Newcomers to Canada: Part 1 - "Canadian" Experience
Ian Messenger
“Canadian Experience” is the first instalment of a 4-part series aimed at newcomers to Canada working in Financial Crime roles.
As a result of my own experiences as a newcomer to Canada, I designed and launched the Financial Crimes Prevention and Mitigation program through Seneca College [Link] to address both the “Canadian Experience” and certification hurdles.
When I first arrived in Canada in 2016 from the UK I must admit I was a bit naive when it came to the concept of “Canadian Experience” in the job market. I had read about it on online forums and websites as I prepared for my move but thought, like many, that I wouldn’t be as bad as everyone said…at least for me!
My rationale? I was coming from an established career in law enforcement with a strong (and related) academic background. Surely I would be snapped up by Canadian private sector employers… or at least get an interview.
No.
I found hiring managers looked for “Canadian Experience” in their interview candidates. This is somewhat of a Catch-22 - how can someone get “Canadian Experience” without a hiring manager giving them their first start?
Overcoming the lack of Canadian Experience and getting that first position is Canadian can be considered a rite of passage. It is something that nearly every newcomer to Canada has gone through - and the good news? It is survivable!
What I found - and my advice for others - is to consider (I’ll cover these points in more depth in later posts):
1) Contract roles, rather than permanent positions
Flexible short to medium term roles advertised (or not) as part of a mass-hire can offer a first entry into the job market. Permanent direct-hire roles typically hire from within or have a pre-identified candidate. Whereas contract roles have a little more flexibility to explore previously “unknown” candidates.
Personal experience: I applied for many permanent jobs which I was well (and over) qualified for without getting an interview. When I applied for similar job descriptions on a contract basis, the offers came.
2) Upskilling in local “Canadian” certifications and courses
Hiring managers LOVE certifications and courses in Canada and it is very common for job descriptions to list specific ones as “recommended” or “(strongly) preferred”. It is best to interpret this as “required” - at least to get an interview. The Financial Crime job market in Toronto is oversaturated with candidates; you can guarantee that another applicant with the same work experience BUT with a “recommended” or “(strongly) preferred” certification or course will get the interview. And no surprise - they may not be the better for the role, they just got the chance to interview for it!
Personal experience: When I first applied for roles, I did not have any financial crime certifications or courses. I hadn’t be asked for any during a decade of law enforcement experience investigating fraud and financial crimes. After completing the CAMS certification (a “recommended” certification), I got my first contracting offer.