Integrating Quebec`s IT Job Market : A Foreign-trained

Transcription

INTEGRATING
QUEBEC’S
IT JOB MARKET
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Integrating into Quebec’s IT Job Market:
A Foreign-Trained Professional’s Guide to Success.
This guide has been created specifically for foreign-trained IT professionals who have at least 3
years professional experience in the information technology field and who have either recently immigrated to Quebec or who intend on doing so in the near future.
ABACUS — INTEGRATING QUEBEC’S IT JOB MARKET
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INTEGRATING
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CONTENTS
Introduction
�� 5
I. A Brief Overview of Quebec’s IT Industry1 6
II. Preparing Yourself for a Successful Integration into Quebec’s IT Job Market
9
1. The importance of “Canadian experience” – myth or reality? �� 9
2. The importance of French and English �� 10
3. Specialists vs. Generalists �� 12
4. Technical knowledge – How up to date are you? �� 13
5. Am I Junior, Intermediate or Senior?�� 13
6. Employment in Quebec: Permanent jobs vs. Contractual positions�� 14
7. I have an engineering degree in an IT-related field. Must I be a member of the
Quebec Order of Engineers in order to work in my field in Quebec? �� 15
8. Diplomas �� 15
9. The Évaluation comparative des études effectuées hors du Québec �� 15
10. Vendor-Specific Professional Certifications (i.e. CCNA, MSPD, PMP, etc.) �� 16
III. Writing a Winning CV for the Quebec IT Job Market
17
1. The Basics�� 17
2. Composing your CV�� 18
IV. The Job Search
23
1. Job Search Resources �� 23
2. Submitting your candidacy �� 26
3. Telephone interview�� 27
4. Onsite Interview�� 27
5. Technical Tests �� 32
6. Professional references / Background verification�� 33
V. The Job Offer
34
1. Verbal vs. Written Offer�� 34
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2. Components of a Job Offer�� 34
3. Evaluating the Offer�� 35
4. Making the Counter Offer�� 35
5. Following the Counter Offer�� 36
Conclusion37
Appendix A�� 38
Appendix B�� 39
Appendix C�� 40
Appendix D�� 41
Appendix E�� 44
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Introduction
Quebec’s thriving Information Technology (IT) industry is expected to continue its rapid growth through 2016.
With the supply of local IT professionals unable to keep up with the industry’s demand for talent, a serious labour
shortage has now become one of the industry’s major issues. In order to sustain their growth, local companies
of all sizes are now turning, more than ever, to qualified foreign-trained IT professionals in order to answer their
hiring needs.
The local IT job market has consequently become quite favourable for experienced, foreign-trained professionals. The type of preparation that these professionals undertake, both before their departure from their country
of origin, and after their arrival in their newly adopted country, will be a determining factor in the speed at which
they find work in their field, as well as the quality of the position they receive.
Most foreign-trained professionals who immigrate to Quebec do so with the objective of securing a good job
in their field. While many of these professionals are successful in doing so, others struggle to find work in their
area of expertise and are forced to settle for jobs for which they are overqualified. Where does this later group
go wrong? Do they fail to prepare themselves adequately before immigrating? Do they possess the appropriate
skill set for the Quebec IT market, or should they have upgraded their technical skills before beginning their job
search? What about their communication skills? Are their French and English language skills at an appropriate
level? Did they receive erroneous information from blogs, forums or other sources that may have led them to
take the wrong approach? Did they pursue their studies in Quebec when they should have begun working immediately? Perhaps they have a poorly composed CV, or lack the necessary interview skills to impress a prospective employer. The list of possibilities goes on and on. By reading this guide, we hope that you will avoid making
some of the mistakes that can hinder your successful integration into Quebec’s IT job market.
This guide offers an insider’s view of Quebec’s IT job market and has been specifically created for experienced
foreign-trained IT professionals who are looking to successfully continue their career in Quebec. We will take you
through the different elements that will enable you to conduct a proper self-assessment of your profile in regards
to the Quebec IT market, before establishing a plan of action according to your profile, and finally determining
the steps that should be taken to adequately prepare yourself before beginning your job hunt.
Ultimately, we hope that this guide will play a key role in helping talented professionals from around the world
obtain positions in the Quebec IT market that match their qualifications, while allowing them to do so in as little
time as possible.
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I. A BRIEF OVERVIEW OF QUEBEC’S IT INDUSTRY1
Outlook
The outlook for the Quebec IT industry is very positive. It is estimated that over 7,500 IT job vacancies will need
to be filled yearly until 2014, with a strong probability of continued growth through 2016.
Which cities in Quebec have the most IT jobs?
Montreal and its surroundings (Montérégie, Laval, etc.) account for 70% of all IT jobs in Quebec. Quebec City
and its surroundings account for 10% of all IT jobs. The remaining 20% of jobs are spread throughout the rest of
the province.
The industry’s most pressing issue: labour shortage!
A continued labour shortage (more vacant positions than qualified professionals) that began in 2008 is expected
to persist through to 2016, gravely affecting most of the industry’s professions.
Below is a list of some of the industry’s main professions along with their projected labour demands through
2016. “Demand” refers to the need for qualified professionals, while “supply” refers to the number of qualified
professionals available to fill the demand. A labour shortage exists when demand outweighs supply.
ACUTE EXCESS
OF SUPPLY
OVER DEMAND
EXCESS
OF SUPPLY
OVER DEMAND
SKILLS
SHORTAGE IN
MANY FIELDS
EXCESS OF
DEMAND OVER SUPPLY:
PERVASIVE SHORTAGES
2010
2011
2012
2013
ACUTE EXCESS OF
DEMAND OVER SUPPLY
ABSOLUTE SUPPLY
CONSTRAINTS
2014
2015
2016
A122 Computer and information systems manager
A311 Telecommunication carriers managers
C033 Electrical and electronics engineers
C047 Computer engineers (except software engineers)
C071 Information systems analysts and consultants
C072 Database analysts and data administrators
C073 Software engineers and designers
C074 Computer programmers and interactive media developers
C075 Web designers and developers
C141 Electrical & electronics engineering technologists & technicians
C181 Computer network technicians
C182 User support technicians
C183 Systems testing technicians
F124 Broadcast technicians
1. ICTC, Outlook for Human Resources in the ICT Labour Market, 2011–2016
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Skills shortages will be more acute in three occupations:
• Computer and information systems managers
• Information systems analysts and consultants
• Broadcast technicians
There is also a significant risk of shortages arising for:
• Computer engineers
• Software developers
• Electrical and electronics engineering technologists and technicians
Recruitment Conditions
As you can see, the IT market in Quebec is projected to be quite favourable for qualified IT professionals.
• Quebec employers will experience significant challenges recruiting for jobs that require five or more years
of experience. These challenges will be greater outside of the Montreal region owing to the smaller size of
the experienced labour pool. Recruitment challenges will be particularly difficult for companies that are seeking leading-edge skills. Delays in filling these jobs will cause operational problems.
• The IT industry is currently experiencing and will continue to experience significant challenges in recruiting computer programmers who have leading-edge or highly specialized technical skills and can combine
these technical skills with essential soft skills (most notably team working, communications and problem
solving).
• Skills shortages will be a serious challenge for both IT producers and IT users. For IT producers, the shortages will focus on computer programmers and software engineers with more than five years of experience,
with proficiency in leading-edge skills and the ability to work in a team-based development environment. For
IT users, the most serious shortages will focus on computer and information systems managers and business
analysts.
What is the main solution to Quebec’s labour shortage?
With 7,500 new job openings that need to be filled every year, employers will need to resort to two main sources
of qualified professionals:
• Recent graduates
• Foreign-trained professionals
Recent graduates
Approximately 1,250 new graduates will enter the labour force every year. Keep in mind that most companies are
seeking individuals with 5+ years of experience, so it is difficult to say how many of those available graduates will
actually be filling vacant positions. That being said, even if they were all hired, that would still leave 6,250 positions to fill.
Foreign-trained professionals (FTPs)
With 6,250 positions left to fill on a yearly basis, and approximately 300 of those positions to be filled by other
sources, hiring foreign-trained professionals remains the ultimate solution if companies wish to answer their
hiring needs.
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As we go over the current situation in Quebec’s IT industry, two things become clear:
• There is an ever-growing labour shortage in the job market.
• Experienced foreign-trained professionals represent the main solution to this shortage.
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II. PREPARING YOURSELF FOR A SUCCESSFUL INTEGRATION INTO
QUEBEC’S IT JOB MARKET
1. The importance of “Canadian experience” – myth or reality?
The topic of “Canadian experience” is a seemingly complicated one to deal with for many IT professionals who
wish to work in their field in Quebec. Due to a lack of official information on the subject, there is a great deal of
misinformation circulating that may be confusing to many foreign-trained IT professionals.
The truth is, there are many factors that determine whether a FTP will be able to work in the IT field in Quebec,
and, for the most part, lack of Canadian experience is NOT one of them.
In order to better understand the reason that Canadian experience is not a prerequisite for the IT sector, you
simply have to take into consideration some of the main drivers of the IT job market:
• The IT sector is booming in Quebec, creating a pressing labour shortage. As a result, the demand for
many positions is greater than the number of available local professionals who can fill these positions. There
is consequently a genuine need for foreign-trained professionals who have the technical skills that match the
market’s high-demand positions.
• There is no professional order (i.e. Order of Engineers) that controls access to IT related professions, even
for software engineers (see II. 7).
• From the types of technologies that are used to the practices and processes employed, the IT field is
generally homogenous worldwide, making it relatively simple for an IT professional to transfer technical skills
and knowledge from one country to another.
Local companies are therefore faced with three main options when it comes to filling a high-demand position:
1. Hire an experienced foreign-trained professional who has the knowledge required to do the job.
2. Hire a recent graduate who has very little or no field experience.
3. Don’t hire anybody.
As you can probably deduce, the option of hiring a foreign-trained professional is the most logical solution. As an
FTP, finding work in your field mainly depends, in order of importance, on two key success factors.
Key success factors
• Do you have a set of technical skills, competencies and experience that match the needs of the Quebec
IT market? (See II.3, II.4, II.5)
• Do you have the appropriate level of communication skills? (See II.2)
It is important that you take the time to make an honest self-assessment in order to determine if you have both of
these qualities, as they are the basic key success factors. If your answer is YES to the two questions above, then
your odds of being hired in your field in Quebec are excellent. If you are lacking one of the points, then your priority should be to aggressively take the steps needed to address and eliminate those weaknesses. Again, these
two points are the determining factors for establishing a successful career in Quebec and must be accorded
the utmost importance.
Once you have taken the appropriate steps and you honestly feel like you meet the crucial criteria mentioned
above, you are ready to integrate into the Quebec IT job market. In order to assist you in successfully doing so,
we will go over some important steps that you can take that will strengthen your profile and make your candidacy
as attractive as possible to potential employers. After all, the goal is to not only work in your field, but to do so at
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a high level that will allow you to maintain a certain continuity in your career.
Employers’ perception of risk
Before we approach the subject of strengthening your profile, it is important to understand three factors that may
cause some employers to perceive a higher level of risk when it comes to hiring a foreign-trained professional.
• Although worldwide technologies, processes and practices are increasingly homogeneous in the IT
sector, local hiring managers may question any unknown variables such as a foreign company’s quality and
performance standards, the complexity of the technological environment and the methodologies used.
• Because of the difficulty of verifying international professional references, some hiring managers may
question the validity of a foreign-trained professional’s stated experience.
• The diversity of education systems and standards of accreditation from one country to another may cause
some hiring managers to question the relevance of a foreign-trained professional’s degree(s).
