Photo by alexcl13 from Flickr

Change – a word which conjures up many emotions and associations, everything from a prickling of an impatient anticipation to the churning dark feelings of dread at the pit of the stomach. Of course, intrinsically, change itself cannot be good or bad, everything depends on a perspective of an individual and the meaning that he or she places behind it. More often than not, the idea of change brings on largely negative emotions at first, because to change means to step out of a well known groove paved by familiar, reliable actions and to begin carving a new path for oneself.

For newcomers who have arrived in Canada, many aspects of their lives are drastically altered. Perhaps one of the biggest changes occurs on a professional level, that is, figuring out where one’s professional credentials stand and how to tailor them to the Canadian job market demands. Often this entails making some sort of alternation to the existing situation such as upgrading courses or writing exams to receive a license allowing practice in Canada. This alteration may completely change your career path, or may simply change the way you write your resume or prepare for a job interview to fit with the expectations of Canadian employers.

Over the past several months of working with clients who seek advice on how to gain employment, I have witnessed a diverse array of reactions ranging from eagerly embracing the idea of change to firmly holding on to the comfortable way of doing things. Observing this made me wonder: why are people in general resistant to trying new things? What is it about change that is scary, uncomfortable and undesirable and causes some individuals to resist new ideas?

A Motivational Interviewing workshop that I attended provided some interesting answers. This workshop was designed to help people evoke a desire to change their behavior through specific exercises. Often, if you ask an individual, “Why are you not (taking courses for upgrading, changing resume, changing your presentation style)? you hear answers along the lines of, “It takes too much time, I have no money, my age won’t let me, I have been doing things this way for a while and it has worked for me in the past”. However, such responses are usually not the real reasons why people feel reluctant to change, so trying to solve these challenges might not lead individuals towards the result they are seeking. Instead we need to dig deeper.

Decisional Balance Grid

A simple exercise utilizing the Decisional Balance Grid (DGB for short) shown below may help resolve the problem. Within each of the four boxes of the DGB, a question is asked to help deconstruct the problem, and although the questions in each box are similar, the answers are often surprisingly different.

Let’s consider a simple example to illustrate the process: you are making a decision to upgrade your resume, but your current behaviour is to keep putting off the task until another day.

The question in Box #1 of the DBG reflects the status quo or your current position: “What is the benefit of keeping my current resume unchanged?” You might answer, “I will not have to spend any more time on upgrading it, and I think it already looks pretty good.” You may be able to answer this almost without pausing to think because it explains or defends your current behaviour.

The question in Box #2 encourages you to consider the opposing viewpoint: “If I keep my resume unchanged, how is this problematic?” The answer may be, “Because I haven’t been receiving many calls for interviews”. Although answering Question #2 potentially nudges a person in the direction of change, it still might not cause you to initiate significant change.

It is the question in Box #3 that often provides the true platform for initiating change: “If I made changes in my resume, how would my situation improve?” Your possible answer is, “I might get more phone calls for an interview.” While this response simply mirrors the answer to Question #2, it tends to be more accepted because it focuses on the positive – the benefit associated with the change rather than the concern.

Even recognizing the benefit(s), an individual might still feel unmotivated to embrace change without tackling the hidden issues elicited by the question in Box #4: “If I decided to make changes to my resume, how might this make my situation worse?” In our simple example of changing a resume, you might answer, “I could remove information that causes me to miss out on a job I really want”, or, “My employment counsellor wants me to include skills that I don’t feel confident using.” The problem is not laziness or unwillingness to admit that your resume could use improvement; rather, it is the fear of unintentionally making your situation worse by making a change.

In a real-life situation, identifying your hidden issues might require considerable reflection or discussion with another person. If you are able to answer Question #4 honestly, you will probably arrive at the real root of your reluctance to initiate change. Exploring blocks and what needs to happen for those barriers to diminish opens your mind to changing your behaviour and working toward a positive result.

Although this tool is used by counsellors who are helping clients discover their reason for resistance to change, I believe that DBG may be used personally as well.  When facing a tough decision, asking yourself these four questions can assist with identifying the reason behind your reluctance to move forward.

Try it. What you discover might surprise you.

Photo: Standing Out from the Crowd by Jarrod Carruthers on Flickr

Mentoring Connections has many talented clients: designers, architects, analysts and accountants, engineers, marketing professionals, software engineers… I could go on. Many of them are MBAs and PhDs with several years of experience managing large projects and dynamic teams. When skilled immigrants come to Canada they are often advised to hide their phenomenal skills and outstanding experience so that they do not seem overqualified, especially when they seek survival jobs. I do not argue that it is a necessity. I do wish to suggest not an alternative, but a complementary strategy.

