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Jul 03
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hiring mistakes

7 Hiring Mistakes Employers Make Which Attract The Wrong Candidates

By Employer

Many employers are talking about the decline in the quality of candidates. But, in the quest to find the right talent, employers often stumble upon pitfalls that lead them to attract the wrong candidates. Despite their best intentions, certain common hiring mistakes can derail the recruitment process, resulting in hires that do not align with the company’s needs or culture. Here are some key points highlighting those hiring mistakes you may be making without realizing.

1. Unconscious Bias

Unconscious bias can significantly hinder an employer’s ability to attract a great and skilled candidate. These biases, often ingrained and unrecognized, affect your decisions at various stages of the recruitment process.

Impact on the candidate’s quality:

The right candidate has the right skills for the job and the right soft skills to communicate and develop in the role.

However, unconscious bias can cause employers to favor candidates who look similar, feel familiar, or fit a particular stereotype, narrowing the candidate pool. Employers may also unconsciously prefer candidates who share their background or personality traits, leading to hires based on comfort rather than merit. This restricts the range of talent and perpetuates a homogeneous workforce.

This limits diversity and potentially excludes highly qualified candidates who could bring fresh perspectives and skills.

2. No Diversification In Hiring Channels

Whether you have a recruitment team or are hiring a recruitment agency, everyone now sources talent from the same channel: LinkedIn. Relying on a limited number of hiring channels is another mistake that can lead to attracting the wrong candidates.

Impact on the candidate’s quality:

Repeatedly using the same recruitment channels can limit an employer’s reach, attracting a similar type of candidate each time. If a company relies solely on one method or channel, it will likely miss out on talent that frequents other platforms.

If diversity and inclusion are important to your organization, restricting hiring channels, companies inadvertently limit their access to these varied perspectives, potentially stifling growth.

To overcome this problem, you need to engage with various job boards, social media platforms, and industry-specific sites, can help reach a broader audience.

You can also reach out to us at Career Edge. We have a massive pool of candidates from underrepresented and racialized groups, and through strategic partnerships, we work with community partners across Canada who share our vision of putting qualified talent to work.

3. Vague Job Descriptions

Job descriptions are often the first point of contact between a candidate and an employer. Insufficient detail can attract the wrong candidates and deter the most suitable candidates.

When job descriptions lack clear definitions of roles and responsibilities, candidates may apply without fully understanding what the job entails. This mismatch can lead to dissatisfaction and high turnover rates.

Impact on the candidate’s quality:

When employers fail to specify the necessary qualifications, skills, and experience required for the role, this can result in applications from underqualified or overqualified candidates, complicating the selection process. While quality candidates might not apply because they don’t meet 100% of the job description. In addition, highlighting perks like free giveaways or gym memberships over core job responsibilities and company culture can attract candidates interested only in short-term benefits. This often leads to hires not aligning with the company’s long-term vision.

4. Inconsistent Employer Branding

A company’s brand communicates its values, culture, and work environment. Inconsistent employer branding can confuse potential candidates and attract those who may not align with the company’s ethos. Quality candidates care about what the company stands for, and having an inconsistent message sends the wrong message about the type of employer you are.

Impact on the candidate’s quality:

When a company doesn’t have consistent branding, it sends mixed messages. If different parts of the recruitment process convey conflicting messages about the company’s culture and values, candidates may be unsure about what the company truly represents. This can attract candidates who do not fit well with the company culture.

The inconsistency also leads to misaligned expectations, which can lead to candidate dissatisfaction once they join and realize the reality differs from the portrayed image.

Overly polished or insincere branding can come across as inauthentic. Candidates are more likely to be attracted to genuine representations of the company, including its challenges and growth areas.

5. Ignoring Diversity and Inclusion

Failing to emphasize diversity and inclusion in hiring practices can lead to a homogeneous workforce and missed opportunities to attract skilled, diverse talent. When diversity and inclusion are not prioritized, the candidate pool tends to be smaller. Diverse teams are more innovative and effective, bringing different perspectives to problem-solving.