Fortunately, there are appropriate steps that you can take in order to overcome these potential barriers and
lower any perceived risk that may cause a hiring manager to hesitate when evaluating your candidacy:
• Obtain a Vendor-Specific Professional Certification that is most relevant to your profile. (See II.10)
• If you have not already done so, make sure to update your technical knowledge so that you at least have
some practice with the most recent technologies. (See II.4)
• Provide professional references on official company letterhead (see II.11) and offer a brief description of
the companies you worked for in your resume (i.e. type of company, industry, number of employees, etc.)
(See II.11 or sample CV in appendix D.)
• Undertake an Évaluation comparative des études (see II.9)
In conclusion, the notion that Canadian experience is required in order to work at a high level in your field is
largely a myth when it comes to the IT sector in Quebec. For the most part, local companies are in fact seeking professionals who have the proper skill set to fill their hiring needs, regardless of the place of origin of the
individual’s experience. It is up to you to take the appropriate measures to make sure that you meet all necessary
requirements and that you market yourself in a manner that minimizes the perceived risk to potential employers.
2. The importance of French and English
If you’ve already researched life in Quebec, then you’ve already grown accustomed to hearing about the importance of the French language. This is not a myth. In fact, as stated previously, knowledge of French is one of the
three key success factors you will need to consider when evaluating your odds of obtaining a high-level position
in your field. Although there are variables that will dictate the level of French that you need to know—which we
will explore more in depth throughout this section—the general rule of thumb is simple: The better you are able
to communicate in French, the more opportunities will be made available to you, and the better your chances will
be of finding work in your field at a high level. If you cannot communicate in either French or English, then it will
be very difficult, maybe even nearly impossible, to get an IT job in Quebec.
The importance of the French language can sometimes be intimidating to foreign-trained professionals wishing
to immigrate to Quebec. Ask yourself: What level of language skills will I need? Will I have any opportunities at
my current level? These are some of the most common concerns that an FTP will have before immigrating to
Quebec. There is indeed a direct correlation between your knowledge of French and the number of opportunities that will be made available to you. That being said, there are certain factors (such as a strong knowledge of
the English language) that will still make it possible for certain individuals with little or no knowledge of French to
work in their field at a high level. These opportunities are, however, relatively limited and it is always a safe bet to
increase your knowledge of French as much as possible.
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Language Factors
Location:
Montreal
Montreal is Quebec’s main bilingual city and offers the best chances of working in the IT field to individuals
who speak little or no French. The city of Montreal will have opportunities for you if you have a technical skill set
that is in high demand (see II.4), even if you only speak English or haven’t yet reached a suitable level of French
communication. In addition to its bilingual core, the city hosts many IT companies that have a primarily American, English Canadian or foreign clientele. These companies are usually small-to-medium enterprises (SMEs) and
web-based organizations. Larger multi-national companies or government organizations will usually require their
employees to clearly communicate in French. Keep in mind that the opportunities will still be more limited for
professionals who have little or no knowledge of French, and it is important to focus on learning or improving
your ability to communicate in French.
It is important to note that given the dual nature of the IT market in Montreal (French local culture vs. Englishspeaking international clientele), most of the companies will give priority to bilingual professionals; whether
business processes and external communications are executed in English or French, there will usually be a certain
level of internal communication (i.e. interactions with colleagues, meetings, etc.) that will be conducted in French.
In summary, if we consider the Montreal IT employment market to be one big pie, then bilingual professionals will
have the biggest piece of that pie, followed by exclusively French-speaking professionals, and finally exclusively
English-speaking professionals, who will be left with the smallest piece, although they will still be able to have
pie! If your level of communication is very weak in both English and French, then the best you can hope for is
crumbs, so make sure to make your ability to communicate a priority.
In conclusion, whether you speak only English or only French, make sure that you can communicate clearly and
with relative ease; the level at which you need to communicate will be determined by the type of position that
your are seeking (more on types of positions in the following section). Furthermore, becoming at least functional
in the secondary language that you are lacking will greatly increase the number of opportunities that will be
made available to you. The stronger your bilingualism, the more opportunities you will have, but if you have to
focus on only one language, make it French.
The rest of Quebec
For the most part, all cities in Quebec that have a healthy IT market, with the exception of Montreal, are unilingual French cities. This means that communicating in French with relative ease is a requirement in almost all
cases. Bilingualism is not usually a requirement in those cities, as many of the locals do not speak English. If you
choose to settle outside Montreal, then you should focus exclusively on learning French or improving your communication skills, depending on your situation. Again, the level of French communication that will be required will
greatly depend on the type of position that you are seeking.
Type of position:
The level of French required depends in large part on whether or not you are seeking a customer-oriented,
management or leadership position. By their very nature, some positions require individuals to be able to
communicate fluently with external customers (i.e. project managers, analysts, team leaders, technical support staff, etc.), while others require a level of fluency just strong enough to be able to communicate with colleagues (i.e. programmers) and superiors and understand what is being said at meetings, etc. Furthermore, if
you have an advanced technical skill set that is in high demand in the local market (see II.4), then companies
might be more willing to temper their language requirements.
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French language instruction
Whether you have received your CSQ and are in the process of immigrating to Quebec, or whether you have recently landed, many options are offered by the Quebec government for improving your knowledge of the French
language. These resources are often free or reimbursable. Simply visit the Immigration Quebec site at http://
www.immigration-quebec.gouv.qc.ca/en/french-language/learning-about/index.html in order to learn about
these resources and which options are best suited to your situation. You can also find helpful resources to guide
and assist you with your self-evaluation.
Important Tips:
• Many individuals who speak English as a second language and who decide to learn French spend
so much time, energy and focus learning French that they stop practicing English. They will then
notice that, although their French has improved, their English communication skills have substantially
diminished. Do not fall into this trap; make sure that you always dedicate a minimum amount of time
to maintaining your English, because you will be surprised at how easily you can lose the capacity to
communicate when you stop practicing a language.
• Many individuals who apply for the CSQ and who do not speak French will make the appropriate decision to go through intensive French training in order to be well prepared for their interview
with the Immigration Quebec agent. However, once they receive their CSQ, many do not continue
learning the language and arrive in Quebec without the proper language skills. They are then obliged
to learn French after their arrival, losing valuable months (sometimes years) during which they could
have already begun working had they continued learning French before their arrival.
• If your knowledge of French is limited or non-existent and you receive a position in your field for
which only English knowledge is required, make sure that you still seize every opportunity to learn or
improve your French, even if that means taking courses during the evenings. Even though you have
received a position with which you are satisfied, you will eventually want to advance in your career
and the knowledge of French will certainly play an important role in regards to the possibilities that
will be made available to you.
3. Specialists vs. Generalists
The Quebec IT market favours, for the most part, professionals who are specialized in their field of work.
Although there may be some opportunities for talented generalists, most companies are looking for advanced
knowledge and problem solving skills that can usually only be attributed to specialists.
Many qualified professionals have a diverse background that includes more than one area of knowledge. For
example, you may have 7 years of IT experience, including 3 years as a project manager and 4 years as a business analyst. When you are searching for a job in your field in Quebec, it is important that you position yourself
as either a business analyst, or a project manager. Another example could be a professional who has 8 years
experience, including 4 years as a network administrator and 4 years as a systems administrator. Although these
two professions seem similar, they involve many differences that could make it difficult for a hiring manager or
recruiter to seriously consider your candidacy if one of these professions do not stand out as a clear specialty.
Hiring managers or recruiters usually want to know how you can contribute to a specific area in their company.
Candidates who claim to be able to “do many things,” but who cannot clearly demonstrate a specialty, have a
harder time finding a job in their field than specialists. The more you are able to position yourself as a specialist
and develop an area of expertise, the better your odds of obtaining a higher-ranking position. For example, a
programmer who has equal knowledge of .NET, JAVA and PHP will usually be less successful than a professional
who can call himself a .NET programmer who also has knowledge of JAVA and PHP.
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You may have a wealth of experience in different areas, but it is important to begin by determining which of
those areas you excel at, which you have the most experience in and, if applicable, which you consider to be your
area of expertise. The next step is to position yourself as a specialist in that area within the Quebec job market;
this begins with a focused and well-composed CV (see II.11 and appendix D). You may also consider obtaining
Vendor-Specific Professional Certification in the area that you consider (or would like to be) your specialty.
4. Technical knowledge – How up to date are you?
According to the ICTC (Information and communications council) , recruitment challenges will be especially difficult for companies that are seeking leading-edge skills.
Although there are a fair number of legacy systems that continue to exist and for which professionals who have
knowledge of older technologies will always be needed, the bulk of Quebec’s recruitment needs revolve around
individuals with knowledge of the newest technologies.
Quebec’s highly competitive and dynamic IT industry is constantly evolving and those professionals who have the
most up-to-date knowledge will be given a clear advantage in the job market.
The best way to determine the technological requirements of a specific position is to search any job board for the
position you desire and note the requirements that are listed along with the job posting. Multiple searches will
give you a clear idea of the local technological requirements associated with a specific job.
5. Am I Junior, Intermediate or Senior?
Jobs titles in the IT industry usually fall into one of three categories:
Junior
A junior employee typically has between 0 and 2 years of professional experience.
Junior candidates have the most trouble finding jobs, as most of the demand is centered on intermediate and
senior professionals.
Intermediate
An intermediate employee typically has between 3 and 5 years experience.
Depending on their profession and technical expertise (see II.4), intermediate candidates have access to a fair
number of opportunities. Job postings for Intermediate positions will rarely mention “intermediate” in the
title; for example, a posting for an intermediate programmer would simply be “Programmer.”
Senior
A senior employee usually has 6 years experience or more.
Senior candidates who have 6+ years experience are the most sought after in Quebec’s IT job market. This
trend should continue through 2016.
As you can see, the more experience you have, the more opportunities present themselves and, of course, the
higher the salary you will be able to attain.
IMPORTANT NOTE: Number of years experience simply offers a general guideline in order to determine a candidate’s relative level. There are of course other factors that are taken into consideration when determining if a
professional is to be considered junior, intermediate or senior; those factors include the type, size and complexity
of the projects/applications worked on, skill level, etc. These other factors may positively or negatively affect your
status.
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6. Employment in Quebec: Permanent jobs vs. Contractual positions
Working in Quebec’s IT sector means that you have 2 very different, yet equally viable, employment options.
You can either work as a permanent employee or as a contractual worker. We will briefly examine the difference
between both formats in order to help you decide the best one for you.
Permanent employee
As a permanent employee, you are hired directly by the hiring company for what is usually an undetermined
amount of time. This is the traditional form of work that most people are familiar with.
Compensation: Permanent employees are offered a yearly salary and benefits.
Contractual worker
There are two types of contractual workers: consultants and self-employed consultants.
In either case, you are usually hired for a pre-determined amount of time and for a specific project; once your
contract expires, it may or may not be renewed for another determined period. If it is not renewed, then you
must begin a new search for your next opportunity/contract. Contracts usually last 3 to 6 months (and are often
renewed) but can be as short as 1 month or as long as 1 year. Companies that typically hire contractual workers
include very large organizations such as banks, insurance companies, government institutions and multinationals.
Consultants are hired by a third-party firm (usually a recruitment agency ) for the duration of the contract only. As
with permanent work, you will be offered benefits and vacation pay (although they are usually quite minimal) for
the life of the contract. Once the contract ends (and if it isn’t renewed) your wages and benefits cease.
Self-employed consultants can either be contracted by third party firms (usually a recruitment agency) or directly
by the company. This category of worker usually receives the highest wages of all categories, because, in addition
to the limited length of the contract, he receives no benefits and is burdened with supplemental administrative
work (such as managing his tax deductions, incorporation, etc.).
Compensation: Contractual workers are paid by the hour, and make anywhere from 50% to 100% higher salary
than do permanent workers. However, while consultants usually receive minimal benefits during their contract,
self-employed consultants do not receive any company benefits. As a trade-off, self-employed consultants usually
receive a higher wage than consultants (who in turn receive a higher wage than permanent workers).
