Lub0 прав си за много неща!
Да се опитваш да обясняваш на някой хора няма смисъл,аз спрях да го правя.Всеки си носи последствията ,кой каквото сам си го направи друг не може да го направи
човекът е станал китаец и се опитва да научи пиктограмите, като за целта е започнал с картинките, иначе за въпроса как се справят имигрантите с Канада, като кучето на нивата;)
peter_pan написа:човекът е станал китаец и се опитва да научи пиктограмите, като за целта е започнал с картинките, иначе за въпроса как се справят имигрантите с Канада, като кучето на нивата;)
Ето още едно признание на канадците (невинно, като ущипани моми) от Албърта, как се наемат имигранти на работа:
Job market culture clash
mmigrants not hired
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In 2004, an Alberta government report on the underemployment of skilled immigrants found 50% of the immigrants who arrive with post-secondary credentials have difficulty finding work in their profession or trade in Alberta. And while recent immigrants are more educated and have better English skills than previously, the report noted they have achieved lower levels of employment and are experiencing more difficulty integrating into the labour market. As Alberta employers from all sectors scour the world for temporary foreign workers, why are they not looking to skilled immigrants who are already here and who are ready and willing to work, it asked.
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While the issues are complex, Iris Evans, Alberta's minister of employment, immigration and industry, says it's critical to find ways to make immigrants more eager to stay. This is particularly important, given the province's projected shortfall of 109,000 workers in the next 10 years.
Even though 70% of people who land here as immigrants stay in the province, Ms. Evans says that figure needs to be at 85% to begin
addressing worker shortages. As for the 30% who leave Alberta, it appears underemployment and disillusionment are key factors. "It's my derstanding that some are leaving because they did arrive thinking the streets were paved with gold here, and they feel compelled to go back," she says.
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Another common scenario is that employers will see a candidate with fabulous experience and expect the individual to hit the ground running. Alternatively, they may see the foreign background and balk at the received time involved to bring a candidate up to speed, she says.
"The reality is, it doesn't actually take that long but they might not necessarily be able to hit the ground running."
What really needs to change is the system, she says. "All of our systems are really designed to screen out talent, but that's not what the market is saying. The market is saying we need to screen talent in."
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"We're no longer hiring the good old boys from Saskatchewan, but that's that we know and that's what we understand."