Impact on the candidate’s quality:

Companies known for a lack of diversity may deter candidates from underrepresented groups. In contrast, those championing diversity and inclusion often attract top talent seeking an inclusive work environment.

A lack of diverse perspectives can lead to a stagnant corporate culture and resistance to change and innovation. Emphasizing diversity in hiring practices can infuse new ideas and drive the company forward.

6. Unrealistic Job Requirements

Setting unrealistic job requirements can discourage qualified candidates and attract those who do not meet the position’s actual needs.

Impact on the candidate’s quality:

Excessive qualifications and overly specific requirements can deter potential candidates who might excel in the role but do not meet every single criterion listed. This often results in a narrower, less qualified applicant pool.

By focusing on specific qualifications, employers may overlook candidates with transferable skills who could perform exceptionally with proper training and development.

Screening through applications that meet unrealistic criteria can be a waste of time and resources. It can also lead to frustration and a longer time-to-hire, impacting overall productivity.

7. Poor Candidate Experience

Have you checked your Glassdoor interview reviews recently? Many good candidates do this before applying for the job or getting an interview.

The candidate’s experience throughout recruitment is crucial in attracting the right talent. A poor experience can drive away top candidates. Failing to communicate promptly and transparently with candidates can create a negative impression. Candidates appreciate regular updates and clear information about the hiring process.

Impact on the candidate’s quality:

Unprofessional or unorganized interviews can reflect poorly on the company. Structured interviews with consistent questions and a professional demeanor help create a positive impression and attract serious candidates.

Not providing feedback, especially to those who reach the interview stage, can leave candidates feeling undervalued. Constructive feedback shows respect and encourages candidates to consider the company for future opportunities.

By addressing these seven common hiring mistakes—unconscious bias, lack of diversification in hiring channels, insufficient job description detail, inconsistent employer branding, ignoring diversity and inclusion, unrealistic job requirements, and poor candidate experience—employers can significantly improve their recruitment process. This ensures they attract and retain candidates who are not only qualified but also a good cultural fit, driving the company toward long-term success.

Mar 04
Love0

8 Recruitment Tips to Promote Diversity In Workplace

By Diversity and Inclusion

The pursuit of diversity in the workplace has become a cornerstone of progressive organizations aiming to thrive in today’s interconnected global environment. Building a workplace that reflects a wide array of backgrounds, experiences, and perspectives aligns with ethical imperatives and fuels innovation and organizational excellence. Recruitment, the gateway to organizational talent, plays a pivotal role in shaping the composition of the workplace.

Below are eight recruitment activities that foster workplace diversity and create an environment that nurtures inclusivity.

1. Unbiased Job Descriptions and Requirements

The foundation of any successful diversity recruitment strategy lies in crafting unbiased job descriptions and requirements. Language is a powerful tool that can either attract or discourage potential candidates. Organizations should scrutinize their job descriptions to ensure that they are free from gender, racial, or other biases that might inadvertently deter qualified individuals from applying. By focusing on the essential skills and qualifications required for the job, companies can open the doors to a more diverse pool of candidates.

Unconscious biases, often embedded in traditional job descriptions, can perpetuate gender and racial disparities in hiring. For instance, a study conducted by Harvard and Carnegie Mellon found that women were less likely to apply for positions with male-oriented language. Therefore, adopting inclusive language and emphasizing core competencies can break down barriers and invite a broader range of applicants.

2. Diverse Hiring Panels

Establishing diverse hiring panels is a strategic move that directly influences the inclusivity of the recruitment process. When interviews and hiring decisions are conducted by individuals with diverse backgrounds, experiences, and perspectives, unconscious biases are more likely to be recognized and addressed. A diverse hiring panel brings a multiplicity of viewpoints to the decision-making process, contributing to fairer assessments and reducing the risk of homogeneity in the workplace.

This commitment to diversity in the workplace resonates positively with applicants, reinforcing the organization’s dedication to fostering an inclusive workplace culture.