Which format is best for me?
Each employment type has its pros and cons and it is up to each individual to determine which one suits them
best. For an in-depth study of the pros and cons related to each employment type, please refer to appendix A.
That being said, foreign-trained professional should consider two critical points:
• Contractual workers are expected to contribute immediately and aren’t supported by a team that is looking out for their long-term success; instead, your contribution and performance are evaluated on a shortterm basis. If you are having trouble adapting to the local culture or contributing rapidly, then you risk being
removed from the project and losing the contract without any notice, leaving you unemployed. On the other
hand, permanent employees are hired for the long term and employers will usually take the time to ensure
that their employees get acclimated to their new environment.
• Contractual workers are best served by having an extensive professional network in order to quickly find
new opportunities and not remain unemployed for extended periods of time. This network of colleagues,
supervisors and recruiters is critical to being a successful contractual worker. Refer to IV.1.b for more information on the importance of professional networks.
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7. I have an engineering degree in an IT-related field. Must I be a member of
the Quebec Order of Engineers in order to work in my field in Quebec?
The Quebec Order of Engineers (OIQ – Ordre des Ingénieurs du Québec) is the professional order that is mandated by the provincial government in order to regulate the engineering profession in Quebec.
IT engineering (software, network, computer, and all related fields) is considered a profession with a reserved
title, which means that only members of the OIQ can officially use the title of “engineer.”
That being said, anybody who isn’t a member of the OIQ can exercise his profession in the IT sector. This is in
contrast with other engineering fields (i.e. civil, electrical, mechanical, etc.) that are regulated by “reserved acts”
that only members of the OIQ can undertake.
So what does this all mean? It means that in the majority of cases you absolutely do not need to be a member
of the OIQ in order to work as an IT engineer, or in any of the profession’s related positions. Moreover, although
some rare exceptions may exist, the vast majority of companies with vacant, IT related positions of all levels, do
not require or even expect OIQ membership from potential candidates.
In essence, if you are not a member of the OIQ, you can hold the same positions, and receive the same salaries,
as OIQ members. The only restriction is that, technically, you do not have the right to carry the title of engineer
unless you are an OIQ member. That being said, this rule is not really enforced for IT engineering related professions and, if you have obtained an IT related engineering degree (i.e. software, network, computer, etc.) in your
country of origin, then you shouldn’t stop using the title in your CV.
It is wiser for you to invest your time in obtaining a Vendor-Specific Professional Certification (see II.10) and/or an
Évaluation comparative des études (see II.9), which will actually be useful to you in your quest to obtain a position
in your field at a level that meets your qualifications.
8. Diplomas
Experience, technical ability and communication being the most important factors, the type of diploma that
you possess can also influence your successful job hunt, albeit to a lesser extent than the three aforementioned
factors. Certain highly technical or managerial positions may require a university diploma, but, for the most part,
individuals with extensive experience are the most highly sought after.
That being said, if you have a university diploma combined with relevant experience, you will be given preference over individuals who have the same experience combined with an IT-related diploma from an institution
other than a university. Individuals who do not have any IT-related diplomas whatsoever will need to demonstrate
extensive experience in order to be considered for most positions.
9. The Évaluation comparative des études effectuées hors du Québec
The Évaluation comparative des études effectuées hors du Québec (ECEEHQ) is a document that provides a general comparison of educational standards and benchmarks (diplomas, professional certifications, etc.) between
studies done outside Québec and those done within the Québec educational system. This is neither a diploma
nor the equivalent of a diploma; it is an expert opinion issued by the Quebec government for reference purposes
only.
The ECEEHQ is not required, for the most part, to work in Quebec’s IT Industry, and many foreign-trained
professionals manage to find high-level jobs in their field, worthy of their qualifications, without undergoing the
ECEEHQ. It is usually only in cases where you may wish to work for public services (i.e. government) that you may
be required to have at least begun the ECEEHQ process .
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That being said, as we discussed in section II.1, one of the main causes for an increased perception of risk by
employers when it comes to hiring a foreign-trained professional, is the challenge of verifying your international
credentials. When an employer is unsure of a diploma’s worth, he or she may be reluctant to offer a strategic or
high-level position to the qualified applicant. Is your diploma comparable to a Quebec bachelor’s degree? Or
is it a master’s degree? Or perhaps it is comparable to a college degree? Is it even recognized at all in Quebec?
These are all questions a potential employer may ask that can reduce your chances of obtaining a high-level position in your field. Given that the ECEEHQ is a document that is conferred by an official government institution
(MICC), it may go a long way towards reducing this perception of risk and increasing your chances of obtaining a
high-level position in your field. At the very least, we recommend that you consult the MICC’s Diploma Comparative Evaluation Guide, available in appendix B, in order have a good idea of how your diploma compares to those
awarded by Quebec’s Educational System .
It is important that you always keep in mind that the main barrier to attaining a high-level position in your field is
the employer’s perception of risk. The less risk associated with your profile, the greater your chances of getting
a high-level position in your field. When it comes to reducing the risk associated with the verification of international credentials, the ECEEHQ is a powerful, cost-efficient tool that will increase an employer’s confidence in
your profile and therefore we recommend it.
You can complete the ECEEHQ process from anywhere and at any time, regardless of your current location or immigration status. We recommend beginning the process as soon as you receive your CSQ (or in some cases your
CAQ), so that it can be completed by the time you arrive in Quebec.
For complete information on the Évaluation comparative des études effectuées hors du Québec and how to
begin the process (whether you’re living abroad or in Quebec) please refer to appendix C.
10. Vendor-Specific Professional Certifications (i.e. CCNA, MSPD, PMP, etc.)
Owning a Vendor-Specific Professional Certification (for a comprehensive list of certifications, you can visit http://
certcities.com/certs/other/category.asp) that is closely related to your area of expertise is considered a great
asset in the Quebec IT market. Many employers will ask for and sometimes even require such certifications when
hiring for a vacant position; owning such certifications will give you a marked advantage over other candidates
who may have similar profiles to yours and who are applying for the same position. Additionally, having a certification helps define you as a specialist, thus increasing your chances of obtaining a high-level position in your
field.
Furthermore, these certifications represent one of the key assets that will help reduce an employer’s perception
of risk when considering your candidacy for key positions in their organization. The greater the number of certifications you possess, the greater will be your advantage in the IT market.
Tips:
• Many companies offer training courses and in-house certifications. Although these may be assets,
they are far less important than the official certifications that are delivered directly by the appropriate
technology’s vendor.
• This may seem obvious, but make sure that the certifications which you own, or that you’re working towards, are directly related to your area of expertise (i.e. a network engineer who holds a CCNA
will be given greater credibility and consideration than a network engineer who holds a programming
certification such as a MCPD).
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III. WRITING A WINNING CV FOR THE QUEBEC IT JOB MARKET
Having a properly written and presented CV is crucial to a successful job hunt; it is the key that will open the door
to opportunities in your field. You may have the most outstanding and relevant experience, however, a poorly
composed resume will not allow your experience to stand out properly and you may get passed over for opportunities that you are in fact very well suited for. Keep in mind that most recruiters spend only a few seconds looking
over a CV before deciding whether they will continue reading. Once they do decide to continue reading, they will
spend approximately 30 seconds going over it. If you make a good first impression, then you have won half the
battle; this section will help you put together a winning CV tailored to the Quebec IT market.
A winning CV must concisely summarize your professional experience, skills and knowledge in a manner that
allows your greatest strengths to stand out, giving readers a clear idea of your expertise and specialities, all the
while leaving them wanting to know more about you. Remember, it’s not about how much you know, but rather
how good you are at the things you do know.
1. The Basics
Presentation is everything
• Use bullet points instead of long paragraphs; this makes it easier to read your CV and quickly absorb
information.
• An experienced professional’s typical CV averages 3 pages, however, the length can vary anywhere between 2 and 4 pages, depending on several elements of your profile, such as:
–– Years of experience. You cannot expect a person who has 8 years of experience to fit all of their
experience in the same amount of space as a person who has 3 years experience. The more experience
you have, the longer the CV.
–– Number of companies you’ve worked for. If you’ve worked for the same company and held the same
position for your entire career, then you will probably need less space than a professional who has worked
for several companies or who has held several positions/worked on several projects within the same company. The more diverse your experience, the longer the CV.
–– Always check for grammar and spelling mistakes. If you make mistakes in your CV, then a recruiter will
assume that you do not pay attention to detail and therefore there is a strong chance that you will make
similar mistakes in the workplace. Your odds of getting contacted for an interview decrease.
• Highlight important information such as the names of companies you’ve worked for, the title(s) of your
position(s), and the dates that you’ve worked for each company.
• Use an attractive font (we usually recommend Arial 10pt for the body of the text and Arial 11pt-12pt for
titles and headers) and keep the same font throughout the entire document.
• Stay consistent and keep it simple. It is important to maintain a consistent pattern of font size and paragraph spacing. This keeps your CV clean and neat and makes it easy on the eyes. Make sure to avoid too
much highlighting, underlining, formatting (i.e. Italics), etc.
Focus on being a specialist, not a generalist
The theme of your entire CV must emphasize the aspects of your profile that you consider to be your specialties.
Keeping in mind that the Quebec IT market is dominated by specialists rather than generalists, your CV must
give a clear demonstration of the things that you know and do best. For example, simply stating that you are a
“programmer” and including all the technologies that you know, whether you’ve used them extensively or not,
will make you a generalist and it will be difficult for a potential employer to evaluate your profile, thereby limiting your odds of being selected for an interview. If you’re a programmer who has mainly worked on the .NET
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platform, then your CV must clearly demonstrate that you are a .NET programmer, even if you have knowledge
of other languages such as PHP or JAVA. Another example would be a system administrator who, in addition to
the main responsibilities associated with a typical system administrator, has also done some scripting and light
programming. Does this make him a programmer? Probably not. His CV must therefore clearly demonstrate that
he is indeed a system administrator who has some knowledge of programming, rather than a person who can be
a system administrator just as well as a programmer.
Get to the point
• Enter your information in a brief and concise manner. Make sure to include enough relevant information
to allow the reader to gain a solid grasp of your background, specialties and major accomplishments, but
avoid giving details about less relevant information that could distract the reader from the essence of your
profile. It’s better to save some information for the eventual interview.
• Avoid vague and generic terms. Make sure to use action verbs to give life to your CV, such as “achieved,”
“developed,” “managed,” etc.
Use keywords
As stated earlier, a recruiter will scan your CV in a matter of seconds, searching for specific keywords related
to the position they are trying to fill. Having the proper keywords related to your area of expertise throughout
your CV will increase your chances of getting contacted for an interview. In the IT industry, those keywords are
generally related to the technological environments that you’re the most familiar with as well as the title of your
positions and the sectors in which you’ve worked (i.e. banking, insurance, multimedia, government, internet,
consulting, etc.).
Furthermore, most recruiters use candidate management systems to manage their applicant database. These
systems usually contain thousands of candidates and recruiters will search for a group of very specific keywords in
order to find potential candidates (i.e. project manager + ITIL + senior + agile + banking + mainframe + COBOL
+ DB2). If the right keywords aren’t in your resume, it won’t even show up in the recruiter’s search query. Don’t
assume that because you’ve worked on a certain platform, the recruiter will automatically know all the technologies associated with that platform. Recruiters aren’t usually technical experts and they base their evaluations on
the keywords that they see in the CV to determine the extent of the applicant’s knowledge; if it isn’t in the CV,
then the recruiter will automatically assume that you do not know it.
2. Composing your CV
View a sample resume in appendix D. Note that there is more than one way to compose a winning CV that is
adapted to the Quebec job market; the format we propose is only one of several successful methods.