Online tools, which include social media, can be used to gain access and leverage. These tools can lead to more job postings, more ideas, and a larger network. They make it easier to connect with people, and show them who you are, what you do, why they should know you, or maybe even hire you.

Our first level of workshops provided online tips to ensure that our clients are using social media in a proper way. We wanted to make sure that our clients limit their mistakes and follow the proper etiquette on social media sites like LinkedIn, Twitter, and Facebook.

Our second level workshops focused on encouraging our talented clients to think about the different ways that they can exhibit their talent. We wanted to get them thinking outside of the box, to showcase their skills, and to stand out from the crowd.

Not your average resume…

Not all resumes need to come in the same shape, size and colour. If you work in the design field where the work is visual, you might want to think about presenting your work experience in a way that not only states your talent, but also is a visual representation of your talent and an extension of your personality. Take a look at these unconventional resumes. Maybe they will light a spark in you.

Of course, keep in mind that this strategy is not for everyone.But even if you’re not in the design field, you can still present your experience in a visual manner. Why not compose a chart or bar graph that depicts your achievements or the impact that you made in a company?

Blogging

Blogging is another excellent way to showcase your skills and talent. You can provide an in-depth answer to certain questions that are of interest to your industry or contacts. You add value to your thoughts and establish yourself as a source for interesting ideas and information for your industry.

There are different platforms for blogging. Tumblr, WordPress.com and Blogger are free services – the downside to these content management systems that you do not have access to your blog’s HTML which will limit your ability to customize the general look and feel of your blog. In order to get greater control over your blog’s appearance, try using WordPress.org. Through this blogging platform, you will be able to access the CSS and HTML file to customize your blog to your liking. Do keep in mind though that WordPress.org is not free and it may require more work than the other platforms. When you are developing your blog, pick the platform that works best for you depending on your level of expertise and the amount of time and money that you are willing to invest.

Explore the blogs and personal websites of “Our Talented Participants” on our blog’s homepage and you’ll get a better idea. Gordana Pelic uses her personal blog to express her thoughts and ideas. See how designers Thelma Palma, Monica Calderon and Qingyuan Liu use their personal websites to display their work.

Customize your LinkedIn profile

It’s okay if you don’t have a blog. A great place to showcase your skills is on your LinkedIn profile. In addition to connecting with professionals, LinkedIn is also a great place to show your connections your achievements and honours. Add sections and additional applications to enhance your profile. If you go to ‘Edit Profile,’ and scroll to ‘Add Sections,’ you can add certifications, patents, publications, courses that you have taken, languages that you speak and more. Other applications you can add to your profile include:

• Slideshare – You can upload presentations, documents or videos to show the previous work that you have done.
• Creative Portfolio Display – Present your creative projects and showcase your talent by displaying the visual work that you have done for clients in the past.
• Reading List by Amazon – An excellent way to show your contacts that you are constantly learning if you display that you are reading books related to your craft. Or you can also post non-business related books to show that you have other interests.

New media has changed the way that we can present ourselves to the world. We have more targeted options, alternatives, and complementary strategies that we can use to stand out from the crowd.

To read more about social media tips, take a look at our blog post, Social Media 101.

Photo by Squeaky Marmot on Flickr

It can be intimidating to walk into a room and be expected to deliver a presentation to a group of strangers. It certainly doesn’t help that the group of strangers resides on the 28^th floor and works for one of the largest, most prestigious professional services organizations in the world, Deloitte. The experience was made easier by the fifteen attentive and genuinely interested Deloitte employees representing several departments which included tax, audit, marketing and more. Since the presentation, we have registered five new volunteer mentors from Deloitte.

It is with great pleasure that we announce ISSofBC Mentoring Connections’ newest partner, Deloitte.

It has not always been this easy. In the summer of 2008, when the program was only a few months old, we began the exciting (and somewhat daunting) task of marketing our program and recruiting Vancouver-area professionals to act as mentors. Thanks to our often untraditional marketing strategy, what started as a slow trickle has now become a steady stream of mentors, resulting in hundreds of matches in our program’s short existence.

Thousands of new immigrants walk through the doors of ISSofBC each year, as they have for over 30 years. These days, it’s no surprise that a substantial number of these newcomers are highly skilled, and are looking to bring their expertise to Canada, make a name for themselves and a home for their families.

