2. Getting the Job: A Culturally Appropriate Hiring Process2. Getting the Job: A Culturally Appropriate Hiring Process

Once a foundation of awareness of the differences between Aboriginal and Western cultures has been laid, workers and employers can successfully navigate through the various stages of the hiring process.

Whether your initiative is a training program, a pre-apprenticeship career awareness program, a hiring initiative or something else, there are standard steps you will follow to select people to participate.

The Hiring and Retaining process will follow a sequence:

  1. Candidate makes application or submits resumé.
  2. Pre-screening by referral agency and/or a second screening by the manager of the Aboriginal employment initiative.
  3. Interview and/or other selection and assessment processes.
  4. Hiring and/or entry into the training program; orientation.
  5. Coaching and mentoring for long-term success.

Tools for employers:

  • An overview of cultural considerations for screening an Aboriginal candidate's resumé.
  • Checklist of inclusive resumé screening.
  • Reducing bias during interviewing and an overview of the impact of Aboriginal cultural norms on interviewing.
  • Considerations for behavioural-based interviewing and an inclusive interviewing checklist.

Tools for Aboriginal workers:

These can be downloaded and adapted for direct use by Aboriginal job seekers. Stakeholders (employers, ASET holders, job counsellors, trainers, etc.) in an employment initiative can use these tips for training and coaching Aboriginal workers. Remember that these tips do not give an unfair advantage to Aboriginal candidates – rather, the tips help them to overcome common barriers so that their qualifications can be more accurately evaluated.

  • Tips on preparing and submitting a resumé.
  • Interview preparation tips.

For additional information, see Indian and Northern Affairs Canada’s Job Search Toolkit for Aboriginal Youth.