The first third of the first page
An attractive IT CV should allow the reader to develop a solid sense of your expertise, technological specialty,
years of experience and overall professionalism—all within a few seconds of reading! This is why, although the
overall composition of your resume is important, the first third of the first page is the most important section of
your CV and must not be wasted. It must summarize your entire profile and entice the reader to continue reading.
a. Your Coordinates
You must write your first and last name in lowercase and uppercase, respectively; your complete address with
postal code; your telephone number and a simple email address.
Example: Jean MAILHOT
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b. Your professional profile/summary
The professional profile briefly summarizes your experience and background, including the number of years of
experience in your area of expertise, your strengths and your technical skills. If you are specialized in a specific
sector (i.e. multimedia, banking, etc.), then you should include that information as well. This section can be written either in paragraph form (maximum 6 lines) or point form (approximately 8-10 points).
c. Technical knowledge
This is the section in which you state, in point form, the technologies that you know well and that you have used
in a professional environment. If you’ve held a high-level position such as project manager or infrastructure
specialist, then you will describe the technical environments in which you’ve worked. There is no sense in stating
all the technologies that you know, regardless of skill level (i.e. a programming language that you studied in
university but have never used professionally). Make sure that you stick with technologies that you’ve used in a
professional setting, and always begin with the ones you know best.
Note: The professional summary and technical knowledge sections are the key elements to your CV when it
comes to defining your area of expertise. It is important that they remain focused; if they are too general or
vague, you will loose your reader.
d. Diploma(s)
If you have a university diploma in your field of expertise, then you should include this section in the first third of
the first page. It must be presented by stating the title of your diploma, the name of the university or institute,
the country from which you’ve received it, as well as the dates of study. If you have several diplomas (i.e. bachelor’s degree, master’s degree, etc.), make sure to start with the most recent one.
If your diploma is not university level (i.e. technical school, college, etc.) or if it is not related to your area of expertise, but you have extensive experience, then you should include this section at the end of your CV.
Note: If you have completed an Évaluation comparative des études effectuées hors du Québec, then you should
include the title of the evaluation given by the MICC, under the title of your original diploma.
e. Certifications
Vendor-specific Professional Certifications (see II.10) are great assets in the Quebec IT market and if you hold
one or several of them, it is important that the reader be made aware of this right away. It must be presented
by stating the title of the certification(s) as well the date of completion. There are several ways in which you can
integrate your certification(s) into your CV, such as:
• Including a logo of your most important certification(s) in the top right section of the first page. If you
choose this method, then you should also include a “Certifications” section towards the end of your CV, following your professional experience information.
• Include your certifications in the profile summary section. If you choose this method, then you should
include the “Certifications” section in the first third of the first page.
Make sure to only include Vendor-specific Professional Certifications in the first third of the first page. Training
courses or in-company certifications that you’ve received that aren’t internationally recognized should be briefly
listed at the end of your resume as an “Additional training/certifications” section.
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f. Language
If you speak either English or French at a level that could be qualified as at least intermediate, then you should
include your language knowledge as the last point in the “Profile Summary” section, or as a section of its own. If
you believe your level of communication is weak in both English and French, then it may be better to include this
section towards the end of your resume.
The best way to describe your language knowledge is to simply state the languages that you know (beginning
with English if your CV is in English or French if your CV is in French) and include in parentheses your level of
knowledge (i.e. English (advanced), French (intermediate), Portuguese (fluent), etc.)
Note: As mentioned earlier in this guide, if your level of communication is weak in both English and French, then
you should probably focus on improving your communication skills before beginning your job search.
g. Career objective (optional)
Your “Career Objective” is a good place to show the employer, in one or two sentences, how your interests and
skills match the job. Employers use this section to see how your goals mesh with their needs. Include: job title,
reference to your skills or experience and the main benefits to the employer. If you include a career objective,
make it the first statement in your resume and it should be no more than two sentences long. Target the career
objective specifically to the job and employer you are contacting.
Professional Experience
If the first third of the first page is the most important section in terms of grabbing your reader’s attention, the
professional experience section will play the most important role in determining whether you will be contacted
for an interview; it is the heart of the CV and must be composed according to an important set of rules.
• Present your experience in reverse-chronological order, starting with your most recent job and moving
backward. Include the exact dates (month and year) of the beginning and end of each position that you’ve
held. If you‘ve had many positions within the same company, then you should also indicate the dates of each
position.
• For each entry of work experience, begin with the company name and location (city and country) and follow with the title of the position that you held.
• Job summary. For each job, compose a brief paragraph that describes the company’s core business,
industry and number of employees.
• In point form, describe the main projects that you’ve worked on as well as your primary responsibilities
and achievements. Some prefer to have two separate sub-sections; one in which they describe their role and
responsibilities, and another in which they state their major achievements. Others prefer to integrate both
their responsibilities and achievements in the same section. Both approaches are acceptable and you should
use whichever one gives most value to your specific experience. In either case, it is important that you provide enough detail so that a potential employer understands the types of projects that you’ve worked on and
the technological tools that were used, in addition to the day-to-day tasks for which you were responsible.
• Technological Environment. At the end of every position, include a small section that simply states all the
elements of the technological environment of the position.
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Tips:
• Be careful not to go into too much detail, as you want the reader to be intrigued enough to
contact you for an interview in order to learn more about your profile, but not informed to the point
where they will make up their mind about your candidacy without speaking with you first.
• Your professional experience section is the one in which your expertise and specialties should
materialize. Stay focused and make sure that the reader will be able to determine the type of specialist that you are.
• Use action verbs (i.e. designed, managed, evaluated, defined, built, led, etc.) rather than passive
expressions (i.e. was responsible for, was in charge of, etc.)
• If you’ve worked for a consulting company through which you were placed in jobs for other
companies, then you should also include the names of those companies, the dates during which
you worked for them, and the job summary as sub-sections to the consulting company. You should
consider each client-mandate you’ve done as a job experience in itself, and you should present it just
like you would any other job while putting more emphasis on the type of projects that you’ve worked
on and the technological environment involved.
Additional Courses and Training.
This is the section in which you can add any related training courses or in-company certifications that you’ve
received that aren’t internationally recognized. Make sure to keep it very brief by simply stating the title of the
training course or certification and the date that you received it.
Additional Sections (Optional)
If there is additional room in your resume and there is more information that you would like to include about yourself, here are some optional sections that can be added:
• Awards/Achievements: In this section the employer can see highlighted achievements that may not apply
specifically to the job you’re seeking, but demonstrate your desire to achieve excellence. Information on specific awards or achievements can be highlighted separately or included under education or work experience.
Use short statements. Be specific about what you’ve done.
• Interests: This section can help the employer see you as well rounded, and provide him or her with a
more individualized view of you as a person. Be brief but show the range of your interests.
• Volunteer work: Your volunteer activities provide important information to employers about your personality, interests and skills. You can highlight skills and achievements obtained through non-paid work. Describe
each volunteer activity as you would a work experience but with less detail.
Tip: Any one of these sections will, for the most part, not affect whether you will be contacted for an
interview and may just clutter your resume. Make sure to include one or more of them only if they’re
specifically related to a position or company for which you’re applying.
Professional References (not to be included in the resume)
Simply make a notation on your resume that “references are available on request.”
We have included a more comprehensive section regarding professional references in IV.6.e.
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The cover letter
When used properly, a cover letter can be a helpful tool for getting an interview for a position that you’re genuinely interested in. The goal of a cover letter is to demonstrate and explain your motivation for applying for a
specific position in addition to highlighting how your skills are appropriate to that position and how they will benefit the company. Many job seekers make the mistake of composing a generic cover letter in which they simply
substitute the date, company name and position before applying for a position. Keeping in mind that the objective of the cover letter is to demonstrate your strong fit with a specific position or company, writing a generic
cover letter is almost useless and will rarely have a positive effect on your candidacy; instead you would be better
off simply sending your resume without a cover letter. On the other hand, a carefully written, customized cover
letter can entice the reader to give your resume a closer look and consider your candidacy with extra attention.
Note: A well-composed CV that clearly demonstrates your capacities in relation to the vacant position is usually
sufficient. Because writing a customized cover letter is a time-consuming endeavour, we recommend that you
only take the time to do so if you have a particularly strong desire for the position or company that you’re applying for.
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IV. THE JOB SEARCH
So you now feel confident in your profile because your communication skills are at an acceptable level, your technical skills are in demand in the local job market, you’ve begun the Évaluation comparative des études process
and you’ve completed/updated/modified your most recent resume in accordance with the demands of the Quebec IT market (see appendix E). Congratulations, you are now in the best possible position to begin the exciting
and often challenging job hunt!
Searching for a job is sometimes considered a full-time job in itself; from preparing your resume, to composing
and adapting your letters of intent, to searching for vacant positions that match your profile and going through
several interviews before finally receiving an offer, the job search process demands a large amount of time,
preparation, adaptation, persistence and patience. Even reading this manual is time consuming! While some
individuals may only need a few weeks to find a suitable job, others may need a few months . There are, however,
two common traits that we have identified amongst the most successful job seekers: a positive attitude and the
capacity to adapt. Although there is a possibility that you will have a very high contact rate from companies when
applying for jobs, it often takes many applications before you receive a telephone interview, many telephone
interviews before you receive an in-person interview, and many in-person interviews before you receive an actual
offer. Again, there are some cases where professionals will go through the process quite rapidly and receive a
job offer within weeks, but this should not be an expectation. The most important tip we can offer is: use every
contact with an employer, whether it is an email, a telephone interview, an in-person interview or a technical test
as an opportunity to learn and improve your approach for the next opportunity. The most successful candidates
are those who are able to keep their heads up and remain confident after a failed interview, analyze what went
wrong, and work on improving that aspect of their strategy so that the next time it is not an issue. The biggest
trap that some job seekers fall into is that, after a few failures, they get discouraged, lose confidence and motivation, and thereby create self-imposed barriers to success. Always stay positive and confident, use every opportunity as a learning experience, and make sure to make necessary adjustments along the way. These are important
keys to success.
1. Job Search Resources
A successful job search entails both a reactive and a proactive strategy. A reactive approach involves finding existing job postings that fit your profile and applying for those positions. A proactive approach involves discovering
potential and hidden job opportunities by means of networking and company research. A well-balanced jobsearch strategy will allow you to effectively manage your search process and access a greater number of opportunities.
Reactive resources
A reactive strategy is probably the main strategy that you will use when searching for your first job in Quebec.
Given that your local network is limited when you first arrive, you will need to rely heavily on existing job postings
in order to find vacant opportunities that match your profile. There are 2 main reactive sources for finding vacant
job opportunities in the IT field:
a. Online job boards
When it comes to the IT industry, online job boards are far and away the primary marketplaces for job seekers
and employers to come in contact with one another. Most employers use them to post their vacant positions and
they are an easy and direct method of job seeking. All you have to do is visit the site, check the details of the
positions that interest you and send your resume.
You can also use job boards as a proactive search alternative by posting your CV in the job board database. Companies will often check the CV database before posting their vacant positions online and, if no suitable candidates
are found, they will then proceed to posting the position. By posting your CV online, you may be presented with
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interesting opportunities that would not have been available to you otherwise. The main drawback of this method
is that your profile is made public and can be viewed by any company; if your profile is attractive, you may be
continuously contacted for opportunities that may not be of any interest to you.
Tip: Many new jobs are added regularly so make sure to check the job boards every day, and be the first
to apply to a new position.
b. Company websites
If you have an interest in a specific industry (i.e. multimedia), then research all the companies within that industry
that have offices in your region and visit their websites. Some will have job openings posted on their websites
where you can apply directly. Others may not have any current openings but it would be to your benefit if they
already had your resume handy when an opening does arise. If you do decide to send an application to a specific
company even though there is no job posting, it is of utmost importance that you include a customized, company-specific cover letter.
