Tips for ASETS Holders and Other Aboriginal Agencies for Linking People with OpportunitiesTips for ASETS Holders and Other Aboriginal Agencies for Linking People with Opportunities

  • Be sure that the requirements of the employer and the specific Aboriginal employment initiative are clarified. Ask detailed questions.
  • Challenge stakeholders’ thinking on the requirements if they pose particular barriers to local qualified workers. Look for innovative solutions to requirements such as a valid driver’s licence or a particular experience/education if these are in short supply in your community.
  • Follow up on the candidates you refer. Find out who was selected for the program and why. Follow up again to find out how they did in training or in the first few months on the job. Learn from their experiences to adapt your referral processes if required.
  • Educate yourself on bias-aware hiring processes. Know where systemic barriers can arise and work collaboratively with your employer partners to eliminate these barriers from the hiring process.
  • Use your contacts and networks to increase information about job opportunities and employers. The more awareness and interest there is within the community, the more candidates you will have for possible referral to the Aboriginal employment initiative and/or other employers.
  • Use your contacts and networks to gain feedback about the perception of the employment opportunities and the level of interest in the construction industry. Share this information with your employer partners and help them adjust their communication processes to create more awareness and positive interest.
  • Identify and use inclusive job banks. Take advantage of inclusive job banks to post resumés of Aboriginal people across Canada: e.g. Inclusion Network1  www.inclusionnetwork.ca; Aboriginal Job Centre http://www.aboriginalcanada.gc.ca/acp/jc/site.nsf/eng/menu.html; and Job Bank Canada.
  • Compile and create a contact list of local and regional construction employers. Get to know them and understand their business concerns.
  • Contact local and regional employers to organize a “lunch and learn” talk with such topics as Aboriginal issues, initiatives and partnerships, and benefits to organizational bottom line.
  • Keep track of success stories. Share them with the community, with other employers and with other Aboriginal agencies
  • 1. The Inclusion Network offers employers a means of posting job opportunities and sending them to more than 350 Aboriginal employment centres. It offers the employment centres access to the latest information from corporate employers. It offers Aboriginal job seekers the opportunity to respond to job offerings and post their profiles and resumés on the system’s Talent Database. It also offers databases on Aboriginal college programs and scholarships. More than 95% of ASET holders have been trained to use the Inclusion Network. Postings go to Aboriginal student centres at more than 80 colleges, as well as Friendship Centres across Canada.