3. Strategic Outreach Programs

Proactive engagement with diverse communities through strategic outreach programs is instrumental in broadening the talent pool. Organizations can establish partnerships with educational institutions, community organizations, and professional networks focused on underrepresented groups. These partnerships create pipelines for diverse talent, ensuring that the organization is reaching candidates who may not be actively searching for opportunities through traditional channels.

Strategic outreach programs also facilitate mentorship initiatives, internship opportunities, and educational partnerships that can nurture diverse talent from the early stages of their careers. By investing in these programs, organizations contribute to developing a more diverse workplace and strengthen their ties with the communities they serve.

4. Transparent Diversity in Workplace Policies

Transparency in communicating diversity and inclusion policies is paramount in attracting candidates who value and prioritize these principles. Organizations that openly articulate their commitment to fostering an inclusive environment signal to potential employees that they are proactive in addressing diversity-related issues. This transparency can contribute to building trust and attracting candidates who are aligned with the organization’s values.

Clear communication of diversity and inclusion initiatives also extends to the company’s actions. Organizations should highlight success stories, showcase diverse role models within the company, and demonstrate a commitment to continuous improvement in creating an inclusive workplace. This transparency attracts diverse talent and contributes to the organization’s reputation as a socially responsible and forward-thinking employer.

5. Blind Recruitment Processes

Implementing blind recruitment processes is a powerful strategy to eliminate biases related to personal characteristics such as gender, ethnicity, or age. By anonymizing resumes and applications, organizations shift the focus from demographic details to the qualifications and experiences of candidates. This approach ensures hiring decisions are based on merit, skills, and competencies rather than unconscious biases.

Blind recruitment processes can be applied at various stages, including initial resume screening, interviews, and skill assessments. Removing identifiable information allows hiring managers to make decisions based solely on the candidate’s ability to perform the job, promoting a fair and unbiased selection process. This diversifies the talent pool and enhances the overall quality of hires.

6. Flexible Work Arrangements

Acknowledging and accommodating diverse needs is essential for attracting and retaining diversity in the workplace. Offering flexible work arrangements, such as remote work options, flexible hours, and job-sharing programs, demonstrates a commitment to creating an inclusive environment accommodating different lifestyles and personal circumstances.

Many individuals from underrepresented groups, such as caregivers or individuals with disabilities, may benefit significantly from flexible work arrangements. By providing these options, organizations attract a broader range of candidates and contribute to employee satisfaction and retention. In a survey conducted by Deloitte, 80% of respondents indicated that flexible work arrangements were a crucial factor in their decision to stay with an employer.

Furthermore, organizations can utilize technology to enable remote work, opening up opportunities for individuals facing geographical or transportation barriers. This approach promotes diversity and aligns with the evolving nature of work in the digital age.

7. Diversity Training for Recruiters

Empowering recruiters with diversity training is imperative to ensure that the entire recruitment team is equipped to identify and address unconscious biases. Diversity training programs should cover a range of topics, including the identification of unconscious biases, understanding the importance of diversity, and implementing inclusive language in communications.

Recruiters should be equipped with the skills to recognize and challenge biases in themselves and their colleagues, fostering a culture of inclusivity throughout the recruitment process.

Training programs can also educate recruiters on the value of diversity in organizational success. Research consistently shows that diverse teams are more innovative, make better decisions, and outperform homogeneous teams. By aligning recruitment practices with these findings, organizations can position diversity as a strategic advantage rather than merely a moral imperative.

8. Regular Diversity Audits and Evaluations

To ensure the sustainability of a commitment to diversity, organizations should conduct regular diversity audits and evaluations of their recruitment processes. Collecting and analyzing data on the demographics of applicants, interviewees, and hires provides insights into current strategies’ effectiveness and identifies areas for improvement.

Diversity audits can reveal patterns of bias or areas where the organization may be falling short in attracting and retaining diverse talent. Metrics such as representing different demographic groups at various stages of the recruitment process, time-to-fill positions for diverse candidates, and employee satisfaction surveys can provide valuable feedback for refining and adapting recruitment strategies.