Tip: This is a time-consuming endeavour so make sure that you only target companies that truly interest
you.
c. Recruitment agencies
Given the strong demand for qualified IT professionals, there are endless recruitment agencies in Quebec that
specialize in the IT industry. When visiting an online job board, you will notice that a large number of job postings
belong to recruitment agencies.
Recruitment agencies are commonly contracted by companies in the IT industry to help them find qualified candidates to fill their vacant positions. Recruitment agencies are indeed an effective job-searching resource, especially
in the IT job market. They will usually call you for a telephone interview, meet you in person, and frequently have
you do a technical test. If your skill set and profile fit with any of their clients’ positions, they will recommend your
candidacy to those clients for an eventual interview. Because recruitment agencies have inside knowledge of their
client’s needs and company structure, they can also give you valuable tips to help you prepare for an interview
with a specific company. A good recruitment agency can act as a strong ally on your behalf; given their in-depth
knowledge of the job market, candidates that they present to hiring companies are often accorded extra importance. They will also act as an agent on your behalf and help you through negotiations when you receive a job
offer.
Recruitment agencies will also frequently have positions that aren’t posted in the public job market that they can
present to you. There is a “hidden job market” in Quebec that consists of job opportunities that are never publicly posted. As your career in Quebec advances and your network grows, the number of these hidden opportunities that will be made available to you will increase.
That being said, there are three main drawbacks to using a recruitment agency: First, throughout the recruitment
process, you do not have direct contact with the company (except for the interview). Therefore the process can
take more time and be less clear than if you were dealing directly with an employer. Second, because a recruitment agency receives many new positions regularly, they sometimes like to meet certain candidates proactively,
even if no position is currently available. This allows them to quickly recommend your profile to employers as
new positions present themselves. But because they cannot guarantee that a position will present itself, you may
spend a lot of time meeting with recruitment agencies without ever receiving any interviews or offers. Finally, the
recruitment agency often has confidentiality agreements with its clients and will not divulge the identity of its client when presenting one of their vacant positions to you and validating whether they can present your candidacy;
you may only find out the identity of the company once they confirm an interest in meeting with you.
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Summary of recruitment agency pros and cons:
Pros
• Access to many positions that would otherwise be difficult to find
• Good agencies will act as a strong ally on your behalf, helping you through the entire interviewing process, including salary negotiations
• Free of charge
Cons
• Addition of another time consuming step in the job-hunting process
• Lesser quality agencies will not offer very good service and could end up being a waste of time and
energy
• You may sometimes be applying to companies whose identity remains confidential
• Because recruitment agencies are paid by the companies they represent, lesser quality agencies may act
in the company’s interests to the detriment of your own.
Tips:
• Recruitment agencies are paid by companies that use their services, therefore they do not charge
fees, either directly or indirectly, to job candidates, and do not take a portion of your salary either.
Most recruitment agencies in Quebec are trustworthy and reliable but will vary in terms of quality of
service and the number of positions that they have to offer.
• Recruitment agencies usually offer both permanent positions and contractual positions. When
contacted by a recruitment agency for a specific position, make sure to ask whether it is permanent
or contractual so that you know exactly what you’re getting into.
Proactive resources
Proactive resources allow you to build a solid professional network in order to gain an advantage in the job market. A proactive job hunt is an effective method for staying ahead of the game by giving you access to opportunities before they’re presented to the general public. These opportunities are know as the “hidden job market”
in Quebec and, although they represent only a portion of all positions, they are still substantial enough that
you should plan your job hunt accordingly. Another benefit of building a solid network is that you increase your
chances of being referred by peers for opportunities within their companies. Although it is generally the candidates who best fit a potential job who will be hired, hiring managers will often give extra attention to candidates
who were referred by one of their internal employees.
As mentioned earlier, if you are seeking your first job in Quebec, then you will probably need to rely heavily on
reactive sources at first because your network will be limited. However, building a solid network of professional
contacts is important for ensuring a solid, comprehensive career progression, especially in the IT industry.
a. Linkedin
Linkedin (www.linkedin.com) is the world’s most extensive professional network, with over 120 million members originating from more than 200 countries. It is an online professional network through which you can build
direct relationships with strategic business contacts, such as colleagues (past and present), recruiters and human
resources professionals. Linkedin gives ambitious professionals access to a substantial number of employment
opportunities. It is much more than a simple website on which to post your resume; Linkedin provides an opportunity to stay in contact with professionals from your industry, advertise your career goals, build and grow
your professional network, and, ultimately, gain access to the hidden job market. In addition to providing access
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to numerous job opportunities, Linkedin can also help you gain preferential access to those opportunities if your
network is well built (i.e. through ex-colleagues or supervisors who can refer and recommend you to hiring managers, recruiters, etc.).
LinkedIn and the IT industry in Quebec
It is important to emphasize the major role that Linkedin plays in Quebec, especially in the IT industry. It is one of
the main recruitment tools used by employers, recruiters and headhunters to find experienced IT professionals.
Your presence on Linkedin is essential to properly growing your career and finding positions that best match your
qualifications.
b. Job Fairs
There are many IT-related job fairs in Montreal and they offer a great way for you to learn about companies
that are hiring, get a sense of the IT industry in Quebec as a whole and, most importantly, introduce yourself to
company representatives in order to begin building your network and uncovering potential opportunities. After
attending a job fair, it is a good idea to send the people you’ve met an invitation through Linkedin.
2. Submitting your candidacy
So you’ve found a job that interests you and now it’s time to apply for the position. Although there is more than
one method for submitting your candidacy, there are certain standard practices and they all involve the inclusion
of an updated resume. It is not necessary to include your professional references at this stage.
E-mail
E-mail is the most common method for sending your application. Simply send an e-mail with your CV to the
address that is included with the job posting. If you are including a cover letter, then keep the introduction in
the body of the message to a minimum. If there is a specific contact name in the job posting, then address your
e-mail to that person. If there is no contact name, simply begin with “To Whom it May Concern.” Name the position you are applying for and, if applicable, the associated reference number, and state that you have attached
your CV and cover letter to the e-mail. Include a closing statement that you deem most appropriate and send!
If you do not include a cover letter, then it would be beneficial to add some extra, relevant information in the
body of your e-mail message. In addition to the elements mentioned previously, you should also include a very
brief introduction stating the number of years experience you have and, if applicable, your technical capacity
in accordance with the position’s core requirements (i.e. 7 years experience managing large scale projects, or 6
years experience in web development, mainly using the .NET platform, etc.).
Application form
Some positions will require you to fill out an electronic application form. The content of these forms may vary
from company to company, but they are usually fairly straightforward. Make sure to follow the instructions and
take the time to diligently complete the whole form. No further action aside from that which is mandated by the
form is required.
Other
Some positions, such as those in graphic or web design, require the inclusion of a portfolio. If your expertise
happens to be in a highly visual profession such as those mentioned above, your portfolio is even more important
than your CV since it is a real-time representation of your capacities. A web-based portfolio that can be visited
simply by following a URL is ideal.
The IT employment market is naturally very internet-driven; sending your CV by fax or dropping it off in person is
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therefore not recommended.
3. Telephone interview
The telephone interview is generally the first step in the selection process. Although It can last anywhere between
5 and 45 minutes, depending on the company, it usually takes 10 to 20 minutes. Although the objectives of the
telephone interview may vary (i.e. some companies may ask in-depth technical questions), it is generally used to
determine whether you meet the minimum requirements of the position and will rarely involve any form of indepth questioning.
Here are some of the typical elements of your profile that a company will want to validate or inquire about during
the telephone interview:
• Level of communication in French and/or English
• Your availability to begin working
• Your salary expectations
• General competencies and knowledge in accordance with the job’s core requirements. If you’ve applied
for a technical position (i.e. programmer), you can also expect some questions about the number of years
you’ve worked with certain types of technologies.
• Holes you may have in your CV
The telephone interview is shorter and less complex than the in-person interview but it is just as important since
it will determine whether or not you proceed to the next step in the process. Because you never know when you
will receive a call from a company representative, it is important that you always be ready for that call. Here are
some tips to help you succeed in the telephone interview:
• Always expect a call, that way you will not be taken off guard when you do receive one.
• If you receive a call and you aren’t in a position to talk freely (i.e. you are in a noisy public place; you’re
not feeling ready or up to the task; you are short on time, etc.), politely ask the interviewer if it is possible to
schedule the call for a later time. This is perfectly acceptable practice and the person calling you will usually
be happy to oblige. If you simply need a few minutes to move to a quieter location or to regroup, then you
can simply ask for a few minutes before pursuing the call.
• Relax! You will be asked simple and straightforward questions and it is important that you communicate
your answers to the best of your ability; it is difficult to do so if you’re stressed or nervous.
If the interviewer concludes that your profile is a potential fit with the position, you will usually be scheduled immediately for an in-person interview. In some cases, the person who called will need to discuss your profile with
the hiring manager before scheduling your for an interview and will simply thank you for your time and call back
at a later date.
Tips:
• Only discuss salary at this stage if the interviewer brings it up. Give him or her a range for your
salary expectations and save any further salary talks for the in-person interview.
• There is no need to follow-up after a telephone interview. This step in the process is usually
pretty clear-cut; either you have been selected for an in-person interview or you have not. A followup call or e-mail this early in the process does not affect your candidacy either way and may only
annoy the person you spoke with.
4. Onsite Interview
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The onsite interview is the most crucial step in the entire job-hunting process. This is when you will formally
establish yourself in the eyes of the interviewer, and when the company will decide whether they want to hire you
and how much they are ready to offer in terms of salary.
Depending on the company, you may be subject to 1, 2 or 3 interviews before a hiring decision is made. Most
companies will make a decision after 1 or 2 interviews. Usually, you will meet first with a person from human resources who will determine how well you fit with the company and whether you fill the position’s overall requirements. You will then meet with one or more managers or team leaders who will determine how strong you are
technically, and how well you fit with their team. In some cases you may meet the technical manager first and the
HR person second, or all of them at the same time.
There are many standard questions that may be asked during an interview (i.e. What are your main strengths and
weaknesses? Why did you leave a certain position?) Rather than practice for specific questions, we prefer to make
sure that you prepare yourself in such a way that you remain flexible and able to answer any question, whether
you have practiced for it or not.
The key to succeeding in any onsite interview is preparation. The objective of the interview is for you and the
company to get to know each other, and for both of you to determine how well you fit with the position (experience, presentation and technical knowledge) and with the company philosophy. The best interviews are those
that resemble a fluid two-way conversation, rather than a one-sided question and answer session. By coming to
the interview fully prepared and focused, you will naturally be more confident, relaxed and ready to be yourself in
order to openly discuss any topic that is presented or answer any question that is asked.
Preparing for Your Interview
a. Research the company and know the position
In addition to seeking candidates with the appropriate background and experience, companies want to hire
individuals who are motivated to join their team. Knowledge of the company that you’re meeting with along with
a solid understanding of the nature and requirements of the position you’re applying for will allow for a more
focused interview and will be appreciated (and in some cases expected!) by your interviewer. Moreover, such
knowledge will give you the ability to ask appropriate and pertinent questions.
Visit the company website and find out as much as you can. How big is the company? What is their core business?
Have they been in the news recently?
If you’ve applied directly for a position, make sure to thoroughly go over the job description and prepare any
questions you may have. Take the time to think about the elements that attract you to the position and how you
can add value to the company. If you are contacted by a recruiter regarding a position that you did not apply for,
ask them to send you a job description. If they don’t have one, ask them for as many details as possible (with the
exception of salary-related questions; those are best kept for the end of the in-person interview).
b. Know your work history inside and out
During an interview you will be asked very specific questions about your work history and you may be asked to
provide examples. It is vital that you are able to discuss concisely any subject pertaining to your background and
that you always have a great example to support your answers.
• Using your CV as a guide, take the time to carefully go over every pertinent job that you’ve had and think
about everything that you’ve done, down to the smallest possible detail.
