Five strategies newcomers can use to succeed in the Canadian job market, according to a recent report

A new report provides valuable insights on how newcomers to Canada can successfully enter and thrive in the Canadian workforce.
The report, entitled “Talent to Win,” was created by Deloitte and the Institute for Canadian Citizenship (ICC) and released in October.
The authors conducted interviews with over 40 leaders from various sectors, including financial services, energy, mining, technology, higher education, and public service, to explore the underutilization of immigrant skills in Canada and potential solutions.
While the report mainly focuses on how Canadian businesses can better “engage, employ, and retain” newcomers, it also offers valuable insights on how immigrants can thrive in Canada’s job market. Below are some key takeaways for newcomers.
Seek Training and Mentorship
Challenge:
The report highlights that the “lack of proper onboarding, training, and mentoring” creates challenges for retaining immigrants and helping them succeed. While this issue affects all employees, newcomers are especially impacted due to their greater need for a “clear and structured initiation into Canadian professional culture.”
Solution:
Newcomers are encouraged to seek mentorship or training—whether within their company or externally—that could help them better understand Canadian workplace expectations.
Networking with industry professionals—or even reaching out to settlement agencies experienced in helping newcomers find jobs—can be highly beneficial.
Base Your Job Search on Skills Rather Than Job Titles
Challenge:
The report notes that newcomers often lack awareness of transferable skills, a sentiment shared by many of the leaders interviewed.
“This leads immigrants to apply for the same jobs they held in their home country, overlooking other valuable roles they could pursue,” the report explains.
Solution:
Newcomers are encouraged to research transferable skills, such as leadership, problem-solving, and communication, and emphasize these abilities in their resumes and interviews. Expanding the job search to include positions they may not have previous experience in can also open up more opportunities for success.
Translate International Experience into Canadian Equivalents
Challenge:
Leaders interviewed for the report mentioned that they often faced difficulty translating the skills and experiences newcomers gained in their home countries into Canadian equivalents.
“Employers typically prefer alumni from prestigious firms or universities, but even the most open-minded Canadian hiring manager may have difficulty assessing the prestige of a bank in Senegal or a university in Malaysia,” the report notes.
It further explains that even large employers may perceive “credentials or experience uncertainty as a significant risk” when making hiring decisions.
Solution:
Newcomers can take the time to explain their international experience in ways that are more familiar to Canadian employers, providing context about previous institutions and roles. For instance, describing an employer as the “biggest bank in Senegal” or an educational institution as the “oldest university in Malaysia” may help recruiters or hiring managers better understand the candidate’s work experience or educational background.
Look for Companies That Value Diversity
Challenge:
Many companies in Canada recognize the value of having newcomers on their teams. As one participant in the report highlighted, “We have tons of data showing that teams with more global experience perform better and make more money.”
However, finding the right company that truly supports newcomers can be a challenge.
Solution:
Newcomers should seek out employers that actively support their holistic wellbeing. For example, companies that collaborate with settlement agencies to ensure employees have access to recreational and support services. Key features to look for include language training, accessible childcare, and employment support for spouses.