The debate on lack of labour in Canada remains endless. However, the most overlooked deep pool of highly driven, qualified, and able labour in Canada would undoubtedly be the refugee workforce. Such persons, who have faced unimaginable circumstances in search of asylum, offer not only a humanitarian solution but also a key element of human capital that would greatly benefit Canadian companies.

Employing refugees is not an altruistic gesture; it rather involves making a sound business decision that fills a vital labor shortage, which has enormous, often underestimated, benefits in the workplace.

Business Case: Skills Beyond a Resume

Refugees, as well as other new immigrants, are faced with many institutional barriers, like foreign credentials not being recognized or a lack of "Canadian experience." But a closer look throws up a treasure of positive qualities that get shaped in their lives due to their journeys:

• High Resilience and Adaptability: Having experienced displacement, foreign cultures, and foreign bureaucracies, refugees are known to have a high tolerance for ambiguity and a great knack for adapting quickly to new and unexpected situations. This has turned out to be a huge strength in a world of increasing speed.

• High Motivation and Loyalty: Research has shown that refugee workers display high motivation and loyalty towards their employers. This, in turn, means that there are low levels of employee turnover, which in the long run reduces costs of training.

• International Skill Sets and Education: Refugees come with professional degrees, work experience in various sectors, including in-demand areas such as healthcare, engineering, and trades, that are in high demand, as well as their skills in multiple languages. Their understanding of the global markets adds immense value to a company insofar as it has capabilities that can cater to domestic as well as international clientele.

• Entrepreneurial Mindset: Refugees possess a strong entrepreneurial mindset, with evidence of a higher rate of self-employment among established refugee communities than in native-born groups, as shown by some studies. This proactive nature boosts creativity and innovation in your team.

Connecting the Dots: A Straightforward Solution for Employers

To facilitate this, specialized platforms such as Refugeehubjob are available, which help in connecting employers with this pool of human capital. This way, companies wouldn’t have to rely on government initiatives but rather access these potential employees through hubs.

Employers who want to move further will find that there are ways to help with a successful integration:

Emphasis on Competencies, Not Credentials: Use competency-based evaluation techniques, such as practical tests, in lieu of foreign credentials recognition.

Offer flexible onboarding: This involves providing explanations of things such as company culture. A mentor can also help with this. Leverage Support Services: Team up with local settlement organizations, which would provide free support for language training, cultural competency for your staff, and support services for the new hire. Support services like those offered through the Economic Mobility Pathways Pilot, or EMPP, in Canada also provide access to a pathway for qualified refugees to be hired from other countries.

With a mere job posting on a platform, your organization is poised to benefit from a uniquely robust and skilled pool of human resources. This, in essence, solves a labour problem, enhances your corporate culture, and invests in Canada’s economy.