• Consider writing your thoughts down and taking notes.
• Go over all the information you’ve gathered and talk about it out loud, in the language(s) that will be
used during the interview.
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Here are some of the elements of your CV that you should consider revising:
• Projects that you’ve worked on
–– Description and goal of the project
–– Length of the project
–– Your specific role
–– Technologies that were used
–– Skills that were most put to use
–– Did you work in a team? If so, who comprised the team (i.e. number of members, positions, etc.)?
• Achievements
• Problems that you’ve encountered and how you resolved them
• Failures and how you dealt with them
• Roles that you would have liked to play
c. Know yourself
Self-awareness is the first step in ensuring a successful interview. The better you know yourself, the more easily
you can handle any question that comes your way, and the more freely you can discuss the subject at hand. Selfawareness will also give the interviewer a greater sense of confidence in you and help create a positive interview
setting.
Using the points below as a guide to get the ball rolling, take the time to undertake a thorough self-evaluation.
Consider writing down your thoughts and taking notes as you go along.
• What do you like most about your profession and what do you like the least? Why?
• What are your personal skills and which aspects do you need to improve? Why?
• What are your technical strengths? What about your technical weaknesses?
• What is your area of expertise?
• Do you prefer large corporations or small-to-medium-sized businesses? Why?
• Which type of responsibilities do you excel at?
• What kind of work environment do you consider ideal?
• What is your ideal job/company? Why?
• What are your career and life objectives?
• Relationships with colleagues/supervisors/clients/employees
–– What is the social role that you usually play in a team?
–– Do you prefer being put in a position of leadership or do you prefer being a contributing member of
a team?
–– Which interpersonal situations do you excel in and why?
–– Which interpersonal situations make you feel uncomfortable and why?
–– How do you deal with conflict?
Once you have finished, go over all the information you’ve gathered and talk about it out loud, in the language(s)
that will be used during the interview.
d. Stay technically sharp
If you are a technical professional (i.e. programmer, systems administrator, etc.), be prepared to answer technical questions during the interview or undergo a technical test. It is therefore crucial that you practice and update
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your skills in your area of expertise to the fullest extent possible. The interview is the time to show what you are
capable of and you need to be as technically fresh as possible.
How to Dress for Your Interview
“Business Casual” is the standard form of professional wear for an interview. That being said, dress codes will
vary depending on the type of position and company that you’re interviewing for. For example, in some instances, wearing a tie for men and a suit for woman may be appropriate while in others circumstances, it may be too
much. If you’re seeking a management, leadership or client-facing position, such as a business analyst, project
manager, or systems architect, then the addition of a tie for men and a suit for woman is definitely good form
and should be strongly considered. If, on the other hand, you’re seeking more of a technical position, such as
programmer, web designer, or systems administrator, then a tie or suit is not necessary. The type of company and
industry with also plays a role in determining how you should dress. For example, large established organizations
such as those in the government, telecommunications, insurance, or banking sectors, will require more formal
wear than would online or web-based businesses and smaller, independent companies where jeans may be acceptable. That being said, it’s always better to be over-dressed for an interview than it is to be under-dressed.
We have presented some general guidelines for suitable dress, but we urge you to use your judgement and
discretion when deciding how you want to represent yourself.
The Interview
As stated earlier, the goal of an interview is to evaluate your personality fit with the company’s culture as well as
your professional background and technical competencies as they relate to the demands of the position. Make
sure to arrive 10-15 minutes early and greet the interviewer with a smile and a handshake.
a. How to approach the interview
i. Be yourself
The basis of a successful interview begins with the attitude that you bring entering the meeting. Don’t come to
the interview thinking about ways you can impress the interviewer; keep in mind that if you’ve made it this far
and the company is taking the time to meet with you, then you must necessarily have an interesting profile. By
simply being yourself, your best qualities will naturally come out and you will give the interviewer a chance to get
to know you and the unique personal elements that differentiate you from other candidates. As we mentioned
earlier, the most successful interviews are those that resemble a natural two-way conversation rather than a onesided question and answer session. So come prepared, relax, and let your personality shine.
ii. Be the qualified professional, not the qualified immigrant
When interviewing for their first job in Canada, qualified foreign-trained professionals generally conform to one
of two types,
The qualified immigrant goes into an interview and is already nervous because he is newly arrived in Quebec,
doesn’t have any Canadian experience, and may be insecure about his level of communication in either English or
French. When asked questions about salary expectations, this candidate humbly answers that he is “simply looking for an employer that will give him a chance to prove himself in the Canadian IT industry, and that any salary
will do.”
The qualified professional approaches the interview with greater confidence because she comes well prepared,
looks forward to sharing her professional experience with the employer and learning more about the company
and the position. When asked questions about salary expectations, this candidate honestly answers that, “given
that she has X number of years experience in a similar position along with a university degree in computer science and a thorough knowledge of the position’s core requirements, she expects a salary in the range of $YY, 000
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to $ZZ, 000.”
If both these candidates have the same skill-set and experience, which one do you believe will be more successful
during the interview? In almost all cases, the qualified professional has a greater chance of being selected in addition to being offered a more competitive salary.
Always keep in mind that companies are businesses that are looking for qualified professionals to help them
achieve their objectives and increase their profits. If you’ve been contacted for an interview, it is because the
company is already interested in your profile and wants to know more about your international experience and
how you can contribute to their team. If you take the “qualified immigrant” approach, then you are basically asking the company to do something for you. When you take the “qualified professional” approach, you are showing
the company what you can do for them.
Always be the qualified professional by coming prepared for the interview, believing in your skills and focusing on
your qualities and experience.
iii. Be prepared to do most of the talking, but be concise
Listen carefully to the questions you are asked and answer them to the best of your ability. Simple yes/no answers
do not give the interviewer the chance to get to know you. Even though you may have the necessary qualifications for a job, you don’t stand a chance if you do not communicate your knowledge adequately. On the other
hand, long-winded answers will dilute the content of your reply and you may lose the attention of the interviewer.
It’s a delicate balance, but it’s important that you give enough information to satisfy the interviewer without deviating from the original question or including irrelevant details.
Tip: Don’t rush into answering a question. If you need to take some time to think before answering a
question, feel free to do so.
iv.
Be transparent
Companies in Quebec do not expect perfection from their employees, nor do they expect candidates to know
everything. Rather, what they do look for are individuals who know their strengths and who are also fully aware of
their limitations and areas where they may need improvement. Once again, self-awareness is the key.
Don’t be reluctant to express yourself when you sincerely feel that you are really good at something. At the same
time, make it clear to the interviewer if your knowledge is limited or non-existent in other areas. Such transparency builds trust and reinforces your strengths.
Tip: If you don’t know something, it’s ok to answer, “I don’t know.”
v. Prepare to discuss your salary expectations but do not negotiate - yet
If the interview is going in a positive direction, then get ready to discuss salary but don’t negotiate; you should
only consider beginning negotiations after you’ve received a formal, written job-offer.
At this point in the interview, if the interviewer is considering you for the position, then he or she will almost definitely ask you for your salary expectations. This is not a negotiation, simply an inquiry into your salary expectations. As we will explore in section V.2 there are many company-specific factors that must be taken into consideration, such as benefits, vacation time, job responsibilities, work hours, career growth opportunities, etc. There are
also market-specific factors that you should consider, such as the overall quality of your profile in relation to the
job requirements, the number of other people in the market who have your level of expertise, the average salary
offered on the market, the number of vacant positions that fit your profile, etc.
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This is why it is always best to give a salary range, the lowest figure being acceptable if many of the desired job
factors are met, and the highest being acceptable when not many of those same factors are met.
If you are being considered for a permanent position: Always discuss salary in terms of annual income (i.e. $55
000 to $63 000 per year)
If you are being considered for a contract position: Always discuss salary in terms of hourly wage (i.e. $40 to $45
per hour)
b. Questions
If you have questions during an interview that fit with the flow of the discussion, then ask them as you go along.
It is best to save all other questions (i.e. those that you prepared before the interview) for the question period at
the end of the interview.
In general, you’ll want to know how well the company fits with your skills and objectives. Here are some questions
that you should consider asking:
• What are the specific, day-to-day responsibilities of the job?
• How many employees does the company have?
• Is the company currently in a period of growth? Are there any expansion plans?
• What is the company’s vision? What are its objectives?
• What are the benefits offered?
• Does the company offer any training programs?
• What are the possibilities for advancement?
• What are the standard working hours?
• How often are performance reviews and salary raises given?
• When will the company make a hiring decision about this position? What are the next steps in the process?
• When can you expect to hear from them?
5. Technical Tests
If you are applying for a technical position (i.e. programmer), then you can almost certainly expect to be tested.
You could be tested before, during or after the interview. There are three main ways that a company will test your
knowledge; you may be:
• Subjected to a written or electronic test
• Asked detailed technical questions by a member of the company’s technical team (this person is often a
manager or senior employee)
• Presented with whiteboard coding questions.
Tip: Candidates often practice by coding alone at home on a computer with a compiler. During the actual
interview, they stand at the whiteboard or written test and forget how to initialize an array without their
trusty syntax highlighter. This method is good basic practice but we recommend that you also do some
mock coding by simply using a paper and pencil.
Personality tests
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This is not a common occurrence but some companies may also subject you to a written or online personality test
before making a final hiring decision. The goal of this test is to formally evaluate your personality and how well it
fits with the company’s culture. There is not much you can do to prepare for such a test—simply be yourself!
6. Professional references / Background verification
Professional references
If the company asks you for references, then this is usually a sign that you have done well throughout the hiring
process and they are probably considering making you a job offer.
Most employers (but not all) check references because they want to get informed opinions on your skills and
work habits, as well as confirming the dates during which you worked previous jobs. Prepare a neatly typed list
of references with names, titles, addresses, telephone numbers and email addresses. Your references need to be
able to provide information on your skills, work habits, personal traits, achievements and work dates. Use professional acquaintances—Ideally direct supervisors from your most recent work experiences. It is important to be
able to provide at least 2 references, and 3 are even better.
Be certain to obtain permission from any references you provide so that they are aware of possible calls from
prospective employers and know the positions for which you are applying. What the employer hears about you
from your references can be the deciding factor in whether or not you get the job!
Even if all your references are from outside Canada, there is a growing tendency for local employers to contact
them in order to verify your background.
Background verification
Although fairly uncommon, some companies will also require a criminal and/or credit background check before
deciding on whether to hire a candidate. These companies usually process a lot of sensitive information and need
to have very detailed information about the person they are considering hiring.
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V. THE JOB OFFER
1. Verbal vs. Written Offer
If your references are positive and the company deems that you are a good fit with the position and their team,
then you can expect to receive a job offer.
The process usually begins with a verbal offer given over the telephone. Some recruiters/hiring managers may
want to know whether you accept the position at that time. Because there are many factors that must be taken
into consideration before you accept or reject a position, it is important that you receive a formal, written offer
before negotiating or making your decision.
2. Components of a Job Offer
Depending on the position and company, the written offer generally includes the following components:
• Job title
• Start date
• Main form of compensation and frequency of payment
Salaries are paid on a bi-monthly basis. Although all companies offer a base salary that represents the bulk of
your pay, some companies also offer bonuses and regular raises. Those may not always be mentioned in the
offer so it’s a good idea to inquire about them after you’ve received the offer.
• Other compensation details if applicable (i.e. bonuses, stock options, overtime rate, etc.)
• Date and frequency of job/salary review
• Expenses plan (if applicable)
• Work hours
The standard workweek in Quebec is usually 37.5 hours (which includes a half-hour lunch break) or 40 hours
(which includes a one hour lunch break), from Monday to Friday. The standard workday is usually from 8:30am
to 5pm (40 hour work week) or 9am to 5pm (37.5 hour work week). Although still relatively infrequent, some
companies may offer a more flexible schedule that allows you to structure your hours independently.
