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 Roadmap
Local businesses are at the heart of a prosperous Pictou County. When employers invest in people, they create opportunities that strengthen our whole community—now and for generations to come.
A strong workforce strategy starts close to home: developing current employees, creating opportunities for young people, recruiting locally and building workplaces where people want to stay. International recruitment is one part of this broader strategy, helping employers respond to persistent skill shortages, pursue new opportunities and prepare for the future.
Newcomers bring valuable skills, experience, ideas and global perspectives to our workplaces. They also become neighbours, customers, entrepreneurs, volunteers and community leaders—contributing to a stronger, more vibrant Pictou County.
The Employer Immigration Readiness Roadmap is a practical online tool designed to meet you where you are. Whether you are exploring immigration for the first time or already supporting international employees, it can help you plan with confidence.
Inside the roadmap, you’ll find guidance to help you:
- Understand your workforce needs and plan ahead
- Recruit international talent responsibly
- Navigate immigration pathways and requirements
- Create welcoming workplaces
- Support settlement, belonging and long-term retention
Immigration readiness is not always a linear journey. Start with the topic that matters most to your organization today, and return whenever a new question, opportunity or workforce need arises.
When employers, newcomers and communities succeed together, we create a more prosperous home for all.
Understand Your Workforce Needs
Before exploring recruitment options or immigration pathways, get clear on the workforce need you are trying to address.
This section will help you:
- Define the roles, skills and timelines your business needs
- Identify positions that remain difficult to fill locally
- Plan realistically for recruitment and onboarding
- Determine whether immigration may fit your workforce strategy
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
How well an employee and their family settle into the workplace and community can strongly influence their long-term success and decision to stay.
Settlement support does not mean doing everything for someone. Employers contribute by providing clear expectations, communicating early, creating a welcoming workplace and connecting employees with appropriate community and settlement services.
Some immigration pathways include formal settlement responsibilities. More broadly, settlement-aware employers help create the conditions for stability, belonging and retention.
Why this section matters:
- Recognizes that immigration involves a person and often a family—not simply a process
- Helps reduce avoidable barriers and early employee turnover
- Supports workplace integration, employee well-being and belonging
- Helps employers meet pathway-specific settlement responsibilities
- Strengthens Pictou County as a welcoming place to live, work and stay
The Partnership’s Community Connections program helps newcomer employees and their families build relationships, belonging and lasting roots in Pictou County.
Immigration Pathways in Nova Scotia
Roadmap role: Understand employer-supported permanent residence pathways and when they may apply.
Permanent residence pathways can help qualified workers and their families establish long-term roots in Nova Scotia while supporting employers’ ongoing workforce needs.
Employers do not need to select a pathway at the beginning. First, understand your workforce need, the candidate’s circumstances and the responsibilities associated with each program.
This section provides a high-level introduction. Always refer to official provincial, federal and community sources for current eligibility and program requirements.
Why this section matters:
- Introduces the purpose of permanent residence pathways
- Supports informed workforce planning and better candidate matches
- Reinforces the importance of readiness and program sequence
The Partnership helps employers navigate immigration pathways: informed planning supports better matches and long-term retention.
Understanding Your Workforce Needs
Know Your Workforce Reality
A stable headcount does not always mean a secure workforce. Understanding your workforce demographics, critical skills and succession risks can reveal gaps before they affect operations.
Take a high-level look at your current workforce:
- How are employees distributed across roles, departments and locations?
- What is the overall age and tenure profile of your workforce?
- Are critical or niche skills concentrated among a small group of employees?
- Which roles have no trained backup or potential successor?
- Where could retirement, resignation or promotion create a significant knowledge gap?
- How long would it take to recruit and train someone for each critical role?
- Where could training or cross-training strengthen internal capacity?
Workforce demographics should be reviewed at an aggregate level to support planning—not to make assumptions about an individual employee’s retirement plans based on age.
Anchor Ideas
- Stable staffing levels can conceal future workforce risk
- Workforce demographics and tenure can reveal potential succession gaps
- Knowledge transfer should begin before a critical vacancy occurs
Employer actions
- Develop a high-level profile of your workforce demographics, roles and critical skills
- Identify positions where specialized knowledge is concentrated among a small number of employees
- Prioritize succession planning, cross-training and knowledge transfer for the highest-risk roles
- Build realistic lead time for training, recruitment or immigration where future gaps are likely
Plan for Growth and Future Skills
Workforce planning is not only about replacing people who leave. It also means anticipating how your business may grow, change or adopt new ways of working—and what skills you will need as a result.
