FAQ

We are looking for employers that demonstrate:

• leadership committed to good human resource practices;
• a positive work environment, including support for diversity and inclusion;
• ongoing support and dedicated resources for professional development of staff;
• a strong system and process for communications within the workplace; and
• an interest in being an early participant in a new pilot program, with a willingness to monitor activities and provide input and reports to help shape the program.

If you align with these, then you are very likely eligible.

No, there are no restrictions. Destination Employment welcomes all hotel brands, provided the eligibility requirements are met.

There is no monetary cost for an employer to be involved in the program, but employers will be expected to make time for providing workplace training to new employees (successful program participants) and identifying existing employees as workplace mentors for the new employees.

There are considerations for expansion to other regions. Information about expansion will be available in the spring of 2020. If you have a specific inquiry, please direct it to:

• Oludotun Adigun / oadigun@tourismhr.ca / 613.231.6949 ext. 246

If an employer has had problems and they have been suitably addressed, they will go through the same process as all other employers.

While the goal of the program is to have newcomers employed in full-time positions, other arrangements that meet the needs of the employer and the prospective employee can be made. The key is that anyone hired through Destination Employment be given the same opportunities as all employees at your property.

All interested employers should use complete the form on the contact us page, here, to get in touch with the delivery partner responsible for their region to ask for the application. This online application is the first step to participation in the Destination Employment program.

Statistics show that retention rates are highest when employers make the investment in training their staff. Employers should be as committed to keeping these employees after they complete the training component as they are with their overall staff. An investment in staff productivity and professional development is never a poor one, whether the employee stays for a year or a decade. Untrained staff, however, are a potential drain on a business for their entire employment.

Delivery partners will work with employers from the application phase until at least six months after the employment of successful Destination Employment program participants. Resources, tools, suggestions, and guidance will be provided to ensure the fostering and maintenance of a welcoming workplace, where newcomers can perform to the best of their abilities.

For now, only newcomers who meet the Destination Employment eligibility criteria can be admitted to the program. There may be opportunity for existing staff to upskill for supervisory roles through the program. This would need to include the employer’s willingness to have the employee attend training that may be offered offsite.