PARTICIPATE IN WORLD ON OUR DOORSTEP
A turnkey program:
IF YOU ARE A NEW ARRIVAL AND WANT TO TAKE PART IN WORLD ON OUR DOORSTEP
In order to participate in these professional networking activities, you must have already taken the “Adapting to Québec's world of work” training course offered free of charge by the Ministère de l'Immigration et des Communautés culturelles (MICC).
To sign up for this training course, contact the MICC at 514 864-9191.
We wish you the best of luck!
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Cirque du Soleil testimonial
The international success of the Cirque du Soleil rests, among other things, upon its unrelenting search for new talent throughout the globe. By developing its own expertise, this world-class company certainly knows more than most about the challenges and benefits of hiring foreign talent. Its participation in the World on our Doorstep program allowed a newcomer from Moldavia to discover the richness of this experience and to observe the dynamics of a company that manages to work effectively with employees from over 40 different countries and who speak 25 different languages.
Marie-France Chaput, who works in the Cirque's artist training department, explained how the Cirque du Soleil greets new employees: “Upon their arrival, they receive a guide to the city of Montreal and to life at our International Headquarters. Depending on where they come from, groups take part in various information sessions on subjects ranging from Canadian taxes to nutrition. We also employ the services of a performance psychology consultant to support these employees in their integration process. Finally, the members of our multidisciplinary team (trainers, stage managers, administrators, etc.) are sensitive to issues surrounding diversity and adaptation. I think that everyone has a desire and passion to learn from others.” This last quality represents one of the company's core values. “The environment at the Cirque is very open to diversity. Language is not an obstacle to creating relationships, and welcoming diversity is really an integral part of our values,” said Alyssa Ovadis, an interpreter at the Cirque.
A trained interpreter herself, Veronika Melinteanu says that the days she spent observing the Cirque du Soleil were quite enlightening. “When I arrived, I was thinking of reorienting my career path, as I had doubts about my chances of working within my profession. This program gave me the confidence to continue doing what I did in Moldavia.” What's more, the experience allowed Veronika to analyze the job market in her field. “I was able to see what the job of an interpreter at the Cirque entails, assess my chances of breaking into my profession here, and determine what other skills I needed to enter the job market.”
Veronika saw first-hand how diversity is far from a new concept for the Cirque du Soleil and how the company has long benefited from the rich potential of the immigrant workforce. As Ms. Chaput explained, “Multiculturalism forms part of our daily experience, and I believe that overall this means putting skill and talent at the forefront, being open-minded, and showing empathy.” The Cirque is indeed a model to be emulated when it comes to positively integrating foreign talent, as Veronika Melinteanu enthused, “Multiculturalism is part of Montreal and Quebec's landscape, so why shouldn't it be part of the corporate landscape too?”
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Desjardins testimonial
Desjardins, one of Quebec's largest employers, was an enthusiastic participant in the World on our doorstep program. This decision was linked directly to Opération découverte, a program already in place within that organization through which Desjardins offers paid three-month traineeships to new arrivals with the avowed goal of recruiting and increasing the diversity of its workforce. Desjardins is thus pleased and gratified to welcome a new arrival recruited through the intermediary of the World on our doorstep program.
For François Forté, advisor to the vice-presidency, corporate solutions development, this initiative is not new and seems to be increasingly popular. Opération découverte is proof of that. “In our unit, we've been inviting people from all cultural communities to join us for ten years now. Opération découverte promotes the integration of immigrants within the labour force, and specifically within Desjardins. This is perfectly consistent with our orientations and our social role. Our objective is to help managers see the recruitment of resources from different cultural and linguistic communities in a very positive light and discover the benefits to their units and the entire company.”
Desjardins believes that openness to other cultures offers direct benefits to the company. “Welcoming new arrivals gives you access to a new vision. Within the vice-presidency, we want to innovate, we like change, we want to be surprised; and other cultures bring you something different. That colours your experience,” explains Forté.
More than twenty-five CVs were examined before the best candidate was chosen for this traineeship program. Forté explains that new arrivals generally fail because, “they don't learn enough about the company. Any applicant should know what differentiates the Desjardin financial institution from other Canadian banks and its position on the international market.”
For his part, Gilbert Masson, the successful candidate, explains how he prepared to join the Quebec labour force: “New arrivals are often expected to have experience in the Quebec market. I had to determine what unique assets I had to offer to integrate the future.”
For Desjardins, this experience was clearly a highly profitable one. “We are delighted that the process has been set in motion to keep Mr. Masson within the great Desjardins family,” says Forté.
In light of his experience, Masson would give the following advice to other new arrivals: “It's important to understand Quebec, its culture, and its challenges – to get involved and be sure you have on hand the right papers, diplomas, mark transcripts, and letters of recommendation.”
Both Masson and Desjardins declare the exchange between company and trainee to have been a highly enriching one. Indeed Desjardins has a word of advice for the business community, which will soon face a labour shortage: “What I shout from the rooftops is that using these people can bring you lots of great things but, to do so, you have to be willing to open yourself to the world,” concludes Forté.
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Goudreau Gage Dubuc (GGD) testimonial
Intellectual property firm Goudreau Gage Dubuc (GGD) decided to participate in the World on Our Doorstep program because as a result of strong growth in recent years, the firm finds itself constantly scrambling for qualified labour. Partner, engineer and patent agent Gonzalo Lavin explains that although recruitment was one reason the company became involved, he understands the hurdle immigrants often face and that was the real motivating factor. “My parents came here in their 30's and it was hard for them at the beginning.
I think they would have liked to have a program like this to help them.”
For HR manager Lorraine Simard, the company's interest in this program is primarily motivated by the dearth of specialized manpower. “It's tough to find competent people in the niche of intellectual property, which requires very specific knowledge. Quebec is small and we regularly have to recruit outside the province.” Gonzalo Lavin says hosting an immigrant trainee for one day makes it easier to evaluate his or her skills. “New arrivals often don't know how to properly answer interview questions.” This internship therefore allows employers to better evaluate candidates' strengths and weaknesses and perhaps find that rare gem.
As a new immigrant and participant, Soropiu Coulibaly finds the program an excellent way to learn about the Quebec labour market and to make that first contact. “This program introduced me to the workplace, taught me about corporate culture in Canada and helped me build a network of professional contacts.”
Through this experience, new arrivals can also broaden their horizons and gain new perspectives. “The internship at GGD introduced me to a field (intellectual property) about which I knew very little and that could offer me a career opportunity.”
Mr. Coulibaly explains the obstacles new immigrants face: “I think things like difficulty defining your professional profile, the language requirements, being educated outside North America or lacking professional contacts can work against you when looking for a job in line with your qualifications.”
For its part, Goudreau Gage Dubuc is impressed with the World on Our Doorstep program, which it considers a useful tool. Mr. Coulibaly also had good things to say about his internship. “The time flew. It was a wonderful experience. I like learning new things and I was introduced to a little known sector.”
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