Employer Immigration Readiness Roadmap
Understanding Your Workforce Needs
Becoming an Immigration Ready Employer
Attracting Foreign International Talent
Employer Brand
Employee Settlement and Integration
Immigration Pathways in Nova Scotia
Employer Immigration Readiness Support Tool
Employers across Pictou County are increasingly using immigration as part of their workforce development strategy—to fill critical roles, support business growth, and build stronger, more diverse teams.
The Employer Immigration Readiness Support Tool is a practical, online resource designed to meet you where you are. Whether you are exploring immigration for the first time or already supporting employees through the process, this tool helps you understand what it means to be immigration ready and how to plan with confidence.
Inside the tool, you’ll find guidance to help you:
- Understand workforce needs and plan ahead
- Prepare your organization to hire and retain international talent
- Navigate key requirements and pathways in Nova Scotia
- Build welcoming workplaces that support long-term retention
Immigration works best when it’s thoughtfully integrated into broader workforce planning. This tool is here to support a structured, informed approach—and to help employers benefit from the skills, perspectives, and workforce diversity newcomers bring to their organizations and our community.
Understanding Your Workforce Needs
Before things get complex, get clear on your workforce needs.
This section helps set realistic expectations and supports informed decisions about recruitment and immigration.
In this section, you will:
- Clarify workforce needs
- Identify hard-to-fill roles
- Support recruitment planning
- Inform immigration decisions
The Partnership supports businesses’ growth with planning and efficiency.
Becoming an Immigration-Ready Employer
Being an immigration-ready employer means having the right foundations in place before recruiting internationally. It’s less about paperwork and more about being organized.
This section highlights practical steps that help employers be prepared, regardless of the immigration program used.
In this section, you will:
- Understand what “immigration ready” means in practice
- Identify common preparation steps
- Reduce uncertainty by focusing on organization, not expertise
- Support smoother hiring through early planning
The Partnership supports businesses: planning and efficiency lead to growth, diversity and inclusion lead to retention
Attracting Foreign Workers
At this stage, recruitment and immigration planning come together.
This section helps align roles, job ads, and pathways to support effective hiring.
Why this section matters:
- Helps employers understand available international talent pools
- Supports job ads that are clear, accurate, and immigration-aware
- Reduces risk by building awareness of common recruitment fraud
The Partnership supports Regional Growth: Community integration (cultural diversity and inclusion) leads to Retention.
Employer Brand
Your employer brand is not your logo or marketing—it’s how people understand what it’s like to work for you. Today’s candidates want clarity about workplace culture, values, and expectations before they apply—especially if they are considering a move or a long-term commitment.
A clear employer brand helps attract the right people by setting expectations early. It supports better matches between employers and employees, benefiting local, national, and international talent alike.
Why this section matters:
- Helps candidates understand what working for you is really like
- Supports attraction before immigration pathways are selected
- Reduces misalignment between expectations and reality
- Builds trust with candidates who are researching from afar
The Partnership supports businesses: planning for successful hires leads to better matches and retention.
Employee Settlement and Integration
Settlement support is one of the strongest predictors of long-term success—for employees, their families, and employers alike. When people feel supported as they settle into their workplace and community, they are more likely to stay, contribute, and build lasting lives in the region.
Settlement is not about doing everything for someone. It’s about clear expectations, early communication, and shared understanding of what support looks like at work and beyond it.
For some immigration pathways, a settlement plan is a formal requirement. More broadly, settlement-aware employers help create the conditions for stability, belonging, and retention.
Why this section matters:
- Reminds employers they are supporting a person and family, not just a process
- Strong settlement support contributes to long-term retention and reduced early turnover
- Supports smoother workplace integration and employee well-being
- Helps meet AIP settlement planning expectations, where applicable
- Reinforces Pictou County as a welcoming place to live, work, and stay
The Partnership supports businesses: community integration (through diversity and inclusion) favours belonging and retention.
Employee Settlement and Integration
Roadmap role: Understand permanent resident pathways—and when they may apply.
The immigration pathways explored in this section are permanent resident pathways. These programs are designed to support long-term workforce needs by helping qualified workers and their families establish permanent roots in Nova Scotia.
For employers, the focus is not on choosing a pathway early, but on understanding what these programs are intended for and what preparation is required before exploring them.
This section provides high-level context only. For detailed and current program requirements, employers should always refer to official provincial and federal sources.