These recruitment activities are interconnected and mutually reinforcing, working together to create an environment that attracts, retains, and promotes diversity. Organizations that embrace these strategies position themselves as socially responsible innovative and adaptable in the face of an evolving global landscape.

Aug 15
Love1

Why Career Edge is so important to me? By Bavneen Anand

By Success Story

Read Bavneen’s story, from her journey as an International student to a Career Edge employee!

Bavneen Anand

Marketing Coordinator

 

My journey began in 2022 when I, along with my two suitcases, landed in Canada. A land that welcomes newcomers like me with open arms. I moved here from India to kickstart a new life. Like so many people, I had heard horror stories about how difficult times here can be. Nevertheless, I had a whole year of post-graduation to pull through.   

 

One year passed quickly for me at York University. I was studying there, exploring the city, and trying to fit in culturally. A mistake I made and told students I meet now not to is to start looking for jobs way before the course ends. Because I had three years of experience in my field of Digital Marketing, I was a bit laid back and believed finding a job in Canada would be easy. So, I started applying in November of 2022, with a lack of knowledge on resumes that fit well here or even the type of jobs I should be applying for.  

 

And to my surprise, I did not hear back from too many companies for 2 months, which left me disappointed. On speaking to some friends that I knew here, I realized my resume was not catered to the Canadian market, and there were chances that recruiters and hiring managers were not receiving my application. While I was fixing that, I decided to start working part-time, simply because the free time was adding to my stress. This is when my job search journey began. I was applying for a minimum of four hours a day three months straight, and working part time, a routine that we are not used to back home. Luckily for me, the company I worked for in India were hiring for their Canadian office. I started working for them in January of 2023. As grateful as I was, I had the urge to expand and grow versus working in my comfort zone.

In March 2023 is when I got a call from the talent team at Career Edge. Somewhere in those multiple LinkedIn applications, I had also applied for a Marketing Coordinator position during my job search. Even though my wait period was much shorter than the stories and wait periods of other newcomers, those few months felt like years.  

 

My first call was a screening call with the talent team, where I was told that they were looking to hire a Marketing Coordinator through an internship program. While I was happy about the opportunity and the job description fit what I was looking for, I was hesitant about the word “internship”. I decided to go ahead still and interview with the team. Two rounds of interviews happened in less than a week, and soon after, Career Edge offered me the position. Of course, I accepted, still hoping that the word internship would merely be a word. Someone finally saw the potential in me and took a risk by hiring a newcomer.  

 

I still remember the nerves I was experiencing on my first day of the job, not so long in April of this year. During my first week, I met with our small but extremely warm team. Everyone was welcoming and so enthusiastic about the different roles they play in the organization. It could not have worked better than this for me. I started working with a Marketing Specialist, Marwa, who was and is so patient with me throughout the process of learning. The fear of internship slowly started diminishing as I was doing all the full-time work, meeting clients as well as gaining freedom in every aspect of content creation. Strangely, this opportunity has helped me feel less alone in a new country, where it can be so easy to get lost.  

 

Today, I completed 4 months with Career Edge. What started as a 3-month contract has now been extended for further partnership while I continue to work with them happily. Not only am I grateful to Career Edge for giving me the first push into the job market, but also thankful for setting high leadership and teamwork standards. Career Edge is letting me grow professionally and as a person.  

Over the coming months, hear stories right from our very own staff about why Career Edge and the work that they do is so important to them.

Jan 11
Love1

Why Career Edge is so important to me? By Saradha Swaminathan

By Success Story

Read Saradha’s story – an immigrant coming to Canada with her family!