Sure, the services our Case Managers and Career Counsellors at ISSofBC provide to these newcomers are extremely valuable, and create a solid foundation from which to work from, but the insider information that only an industry professional can provide is critical to closing the final gaps separating newcomers from meaningful, professional employment.

It is for this reason that three years ago, ISSofBC proposed the idea of a mentoring program that would connect skilled immigrants with Vancouver-area professionals, in career-focused mentorships. In June 2008, Mentoring Connections was born!

Today, what is most exciting about our program is the number of high-profile corporate and community partners that are beginning to hop aboard. From CGA BC and TD Canada Trust to the City of Vancouver, our partners have taken a leadership role at their respective organizations, and have championed the idea of mentoring to their employees and members.

Our new partner, Deloitte, is taking the same leadership role. Their dedicated staff members are spreading the word about the value of mentoring. To our delight, we have received more inquiries from Deloitte staff about how to become volunteer mentors. Our program hopes to take this momentum into the coming months.

We are thrilled to see that organizations are acknowledging that mentoring skilled immigrants is a good idea. With the help of our partners like Deloitte, we plan to continue making this ‘good idea’ into a reality.

***

Photo: "Immigrants" by Minnesota Historical Society on Flickr

A few months ago, the City of Vancouver and the Mayor’s Working Group on Immigration helped launch a pilot mentoring program for skilled immigrants. ISSofBC’s Mentoring Connections was glad to be involved in the program that resulted in 19 mentorships between new immigrants and City employees with backgrounds in IT, engineering and finance. Now the Mayor’s Working Group on Immigration is opening up discussion on a topic that sparks many passionate and personal opinions: Canada’s Temporary Foreign Workers Program (TFWP).

One of the reasons I wanted to attend the film screening and public discussion was to get a better grasp on the issues surrounding the TFWP. It was surprising to hear that there are more Temporary Foreign Workers coming into Canada than any other category of immigrant. As mentioned in the short film, “Foreign Worker, Local Neighbour,” this signifies a change in the reason that people are asked to come to Canada.

The short film outlined the struggles of Temporary Foreign Workers in different levels of employment in Vancouver. Common threads between the Temporary Foreign Workers featured in the film were the constant fear of deportation, the lack of rights and protection, exploitation by their employer and the hope to become Canadian citizens one day.

During the discussion that followed the short film, there were those who pointed to the temporary status of the workers as the root of the power imbalance between worker and employer. Some described the program as “modern day slavery” and a form of human trafficking. Many people called for the abolition of the program altogether.

Temporary Foreign Workers contribute to Canadian society through their work. They should have the same rights and protection as any other Canadian worker regardless of their country of origin or their citizenship status. Employers should be monitored and held accountable for their actions. As Canadian employers, they should comply with local laws and uphold basic rights. Foreign workers should have a path to permanent residency.

Just because something should be, does not mean that it will be.

As pointed out by members of the panel, a change in policy is a long and difficult process. A member of the audience countered that it is easy to use that as an excuse to do nothing at all.

It’s true. It’s easy to say that something is too difficult and leave it alone. Clearly from the passionate voices gathered in that room, no one is leaving this issue alone.

Change will not come overnight; but we can help move it along by sharing information and joining the discussion. Tell people about the City of Vancouver’s initiative. Take a look at sites like Employment Standards BC, Employee Action and Rights Network and TFW Vancouver. Educate yourself so that you can educate others. Join the discussion. Make yourself heard so that Temporary Foreign Workers know that they have support in the city that they call home.

For those of you who are on Twitter, join the discussion! Use #TFWyvr and comment.

One thing our program has observed over the past few years is that engineers are a busy group of people. If there was a secret meeting place for Vancouver-area engineers, you can be sure that Jericho and I would be there, coyly slipping Mentor Brochures to whoever made eye contact with us.

Luckily for us, we have engaged a core group of local engineers as volunteer mentors, many of whom have taken on multiple mentorships at our program, and who spread the word about Mentoring Connections to their colleagues. Long-time mentor and Professional Advisory Committee member Carlos Perez did just that, and last Tuesday our program welcomed Carlos and members of his CH2M Hill team to our office for an Industry Insights event for our engineer mentees.

The afternoon started off with a presentation by CH2M Hill  about accessing the hidden job market as an internationally-trained engineer. Participants then broke off into one-on-one informational interviews, where mentees were able to ask their most pressing questions of a CH2M volunteer.

