How to Create More Inclusive Job Postings for Immigrants: Interview with Naira Pearce on the Occasion of Latin American Heritage Month

Q) Could you please introduce yourself with a brief overview of your job search journey?

A) My name is Naira Pearce, I am the VP of Finance of The North Project Managers, a TRIEC Professional Immigrant Networks (PINs) Association. My job search began in September 2022, shortly after I arrived in Toronto as a newcomer. With the support of programs for newcomers and after months of studying the Canadian labour market, I landed my first job on an infrastructure project.

Q) Which sector(s) do you and/or your members look at for job opportunities?
A) I primarily look at job opportunities in the construction sector. However, at The North Project Managers community, there is a wide range of professionals in different sectors, such as pharmacy, IT, finance, among others.

Q) TRIEC recently undertook research on how language in job postings can introduce bias against immigrants. We used the findings to create a checklist. After reviewing the TRIEC report, were there any findings that surprised you or made you reconsider your current practices?
A) The report shows that 34% of evaluated job postings asked for some sort of Canadian certification. This high percentage is alarming since Canada has been welcoming a great number of newcomers over the past years. As a result, more and more newcomers would struggle to land jobs that might not even necessarily need Canadian certifications. International certifications might also be applicable to companies. Instead of specifying Canadian certification, employers may select immigrant candidates who will be willing to learn and be trained to get the job done.

Q) Which of the recommendations in the TRIEC report do you find most actionable or relevant for your organization?
A) Firstly, using plain and objective language in job postings will benefit candidates by helping them understand the job description without spending time reading between the lines. In addition, it may demonstrate the company’s transparency to candidates.

Secondly, there are a great number of immigrants with international experience, especially in high-demand sectors. Recognizing their international experience encourages immigrants to apply for jobs, avoiding economic disruption.

Q) When looking at a job posting, which specific elements from the checklist would most encourage you or your members to apply for a role? Could you elaborate on why these aspects are particularly appealing?
A) Being specific about the required years of experience and education in job postings would encourage me to apply for jobs. Vague job descriptions may lead to misunderstandings and wasted time. When a job description is specific, it’s easier to assess if I am a good fit. For instance, if a job description requires “an advanced degree,” any candidate with an MBA or PhD might apply, it’s essential for the employer to clarify which type to avoid attracting overqualified or mismatched candidates.

Q) What are the common biases found in job postings that may deter immigrant candidates?
A) One of the most common biases found in job postings is the request for Canadian experience. As a newcomer, I struggled to find my first job without Canadian experience. If this is a requirement in the job posting, newcomers may not feel competent enough to apply, even though they have the professional experience but in a different country.

Q) Which aspects from the checklist would most likely discourage you or your members from applying for a position? Could you provide further explanation on why these aspects might be off-putting?
A) One aspect that would discourage me would be the lack of realistic skills requirements. Employers should clearly specify the essential and non-essential skills/qualifications. When a job description distinguishes between “required” and “nice-to-have” skills, it helps candidates assess whether they meet the qualifications or need to develop certain skills.

Q) What recommendations would you give to employers to make their job postings more inclusive and attractive for immigrant candidates?
A) Besides being more specific and avoiding the Canadian experience requirement, employers may embrace international experience in their job postings.

Q) What are the key benefits for employers who adopt immigrant-friendly practices in their job postings?
A) The key benefits of immigrant-friendly practices in job postings include access to a broader talent pool and enhanced innovation. Employers may attract skilled workers from diverse backgrounds, filling roles that might be vacant due to local talent shortages.

In addition, teams with diverse immigrant backgrounds bring varied perspectives and experiences that can drive innovation and creative problem-solving within organizations.

Q) Why is it important for organizations to continuously evaluate and improve their job postings to remain inclusive?
A) Continuously evaluating and improving job postings may attract diverse talent. By regularly reviewing and refining postings, organizations ensure they appeal to a broader and more diverse pool of candidates, including those from underrepresented groups, widening the pool of qualified candidates.

Q) What steps, if any, do you take to ensure your job postings are inclusive and accessible to a diverse pool of candidates?
A) While I am not an employer, I believe employers should use clear, simple language that can be easily understood by candidates from various backgrounds. Avoid industry jargon or overly complex language that might deter applicants is key to making postings more accessible.