Saradha Swaminathan

Talent Specialist


I hail from a small city in the southern part of India. I completed my bachelor’s in computer technology and master’s in Human Resources. I began my career as a management trainee with one of the largest IT conglomerates in India and was working there for 8 years in different roles like talent acquisition, onboarding, resource management & workforce planning, talent management, talent engagement, academic interface program, etc. I took a break for two years for childcare from 2019 to 2021. In 2021, I moved to Canada. I started searching for jobs. I came to know about Career Edge from one of my HR friends in a WhatsApp group.  I applied for a couple of job postings on Career Edge website. Within a week, I noticed that there was a Talent Specialist opening in Career Edge itself. This grabbed my attention. I have already tried the corporate route, and this time I want to make a move in a more fulfilling direction. I made an online application and received a call in two weeks. I had two rounds of interviews – the first round of panel interviews with a team of IT, Marketing, and Talent specialists from Career Edge, followed by an interview with our Executive Director and Vice President, Finance & Operations. The entire process was so smooth, and I thoroughly enjoyed my interviews. It was truly inspiring to hear from Jeff & Kyle about Career Edge’s vision and future plans. Our conversation made me even more excited to join Career Edge. What interested me, in particular, was how sharply our efforts are focused on creating a positive difference in someone else’s life. Being a new immigrant myself, I was more than happy to join Career Edge family.

 

Every day is a happy day for me as I have an opportunity to help someone launch their career in Canada, and this makes my own career more meaningful and joyful.

I can proudly say that Career Edge is certainly a special place to work. I am blessed to work with such an amazing, hardworking, and passionate team of individuals who are part of a transformational journey.

Over the coming months, hear stories right from our very own staff about why Career Edge and the work that they do is so important to them.

Dec 07
Love1

Why Career Edge is so important to me? By Laurin Lambert

By Success Story

Read Laurin’s story as she goes from a fresh grad to a Career Edge employee!

 

Laurin Lambert

Talent Specialist

Growing up, I was always told that my goal should be going to school and getting a job that could support me in life. The plan was grade school, post-secondary, and work – this was ingrained in me. It was a good plan, a great plan even, but when the time came for me to start working after graduating, I was stuck. My plan didn’t prepare as to how to get a job in my field. I had professors, mentors, and people within my network tell me 101 ways to get hired, but none of it seemed to be working for me. I applied to countless HR jobs that I was remotely qualified for on every job board I knew of. I reached out to professionals whose careers I had admired. I personalized every resume, cover letter, and email, making sure that I represented the best version of myself. Yet, I never heard from anyone – not for a rejection letter, not for an interview. Like many recent graduates, getting hired in your own field seemed impossible.

That was until I found out about Career Edge. I heard about Career Edge through a friend. It was a passing conversation where I had briefly thought I would check the website when I got a chance when I did some research on Career Edge and learnt about how Career Edge has launched thousands of careers for recent graduates, skilled newcomers to Canada, and people with disability. Career Edge sounded wonderful – a little too wonderful, and I immediately became skeptical, thinking this program seemed too good to be true. As a recent graduate who was desperately searching for a job, I registered on the Career Edge website. Within a couple of weeks of registering, I got in touch with a Talent Specialist and was set up with an interview. The process was unlike any other job application that I had experienced. The Talent Specialist team was kind and accommodating with any needs that I had, and most importantly, Career Edge made me feel like a person and not just a resume. Soon after, I got hired in my field, and with Career Edge, no less as a Talent Specialist.

Starting my career had been a difficult and isolating journey, but Career Edge changed that for me. Career Edge has provided me with a meaningful job where I have room to learn and grow and express my thoughts and have my voice heard. What makes Career Edge unique is that it embraces everyone from every walk of life. Everyone on the Career Edge team and all the registrants and interns have a different story that is different from one another, which is understood widely throughout the organization. This understanding allows Career Edge to help everyone individually, and I say this as someone who was a Career Edge registrant.

I am beyond grateful for the opportunity that Career Edge has given me because Career Edge is not just an organization but a community where people like you and I can be given a voice and a fair opportunity to achieve our goals.

Over the coming months, hear stories right from our very own staff about why Career Edge and the work that they do is so important to them.

Oct 14
Love1

Why Career Edge is so important to me? By Fauziyyah Randera

By Success Story

Read Fauziyyah’s story and how Career Edge helped her in following her dream.