• Benefits plan (if applicable)
Although most companies offer a benefits package, some companies may not offer any benefits at all. This
is rare and will usually be the case with very small, young companies. Benefits usually take effect after the
probation period, but some companies may offer them to you starting from your first day of work.
• Probation period
This is a period of time where the employer can terminate you without cause and may decline to pay you
benefits. It usually lasts 3 months, starting from your first day of work. In some cases (usually for highly technical or strategic positions), the probation period may last 6 months.
• Vacation days
Vacation days in Quebec are always given in working days (Monday to Friday). For example, 2 weeks vacation
actually means that you have 10 days (working). 3 weeks is 15 days (working), etc. The amount of vacation
time that you have will depend on the type and level of position that you have. As a general guideline, junior
to intermediate professionals can usually expect 2-3 weeks vacation and senior professionals can usually
expect 3-4 weeks vacation. Some companies will also give time off to their employees in the period between
Christmas and the New Year (approximately December 27th to January 3rd; December 24th, 25th, 26th, and
January 1st and 2nd are statutory holidays).
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• Sick days / personal days (if applicable)
Some companies will offer a maximum number of days that you can take off due to illness (sick days). Other
companies will simply offer “personal days” that you can take for any reason, including illness. In either case,
if you exceed the maximum, then you will not be paid for those extra days. Other companies will not mention any formal sick or personal days; they simply expect that their employees will be reasonable and honest
regarding the days that they take off due to illness.
Optional Job Offer Components might include:
• Non-compete agreement
This is a document that may limit your ability to work for a competitor, or within the industry itself, for a specified period of time should you leave the company.
• Non-disclosure agreement
This is a document that prevents you from discussing aspects of the company and job with anyone outside
the company.
Negotiation
Negotiation is standard practice in Quebec and it is something that you should be prepared for. The best time to
begin negotiating is after you’ve received and reviewed the written job offer.
3. Evaluating the Offer
The first step is to carefully evaluate your written job offer in order to decide how well it fits with your short and
long term goals. Although it is natural to focus on salary when evaluating a job offer, there are many components
(mentioned above) that must be taken into consideration. Depending on your situation, some components,
such as benefits, may seem more or less important. However, if you plan to stay with the same company for an
extended period of time, these benefits are worth serious consideration.
Although there are many components in an offer that must be taken into consideration, only a few can be negotiated. The list usually includes:
• Salary
• Vacation days
• Length of probation period
• Date of first evaluation and subsequent salary adjustment
• Start date
• Receiving benefits immediately rather than at the end of the probation period.
Remember that there is only so much that you can ask during a negotiation so it is important that you target the
components that are most important to you before presenting a counter offer.
4. Making the Counter Offer
If you have evaluated the offer and decided to make a counter proposal, you should do so by email. If you are
negotiating for a job that you received through a recruitment agency, then your recruitment agent will usually
do the negotiations for you. In this case, you can choose to discuss your counter proposal beforehand and the
recruiter will take care of the rest.
Make sure you have a clear idea of what you want. Do not simply say, ‘’although I am still interested in working
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for you, I will need more money before accepting your offer.’’ That type of vague request is not going to be taken
seriously. Instead, you’ll want to construct your counter offer in a professional manner that makes your objectives
clear. The example below illustrates one way to phrase your counter offer effectively:
“While I appreciate your offer and would welcome the opportunity to join your staff, I cannot accept the offer as
is. However, if you were to increase the salary to $60,000 per year and add an additional week of paid vacation
time, I would happily accept the position.”
Obviously, you would replace the details above with your own.
5. Following the Counter Offer
Before you make a counter offer, you need to understand what to be prepared for. The moment you make a
counter offer, you are essentially rejecting the initial offer. If the employer does not accept your proposal, you will
have lost the position. You must be prepared for that outcome.
However, the more likely outcome is that the employer will make their own counter offer. For this reason, you
should always ask for slightly more than you want in your own offer. For example, you might ask for $60,000 when
you are prepared to accept $55,000.
Once the company makes its offer, you’ll need to repeat the process.
If you do not hear from the employer after making the counter offer, you should follow-up to make sure your offer
has been received. You do not want to sit back and wait because you may end up losing the initial offer as well.
Remember that job negotiation is normal in Quebec and it is the only way to get the salary and benefits you
deserve.
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CONCLUSION
The goal of this guide is to help you gain a clear understanding of Quebec’s IT market in order to realistically
determine the types of opportunities available to you, and to assist you in establishing a plan of action that will
allow you to efficiently and successfully obtain a job that matches your qualifications.
We hope that the main message you received is that preparation is the key to success, and the best preparation
begins with an honest and thorough self-evaluation (see appendix E). To summarize:
• Do you have a set of technical skills, competencies and experience that match the needs of the Quebec
IT market?
• Do you have the appropriate level of communication skills?
These key success factors will not only determine how successful you will be in obtaining a job that suits your
qualifications, but they will also help you make an informed decision when the time comes to accept a job offer.
In the previous section we pointed out some of the elements of a job offer that must be considered when evaluating a proposal. Some professionals will be happy with a high salary; some will want better benefits; others are
simply looking for a job with challenging responsibilities. There are so many factors to consider that it sometimes
becomes difficult to make a decision. Depending on one’s qualifications and goals, different people will have
different priorities, but always keep in mind that the first job that you choose will have an important effect on
your career path and the future career opportunities that will be made available to you.
If your qualifications meet the job market’s key success factors, then the first priority should be to seek as much
continuity as possible with the position that you held before immigrating. The second priority should be to seek a
position that offers responsibilities that will allow you to learn and grow while sharpening your professional skills
in order to take your career forward. The third priority should be to obtain a fair wage in accordance with your
capabilities, experience and job responsibilities.
To illustrate, we will describe a real-life scenario that a foreign-trained professional was faced with:
This person had 5 years experience working as a .NET developer in his country of origin. Not long after arriving in
Quebec, he received job offers from two companies: The first company offered him a position as a programmer in
their support department, along with a salary of $60 000 per year. His responsibilities would have included using
some of his .NET knowledge to do some development, but would mostly involve correcting code and making
modifications using older programming languages such as VB and classic ASP.
The second company offered him a position as a developer in their R&D department, along with a salary of $53
000 per year. This company used the most updated and advanced technologies, offered a training program, and
his primary responsibilities would have been developing new code using the most recent version of .NET.
Although the second job was a little underpaid but offered relatively fair compensation, the environment and
position that they offered was best suited for his skills and gave him the opportunity to grow his knowledge base
to become a better specialist. He was in an ideal position to grow his career and, in the long term, to make more
money than he would have made had he chosen to accept the first position, which offered more short-term pay
but limited his career growth.
Always keep in mind that the Quebec market has a tendency to create specialists rather than generalists. Therefore, the first position that you accept will greatly determine the type of specialist that you are and will affect the
opportunities that will be made available to you during the subsequent steps of your career, whether it is an internal promotion or your next job with another company.
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Appendix A
PROS AND CONS: PERMANENT EMPLOYEE VS CONSULTANT VS SELF-EMPLOYED CONSULTANT
Pros
Permanent
Cons
Long-term job security
Lower salary
Company benefits and vacation
pay
Less job diversity
Company training (if available)
More margin for on-the-job
errors
Possible sense of being “owned
by the company”
Not always paid for overtime
Receive promotions, build a
career
Creation of social circle
Self-Employed Consultant
Much greater pay
Diversity of projects
Can choose projects, manage
career
Greater autonomy and flexibility
More unemployment risk and
insecurity
Lack of advancement
No company benefits or vacation pay
No paid time off (illness, holiday,
personal)
Paid overtime
Administrative work (i.e. tax
deductions)
Expected to contribute immediately
Social circle turnover
Consultant
Greater pay
Diversity of projects
Moderate choice of projects
Greater autonomy and flexibility
Paid overtime
Unemployment risk and insecurity
Lack of advancement
Minimal company benefits and
vacation pay
No paid time off (illness, holiday,
personal)
Expected to contribute immediately
Moderate social circle turnover
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Appendix B
DIPLOMA COMPARATIVE EVALUATION GUIDE
The ‘Diploma Comparative Evaluation Guide’ is a helpful tool that can give you an idea of the approximate value
of your diploma in comparison with Quebec’s educational system. However, only the document given to you by
the MICC after you have completed the ‘Evaluation comparative des diplômes’ process can be considered as the
official comparison of your diploma(s).
From the list below, simply click on the country from which you received your diploma.
JORDANIE KAZAKHSTAN KOWEIT LIBAN MADAGASCAR
MALI
MAROC
MEXIQUE
MOLDAVIE
NIGÉRIA
PAKISTAN
PÉROU
PHILIPPINES
POLOGNE
RÉPUBLIQUE DE CORÉE
RÉPUBLIQUE DÉM. DU CONGO (ZAÏRE)
RÉPUBLIQUE DOMINICAINE
RÉPUBLIQUE DU CONGO
ROUMANIE
RUSSIE
RWANDA
SÉNÉGAL
SRI-LANKA
SUISSE
SYRIE
TAIWAN
THAILANDE
TOGO
TUNISIE
TURQUIE
UKRAINE
URUGUAY
VENEZUELA
VIETNAM
ZIMBABWE
ALBANIE ALGÉRIE ALLEMAGNE
ARABIE SAOUDITE ARGENTINE BANGLADESH
BÉLARUS BELGIQUE BÉNIN BRÉSIL BULGARIE BURUNDI CAMBODGE
CAMEROUN
CHILI CHINE
COLOMBIE CÔTE-D’IVOIRE CUBA ÉGYPTE EL SALVADOR ÉMIRATS ARABES UNIS ÉTATS-UNIS
FRANCE GUATEMALA GUINÉE HAÏTI HONGRIE ILE-MAURICE INDE
IRAK IRAN ISRAËL ITALIE
JAMAÏQUE JAPON
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Appendix C
ÉVALUATION COMPARATIVE DES ÉTUDES EFFECTUÉES HORS DU QUÉBEC DETAILS
The information given below will summarize the key points involved in undertaking the ECEEHQ. Should you decide to begin the process, it is imperative that you follow the exact guidelines posted on the Immigration Quebec
website at http://www.immigration-quebec.gouv.qc.ca/en/education/comparative-evaluation/index.html.
A. Cost
$106 (Canadian currency) for the Évaluation Comparative + the cost of translating your documents (refer to section C).
B. Timeline
Approximately 4-6 months for your file to be processed following the receipt of your completed documentation
(timelines can vary greatly).
C. Requesting the Évaluation Comparative des Études
• Visit the Évaluation Comparative section on the Immigration Quebec website http://www.immigrationquebec.gouv.qc.ca/en/education/comparative-evaluation/index.html, carefully read every section and follow
the exact guidelines.
• Carefully fill out the application form and include all appropriate documentation.
• Where to send the documents:
–– If you are still living abroad, mail your request to:
Centre d’expertise sur les formations acquises hors du Québec
255, boulevard Crémazie Est, 8e étage, bureau8.01
Montréal, Québec
H2M 1M2.
–– If you are living in Quebec, you can mail or submit your application in person at the office nearest
your place of residence.
• Important tips and useful information:
–– All documentation must be in either English or French. If you must translate any of your documentation, it must be translated, revised or re-written by a certified translator who is a member of OTTIAQ
(Ordre des traducteurs, terminologues et interprètes agréés du Québec). OTTIAQ is the governing order
for the profession in Quebec. For complete information on translating your documentation and the OTTIAQ, please consult appendix xyz.
–– The nature of the paperwork you are sending is confidential so make sure that you send it by registered mail if you live abroad.
–– If you live in Quebec, it is best to drop off the paperwork in person at the MICC offices. Make sure
you call them beforehand in order to make an appointment!