Why this section matters:
- Clarifies the purpose of permanent resident pathways
- Supports planning for long-term workforce stability and retention
- Reinforces readiness before exploring program options
The Partnership supports businesses: Empowerment leads to Thriving businesses
Understanding Your Workforce Needs
Know Your Workforce Reality
People move on—through retirement, resignation, or career growth. Taking time to look ahead at your workforce helps reduce last-minute hiring and allows you to anticipate gaps before they affect day-to-day operations. Planning doesn’t remove uncertainty, but it does create space to respond more thoughtfully when change happens.
Anchor Ideas
- Workforce change is predictable when you look ahead.
- Key roles deserve early planning.
- Immigration works best when it’s not rushed.
Employer actions
- Identify the roles that are most critical to your operations.
- Allow time for training, knowledge transfer, or immigration if needed.
Define the role before you recruit
Before recruiting—locally or internationally—it’s important to clearly define what a role actually requires. Using Canada’s National Occupational Classification (NOC) helps employers step back and look at roles more objectively.
Learn More
The NOC can help you:
- Clarify core duties and skill levels.
- Separate must-have skills from those that can be trained.
- Decide whether a role can be developed internally or requires new talent.
- Write clearer job ads that attract better-aligned candidates.
The NOC isn’t just for immigration paperwork—it’s a practical workforce planning and recruitment tool.
Anchor Ideas
- Clear roles attract better candidates.
- Not all skills need to be hired external.
- The NOC supports planning, not just immigration.
Resources
- NOC system link: https://noc.esdc.gc.ca/**
- Role Clarity Checklist:Use this checklist to help clarify if:
- Core duties are defined.
- Must-have vs. trainable skills are clear.
- Internal development options are understood.
- The role aligns with a NOC profile.
- Talent source is identified.
- Job ads can be written more clearly.
Employer actions
- Search the job title in the NOC system.
- Review the lead statement and main duties.
- Confirm that most duties align with your role.
- Use the information to:
- Plan staff development or training.
- Decide whether new talent is needed.
- Update or refine job descriptions.
The Partnership supports businesses’ growth with planning and efficiency.
Back to exploring the tool
You’ve Taken an Important Step
By taking the time to work through this tool, you’ve already done something meaningful. You’ve stepped back to think intentionally about your workforce, your workplace, and how immigration and inclusion can support your business over the long term.
There’s no expectation that you have everything figured out. Immigration readiness, inclusive workplaces, and effective workforce planning are all journeys—and they evolve as your business grows and changes.
What matters most is that you’re asking the right questions.
What comes next
The Pictou County Partnership is here to continue the conversation. We support employers who want to learn how immigration and welcoming workplace practices can be thoughtfully integrated into their workforce development strategies.
Whether you’re ready to take the next step or simply want to explore options, we’re here to:
- Talk through your workforce goals and challenges
- Help you understand how immigration may fit into your planning
- Connect you to programs, pathways, and resources when helpful
- Support inclusive and welcoming practices that lead to better matches and retention
Becoming an Immigration-Ready Employer
Register as an Employer
Employers who plan to hire foreign nationals are required to apply for an Employer Registration Certificate (ERC) through Nova Scotia Labour Standards.
Learn More
The ERC is:
- Free and valid for one year
- Required for programs such as the Atlantic Immigration Program (AIP) and the Nova Scotia Nominee Program (NSNP)
- Part of your employer document package and can be referenced in job ads to support international recruitment
Resources
Employer actions
- Apply for an Employer Registration Certificate (ERC)
Show You Tried to Hire Locally
Before hiring internationally, employers must demonstrate that Canadian citizens or permanent residents were considered first.
Learn More
There are three common ways to meet this requirement. In most cases, only one applies.
- The job was advertised and could not be filled locally
- The worker is already authorized to work in Canada
- For example, they hold an open work permit or a post-graduation work permit
- Or the position is LMIA-exempt
- You have a positive Labour Market Impact Assessment (LMIA)
- Issued by Service Canada
- Names the prospective employee
- Is valid at the time of application
Obs: Most employers meet this requirement through option 1.
Tip: Employers who have already used the NOC system to define roles and prepare job descriptions are often better positioned to meet this requirement, as ads are clearer and easier to align with program expectations.