Miss the event? Read our re-cap, below:

“I was really happy to hear a CH2M volunteer say, “Don’t discount your Ph. D. Keep it on your resume.” I know many of my clients are worried that their higher education eliminates them from some jobs. I think it’s important to find a company that appreciates it!” –Romanda Simpson, MC staff

“It was very nice to “talk shop” with a professional in my field, and to hear some tips on how to get noticed. The casual atmosphere of the event made it easy for everyone to be honest and frank about the realities of the industry and the job market.” –MC mentee

“I got a lot more insight into what the hiring process is like from inside a company.” –Mentee attendee

“I got a much better idea of how networking will pay off eventually, and how getting a job can be easy if I meet the right person.” –MC mentee

“After listening in on several informational interviews, common questions that the CH2M volunteers asked were, “What do you like to do? What do you want to do?” If you just want any job, you can find one! But what do you want to do? The way the mentee would answer these questions would help the CH2M volunteer give advice on where the mentee should focus his/her efforts. If you find yourself struggling with these questions, try a needs-values exercise, like the ones found  here.” –Catherine Rana, MC staff

“The opening presentation provided a lot of great insight about job search. I found the suggestions regarding social media, in particular LinkedIn, to be very useful for the attendees. It was suggested that one should follow companies of interest and see which industry-specific groups their employees participate in and join these groups. Some of our clients who are new to social media are still skeptical of this new tool. I think that it was important to hear this advice from industry professionals who actually uses LinkedIn to their advantage. Most of the attendees were not on LinkedIn. After hearing what CH2M had to say, I’m sure they will all be creating a profile soon.” –Jericho Bundac, MC staff

JOB-TARGETING

-Learn about where you live. Find out which companies operate out of the big office towers. Did you know that fifty-percent of all BC employers operate out of the Bentall buildings downtown?

-Vancouver is not the easiest place to get an engineering job, compared to other more remote parts of the province, or Alberta. The jobs that do exist here are very competitive, so in order to be considered, you may want to get some experience in another part of the country first. That way when you apply for one of the more competitive jobs in Vancouver, you will be more “qualified” in the eyes of Vancouver employers.

RESUMES

-When describing your past experience and projects on a resume, include the size of the project in dollar amounts. It helps the HR person put your experience into context.

-If your APEG application or any other accreditation or certification is in-process, include it in your resume as such. It shows the employer that you have identified certification as important to working in BC, and are already taking valuable steps in the right direction.

NETWORKING

-When contacting someone about an informational interview, even if the person only has ten minutes to spare, take it! It’s a chance for the person to meet you face-to-face, and allows you to make a well-rounded, genuine first impression that a resume sometimes cannot portray.

-Once you find a job posting, paste the company name into LinkedIn. If the company has a group, join. Begin to research the company’s employees, and connect to set up informational interviews and to learn more about the company.

-To combat a lack of Canadian experience, find ways to connect with people in your industry, and show them who you are as a person. Once they feel confident that your personality would fit at their workplace, Canadian experience can become less important. More concretely, find a connection between what you did in your previous country and Canada. Is there a client or type of client that your past company and the Canadian company have in common? Is there a process or certification that both companies use? Are companies in your previous country and those in Canada structured similarly?

If you attended our event, we would love to hear from you! Leave your comments, below.

***

Armi (far left) with her family in Canada.

Our latest Mentee Spotlight features Armi Bless-Pacis. Matched with a Mentoring Connections mentor in 2009, Armi reflects on the obstacles that she faced when she first arrived and shares how her mentor gave her confidence and helped guide her in the right direction.

In Armi’s words:

I am Armi Bless-Pacis and I came to Canada with over 10 years of Human Resources experience from the Philippines. Just like many immigrants, I gave up a promising job in my home country and the comfort of being with my family and friends hoping to create greater opportunities for myself and my family.

I found myself facing many challenges when I first arrived. I missed my friends and family. I had difficulty expressing myself, given that English was my second language. I was applying to many jobs but found that I needed to upgrade my skills to align with the industry standards.

I am truly grateful to be one of the mentees at ISSofBC’s Mentoring Connections program. My mentor helped me through these challenges by sharing a wealth of information about the Canadian labour market, and insights about workplace culture and industry practices. Being part of this program allowed me to have the opportunity to interact face-to-face with a professional who is in the HR field.

Through the mentoring program at ISSofBC, I learned about hiring practices in Canada, ways to upgrade my skills, and effective job search strategies. My mentor also provided input on my resume and practiced job interviews with me. One thing that I appreciated about my mentor was that he gave me honest feedback and let me know that I’m on the right track.