–– The MICC will only process your request once it has received all of your documents. Any documentation that is missing, erroneous or not certified by an OTTIAQ translator will create long delays, so make
sure that all your paperwork is in order before sending it to the MICC.
–– Your request will only be given priority status, and therefore faster processing, if it is accompanied by
a letter from an employer stating that you need to provide an “Evaluation Comparative.”
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Appendix D
SAMPLE CV
MARIE SAMPLE
7045 Imaginary Ave.
Montreal, Quebec, H2S 2T4
(514) 555-5555
[email protected]
PROFILE SUMMARY
•
•
•
•
•
•
Software Engineer with 8+ years of experience developing software under both Web and Windows
environments, with a focus on the .NET platform
Extensive experience in the full Software Development Life Cycle
Excellent knowledge of object oriented programming, web programming, SQL Server databases and
reports and large systems integrations
Ability to lead a team
Quick learner who adapts easily to new processes, latest technologies, trends and excellent training skills
Speaks English (advanced), French (beginner) and Spanish (fluent)
EDUCATION
Bachelor’s degree in Software Engineering
UdelaR University, Montevideo, Uruguay
2002
Information Systems Analyst Degree
UdelaR University, Montevideo, Uruguay
1998
TECHNICAL STRENGTHS
Programming:
Frameworks:
C#, T-SQL, LINQ, Visual Basic, Power Builder, C++
.NET Framework, ADO.NET, Entity Framework, Telerik, NUnit, Rhino Mocks
Microsoft Technologies: WCF, .NET Remoting, Web Services, Active Directory, MSMQ
Web Technologies:
ASP.NET, JavaScript, JQuery, AJAX, HTML, CSS, Web Accessibility Standards
Database:
SQL Server, SQL Server Reporting Services, SQL Server Integration Services
Concepts:
Design Patterns, Software Engineering, OOP, UML, Agile, Unit Testing
Software:
Visual Studio, IBM Clearcase, SharePoint, Enterprise Architect, Visio, Rally
Operating Systems:
Windows, Mac OS, Linux
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PROFESSIONAL EXPERIENCE
Senior Programmer Analyst
July 2006- April 2010
Company Z
Participated in the design, development, implementation and maintenance of client/server applications for the
insurance industry. The applications were designed for covering all aspects of the business, including
insurance policy issuing, management of claims, finances, reinsurance, brokers commissions, customer
management, internal and external reporting.
•
•
•
•
•
•
•
•
•
Evaluated the architecture of content management systems solutions.
Implemented the communication system between the exchange and the brokerage firms with message
queues (C#, C++, Windows Services, MQ Series and .NET Remoting over TCP).
Analyzed, programmed and tested the corporate application framework on top of .NET Framework.
Designed, developed and deployed the company’s new access control system.
Developed SharePoint custom add-ons for integration with legacy applications.
Deployed, managed and supported the company’s reporting solution (SQL Reporting Services).
Developed integration components between applications and systems (C#, VB6, Java, C++, MSMQ).
Evaluated and tested the Visual Studio 2005 Team System - Microsoft Ascend Program.
Held the role of lead developer in a team of 5 developers.
Technical Environment: Visual Studio 2005 Team Suite, .NET Framework 1.1, 2.0 and 3.5, C#, ASP.NET, JavaScript, Web Services,
.NET Remoting, Enterprise Services, Windows Communication Foundation (WCF), Windows Services, SQL Server 2000 and 2005, SQL
Server Reporting Services.
Systems Analyst
December 2003 – June 2006
Company Y
Was involved in all phases of the development life cycle for the company’s resort management application,
which tracks and processes tour bookings by agents, timeshare allocation, customer loyalty, payment
transactions and Concord loans. This application is an on-going project to migrate their legacy system into a
.NET application. The system is layered both logically and physically using configurable transport
communication Web Services, Remoting and InProcess.
•
•
•
•
•
•
•
•
•
Developed modules for change requests initiated by the client. Updated the web services to accurately
reflect the changed functionality of the application.
Used a data-driven approach to develop components of the application, making the application easily
configurable by the user.
Migrated parts of the application to use .Net 2.0 controls or other third party controls like the Infragistics
grid as per the client requirement.
Communicated regularly with the client in order to clarify any ambiguity regarding feature requests to be
incorporated into the application.
Developed custom controls based on the functionality requirement of the client.
Created and/or modified the database stored procedures and functions that are a part of the data access
layer of the application.
Automated required processes such as creating merge documents or PDF files of the reports created
from the application.
Involved in the continuous integration process for builds and deployments on the client network.
Supporting the client and their user base 24/7 in their production environment as required on a per call
basis.
Technical Environment: C#, Visual Studio .Net 2005, SQL Server 2005, XML Web services, Sql *Plus, Microsoft Enterprise Library,
Infragistics grid, Windows 2003 Server, Citrix Server, IIS 6.0.
Application Developer
December 2003 – June 2006
Company X
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Developed an application dedicated to inventory and material management, order processing and print
schedules. The front-end provides user-friendly interfaces, invoice report generation and pending order
processing information. The application manages the processes gathering requirements, quotation requests
and processing, purchase orders and tracking, payment tracking, as well as product reception, inventory and
delivery.
•
•
•
•
•
•
•
•
Created dynamic GUIs with .Net Web Controls and Data Bound Web Forms.
Worked in ASP.NET Web Forms, Web services, ASP.NET State Management, ASP.NET Caching
features, Configuring ASP.NET optimizations, Securing ASP.NET web application.
Used ADO.NET objects such as Data Reader, Dataset and Data Adapter, for consistent access to SQL
2000 data sources.
Used C# for creating classes. Integrated Crystal Reports with ASP.NET and VB.NET pages.
Developed business objects in C# for implementation of business logic.
Deployed XML Web Services according to the business requirement.
Used Style sheets for achieving uniformity through all the aspx pages.
Implemented an Export to Excel feature.
Technical Environment: C#, VB.NET, ADO.NET, ASP.NET, Crystal Reports 9, Oracle, IIS, Windows 2000
CERTIFICATIONS
•
•
MCAD (MICROSOFT CERTIFIED APPLICATION DEVELOPER - .NET)
MCPD (MICROSOFT CERTIFIED PROFESIONAL DEVELOPER - .NET)
ADDITIONAL TRAINING
•
•
•
Project Management Institute (PMI)
UML and Patterns
French language, Alliance Française
2006
2006
2005- 2006
REFERENCES AVAILABLE UPON REQUEST
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Appendix E
SELF-EVALUATION CHECKLIST
The following is a checklist to help you better evaluate your skills in the context of the Quebec IT market. So be
honest about your skills! You should come away from this checklist with a better understanding of where you
need improvement.
Evaluating your language skills
Bilingualism is ideal, of course. To best calculate your chances of finding high-level job opportunities in the
Quebec IT industry, you should have a realistic understanding of your current English and French language
skills. Exclusively French speaking professionals will have access to the majority of positions, followed by
exclusively English speaking professionals whose possibilities will be relatively more limited.
Client-facing, managerial or leadership roles
(ex. project manager, business
analyst, etc.)
Fluent
Advanced
“I can take part in
any conversation or
discussion, easily
incorporating idiomatic
expressions and colloquialisms. I can express
myself fluently and
convey finer shades of
meaning precisely. Native speakers assume I
am one of them.”
Excellent knowledge
of either French or
English is required
(spoken and written)
I can express myself
fluently and spontaneously without much
searching for words
and expressions. I can
use language flexibly
and effectively in both
social and professional
situations to formulate
ideas and opinions with
precision.”
44
Internal positions
(ex. developer, programmer,
etc.)
Ideal, but not
required, French or
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Evaluating your language skills
Bilingualism is ideal, of course. To best calculate your chances of finding high-level job opportunities in the
Quebec IT industry, you should have a realistic understanding of your current English and French language
skills. Exclusively French speaking professionals will have access to the majority of positions, followed by
exclusively English speaking professionals whose possibilities will be relatively more limited.
Client-facing, managerial or leadership roles
(ex. project manager, business
analyst, etc.)
Intermediate
Functional
Poor
“I can easily communicate about routine
tasks, providing simple
and direct information
about familiar topics
and activities. Although
I have some difficulty
expressing nuanced
thoughts, I can hold my
own in most conversations.”
Internal positions
(ex. developer, programmer,
etc.)
Minimal requirement,
French or English
(spoken and written)
Minimal requirement,
French or English
(spoken)
“I can interact in a
simple way, although
I may have to ask the
other person to repeat
or rephrase things and
help me formulate
what I’m trying to say.
I can ask and answer
simple questions on
very common topics.”
Almost impossible to
find employment in
the Quebec IT market
“I do not understand
the language and have
difficulty recognizing
it when it’s spoken. I
am fearful of even the
most basic conversation as I don’t have a
minimum vocabulary
for answering questions.”
Almost impossible to find employment in the
Quebec IT market
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Evaluating your years of experience
The more experience you have, the more opportunities that will present themselves and the greater your
attainable salary. However, there are other factors that will be taken into consideration, including type, size
and complexity of projects you’ve worked on. The following is a general guideline.
Senior
6+ years of experience
Most desirable
Intermediate
3-5 years of experience
Key success factor
Junior
0-2 years of experience
Opportunities in Quebec will
be limited
Evaluating your technical expertise
Although there are opportunities for talented generalists, most companies are looking for advanced knowledge of a specific technology. Consequently, the more you are able to position yourself as a specialist, the
better your odds of obtaining a high-ranking position.
Specialized
Generalized
Unrelated specialty
Specialized knowledge of a specific technology that is aligned
with the demands of Quebec’s
IT industry
Key success factor
Decent knowledge of many local
technologies, without having a
specialty
Less desirable
In-depth knowledge of technologies that are not related to the
demands of the IT market
Opportunities in Quebec will
be limited
Evaluating your diploma
Your type of diploma can influence the success of your job hunt, but for the most part, individuals with
extensive experience will be the most sought out. That said, if you have a university diploma combined with
relevant experience, you will be preferred over other individuals who have the same experience, but who
possess an unrelated diploma or no diploma at all.
University diploma
Most desirable
Other IT diploma
Key success factor, if combined with relevant experience
Non-related university (or
other) diploma
Must have excellent experience in order to be considered
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Evaluating your professional certifications
Having a vendor-specific professional certification that is closely related to your area of expertise is considered a great asset in the Quebec IT market. In fact, it will give you a marked advantage over other candidates and define you as a specialist, thus increasing your chances of obtaining a high-level position in your
field.
Certification(s) in line with
specialty
Great asset, highly recommended and it adds credibility to your
profile
Certification(s) unrelated to
specialty
Not useful
Evaluating your overall professional profile*
Basic requirements for finding an IT job in Quebec
Without the following, it will be difficult – perhaps even impossible – to find an IT job in Quebec.
Appropriate knowledge of either French or English
(depending on type of position)
Technical skills and competencies matching the
needs of the Quebec IT market
At least 3 years of experience in your field
CV adapted to the Quebec IT market
Value-added assets that will increase your potential
If you have the above-mentioned elements already in hand, your chances of finding a high-level position in
the Quebec IT industry are quite good. Should you also possess the elements listed below, you may increase
your odds of finding a job in your field, attracting better opportunities and negotiating a higher salary.
Your profession is in high demand in Quebec
Bilingualism
5+ years of experience
Related diploma
Vendor-specific certification
Évaluation comparative des études effectuées hors
du Québec (ECEEHQ)
* This self-evaluation is meant to give you a general idea of your professional situation in regards to the Quebec IT market, and to help guide you towards an efficient preparation process. It is neither a definitive, nor an objective analysis; as every individual’s situation is different, various combinations
of the criteria mentioned above could still lead to successful integration into Quebec’s IT market.
47

Integrating Quebec`s IT Job Market : A Foreign-trained

Transcription

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