Anchor Ideas
- Immigration follows local recruitment
- There are a few accepted ways to show this
- Clear job definitions make this easier
Resources
- Hire a temporary foreign worker with a Labour Market Impact Assessment https://www.canada.ca/en/employment-social-development/services/foreign-workers.html
- Hire a skilled worker to support their permanent residency — Apply for a Labour Market Impact Assessment https://www.canada.ca/en/employment-social-development/services/foreign-workers/permanent/apply.html
- Advertising requirements.
- The job was advertised in 3 different publications.
- Must-have vs. nice-to-have skills/experience are defined.
- At least 1 ad was Canada-wide (e.g. Job Bank).
- Ads targeted Canadian audience with the right education, experience, language ability and skill level.
- Ads were posted within 6 months of a job offer to an applicant outside of Canada.
- Ads were publicly available for 4 consecutive weeks in a row.
- No qualified Canadian or Permanent Resident was available.
- All local candidates were considered before offering the job internationally.
- Records you must keep (simple, but important).
- Number of applications received.
- Why Canadian or Permanent Resident applicants were not selected.
- Proof of where and how long ads were posted.
- Invoices or receipts for paid advertisements.
- Screenshots of online job postings showing dates.
Tip: Keep one digital folder per role — it saves time later.
- Where to post Job ads or look for talent?
- General
- Job Bank (Connect with Canadian Citizens, Permanent Residents, Foreign Nationals in Canada and those looking to come to Canada; free to job advertising).
- Indeed (The top job hunting site; Most well known; Ease of use; No subscription required for job seekers).
- Glassdoor (Benefit of reviewing companies; seeing what past employees have said about them).
- LinkedIn (Ease of communication with employers; Employee profile and resume go hand in hand; Harder to maintain).
- Local
- Nova Scotia Works – Career Connections (Connect with local job seekers and benefit from many employer services, including free NOC based job advertising).
- Tech industry
- jobs.techtalent.ca (Largest tech job board in Canada; Easy apply system, sign in, upload resume and apply).
- techjobs.ca (Option to search by skills or title; Location can be specified; Search for specified employers).
- Trades
- skilledtradesjobscanada.ca (Job hunting board; Location can be specified; Search for specified employers).
- General
Employer actions
- Confirm whether the role can be filled locally or requires new talent
- Ensure job descriptions and ads clearly reflect the role and required skills
- Decide where and how to advertise to reach qualified local candidates
Commit to a Welcoming Workplace
Creating a welcoming and inclusive workplace isn’t only a requirement of some immigration programs—it’s a strong foundation for any organization.
Learn More
This includes being prepared to support:
- People from different cultures and backgrounds
- Newcomers already living and working in Canada
- People with diverse accessibility needs
- Teams with different communication styles
This work can—and should—begin even if you’re not currently hiring internationally.
This topic is explored in more depth later in the roadmap.
Anchor Ideas
- This starts before immigration.
- Applies to all workplaces.
- A long-term advantage.
Employer actions
- Reflect on how welcoming practices show up in your workplace
- Note areas that may require attention as your team grows or changes
The Partnership supports businesses: planning and efficiency lead to growth, diversity and inclusion lead to retention
Back to exploring the tool
You’ve Taken an Important Step
By taking the time to work through this tool, you’ve already done something meaningful. You’ve stepped back to think intentionally about your workforce, your workplace, and how immigration and inclusion can support your business over the long term.
There’s no expectation that you have everything figured out. Immigration readiness, inclusive workplaces, and effective workforce planning are all journeys—and they evolve as your business grows and changes.
What matters most is that you’re asking the right questions.
What comes next
The Pictou County Partnership is here to continue the conversation. We support employers who want to learn how immigration and welcoming workplace practices can be thoughtfully integrated into their workforce development strategies.
Whether you’re ready to take the next step or simply want to explore options, we’re here to:
- Talk through your workforce goals and challenges
- Help you understand how immigration may fit into your planning
- Connect you to programs, pathways, and resources when helpful
- Support inclusive and welcoming practices that lead to better matches and retention
Attracting Foreign International Talent
Understand Your International Talent Options
When attracting foreign workers, it’s important to understand both where candidates are located and how they are eligible to work in Canada.
Learn More
Many employers are surprised to learn that:
- Some international talent is already in Canada
- Some candidates can work right away
- Others may require employer support through an immigration pathway
In Nova Scotia, employers most commonly support foreign workers through:
- Nova Scotia Nominee Program (NSNP)
- Atlantic Immigration Program (AIP)
Obs: As an employer, you may also support a qualified foreign national — inside or outside Canada — to start working for you, obtaining a closed work permit through the NSNP or AIP.