The Mentoring Connections program provided me with a mentor who was a good match for my education and work background, as well as my career goals and interests. Other than sharing experience in the Human Resources industry, my mentor and I also shared an experience as immigrants. He empathized with my situation because he went through the same challenges that I was going through. He listened, re-energized me and provided positive guidance whenever I was anxious about finding a job and when I felt like giving up.

After more than a year now, I can say that I have successfully aligned myself with the Canadian labour market standards in my industry.  I am now a Certified HR Professional and I obtained a job in my industry. My mentor made a significant impact in my life. He not only helped me with my job search, he helped me create opportunities in my career, regain my self esteem, and find my purpose again.

Learn more about our mentors and mentees by watching our video.

Arlo Bates on Flickr

Karim Makalai has been a career mentor with ISSofBC’s Mentoring Connections program since January 2010. Through the program, Karim generously volunteers his time to help new immigrants in his field gain the personal and professional information they need to find meaningful employment in Canada. Karim is the CEO of Quantum Logix, a company he started in 1996.

Originally from Uganda, Karim and his family came to Vancouver as refugees in 1973. In honour of the 60^th anniversary of the Refugee Convention, Karim kindly shares his story with us:

MC: Tell us a bit about yourself, and why you came to Canada.

KM: I was born in Uganda, as was my father and grandfather. My parents had two successful retail businesses.

I came to Vancouver as a refugee in 1973, at the age of 15; I am now 53. My family was forced out of Uganda by Idi Amin in 1972, who declared that brown-skinned people were the cause of all problems—economic and social—for black Ugandans. My family fled along with thousands of others.

Before we left, our community was at constant risk of violence, kidnap and murder. Those that weren’t black were forced to carry special identification papers specifying citizenship. Anyone caught without these papers could be arrested, beaten or killed by Idi Amin’s soldiers or police. Many of us had our citizenship revoked for trumped-up reasons. We lived in constant fear and rarely went out of the house at night-time.

When we left Uganda, we were terrorized on our way out. We were only allowed to go to the airport on special buses. Half-way to the airport, the buses were stopped and everyone was searched. Any visible valuables were confiscated. My father and others were pushed around and threatened.

At the airport, we were allowed just one suitcase each. Some were strip-searched and all jewellery was confiscated. We were not allowed to take much currency with us, officially. When we were searched, even that little allowance was taken from us.

On the airplane, I remember fearing that the airplane would not be allowed to leave. When it did finally take off, an indescribable feeling of relief came over me.

We landed in London, England at first, as our Canadian refugee claims were not yet finalized. We were herded into rooms where we were questioned for hours to determine whether we planned to immigrate to England, or move on. We showed them our Canadian refugee claim forms

We were finally allowed into London, where we were able to get a decent meal some 12 hours after boarding the plane.

MC: Did your family choose Canada, or were you told that you were going to Canada?

KM: Before arriving in Vancouver, we had spent a few very difficult weeks in England, where we had lived in someone else’s house. There were 15 of us in four bedrooms. The house had no heat. As I was not British, and came to England under a tourist visa, I was not allowed to go to school or work, as per the British Government.

Needless to say, we were elated when we landed in Vancouver some eight weeks later. At the time, Canada was the only country that offered to take us in. We were glad to come here! We had heard that it was very cold, but very civilized. So, on January 2nd, 1973, our plane landed in Vancouver.

The customs officer stamped our immigration papers and welcomed us into the country. This was a novel experience for us. We had been hounded out of the land of our birth. We had been treated like second-class people in Britain. We were now being treated like worthy people.

MC: Where did you stay upon arriving?

KM: We stayed at the Tropicana Motor Inn on Robson Street. This was all arranged by the Government of Canada.

MC: As you began to settle, did your impression of Canada change?

KM: I loved Canada and still do. This is still the best country in the world. I became a citizen in 1976, the first year that I was eligible, along with my entire family.

MC: What struggles did you face, and how did they change as the years went on?

KM: There were a lot of challenges when looking to integrate into the mainstream community to begin with. We numbered in the thousands, and at first overwhelmed the downtown Vancouver area. Most people welcomed us, but some saw us as invaders. This dissipated, as gradually the refugees dispersed into other areas of Vancouver.

We had a lot of financial struggles, as we arrived here with nothing. During our first few weeks, we were given allowances by the Government; Canada Manpower, if I remember correctly. We had some $50 per week in grocery allowances. We lived in a one-bedroom suite at the Tropicana Motel; all four of us. We didn’t have much, but we were really happy because we were secure. We could go wherever we wanted. There were no soldiers on the streets, carrying guns. We didn’t have to fear being arrested because we were of a different race or colour.