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Consider where your business may be in the next one to three years:
- Will growth create new roles or increase demand for existing ones?
- Could technology or process changes redefine current positions?
- What new technical, leadership or communication skills may be needed?
- Which skills could be developed through training or cross-training?
- Could partnerships with schools, training institutions or local workforce organizations help build a talent pipeline?
- Which gaps are likely to remain difficult to fill locally or nationally?
Immigration and international labour mobility work best when they respond to a clearly identified workforce need and employers allow enough time for recruitment, program requirements and processing.
Anchor Ideas
- Business growth often creates new skill needs
- Future skills can be developed internally or recruited externally
- Clear evidence of persistent shortages supports better workforce and immigration planning
Resources
Talk With Our Team
The Pictou County Partnership works with employers and global partners to explore innovative labour mobility initiatives in response to identified workforce needs. If your business is experiencing a current or emerging labour or skill shortage, book a meeting with our team to discuss the challenge and explore possible next steps.
Employer actions
- Identify the roles and skills your business may need over the next one to three years
- Consider which needs can be addressed through employee development, local recruitment or education partnerships
- Document persistent labour and skill shortages that may require a broader talent strategy
The Partnership supports business continuity and growth: understanding workforce demographics, future skill needs and emerging labour gaps helps employers plan with confidence.
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.
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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
Immigration should respond to a genuine workforce need. Before recruiting internationally, employers should make reasonable efforts to find qualified Canadian citizens or permanent residents.
The way you demonstrate those efforts will depend on the immigration pathway, the position and whether the prospective employee is already authorized to work in Canada.
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Before beginning recruitment, confirm which situation applies:
You are recruiting for a position that has not been filled locally
You may need to advertise the position and document your efforts to recruit Canadian citizens and permanent residents. The number of advertisements, where they must appear and how long they must run will depend on the immigration program.
The prospective employee is already authorized to work in Canada
Someone with a valid open work permit, post-graduation work permit or other work authorization may already be eligible to work for you. Confirm the conditions and expiry date of their authorization and check whether the intended permanent residence pathway has additional employer or recruitment requirements.
The position requires an LMIA
If a Labour Market Impact Assessment (LMIA) is required, Service Canada will assess whether hiring a temporary foreign worker is likely to have a positive or neutral effect on Canada’s labour market. Employers must complete the recruitment and advertising requirements for the applicable LMIA stream before applying.
The employment is LMIA-exempt
Some hiring situations are exempt from the LMIA process. Employers must confirm that a valid exemption applies and complete the requirements of the International Mobility Program and any intended permanent residence pathway.
Anchor Ideas
- Immigration complements local workforce development
- Recruitment requirements vary by program and hiring situation
- Clear roles and fair recruitment support better hiring decisions
- Good records make future applications easier
Resources
Recruitment Support
- Nova Scotia Works – Career Connections — provides local employers with no-cost recruitment support, including job advertising, competency-based job descriptions and connections with potential candidates
- Job Bank for Employers — the Government of Canada’s national employment service, where employers can advertise positions at no cost
Employers may also use reputable general, industry-specific or professional recruitment platforms appropriate to the position.
Program-Specific Recruitment Requirements
- Nova Scotia Required Recruitment Activities for NSNP and AIP — outlines Nova Scotia’s advertising criteria, required evidence and situations where recruitment evidence may not be required
- Find Out if You Need an LMIA — determine whether an LMIA or LMIA exemption may apply to your hiring situation
- Hire a Temporary Foreign Worker with an LMIA — identify the appropriate Temporary Foreign Worker Program stream and review its application requirements
- Apply for an LMIA to Support Permanent Residence — requirements and application process for employers seeking an LMIA to support a skilled worker’s permanent residence
Recruitment Records Checklist
Depending on the immigration program, you may be asked to provide:
- Copies or screenshots of job advertisements showing publication dates
- A record of where and how long each advertisement appeared
- Invoices or receipts for paid advertisements
- The total number of applications received
- The number of Canadian citizens and permanent residents who applied
- The number of candidates interviewed
- Job-related reasons qualified applicants were not selected
- The dates and results of other recruitment activities
Tip: Keep one digital recruitment folder for each position. It can save considerable time if evidence is required later.