Other programs and talent pools can complement these pathways, depending on your needs.
Anchor Ideas
- Not all international talent is outside Canada
- Work eligibility affects timelines and next steps
- NSNP and AIP are key tools for Nova Scotia employers
Employer actions
- Understand a candidate’s current status. This can help you decide whether immigration support is required, and which pathway may apply.Who may be eligible to work for you? International candidates may include:
- Permanent residents
- Work permit holders
- International students (up to 20 hours per week during studies; full-time during scheduled breaks)
- Graduates with Post-Graduation Open Work Permits (PGWP)
- Participants in International Experience Canada (IEC) (Youth from over 30 countries with open work permits)
Show You Tried to Hire Locally: Immigration-Ready Job Advertisements
Job advertisements do more than fill vacancies—they help set expectations, attract the right candidates, and support immigration processes when needed.
Learn More
Settlement organizations provide specialized, place-based support that complements what employers offer in the workplace. These partners help individuals and families navigate life beyond work—reducing pressure on employers and supporting long-term success.
In Nova Scotia, and specifically in Pictou County, a key settlement partner is the YMCA Centre for Immigrant Programs. The YMCA Centre for Immigrant Programs provides settlement and language services to immigrants, refugees, and their families across the province.
What the YMCA Centre for Immigrant Programs provides:
- Individual and group settlement support (in person and virtual)
- Community orientation and help accessing services
- Language instruction and language needs assessments
- Social, recreational, and community connection activities
- Child and youth programming
- Solution-focused counselling and advocacy
- Community collaboration and referrals
- Needs assessments and formal settlement plans for AIP participants
Settlement plans are a required component of the Atlantic Immigration Program.
Other organizations, such as Immigration Services Association of Nova Scotia, also offer programs and supports that may be helpful to employers and employees, depending on location and need.
Why referrals matter. Settlement agencies:
- Assess needs employers may not see
- Support families, not just individual workers
- Reduce pressure on employers to “do everything”
- Increase long-term retention and integration
Connecting employees to trusted settlement partners early helps everyone focus on their role—employers on the workplace, and settlement providers on community integration.
Anchor Ideas
- Clear job ads attract better candidates
- NOC alignment supports recruitment and immigration
- One strong ad can serve multiple purposes
Employer actions
- Confirm the role aligns with the appropriate NOC
- The lead statement reflects the position
- Most main duties match the actual job
- Use competency-based language focused on skills and knowledge
- Clearly communicate:
- Hours of work
- Wages and benefits
- Work environment and expectations
- Consider linking to your website to share more about your workplace and employer brand
Fraud Awareness
Being immigration ready includes basic awareness of ethical recruitment standards in Nova Scotia.
Learn More
Employers are encouraged to understand these safeguards and refer to official sources for up-to-date guidance. In Nova Scotia:
- Workers must not be charged fees to help them find work
- International recruiters must be licensed to operate in the province
- Employers should confirm a worker’s legal authorization to work
Important: All workers in Canada require a Social Insurance Number (SIN). Temporary foreign workers have SINs that begin with “9”, which are valid only until the expiry date on their work authorization.
For detailed and current information, employers should visit Nova Scotia Labour Standards and the Nova Scotia International Recruitment FAQ.
Anchor Ideas
- Ethical recruitment protects employers and workers
- Workers should never pay to get a job
- Licensed recruiters and valid work authorization matter
Resources
- Nova Scotia International Recruitment FAQ: https://novascotia.ca/lae/employmentrights/fw/foreignworkerrecruitmentlicence.asp#q993
- reporting tools: https://www.clearviewconnects.com/#/reporter/submit-report?org=PNSIPG&lang=en&vanity=true
Employer actions
- Review ethical recruitment standards through Nova Scotia Labour Standards
- Confirm recruiters used are licensed and workers have valid authorization
The Partnership supports Regional Growth: Community integration (cultural diversity and inclusion) leads to Retention.
Back to exploring the tool
You’ve Taken an Important Step
By taking the time to work through this tool, you’ve already done something meaningful. You’ve stepped back to think intentionally about your workforce, your workplace, and how immigration and inclusion can support your business over the long term.