We often remember those days with great fondness, especially our first summer: family trips to English Bay, Stanley Park; ice cream vendors on Denman Street; 25-cent hamburgers at McDonald’s (which we could barely afford).

When my parents got jobs, we moved to a two-bedroom apartment a couple of blocks away. These were happy, happy times!

MC: How would you describe the success you and your family have had?

KM: Materially, my family has done well; especially my generation. My parents’ generation never fully recovered from the financial losses of Uganda.

Our generation of immigrants has contributed significantly to Canada and its well-being. It has been mutually beneficial. The biggest success for us is the fact that we can travel anywhere in or out of the country, and be proud of the country that has given us citizenship. We live in a democracy and some of us are even in public office. It was hard to imagine all of this when we left Uganda.

MC: For refugees arriving in Canada today, what is different?

KM: I think the services available for refugees today are significantly improved. Programs such as the Mentoring Connections program at ISSofBC, job placement services and the power of the internet, as examples.

MC: Have you observed a change in the public’s perception of refugees over the years?

KM: I think much has changed due to the 24-hour news cycle. To increase ratings, stations focus on dramatic stories, emphasizing possible bogus claims rather than the majority of legitimate claims. This stirs up anger in the general population. The current Federal Government has taken a similar route to appeal to their conservative base. There seems to be a sense that today’s refugees are economic refugees—those fleeing poverty—and not political refugees—those under threat of violence, persecution and death.

MC: What would you say is a common misconception Canadian residents have about refugees, today?

KM: I think many people today view refugees as fraudsters and scammers. There is a perception that they are just trying to jump the immigration queue, that people are not legitimate refugees.

MC: How would you dispel this misconception?

KM: The only way to dispel this perception and rhetoric is by constant education.

MC: Many of our clients ask us, “When will I be Canadian? When will I feel Canadian?” How would you answer this question?

KM: I felt Canadian the day that I landed in Vancouver. Things have not been perfect though. Incidents of racism have happened to me over the years where somehow I have been told I am not a “real” Canadian due to my ethnic background.

In the early years, I was too afraid to challenge this due to my experience in Uganda. There was still the feeling of fear, that someone would arrest or hurt me if I stood up to a bully.

When it happens now—and yes it still does—I challenge the person in no uncertain terms. I am as Canadian as anyone and deserve to be treated as such.

MC: Have you been able to return to Uganda since leaving in 1973?

KM: I returned to Uganda for the first time in 2004. When I landed at Entebbe International Airport, the memories of fear and violence came flooding back. In one day, however, I marvelled at the beauty of Uganda, and I was speaking Swahili—the local dialect—with ease.

Everything looked so much smaller than I remembered. It was familiar and yet strange. I visited my old home. I was able to go inside and re-visit the childhood memories of family dinners and get-togethers. I visited my old schools and took lots of photos.

Somehow, though, Canada still felt like my real home. In Uganda, I felt like a tourist. As much as I miss the warm weather of the tropics, Canada brings me a sense of security and belonging.

MC: This year marks the 60th anniversary of the Refugee Convention, and is a good time to reflect on its meaning for Canada as a country and for refugees in our communities. Any final thoughts you would like to share?

KM: Somehow, we need to get the success stories of refugees and immigrants into the media on a regular basis. We need Canadians to know how big a part the Refugee Convention has played in Canada’s growth and success.

***

Thank-you to Karim for sharing his story.

Bridging The Social Media Gap by Intersection Consulting on Flickr

There is a lot to learn for immigrants who have recently arrived in a new country. It’s one challenge after another for a lot of our clients.  In the midst of finding a place to live, looking for a job, enrolling their children in school, attending resume workshops, soft skills workshops, personality dimensions workshops, mock interviews, one on one career counselling, and numerous program information sessions, someone at some point will ask them, “Are you on LinkedIn?”

Social media sites, like LinkedIn, are powerful tools and more people are embracing this technology every day. You can share ideas with people in your field of expertise, re-connect with that old friend from school, read the latest MacLean’s article online, learn about the latest injury update from your favourite sports team, or monitor the latest celebrity meltdown. Social media has many uses. The best part is that you, the user, get to decide what you use it for.

For many new immigrants, social media can be an intimidating space.  It can’t be more difficult than moving and building your life in another country.  Social media requires you to set your own goals and make your own content.  However, it’s essential to keep a few things in mind:

Just because your friend does it, does not mean that you have to do it too.