Important: Advertising, recruitment and recordkeeping requirements vary by immigration program and can change. Before advertising, confirm the current requirements for the specific pathway and hiring situation you intend to use.
Employer actions
- Confirm whether the workforce need can be addressed through employee development or local recruitment
- Define the role, required skills, wages and employment conditions clearly
- Identify the immigration pathway or hiring process you may intend to use
- Confirm its current advertising, recruitment and recordkeeping requirements before posting the position
- Advertise through appropriate local, national and industry-specific channels
- Assess Canadian citizens and permanent residents fairly against the genuine requirements of the role
- Keep complete records of your recruitment activities, applicants and results
Commit to a Welcoming Workplace
Creating a welcoming and inclusive workplace is more than a requirement of some immigration programs—it is a strong foundation for any organization. Welcoming practices benefit everyone and help employers prepare to attract, support and retain international talent.
Learn More
Immigration readiness includes considering whether your workplace practices support:
- People from different cultures and backgrounds
- Newcomers already living and working in Canada
- People with diverse accessibility needs
- Employees with different communication styles and experiences
Some immigration programs also require employers to complete intercultural competency training or make specific welcoming-workplace commitments.
This work can—and should—begin before you recruit internationally.
You’ll explore welcoming workplaces, belonging and retention in more depth later in the roadmap.
Anchor Ideas
- Immigration readiness begins before the first international hire
- Welcoming practices strengthen every workplace
- Belonging supports attraction and long-term retention
Employer actions
- Reflect on how new and existing employees experience your workplace
- Identify practices that may need attention as your team grows or changes
- Consider one practical step you can take now to strengthen inclusion and belonging
You don’t have to do this alone. The Pictou County Partnership offers practical tools, programs and guidance to help employers build welcoming workplaces and prepare for international recruitment.
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.
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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 may support qualified foreign nationals through:
- Nova Scotia Nominee Program (NSNP)
- Atlantic Immigration Program (AIP)
- Rural Community Immigration Pilot (RCIP) — available to eligible designated employers in Pictou County
Each pathway follows a specific sequence. A job offer alone does not authorize someone to work in Canada. If a work permit is required, the candidate may apply after receiving the necessary program approval and with the employer completing the required supporting steps.
Other programs and talent pools may complement these pathways, depending on your workforce needs.
Anchor Ideas
- International talent may already be living in Canada
- A candidate’s current status and work authorization shape the timeline and next steps
- NSNP, AIP and RCIP are key employer-supported immigration pathways in Pictou County
Employer actions
- Understand the candidate’s current immigration status and authorization to work. This will help you determine whether employer support is required and which pathway may apply.
Recruit Locally First: Immigration-Ready Job Advertisements
Clear job advertisements help attract suitable candidates, set expectations and support immigration processes when needed.
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Immigration-ready job advertisements are clear, specific and aligned with the position’s actual duties, requirements and National Occupational Classification (NOC). Well-written advertisements help:
- Candidates assess whether they are a good fit
- Employers communicate clear roles and expectations
- Local and international candidates make informed decisions about applying
- Demonstrate recruitment efforts and support NSNP, AIP and RCIP applications when required
A strong advertisement developed for local recruitment will often require little or no adjustment to support international recruitment and immigration processes.
Anchor Ideas
- Clear job advertisements attract suitable candidates
- NOC alignment supports both recruitment and immigration
- One well-written advertisement can support multiple recruitment needs
Employer actions
- Confirm that the position aligns with the appropriate National Occupational Classification (NOC):
- The lead statement reflects the position
- The actual duties align with most of the NOC’s main duties
- Use competency-based language focused on the skills and knowledge required
- Clearly distinguish essential qualifications from preferred qualifications
- Include key employment details:
- Hours of work
- Wage or salary and benefits
- Work location
- Workplace environment and expectations
- Consider linking to your website so candidates can learn more about your organization and workplace
Need help navigating the NOC system or want to learn more? Access the NOC Tutorial
Commit to a Welcoming Workplace
Creating a welcoming and inclusive workplace is more than a requirement of some immigration programs—it is a strong foundation for any organization. Welcoming practices benefit everyone and help employers prepare to attract, support and retain international talent.
