- Follow up to a job interview or submission of an application – See external links on “Job Interviews“
- Childcare arrangements
- Taxation and other deductions – See external links on “Social Insurance number, employment insurance and taxes“
- Duration of first job and thoughts for subsequent employment
- Mentorship once work has commenced
See also article “Role of an employment service” for description of standard assessment criteria and elements of employment plans, to be used by employment services in Ontario.