There’s no expectation that you have everything figured out. Immigration readiness, inclusive workplaces, and effective workforce planning are all journeys—and they evolve as your business grows and changes.
What matters most is that you’re asking the right questions.
What comes next
The Pictou County Partnership is here to continue the conversation. We support employers who want to learn how immigration and welcoming workplace practices can be thoughtfully integrated into their workforce development strategies.
Whether you’re ready to take the next step or simply want to explore options, we’re here to:
- Talk through your workforce goals and challenges
- Help you understand how immigration may fit into your planning
- Connect you to programs, pathways, and resources when helpful
- Support inclusive and welcoming practices that lead to better matches and retention
Employer Brand
Create a simple employer brand presence
An employer brand is built by consistently communicating what matters most in your workplace. It reflects your values, culture, and the day-to-day experience of working for your organization.
Learn More
For many employers, a simple “Working With Us” or Careers page is one of the most effective ways to share this information. It doesn’t need to be complex—just clear, honest, and easy to find.
A strong employer brand presence should:
- Use benefit-focused language
- Be clear and easy to read
- Include inclusive images and examples
- Avoid jargon and overly complex language
- Be easy to translate using tools like Google Translate
Benefits should be described in plain language so candidates unfamiliar with Canada, the region, or local workplace norms can clearly understand their value. Helpful additions may include:
- Links to community or settlement resources
- Information for people moving from outside the region
- Clear next steps for applicants
Anchor Ideas
- Employer brands are built over time
- Intentional matters more than polished
- Simple and clear beats complex
Resources
Employer support GUIDELINE checklist
- Someone is assigned to support onboarding
- Settlement needs are discussed early
- Community resources are shared
- Expectations are clear on both sides
Employer actions
- Create a simple employer brand presence (website page or social media page) that helps potential candidates understand what it’s like to work for you
Extend your reach
Once your employer brand page is ready, the next step is making sure people can find it. You don’t need a marketing campaign—just a few simple ways to share the information you’ve already created.
Learn More
Extending your reach helps ensure that candidates researching from elsewhere can easily learn about your workplace, values, and opportunities. You can start by:
- Making your employer brand page easy to share
- Using it consistently across recruitment and outreach
Anchor Ideas
- This builds on work you’ve already done
- Simple actions can increase visibility
- Consistency matters more than scale
Employer actions
- Create a PDF version of your page for easy sharing
- Reference it in job ads and recruitment materials
- Link to it from your website or social media channels
Should you get external help?
Some employers choose to develop their employer brand on their own, while others benefit from outside support.
Learn More
There’s no single right approach—the decision often depends on the size of your organization, the pace of hiring, and how quickly you want to move. You may want to consider external support if:
- Your organization is growing or changing quickly
- You are hiring regularly or internationally
- You want help clarifying and communicating your workplace values
- You prefer guidance to move forward with confidence
External support may include individuals or firms that specialize in employer branding, recruitment communications, or workforce attraction.
The Partnership’s role
The Pictou County Partnership does not provide employer branding services, but we can help you:
- Think through what kind of support may be most helpful
- Identify when outside expertise may add value
- Connect you to relevant local or regional resources, where appropriate
Employer actions
- Reflect on whether your current capacity is enough to do this work internally
- Decide if outside support would help you move forward more effectively
- If seeking support, ask for examples of employer brand or recruitment-focused work
The Partnership supports businesses: planning for successful hires leads to better matches and retention.
Back to exploring the tool
You’ve Taken an Important Step
By taking the time to work through this tool, you’ve already done something meaningful. You’ve stepped back to think intentionally about your workforce, your workplace, and how immigration and inclusion can support your business over the long term.
There’s no expectation that you have everything figured out. Immigration readiness, inclusive workplaces, and effective workforce planning are all journeys—and they evolve as your business grows and changes.
What matters most is that you’re asking the right questions.
What comes next
The Pictou County Partnership is here to continue the conversation. We support employers who want to learn how immigration and welcoming workplace practices can be thoughtfully integrated into their workforce development strategies.
Whether you’re ready to take the next step or simply want to explore options, we’re here to:
- Talk through your workforce goals and challenges
- Help you understand how immigration may fit into your planning
- Connect you to programs, pathways, and resources when helpful
- Support inclusive and welcoming practices that lead to better matches and retention
Employee Settlement and Integration
Employer Support Makes the Difference
Employer support plays an important role in how successfully a new employee—and often their family—settles into work and community life in Nova Scotia. Settlement is the process of adjusting to a new workplace, community, and way of life.