Learn More
Ethical recruitment safeguards protect both workers and employers. In Nova Scotia:
- Workers cannot be charged recruitment fees, directly or indirectly
- Foreign worker recruiters must hold a valid provincial licence unless an exemption applies
- Employers recruiting foreign workers may need a provincial Employer Registration Certificate
- Employers must confirm that each worker is legally authorized to work and follow any conditions on their immigration documents
Important: Employers must request a Social Insurance Number (SIN) from each employee. SINs beginning with “9” are issued to temporary residents and generally expire with the immigration document authorizing them to work. A SIN alone is not proof of current work authorization.
Anchor Ideas
- Ethical recruitment protects workers and employers
- Workers must never be charged fees to obtain a job
- Recruiter licensing and valid work authorization must be verified
Resources
Official Resources
- Nova Scotia Foreign Worker Requirements — provincial rules and employer responsibilities
- Nova Scotia International Recruitment FAQ — recruitment fees, recruiter licensing and safeguards
- Licensed Foreign Worker Recruiters — verify whether a recruiter holds a valid provincial licence
- Employer Information: Social Insurance Numbers — employer responsibilities for verifying SINs and work authorization
- Report Immigration Fraud or Abuse — confidential provincial reporting tool
Employer actions
- Review Nova Scotia Labour Standards’ foreign worker recruitment requirements, including employer registration, recruiter licensing and recruitment fee rules
- Verify that any third-party recruiter holds a valid provincial licence
- Confirm that workers have not been charged recruitment fees
- Verify each worker’s authorization to work and any conditions before employment begins
- Report suspected unethical recruitment or fraud through the appropriate provincial channel
The Partnership supports responsible international recruitment: understanding employer responsibilities protects workers, businesses and immigration programs.
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.
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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.
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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.
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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 a Difference
Settlement involves adjusting to a new workplace, community and daily life. Clear and practical employer support can make this transition smoother for a newcomer employee—and often their family.
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Early, thoughtful employer support can contribute to:
- Smoother onboarding
- Stronger employee engagement
- Improved retention
- A more positive workplace experience for everyone
Employer support does not need to be complex—it needs to be intentional. Depending on your workplace and capacity, it may include:
- Providing a clear onboarding plan and workplace orientation
- Explaining workplace expectations and communication practices
- Offering a mentor or workplace buddy
- Checking in regularly during the employee’s transition
- Supporting access to language or workplace communication training
- Knowing when to connect employees with appropriate community supports
💡 Even helping someone understand where to begin can make a meaningful difference.
Anchor Ideas
- Settlement support can begin before an employee’s first day
- Clear communication and consistent check-ins make a difference
- Intentional workplace support strengthens belonging and retention
Resources
Employer Support Checklist
- A staff member is assigned to support onboarding
- Practical information is shared before the employee’s first day
- Workplace roles, expectations and communication practices are clearly explained
- The employee is invited to identify workplace or transition support that may be helpful
- Regular check-ins are scheduled during the onboarding period
- Information about local settlement and community supports is available when needed
Employer actions
- Identify the practical support your workplace can realistically and consistently provide
- Recognize when a local settlement or community partner is better placed to help
Connect to Community Settlement Supports
Employers can support successful settlement by connecting newcomer employees and their families with appropriate local settlement and community integration services early. These connections may also form part of employer responsibilities under pathways such as AIP and RCIP.
Learn More
Settlement and community integration organizations provide specialized, place-based support that complements what employers offer in the workplace. They help newcomer employees and their families navigate life beyond work, build local connections and access appropriate services.
Local Support in Pictou County
- YMCA YREACH provides place-based settlement and language support for immigrants, refugees and their families living outside HRM. Services include:
- Individual and group settlement support
- Community orientation and help accessing services
- Language instruction and language needs assessments
- Child, youth and family programming
- Counselling, advocacy and referrals
- Needs assessments and settlement plans for AIP participants
- Pictou County Partnership Community Connections helps newcomers and their families build relationships, participate in community life and develop a sense of belonging. The Partnership also offers local settlement tools, including:
- A Pictou County welcome kit
- A settlement video series
- Community activities and opportunities to build local connections
A settlement plan completed through an approved settlement service provider is a required part of AIP. Other pathways may also require or encourage employers to connect candidates with settlement services.
