Lessons Learned from the Edmonton Tech Sector

Early this year, YEG Connect concluded its first round of employer-focused research with Edmonton’s Tech sector. As part of our pilot cycle, our engagement with Edmonton’s tech employers provided valuable insights into their needs and priorities, particularly when addressing the challenges of hiring internationally trained professionals and newcomers in Canada.

Here are some insights from the lessons learned by Tech sector employers, many of which YEG Connect plans to keep in mind as we move into the next as we move into the next phase of our project that focuses on manufacturing, care economy, and construction sectors.

1. Connecting with peers who face similar hiring and recruitment challenges fosters the exchange of ideas, information, and practical solutions among individuals with shared goals and interests.
   A clear theme that emerged from YEG Connect’s first sector cycle is when people are given the time and space to collaborate, through online sector forums and the Solutions Council, they can come together to address long-standing challenges and generate practical, short-term solutions while continuing to work toward more comprehensive medium- and long-term strategies.
2. Bite-sized, scannable resources can be more effective than extensive, information-heavy resources.
   Tech employers highlighted the uncertainty they face when hiring internationally trained talent, including questions about their role in supporting newcomers and the challenges of combing through extensive, time-consuming resources, which many workplaces cannot afford. In response, YEG Quick Connects were created. These concise, research-based resources are designed to provide clear, accessible guidance for employers in moments of uncertainty.
3. Talking to a person, rather than navigating a website, is a rare and highly valued form of support for many tech employers.
   Tech employers emphasized that what they need most is the ability to connect with someone who can provide a clear, straightforward answer to their questions. YEG Connect is exploring a concierge-service approach that is staffed by experts who can serve as a centralized source for up-to-date information, share best practices, and offer warm referrals to relevant supports and local services to address this need.
4. Recruitment begins well before a job posting goes live.
   YEG Connect’s conversations with tech employers highlight that a thoughtful, practical approach to recruitment reduces wasted time and effort for both employers and candidates, ultimately leading to more accurate job placements. Streamlining the hiring process requires deliberate job postings and intentional interviewing practices so newcomers can shine in interviews. This practice ensures strong alignment between candidates and their roles, ultimately supporting higher retention and long-term stability for both employers and newcomer employees.

As YEG Connect expands its collaboration to employers in the manufacturing, care economy, and construction sectors, we look forward to uncovering new insights and continuing to advance solutions that address hiring and recruitment bottlenecks for employers seeking to employ internationally trained professionals and newcomers in Edmonton.