Learn More
When employers offer early, thoughtful support, transitions tend to be smoother. This often leads to:
- Faster onboarding
- Stronger engagement
- Higher retention
- A more positive workplace experience for everyone
Employer support doesn’t need to be complex—it needs to be intentional. Depending on your workplace and capacity, this may include:
- Offering a mentor or workplace buddy
- Helping with or reimbursing immigration-related fees, where appropriate
- Sharing guidance or referrals related to housing
- Connecting employees to settlement service providers
- Supporting access to language or workplace communication training
💡 Even helping someone understand where to begin can make a meaningful difference.
Anchor Ideas
- Settlement starts before day one
- Small actions can have a big impact
- Support strengthens retention
Anchor Ideas
- Settlement starts before day one
- Small actions can have a big impact
- Support strengthens retention
Resources
Employer support GUIDELINE checklist
- Someone is assigned to support onboarding
- Settlement needs are discussed early
- Community resources are shared
- Expectations are clear on both sides
Employer actions
- Reflect on your strengths and the realistic ways your workplace can support employee settlement
Connect to Community Settlement Supports
Employers are encouraged to connect with community settlement organizations when supporting foreign nationals through permanent resident pathways such as the NSNP and AIP.
Learn More
Settlement organizations provide specialized, place-based support that complements what employers offer in the workplace. These partners help individuals and families navigate life beyond work—reducing pressure on employers and supporting long-term success.
In Nova Scotia, and specifically in Pictou County, a key settlement partner is the YMCA Centre for Immigrant Programs. The YMCA Centre for Immigrant Programs provides settlement and language services to immigrants, refugees, and their families across the province.
What the YMCA Centre for Immigrant Programs provides:
- Individual and group settlement support (in person and virtual)
- Community orientation and help accessing services
- Language instruction and language needs assessments
- Social, recreational, and community connection activities
- Child and youth programming
- Solution-focused counselling and advocacy
- Community collaboration and referrals
- Needs assessments and formal settlement plans for AIP participants
Settlement plans are a required component of the Atlantic Immigration Program.
Other organizations, such as Immigration Services Association of Nova Scotia, also offer programs and supports that may be helpful to employers and employees, depending on location and need.
Why referrals matter. Settlement agencies:
- Assess needs employers may not see
- Support families, not just individual workers
- Reduce pressure on employers to “do everything”
- Increase long-term retention and integration
Connecting employees to trusted settlement partners early helps everyone focus on their role—employers on the workplace, and settlement providers on community integration.
Anchor Ideas
- Community partners are essential
- Settlement works best as a shared responsibility
Resources
- YREACH Program (YMCA Centre for Immigrant Programs) https://ymcahfx.ca/yreach/
Employer actions
- Identify and connect with an approved settlement service provider
- Ensure settlement plans (where required) are discussed with the employee and included in your records
- Keep communication open between your workplace and settlement partners, as appropriate
Commit to a Welcoming Workplace
A welcoming workplace is one where people feel safe, respected, and able to contribute fully. At its core, this is about belonging—the sense that you are valued, supported, and able to be yourself at work.
Learn More
Belonging matters not only for newcomers, but for all employees. Many candidates actively consider workplace culture, inclusion, and values when deciding where to work and whether to stay.
Equity, diversity, and inclusion (EDI) are the practices that help create belonging. Together, they shape how people experience a workplace day to day.
EDI basics (at a glance):
- Equity: Recognizing and addressing barriers so people have fair access to opportunities
- Diversity: The many ways people differ, including culture, language, gender, age, ability, religion, and lived experience
- Inclusion: How people experience respect, participation, and belonging at work
Workplaces that foster belonging support:
- People from different cultures and backgrounds
- Newcomers already living in Canada
- People with disabilities and diverse accessibility needs
- Teams with varied communication styles, learning needs, and lived experiences
You can begin or deepen this work even if you’re not actively hiring internationally. Many employers find that focusing on belonging strengthens team cohesion, improves retention, and supports overall workplace well-being.
Training and learning.
Intercultural Competency Training helps employers build awareness, strengthen communication, and support inclusive, respectful teams.