Why Referrals Matter
Connecting employees and families with appropriate local support can:
- Help identify settlement needs and appropriate services
- Support the whole family, not only the employee
- Reduce pressure on employers to provide support outside their role
- Strengthen community integration, belonging and long-term retention
Early connections allow employers, settlement providers and community partners to contribute where each is best equipped to help.
Anchor Ideas
- Settlement and community integration are shared responsibilities
- Local partners provide specialized support beyond the workplace
- Early connections help employees and families build stability and belonging
Resources
Settlement and Community Resources
- Pictou County Settlement Tools — locally developed resources, including a welcome kit and settlement video series, to help newcomers and families learn about living in Pictou County
- YMCA YREACH — place-based settlement and language support outside HRM, including local support in Pictou County and settlement plans for AIP participants
- Immigrant Services Association of Nova Scotia (ISANS) — a Halifax-based settlement agency offering in-person and online language, settlement, employment, business, community integration and pre-arrival services
Service availability and eligibility may vary. Employers and employees should connect directly with each provider to identify the most appropriate support.
Employer actions
- Identify appropriate local settlement and community integration providers
- Refer newcomer employees and their families to providers that can support their settlement needs
- Where a formal settlement plan is required, confirm it was completed by an approved provider and securely retain the required documentation
- Connect with the Pictou County Partnership for help navigating available local supports
Commit to a Welcoming Workplace
A welcoming workplace helps people feel safe, respected and able to contribute fully. It creates a sense of belonging—feeling valued, supported and able to be yourself at work.
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Belonging matters for all employees, not only newcomers. Workplace culture, inclusion and values can influence where people choose to work—and whether they stay.
Equity, diversity, inclusion and accessibility (EDIA) are practices that help create belonging and shape how employees experience the workplace each day.
EDIA at a Glance
- Equity: Identifying and addressing barriers so people have fair access to opportunities
- Diversity: Recognizing the many ways people differ, including culture, language, gender, age, ability, religion and lived experience
- Inclusion: Creating conditions where people experience respect, participation and belonging
- Accessibility: Designing workplaces, communications and practices so people with disabilities can participate fully
Workplaces that foster belonging are better prepared to 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
This work can begin or deepen even when you are not hiring internationally. A focus on belonging can strengthen team cohesion, retention and workplace well-being.
Training and Learning
Intercultural competency training helps employers strengthen cultural awareness, inclusive communication and team relationships.
- It is required for employers becoming designated under AIP or RCIP
- It is valuable for employers supporting candidates through NSNP, and for any workplace building a diverse team
Work With Us
The Pictou County Partnership helps employers build welcoming, accessible and inclusive workplaces where people feel they belong. We offer practical tools, learning opportunities and guidance that connect EDIA with onboarding, retention and workforce development.
Explore Our Employer Tools
- Newcomer Payroll Guide — understand payroll considerations when hiring employees who are new to Canada
- Employer Introduction to the Onboarding Guide — begin developing a structured approach to onboarding
- 90-Day Workplace Orientation Tool — establish clear expectations, check-ins and early support
- Employee Onboarding Guide Template — create a consistent, customizable onboarding process
- Employer Guide to Inclusive and Welcoming Workplaces — strengthen belonging, inclusion and retention
Anchor Ideas
- Belonging strengthens employee attraction and retention
- Equity, diversity, inclusion and accessibility help create belonging
- Welcoming workplaces benefit everyone
Resources
Required Intercultural Competency Training
- AIP Employer Training — information on required AIP onboarding and intercultural competency training, including how to register
- RCIP: Building Welcoming Workplaces — the free, self-paced intercultural competency course required for RCIP employer designation
Important: AIP and RCIP have separate training requirements. Completing the training for one program does not satisfy the requirements of the other.
Employer actions
- Reflect on how belonging, inclusion and accessibility are experienced in your workplace today
- Identify practical ways to strengthen EDIA across recruitment, onboarding and daily workplace practices
- Complete the pathway-specific intercultural competency training required for AIP or RCIP
- Ensure that the welcoming workplace described in your job advertisements and employer brand is reflected in employees’ actual experience
The Partnership helps employers put EDIA into practice: welcoming workplaces strengthen belonging and long-term 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
Understand Who Does What: Immigration Is a Shared Responsibility
Federal and provincial governments, communities, employers and candidates each have distinct roles in employer-supported immigration.
