International recruitment for skilled trade workers

New Brunswick’s construction and skilled trades sector - which includes occupations such as plumbing, electrical, carpentry, welding, and industrial mechanics - plays a vital role in building and maintaining the province’s infrastructure and economy. However, ongoing labour shortages across these trades present significant challenges for employers seeking qualified workers.

At the same time, newcomers to New Brunswick bring valuable international experience, strong technical skills, and diverse perspectives that can help close this labour gap. Many have worked in construction or industrial trades abroad and are eager to continue their careers in Canada. Yet employers often face uncertainty when it comes to understanding international qualifications, assessing experience, and navigating the credential recognition process.

Hiring newcomers offers significant benefits to the construction and skilled trades industry:

• Filling Critical Labour Shortages: Many employers across New Brunswick are struggling to find qualified tradespeople. Internationally trained workers help fill those gaps, ensuring projects stay on schedule and businesses remain productive.
• Enhancing Workplace Diversity and Innovation: A diverse team introduces new problem-solving methods, global best practices, and improved adaptability to changing technologies and materials.
• Improving Retention and Community Stability: Newcomers who secure meaningful employment are more likely to stay and build long-term lives inNew Brunswick, helping employers reduce turnover and maintain consistent staffing.
• Supporting Provincial Economic Growth: Integrating skilled newcomers strengthens local industries and ensures that the province’s infrastructure and housing demands can be met.

Related links:

• WorkingNB
• Immigration NB

1. Be prepared and know your responsibilities
   -  Understand hiring pathways
   -  Know certification requirements
   -  Consider onboarding, safety, and settlement supports
   
   
2. Get ready for recruitment events
   -  Forecast your hiring needs
   -  Provide clear task focused job descriptions
   -  Avoid requiring Canadian experience
   -  Receive pre-screened candidates
   -  Verify resumes and references
   
   
3. Ensure a fair assessment of candidates
   -  Use practical, task-based interview questions
   -  Support language needs with visuals/interpreters
   -  Use portfolios and hands-on assessments
   -  Avoid questions about Canadian codes and regulations
   
   
4. Prepare to support the arrival of your new hire
   -  Transportation and lodging guidance
   -  Weather and safety orientation
   -  Tool expectations
   -  Communication and cultural considerations.
   -  Prepare an onboarding and retention plan.

Administered by Immigration, Refugees and Citizenship Canada

• International Mobility Program (IMP)
• Temporary Foreign Worker Program (TFWP ) Administered by Immigration NB
• Atlantic Immigration Program (API)
• NB Provincial Nominee Programs (NBPNP)

Pre-Start: Confirm onboarding plan, provide cultural competency training resources, arrange PPE sizing and pickup, and ensure tools/workstation readiness.

First Day: Deliver a full safety orientation, introduce supervisors and crew, review site layout, and demonstrate key tasks and equipment.

First Week: Schedule regular check-ins, identify communication or language supports, and clarify expectations for daily routines and reporting.

First 90 Days: Track certification or apprenticeship progress, discuss immigration or work-permit pathways as needed, and review skills to assign appropriate tasks.

Ongoing: Provide steady mentorship, promote inclusive workplace practices, and connect workers to settlement supports such as housing, transportation, and community services.