- This training is required under the Atlantic Immigration Program (AIP)
- It is encouraged for employers supporting candidates through the Nova Scotia Nominee Program (NSNP)
The training supports:
- Cultural awareness
- Inclusive communication
- Stronger team dynamics
- A greater sense of belonging across teams
Work with us
The Pictou County Partnership supports employers in building welcoming, inclusive workplaces where people feel they belong. As this work continues to evolve, we are expanding learning opportunities, tools, and supports focused on EDI and belonging. If you’d like to explore how belonging, inclusion, and workforce development connect in your workplace, connect with our team—we’re here to help.
Explore our Employer Tools (Link this heading to your existing tools page)
Tools available include:
Getting payroll right
- Newcomer Payroll GuideHelps employers understand payroll basics when hiring employees new to Canada.
Setting expectations early
- Employer Introduction to the Onboarding GuideA starting point for employers new to structured onboarding.
- 90-Day Workplace Orientation ToolSupports clear expectations, check-ins, and early success.
Building strong onboarding practices
- Employee Onboarding Guide TemplateA customizable template to support consistent onboarding across roles.
Strengthening welcoming and inclusive workplaces
- Employer Guide to Inclusive & Welcoming WorkplacesPractical guidance for building belonging, inclusion, and retention.
View all employer tools here: https://pictoucountypartnership.com/immigration-community-integration/#immigration-resources
Anchor Ideas
- Belonging drives attraction and retention
- Equity, diversity, and inclusion support belonging
- Welcoming workplaces benefit everyone
Resources
- AIP Intercultural Competency Training: Click here to book your training
Employer actions
- Reflect on how belonging shows up in your workplace today
- Identify small, practical ways to strengthen inclusive practices
- Complete Intercultural Competency Training, where required or helpful
- Consider how your commitment to belonging is reflected in your employer brand
The Partnership supports businesses: community integration (through diversity and inclusion) favours belonging and retention.
Back to exploring the tool
You’ve Taken an Important Step
By taking the time to work through this tool, you’ve already done something meaningful. You’ve stepped back to think intentionally about your workforce, your workplace, and how immigration and inclusion can support your business over the long term.
There’s no expectation that you have everything figured out. Immigration readiness, inclusive workplaces, and effective workforce planning are all journeys—and they evolve as your business grows and changes.
What matters most is that you’re asking the right questions.
What comes next
The Pictou County Partnership is here to continue the conversation. We support employers who want to learn how immigration and welcoming workplace practices can be thoughtfully integrated into their workforce development strategies.
Whether you’re ready to take the next step or simply want to explore options, we’re here to:
- Talk through your workforce goals and challenges
- Help you understand how immigration may fit into your planning
- Connect you to programs, pathways, and resources when helpful
- Support inclusive and welcoming practices that lead to better matches and retention
Immigration Pathways in Nova Scotia
Immigration roles: Shared Responsibility
Immigration in Canada involves shared responsibility across different levels of government, with employers playing an important role along the way.
Learn More
At a high level:
- Federal Government — Immigration, Refugees and Citizenship Canada (IRCC)
- Processes and makes decisions on visas, work permits, and permanent residence applications
- Province of Nova Scotia — Labour, Skills and Immigration (Immigration and Population Growth Branch)
- Delivers provincial immigration programs focused on labour market needs
- Issues designations, endorsements, and nominations under programs such as theAtlantic Immigration Program (AIP) and the Nova Scotia Nominee Program (NSNP)
- Provides official program guidance and updates
- Attention: For current information, visit: https://liveinnovascotia.com/
- Employer
- Identifies workforce needs and hires the employee
- Meets program requirements and provides required documentation
- Works primarily with the Province before applications move to the federal stage
Anchor Ideas
- Knowing who does what helps avoid confusion and delays
- Employers, provinces, and the federal government each play a role
- Understanding roles supports smoother navigation
Employer actions
- Take time to understand your role and which organization to contact at each stage
- If you are considering AIP or NSNP, connect with the Pictou County Partnership to access guidance and additional resources that can support your planning
Nova Scotia Nominee Program (NSNP)
The Nova Scotia Nominee Program (NSNP) is a permanent resident pathway used by the Province to respond to identified labour market needs and priorities.
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The program includes multiple streams that may be explored depending on the role, the candidate, and current provincial priorities. Stream eligibility and requirements change over time as labour market needs evolve.