Learn More
At a high level:
- Federal Government — Immigration, Refugees and Citizenship Canada (IRCC)
- Establishes federal immigration requirements
- Processes work permit and permanent residence applications
- Makes the final decision on whether a candidate may work or become a permanent resident
- Visit Immigration, Refugees and Citizenship Canada
- Province of Nova Scotia — Immigration and Population Growth Branch
- Administers the Nova Scotia Nominee Program (NSNP) and Atlantic Immigration Program (AIP) in Nova Scotia
- Issues provincial nominations and AIP employer designations and endorsements
- Provides official provincial program requirements and updates
- Visit Live in Nova Scotia
- Pictou County Partnership — Rural Community Immigration Pilot (RCIP)
- Administers RCIP within the designated Pictou County region
- Designates eligible employers and issues community recommendations
- Provides local program guidance and employer support
- Visit Pictou County RCIP
- Employer
- Identifies a genuine workforce need and selects a qualified candidate
- Meets program requirements and provides the required documentation
- Works with the appropriate provincial or community program administrator
- Fulfils ongoing employer responsibilities associated with the pathway
- Candidate
- Demonstrates that they meet the program requirements
- Provides complete and accurate documentation
- Applies to IRCC for a work permit or permanent residence, as required
- If already in Canada, maintains valid immigration status and confirms their authorization to work if applicable
Anchor Ideas
- Employers, candidates, communities, the Province and IRCC each have distinct responsibilities
- Provincial or community approval is separate from IRCC’s final immigration decision
- Knowing who is responsible for each step helps prevent confusion and delays
Resources
Official Resources
- Immigration, Refugees and Citizenship Canada (IRCC) — federal immigration programs, applications and decisions
- Live in Nova Scotia — current provincial immigration programs, requirements and updates
- Pictou County Rural Community Immigration Pilot — RCIP employer designation, community recommendations and local program guidance
Employer actions
- Understand your responsibilities and who to contact at each stage
- For NSNP or AIP, review provincial requirements and connect with the Pictou County Partnership for local guidance and planning support
- For RCIP, connect directly with the Pictou County Partnership as the community program administrator
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 is an employer-driven permanent residence pathway that helps designated employers hire qualified international workers and graduates for long-term positions they have been unable to fill locally.
Learn More
AIP follows a defined employer-led sequence:
- Employer designation: The employer submits a complete designation application to the Province. The submission enters an Expression of Interest (EOI) pool and may be selected for processing based on provincial priorities and available immigration spaces.
- Candidate endorsement: Once designated, the employer identifies an eligible candidate and submits a complete endorsement application. This submission also enters the EOI pool.
- Permanent residence: If the endorsement application is selected, assessed and approved, the Province issues an endorsement certificate. The candidate can then apply to IRCC for permanent residence.
Settlement planning is a required part of AIP. The candidate completes an individualized settlement plan with an approved settlement service provider, while the employer commits to supporting settlement and retention.
Employer Perspective
- Employers must be designated before supporting a candidate
- Employers submit designation and endorsement applications
- Employers must demonstrate unsuccessful local recruitment and provide a valid job offer
- Employers support the candidate’s settlement and workplace integration
- If a work permit is required, additional employer and provincial steps apply
Planning Note
Employers considering AIP should explore designation early. Designation and endorsement submissions are managed as EOIs, and submission does not guarantee selection or approval.
Anchor Ideas
- AIP is employer-led, and employers must first become designated
- Employers submit an endorsement application for each candidate
- Settlement and workplace integration are central to long-term retention
Resources
Official Resources
- Nova Scotia Atlantic Immigration Program — current program requirements, EOI information, designation and endorsement guides, checklists and forms
- AIP Employer Training — required onboarding and intercultural competency training for designated employers
Employer actions
- Consider whether AIP designation aligns with long-term positions you have been unable to fill locally
- Understand the designation, endorsement and EOI sequence before supporting a candidate
- Review current provincial requirements, priorities and application guidance through official 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.