As part of our research process for each focus sector, the YEG Connect Project, under the Edmonton Region Immigrant Employment Council (ERIEC), hosts forums with relevant stakeholders and employers. During our Care Economy research, we had the opportunity to chat with HR Consultant Violet Poon, who has worked in the nonprofit sector for more than 20 years, including roles in employment development and program coordination and management for internationally educated professionals.
“My heart has always been in working with newcomers and immigrants. One of the roles I had in my nonprofit career was working as an HR advisor, and that is where I decided I wanted to take my career,” says Violet.
For the past 11 years, Violet has worked as an independent HR consultant, primarily with nonprofit organizations in the Edmonton area, as well as some organizations outside of Edmonton. Her work spans a variety of employment sectors in the city, including the care economy.
Working extensively with organizations to support newcomer job seekers has given Violet an in-depth look at how hiring and recruitment in the Canadian workplace have evolved, especially for newcomers and international talent. In our interconnected global landscape, Violet emphasizes the benefits of having diverse teams and the value of examining perceived hiring barriers for the employers she works with.
According to Violet, employers who hesitate to hire newcomer candidates because of language or communication concerns should consider the bigger picture; international experience can be a real asset as it brings fresh ideas, different approaches, and valuable perspectives that can strengthen a team. Diverse ways of working and thinking are even more imperative, considering the diverse communities and clients being served. While communication may require adjustments on both sides, the benefits often outweigh the challenges, and what some call a “perfect fit” should be examined carefully to make sure it is not masking bias or discrimination.
“Rather than focusing on whether someone matches the team’s existing style, employers can ask what they actually mean by fit and whether they are making room for diverse ways of thinking and working,” she says.
According to Violet, today’s hiring challenges are less about whether English is a candidate’s first language and more about differences in communication style, workplace expectations, and confidence around initiative and decision-making.
For example, newcomers may come from more hierarchical environments, which can affect how they speak up, admit mistakes, or work within a team. Subsequently, employers are noticing people-related barriers rather than language alone, making it important to understand that difference and related cultural nuance to ensure fair assessment and better onboarding.
When working with clients, Violet suggests that employers think more deliberately about how they support their new employees.
“Hiring someone with international experience is not just about filling a role; it also means recognizing what they may need to succeed, and your capacity to support them."
If managers and supervisors do not have the time, capacity, or awareness to provide the support, even a strong hire can struggle.
Rather than expecting new hires to “take initiative,” which can mean very different things depending on where someone has worked before, employers should meet them with clear communication about workplace expectations, what autonomy and success look like in practice, and establish a planned path forward, tailored to the employee’s specific experience and training needs.
“All people should have a thorough onboarding process, but international education professionals may need something even more thorough,” says Violet.
When managers, teams, and organizational processes are set up well, newcomer employees can thrive, and by focusing less on “cultural fit” and more on what people contribute, employers can better set newcomer hires up for success, supporting their growth and confidence in the Canadian workplace, and giving them the foundation from which to bring diverse perspectives, think creatively, and strengthen organizations.
YEG Connect, led by the Edmonton Region Immigrant Employment Council (ERIEC) is part of a national coalition of Immigrant Employment Councils, working together to simplify and strengthen the process of hiring newcomers and internationally trained professionals. Funded by Immigration, Refugees and Citizenship Canada, YEG Connect aims to make it easier for employers to recruit the skills, experience, and diverse perspectives of immigrants while helping build a more inclusive Canadian workforce. We also thank the Government of Alberta for funding our regional hub.