As part of Nova Scotia’s current approach, many NSNP streams are managed through an Expression of Interest (EOI) process. Eligible candidates submit an EOI to the Province and may be selected based on provincial priorities.
If selected and approved, the Province issues a nomination certificate, which the candidate can then use to apply for permanent residence federally.
Employer perspective
- Employers play a supporting role in a candidate’s application
- Positions must reflect genuine labour market needs
- Employers are expected to demonstrate efforts to recruit Canadian citizens or permanent residents first
Key features
- Multiple streams support different roles and skill levels
- EOIs allow the Province to manage intake based on labour priorities
- Stream availability, criteria, and selection may change over time
Anchor Ideas
- This program is position focused
- Applications are candidate driven, with employer support
- Streams and selection respond to labour market priorities
Resources
- For up-to-date information on NSNP streams, EOIs, and eligibility, visit the Immigrate Here section of Nova Scotia Immigration: https://liveinnovascotia.com/nova-scotia-nominee-program
Employer actions
- Confirm the role aligns with a genuine labour market need
- Understand how EOIs are used within the NSNP
- Review current NSNP streams and requirements through official provincial sources
Atlantic Immigration Program (AIP)
The Atlantic Immigration Program (AIP) is a permanent resident pathway that supports employers in hiring and retaining international talent to meet long-term workforce needs.
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Under the AIP, employers first become designated. Designated employers may then submit an endorsement application to the Province to support an eligible candidate. As part of Nova Scotia’s current approach, endorsement applications are managed through an Expression of Interest (EOI) process.
If selected and approved, the Province issues an endorsement certificate, which the candidate can use to apply for permanent residence federally.
Settlement planning is a required component of the program and is intended to support successful integration and long-term retention.
Employer perspective
- Employers participate by becoming designated
- Employers submit endorsement applications to support specific candidates
- Employers are responsible for meeting settlement planning requirements
Key features
- Endorsed candidates may apply directly for permanent residence
- Employers may support candidates with a temporary work permit, where applicable, while permanent residence is in process
- Program is designed to support workforce stability and retention
Planning note: Becoming designated in advance can help employers be prepared when recruitment opportunities arise.
Resources:
- Make sure to always use the up-to-date Provincial guide for the program: https://liveinnovascotia.com/atlantic-immigration-program
- AIP Designation Checklist: https://liveinnovascotia.com/sites/default/files/2025-07/AIP_Employer_Designation_Checklist.pdf
- AIP Endorsement Checklist: https://liveinnovascotia.com/sites/default/files/2025-05/AIP_Employer_Endorsement_Checklist.pdf
Anchor Ideas
- This program is employer focused
- Employers submit endorsement applications
- Designed to support long-term retention
Resources
- AIP Intercultural Competency Training: Click here to book your training
Employer actions
- Consider whether AIP designation aligns with your workforce planning needs
- Understand the endorsement and EOI process currently in place
- Review current designation and endorsement requirements through official provincial sources
The Partnership supports businesses: Empowerment leads to Thriving businesses
Back to exploring the tool
You’ve Taken an Important Step
By taking the time to work through this tool, you’ve already done something meaningful. You’ve stepped back to think intentionally about your workforce, your workplace, and how immigration and inclusion can support your business over the long term.
There’s no expectation that you have everything figured out. Immigration readiness, inclusive workplaces, and effective workforce planning are all journeys—and they evolve as your business grows and changes.
What matters most is that you’re asking the right questions.
What comes next
The Pictou County Partnership is here to continue the conversation. We support employers who want to learn how immigration and welcoming workplace practices can be thoughtfully integrated into their workforce development strategies.
Whether you’re ready to take the next step or simply want to explore options, we’re here to:
- Talk through your workforce goals and challenges
- Help you understand how immigration may fit into your planning
- Connect you to programs, pathways, and resources when helpful
- Support inclusive and welcoming practices that lead to better matches and retention
Additional resource
If you’d like a printable reference, the original Immigration Ready Employer Workbook (PDF) is available as a complementary resource. It includes detailed explanations, checklists, and background information you can revisit at any time.
Download the Immigration Ready Employer Workbook (PDF)
You don’t have to do this alone—and you don’t have to do it all at once.
We’re glad you’re here, and we look forward to working with you.
Connect with us
The Pictou County Partnership supports employers navigating workforce planning, immigration, and welcoming workplace practices.
If you’d like to continue the conversation, our team is here to help—reach out anytime.