Fauziyyah Randera

Payroll & Accounting Intern

I was born in India and moved to South Africa when I was about ten years old. I completed high school in South Africa. I was in 10th grade when I got engaged and got married in 12th grade. At 19, I was the only married female in my class. In June 2018, I moved to Canada.

I always dreamed of becoming an accountant and wanted to continue my studies. However, this is not common for women in my culture and background… although my husband didn’t mind. He supported me and made sure my dream came true. I attended Centennial College for Business Administration Accounting Program for 3 years and completed the Advanced Diploma. It took me 4 years to finish my degree because I got pregnant with a boy while in college during COVID pandemic.

I have worked in the restaurant since I moved to Canada, but after finishing my maternity leave and completing my studies, I was determined to follow my passion and work in accounting.

I submitted about 100 (if not 1000) of job applications with no response. I was looking for a remote job opportunity where I can take care of my child. I did not want to miss my son’s first word and wanted to keep him safe, but it was not a piece of cake to find such an opportunity.

Finally, Career Edge came into my life. I met them at a career event at Centennial College. It was the first and only event I attended. Only the Word “Career Edge” caught my attention. I started accepting and applying for internship opportunities. Shortly after, I received a call from a talent expert saying that I had been selected to interview for a payroll and accounting internship at Career Edge. I was nervous at first because it was my first professional interview.

I was interviewed by a talent expert and an IT expert. I have to say that the impression I got was amazing. I had a second interview with an accountant and a payroll specialist and it went excellent. I got accepted for the opportunity which I always dreamed of.

When I joined the team, I didn’t feel like a new member of the organization. I was sincerely warmly welcomed. I am happy to say that if anyone in the world wants to see a great team, the Career Edge team is the perfect example of the most successful, hardworking, and friendliest team. It’s everyone’s dream team.

Whenever someone asks me what Career Edge does, I always say, it changes lives. As a woman, working from home with a child, I can attest to that.

I thank all the team members for supporting me and being patient with me throughout my learning process. I am grateful to Career Edge for changing my life through this incredible opportunity. If it was not for you, I would have been a housewife with no career goals, putting my studies down the drain. I appreciate the positive environment and the attitude of the team, which gives me a sense of belonging. My goal now is to be an alumnus at Career Edge. I am proud to say that I am part of Career Edge and help change the lives of others.

Over the coming months, hear stories right from our very own staff about why Career Edge and the work that they do is so important to them.

Sep 29
Love1

Why Career Edge is so important to me? By Marwa ElMorsy

By Success Story

Read Marwa’s story as a newcomer struggling to find a job, and how Career Edge helped her land her first job in Canada!

 

Marwa ElMorsy

Marketing Specialist


I came to Canada with my husband in 2019 with many hopes and dreams – like many newcomers. Before arriving, we heard so many stories about how difficult things are for newcomers. We were prepared to start from scratch and were determined to make it work as our new home. 

We initially landed in New Brunswick, one small province in Atlantic Canada, where the government realized how important it is to bring immigrants in because of the aging population. While New Brunswick was so rich in nature – it had us breathe a sigh of fresh air after coming from the hustle and bustle of Cairo – it didn’t exactly welcome us as newcomers.

In my trials to pursue a career, I was treated like I didn’t exist. I faced many rejections and even explicit discrimination. I started to notice the pattern and see the lack of diversity in the workforce of people of colour (and especially veiled women like myself).

When I talked to locals, no one believed I had ambition or passion for what I do; they were even shocked that “I could speak English that well.” It wasn’t just for the lack of “Canadian Experience.” It was also about the colour of my skin and the way I dress. Many people decided I wasn’t an equal just by looking at me. That assumption hurt!

I started to get furious, so I pointed my passion toward volunteering, networking, and even joining political caucuses to speak up about immigrants’ problems and ways to solve them. At one point, I wished I had the power to change something instead of just talking about it.

