Identify displaced talent for an international job opening

To make a job match, it is important to put the right candidate in front of the right employer at the right time. Identification is the work of finding the “right candidate” for the “right job.”  It involves looking closely at two elements – the demands of a job and the eligibility requirements of a migration pathway – to identify the candidates with the greatest potential to satisfy both. 

The identification process outlined below relies largely on the Talent Catalog technology. Read here for further information about how organizations can become partners on the Talent Catalog.

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A demand-driven approach to identification 

Organizations can take different approaches to identify strong candidates.

An employer-led approach: An effective way for organizations to identify potential candidates for labour mobility is to start with an available role from an employer who is able and willing to recruit internationally. Using the requirements of both the role and the immigration pathway, organizations can then identify specific individuals who meet the stated criteria, increasing the likelihood of a positive match. In many instances, the most effective way to identify candidates is to start with the job description for a specific role with an employer who is willing and able to recruit internationally.

An industry-first approach: Another option is to begin with an industry or skill set that is known to be widely in-demand. The organization can identify individuals with appropriate skills and qualifications within that field, and then seek to find employers able and willing to recruit them.

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Analyze job and immigration pathway minimum requirements

Each recruitment opportunity will have two sets of criteria that all candidates must meet before they should be submitted for consideration to an employer: 

1. Job requirements
2. Immigration pathway requirements

Employers and immigration pathways often have criteria related to foreign language abilities, years of experience, and education level. In some cases, employer and government immigration criteria may be the same. In others, they may differ. Whenever the requirements differ, candidates must meet the more stringent requirement of the two. For example, if a job does not have any educational requirement, but the associated immigration pathway requires all applicants to have completed a secondary degree, only candidates who have completed a secondary degree should be considered for the job.

By ensuring that job applicants meet the necessary relocation requirements before submitting their applications, organizations save both the applicant and the employer time and effort invested into a recruitment process that cannot result in relocation.

When a job opportunity appears in the Talent Catalog, it will have an associated Job Opportunity Intake. This resource clarifies the criteria candidates must meet to be competitive for the job and eligible for the relevant visa pathway.

Analyze a job description for keywords 

To identify an individual who is a good match for an available position, after reading the job description closely, a useful next step is to identify “keywords” in the job description.

Keywords include any specific skill sets, qualifications, names of tools, technologies, software or approaches that are listed in the job description. For example, a job description for a software engineer will include several coding languages that the ideal applicant should be proficient in. Each of these are keywords. A job description for a nurse might include a list of procedures the nurse should have experience performing. Each of these are also keywords. 

For help identifying keywords, organizations can use free online tools like Resume Worded, which are designed to scan job descriptions for keywords.

Analyzing keywords is also helpful for supporting displaced talent to tailor their CVs to the specific role.

By extracting keywords, organizations can effectively search the Talent Catalog for every resume that mentions those keywords and, therefore, might be a potential match. 

Submit candidates for an open job opportunity on Talent Catalog

Identify jobs:  The Talent Catalog compiles active global recruitment opportunities available to displaced individuals through Talent Beyond Boundaries and many of its partner organizations. Partner organizations can use the Talent Catalog to identify potential jobs for which they would like to submit candidates for consideration. Any opportunity that is in the “candidate search” phase is open to receiving candidates from around the world. 

Search and shortlist candidates on the Talent Catalog: Using identified keywords, organizations can search and shortlist candidates on the Talent Catalog. At the same time, organizations can invite candidates to self-nominate for available jobs on the Talent Catalog.

Monitor deadlines of recruitment opportunities on the Talent Catalog: Each recruitment opportunity listed on the Talent Catalog has a deadline. This is the date by which candidates’ complete information must be submitted to the employer to be considered in the recruitment process. Employers often have a quick timeline to fill available roles. Identifying and submitting the right candidates in a timely manner is critical to ensure they receive full consideration.

Equity in the identification process 

Historically marginalized groups may have had fewer opportunities to develop the skills required for international jobs. During the identification process, organizations may choose to submit candidates from these groups, such as women, members of the LGBTQI+ community, and people with disabilities, even if they do not meet 100% of the stated job requirements. Employers may have the discretion to exercise some flexibility in these cases. However, in general, immigration pathway requirements are inflexible.

Encouraging candidates to apply on their own for job opportunities

Candidates can search and apply for their jobs on their own. Depending on the role they have secured and their specific circumstances, managing organizations may be able to assist them with the visa application and relocation process. For more information, see support a displaced person who has independently secured a job offer.