While Vancouver is an amazing city to live in, many recruiters overlook it as a source of potential talent. This may be because of its relatively small population. Compared to Toronto’s 2.7 million residents, the 662 thousand people living in Vancouver doesn’t seem like the biggest likely talent pool. However, this is before we take the context into account.
Vancouver is one of the most diverse cities in Canada, both in terms of ethnicity and language. With half the population native speakers of neither English nor French, this can make it difficult to fill roles that require first-language fluency. Nonetheless, diversity is an incredibly important asset in today’s market, especially as we become more globalized.
Internationally trained workers (ITWs) are increasingly being acknowledged as crucial cogs in the process of building competitive organizations, providing skills other candidates cannot offer and networks around the world.
It is also important to note that Vancouver residents often struggle to find employment in their fields of interest or study. Some who do complain of low wages and potential for upward mobility. As an employer who can offer better pay and a cogent career path, you will have a lot of great applicants.
Here are some tips you should follow when recruiting talent in Vancouver.
Tips for Recruiting Talent In Vancouver
The basic key is to ensure that potential employees feel valued and want to come work for a company like yours. Here are some tips to follow:
- Accommodate for English Second Language (ESL) speakers: this does not mean you need to post your job listing in every imaginable language. Rather, you can mention that, while fluency in English or French may be necessary, ESL speakers will be given equal opportunity
- Be specific in the job description: since many people in Vancouver are sick of dealing with companies that demand anything and everything from them, specifying exactly what you need will be a breath of fresh air
- Mention the potential for career growth: job-seekers in Vancouver want reassurance that they are not getting into a dead-end job. In an interview, discuss the individual’s desired career path and what you are able to offer
- Speak about your company culture: no one wants to work for a company that does not care for its people. You should be clear about the standards potential employees should expect from you. Also, explain the measures your company takes to hold managers accountable if they mistreat the people who report to them
Crafting an Employee Agreement
When recruiting staff in Vancouver, you should be prepared to present an employee agreement to candidates you wish to hire. These employee agreements can be amended, but there are certain factors that cannot be altered.
In British Columbia, there are specific laws you need to follow as an employer. This includes a mandatory minimum wage, benefits, paid overtime, paid time off, and more. Here are some of the most significant regulations you need to consider when hiring in Vancouver:
- Minimum wage now stands at CAD 15.65 per hour (as of June 2022)
- Minimum wage for students and employees under the age of 18 stands at CAD 13 per hour
- These figures apply to workers in the hospitality industry who serve liquor and had previously been subject to a lower minimum wage
- Employers need to make contributions to employees’ pension funds, insurance, and workers compensation
- Employers must pay for overtime at a rate of at least 150% of the employee’s regular wages
It is important to recognize that some of these payroll details are specific to Vancouver and British Columbia. The payroll and labor laws in Toronto do differ in some regards.
Differences Between Hiring in Vancouver and Toronto
Most of the labor laws in Ontario and British Columbia are the same or similar. However, there are some significant differences. The biggest difference is minimum wage. In Vancouver, minimum wage is CAD 15.65, compared to CAD 15.00 in Toronto. When it comes to maternity leave and paid time off (PTO), Vancouver and Toronto provide similar timeframes, although the administrative details differ slightly.
Another major difference in employer responsibilities between Toronto and Vancouver is in the termination process. In Toronto, at least one week’s notice is necessary for termination. The longer the employee has worked for the company, the more notice time is required. In Vancouver, on the other hand, no notice is required no matter how long an individual has been employed by the company.
Finally, employees in Vancouver are entitled to severance pay after having worked for a company for at least three months. In Ontario, only employees who have worked for a company for over five years are entitled to severance pay (as long as the company does not have a payroll of CAD 2.5 million a year or more).
Hiring in Vancouver is an excellent decision due to the diversity and potential for hiring internationally trained workers. In an increasingly globalized world, the skills these candidates provide are extremely valuable.