But then, a couple of years later, my husband and I decided to end this, restart our lives all over again and move to Ontario in the hopes of finding a better life for ourselves.

I started my job search journey again, but this time I remembered a friend mentioning Career Edge and how they helped her start her career with RBC. And even though I was frustrated, I thought it wouldn’t hurt to apply for jobs on Career Edge’s job board.

I promptly got a call from one of the Talent team members (hello there Saradha) telling me that she thinks I’m a good fit for one of the jobs. Long story short, the employer didn’t end up hiring me. I was disappointed, but it wasn’t something I didn’t see before, so I moved on.

But then, when I least expected it, I got a few messages from Career Edge again. They said they were looking to hire a marketing person internally this time. I was so excited, but I didn’t want to get disappointed one more time.

This time I hit the jackpot. Someone took me seriously for the first time in 3 years since I moved to Canada. They respected my experience and believed I could add value (eyes on you, Jeff and Jumana).

After I got the job, it started to sit in. Nothing would have worked better for me. Haven’t gone through that experience, I wouldn’t have been so passionate about helping others who face the same challenges.

Today, I’m so grateful for where I am, where I have to see and interact with people like me – I get to do something I’m genuinely passionate about (I could be a bit annoying sometimes). I get to help people of colour and newcomers to Canada and witness their lives change for the better.

I’m truly thankful every day for being where I am today as Career Edge grows to be part of who I am as a person.

Over the coming months, hear stories right from our very own staff about why Career Edge and the work that they do is so important to them.

Oct 07
Love1

Why is Career Edge so important to me? By Jasveen Kaur

By Success Story

Jasveen had to jump through so many hoops, but the most evident was trying to find a job during COVID-19. Read Jasveen’s story! 

 

Jasveen Kaur

Talent Specialist – Team Lead

I moved to Canada in 2019 as a stay-at-home mom of 2 lovely boys aged 5 and 2. The move came about in a short period of time as my husband was presented an international opportunity to relocate. I had been on a parenting break since 2014 after a successful professional career spanning 10 years in HR and Talent Acquisition leading IT, banking, and financial services recruitments.

The plan was to restart my career after spending initial few months to settle in the family, but soon the world was hit by a pandemic and as anyone could be, I was lost, unsettled and clueless on how to restart my career. The career plans went on a backburner as I ended being the CEO of our home during 2020, navigating the family through the worst part of the pandemic with a lot of hope for the future.

 

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Sep 09
Love2

Why Career Edge is so important to me? By Lola Pitan

By Success Story

Read Lola’s journey of coming to Canada as a newcomer and starting over with Career Edge!

 

newcomer

Lola Pitan

Talent Specialist

Before moving to Canada, I had heard lots of stories about challenges and difficulties often faced by so many skilled newcomers when it comes to securing jobs due to their lack of a Canadian work experience. That’s why I decided to take a different approach.

I set out to obtain Canadian education through a college diploma course in Honors Business Administration with a focus in Human Resources to help smoothen my transition from Law (which was my original professional background) to Human Resources. As my program gradually came to an end, the fear and uncertainty of a pandemic era job market started setting in and it was at this point that I heard about Career Edge.

 

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Aug 12
Love1

Why is Career Edge so important to me? By Suji Satkunarajah

By Success Story

Read Suji’s story about not having the Canadian experience and how Career Edge helped him gain it.

 

Suji Satkunarajah

C# Programmer Analyst

Getting the first job as a new graduate is hard; almost every job requires some experience. If you’re a newcomer, you also need “the Canadian experience”. You can try networking, but your connections might say the same thing: you need some experience, or even some “Canadian experience”. This is where Career Edge plays a big role.

The program provides paid internships to new graduates, newcomers, and people with disabilities so they can get their first work experience or “ the Canadian experience”.

And that’s what the program did for me.

Following graduation, I wasn’t sure what I wanted to do. After spending a year on a failed startup, I knew I had to get some real-world experience. I started applying to postings, but like many graduates have gone through, I didn’t hear back from anyone.

 

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