The “Social Media Club” is not exclusive. They want you to come and bring lots of your friends. Before signing up for Twitter, Facebook or LinkedIn ask yourself, “Why?” Don’t just join Twitter, Facebook or LinkedIn because you were encouraged to by a friend. Try to have a goal and purpose in mind. It doesn’t have to be a big, earth-shattering reason: even keeping up-to-date with friends or gathering information can be made easier with social media.  Knowing what your motives are and who your audience is will improve your whole experience.

Be careful about turning over personal information and be on the lookout for internet scams.

Some good advice to start with is to be vigilant. Internet scams happen. You have to be smart and be careful about turning over your personal information.

Take a look at this blog post from Mentoring Connections’ Romanda Simpson.

There is a difference between social media platforms. Facebook and LinkedIn can have different purposes and different audiences.

Would you want your boss or co-workers to see your embarrassing pictures on Facebook? Would you speak in the same manner to your closest friends as you would to your professional acquaintances?

Each social media platform has its own boundaries and unspoken understanding that defines interactions in its network. For example, Facebook is mainly reserved for your personal life and LinkedIn has been set aside to manage your professional network.

Connect with people who have similar interests as you do. Feel free to use flattery.

Look for people that you know. Search industry-specific groups and find people who share an interest or specialty. When you are inviting people you do not know personally to connect on LinkedIn, don’t just use the generic, “I would like to add you to my professional network on LinkedIn.” Add a personal touch. Tell them who you are and why you want to connect. Ensuring that you personalize the request will prevent your account from being restricted. If too many of your invitations to connect are declined and marked as “Spam,” or “I don’t know this person” then your account may be restricted.

Have something to share. A link to an interesting article or video is a good way to show others that you have something worthwhile to offer.

Show off your expertise and breadth of knowledge by posting interesting articles or useful links. Use message boards tied to your industry to share information with people in those groups. Show that you’re in tune with your industry and that you have interesting information to share with everyone.

Remember to be professional and watch what you say because…

Nothing is private anymore.

Do a simple “Google” search about yourself. What comes up? Is it something that you want everyone to be able to see? What about your employer? Or a potential employer?

Adjust your privacy settings accordingly and watch the content that you post and others post about you on Facebook or Twitter.

Get out there and meet people! Build a positive online persona so that the connections that you make online will want to meet you in person.

Social media is just one part of the equation. If you can use social media to showcase your expertise, it may lead to in-person meetings. However, you should still go out and meet people at networking events and meet-ups. Try volunteering to increase both your personal network and your virtual network. Social media is an excellent complement to going out and doing good old-fashioned networking, but it will never replace it.

Hope Arriving by h.koppdelaney on Flickr

We would like to extend a huge thank you to Anne Keeble and Arturo Pallares for sharing their stories and contributing to a very insightful and welcoming healthcare-themed networking event!

As the Controller at the BC Medical Association, Anne was a great first speaker. She gave a wonderful overview of the healthcare industry and reminded all of the accountants, IT professionals and healthcare professionals in attendance that the industry is very large and requires people with skills in many different areas. She also shared that, as a heavily unionized industry, the healthcare field can be difficult to enter initially. However, once you’re in, you have a fairly secure job.

Anne spoke about the importance of volunteering and suggested that volunteer experience is something she values when she looks at resumes of possible candidates.  Often it is the soft skills that will make the difference for her.  During the group discussion afterwards, it was re-emphasized that no matter what position you hold, you can develop skills and make connections.

Of course, she also shared her own story of triumph over 20 years ago when she and her husband arrived in Vancouver with very little money. After realizing that getting a job wasn’t as easy as she thought it would be, she gave her goals a timeframe and set her mind to it. She is so happy to have found an opportunity that allowed her to stay because she feels Vancouver was, and still is, an incredible place to live!

Up next was Arturo, a physiotherapist and mentor, who spoke about his own struggle to re-enter the healthcare field and the nine years it took for him to become a certified physiotherapist. What resonated with me the most was his comment to, “Just go and do it.” He admits that it may be difficult and it may take a long time, but emphasized that you have a choice to make—Do you want to enter your profession or not? If yes, then start taking the steps! It may be a long road, but five years from now, do you want to look back and say, “If I had started then, I would be finished by now,” or do you want to say, “I’ve done it!”

Arturo also advised attendees not to be confined by their job descriptions, and that going above and beyond what is expected of you is what will make you a memorable and recommendable professional. Don’t limit yourself and your work with boundaries. He shared a story to illustrate this point:

While working at the hospital, Arturo saw a fellow employee standing, waiting in a room with a patient. He asked the employee what he was waiting for, and the employee said that the bed needed to be changed so he could move his patient. So, Arturo went ahead and changed the bed and asked what was next. The employee said that he needed help moving the patient into the bed, so Arturo helped him. Within a few minutes, the patient was settled in the bed and the employee was free to help someone else.

These actions, which were not part of his job description, demonstrate a strong work ethic that is valued and will be recognized.

We would love to hear from those who attended what you learned from Anne and Arturo! Please leave a comment below.

Temari 09 on Flickr

Since teaching in the public school system is a regulated profession, it is only natural that many of our teacher-mentees have questions about the certification process in BC. To better serve these mentees, I attended the BC College of Teachers’ (BCCT) weekly info session last Tuesday, with the hope of picking up some tips. With the exception of myself, the room was full of immigrant teachers from all over the world. Because of this, I was able to gain some valuable info that I’ll share with you, here:

(1) Applying for Certification- The Process

IELTS- One of the many documents you may need to send in is your IELTS exam results. These must be sent directly from the testing organization to the BCCT, and the results must be from within the last two years. Be aware that you must take the Academic IELTS, and not the General IELTS when applying to the BCCT. Regardless of if you pass or fail the exam, your BCCT application will not be assessed until test results have been submitted. You can re-take the exam if you fail.

Immigration Status- You can apply to the BCCT as a permanent resident, citizen, or if you have a valid work permit. To get hired by a school board, you will need to be a permanent resident or citizen.

Academic Credits vs. Work Experience- Work experience as a teacher will not be accepted in lieu of academic credits under any circumstances. Your teaching experience must be current (see Application & Guide for parametres).

Documents- There are many documents that cannot be submitted directly by the applicant, rather must come from the employer, university, certification body, etc. Read the instructions in the Application & Guide carefully. The BCCT will accept documents in English or French.

Confidential Character References- These are personal references, and cannot include anyone related to you. The referees do not need to be Canadian, but the reference needs to be written in English or French, and come directly from the referees.

(2) Assessing your Application

Once your application is submitted, the BCCT will send you a file number and “T-Cert” letter, which will outline which documents still need to arrive. Once all documents have arrived, it will take up to eight weeks for assessment. Your assessment will arrive in writing.

Elementary vs. Secondary- The BCCT will evaluate you on either an elementary or secondary school level. You do not specify which you would prefer, rather the BCCT will choose the option that will get you your certificate faster. Your teaching certificate will not say which level you can teach. This is a discussion that comes up when being interviewed by a school board. Historically, school boards hire teachers with previous experience in the grade they are hiring for. It is therefore in your best interest to have experience at as many different levels as possible.

Familiarization- Many immigrant teachers receive an assessment that says they are ”ineligible” under the requirement that you take a familiarization program. This program can take up to one year, and is available through UBC and SFU. The program is a combination of course work and practicum, and teaches you how to integrate your teaching strategies and knowledge into the BC system. To be eligible for a familiarization program, you must provide UBC or SFU with the BCCT assessment stating you require the program.

Other requirements- In addition to familiarization, you may need to take additional courses to get your full teaching certificate. Some of these courses can be completed while you are teaching under a conditional certificate. Familiarization cannot.

(3) Job-search & Trends

Public school system- It is very hard for all elementary teachers right now in BC, as there is an excess. Given government cut-backs, young teachers may be teachers on call (TOCs) for several years before receiving a full-time position. It varies greatly by district and subject matter. There is a need for French teachers at all levels, as well as high school physics, math and science teachers. There is no centralized hiring place for public school positions, rather you must apply to each school board and get on the TOC list.

Administration- To be an administrator (vice principal, principal) in the BC public school system, you must have a valid teaching certificate in BC.

Private schools- Private and independent schools in BC may or may not require a BCCT certificate. It is up to the individual school. They may instead require that you have a private teaching certificate, which must be applied for through the BC Ministry of Education.

Other Websites-www.educationcanada.com, www.applytoeducation.com, www.bctf.ca, www.makeafuture.ca

If you are a new immigrant looking to re-enter the teaching field, I highly recommend attending this session. The presenter, who is also one of the evaluators, was incredibly helpful, and went into the certification process in great depth. This was a refreshing change from some certification organizations who keep the application process secretive and complicated.

Be sure to let the BCCT know which country you completed your teacher education in when you register for the session, as they will provide you with country-specific information at the session. They also leave ample time after to answer individual questions, so you will receive the support you need.

To learn more about these sessions, visit the BCCT website.

Questions and comments? Leave them below!