How to Hire Syrian Refugees

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parts

1Finding Syrian Refugees to Hire

2Assisting Syrian Refugees through the Hiring Process

3Offering Training and Support

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Tips and Warnings

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References

Many people in Syria have faced the tragic experience of leaving their home country to find a better life elsewhere. If your company has the means, hiring them is a great way to help. Start by connecting with government agencies to find refugees to hire, and then make the hiring process easier for them. Also, add additional training and support for these employees as they make their way in a new country.

Steps

Part 1

Part 1 of 3:

Finding Syrian Refugees to Hire

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   Find your local resettlement office. Refugees admitted into a new country are eligible to work immediately. Government programs assist refugees in finding employment as part of their resettlement programs.

   • In the United States, you can find your local resettlement office by visiting https://www.acf.hhs.gov/orr/state-programs-annual-overview. Click on your state on the map, or select your state from the drop-down menu below the map to get a list of local offices and contact information.
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   Let the office know you want to hire refugees. Resettlement offices can connect you to refugees best suited to fulfill the needs of your company. The offices also have business development resources and services you can use.
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   Work with host organizations. Churches and nonprofit organizations often host refugees and provide support for resettlement. These organizations assist refugees in applying for government benefits and enrolling their children in school. They also provide job training and assistance.

   • Host organizations also may provide translators and interpreters to help make the hiring process run more smoothly.
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   Leave applications at the resettlement office. To make employment more accessible, find out if you can leave custom applications at the resettlement office, or at host organizations. This way, refugees with limited ability to read or write in English can get assistance.

   • Let staff know exactly what types of jobs you have available, along with a short list of qualifications and a description of job duties. Specify whether candidates should already know English or if they can pick up what they need to know on the job.
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   Advertise jobs online and on government job boards. The resettlement office can help you get jobs in the government database for refugees to search. Some governments may have job boards specifically targeted towards refugees.

   • For example, Canada's job platform Magnet is building a refugee portal to match qualified refugees with jobs.
   • Include a welcoming statement on your job post, such as "We are an equal opportunity employer. Everyone is encouraged to apply, including refugees." You might also have this phrase translated into Arabic.
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Part 2

Part 2 of 3:

Assisting Syrian Refugees through the Hiring Process

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   Educate yourself and your staff on Syrian culture. Before you sit down to interview Syrian refugees, gain an understanding of their country and culture. It will help you communicate better with applicants, even if you don't speak the same language.

   • The Canadian government provides information about Syrian culture at https://www.international.gc.ca/cil-cai/country_insights-apercus_pays/overview-apercu_sy.aspx?lang=eng.
   • Recognize that a Syrian refugee will likely not have the same behaviors or mannerisms you're used to evaluating in prospective employees. For example, they may not make eye contact because direct eye contact with an authority figure is considered disrespectful.
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   Have an interpreter at interviews. Both government resettlement offices and nonprofit organizations offer interpreters for job interviews. Using an interpreter ensures applicants can speak with confidence about their skills and experiences.

   • Contact your local resettlement office to find out if interpreters are available. This service may be free, or you may have to pay a nominal fee to cover the interpreter's time.
   • If the applicant has a friend or family member who can translate, that may be a better choice than a professional interpreter. Having someone they know with them may help the applicant relax.
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   Use translation apps. If you can't have a live interpreter, there are a number of voice translation apps that may be the next best thing. If you want to use a translation app, download and install it well in advance of the interview so you have time to familiarize yourself with its functions and features.

   • The UN Refugee Agency has an app called Translation Cards that is free to download from the Google Play store. This app includes common phrases and questions in both Arabic and Farsi (among other languages) that you can use to carry on a basic conversation with applicants.
   • For Apple devices, you might try iTranslate Voice, which can be used to communicate directly with Syrian refugees. You speak into the app and the app provides both text and audio translation of what you said. This app works on Android devices as well.
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   Familiarize yourself with the Syrian educational system. Many Syrian refugees have professional degrees and experience, but still have a difficult time finding employment. Differences in the educational system and names of degrees mean their training goes unrecognized.

   • For example, the first university level in Syria may be called a "licence." This degree is basically equivalent to a US bachelor's degree, but in some fields requires 6 years of study rather than the traditional 4.
   • To compare an applicant's degree to local credentials, use an online degree equivalency tool. World Education Services provides one for American degrees at https://applications.wes.org/degree-equivalency-tool/. In Canada, go to https://applications.wes.org/ca/degree-equivalency-tool/
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   Have patience. Syrian refugees have gone through a lot to sit in front of you. Even if they speak English, they may have trouble when they're nervous. They may be even more nervous than your typical interviewee because they are in an unfamiliar country where they know few, if any, people.

   • Give the applicant plenty of time to respond to questions. If they sit in silence, encourage them to be open.
   • They may not understand that they should ask you questions. Instead, be forthcoming about all aspects of the job and what your company has to offer.
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   Make hiring decisions based on objective criteria. While you may empathize with the plight of Syrian refugees, you won't be doing them any favors if you hire someone for a job when they're unqualified. Hire refugees who have the demonstrable skills necessary to do the work you have available.

   • It's also not helpful to hire someone who is overqualified. Many refugees are anxious to settle down and return to some sense of normalcy, which may lead them to take the first job offered to them. If you interview someone who is overqualified for the job you have available, use your network to help them find something more suitable.
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Part 3

Part 3 of 3:

Offering Training and Support

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   Provide English for Speakers of Other Languages (ESOL) training. Government resettlement offices typically provide basic language services. However, depending on your business, your employees may need specific language skills and vocabulary.

   • To find teachers, you may have to look beyond the government resettlement office and host organizations. Professional associations and trade organizations in your industry may provide this kind of service.
   • You may also have someone in-house who could provide this kind of training to refugees. For example, you may have an employee who majored in English and taught English overseas while they were in college.
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   Offer an expanded orientation program. When you hire Syrian refugees, you not only need to orient them to your business and its practices, but likely to basic cultural norms and expectations as well. Encourage existing employees to also participate in cross-cultural training to prevent misunderstandings.

   • Many business norms that you may take for granted may be unfamiliar to Syrian refugees who are new hires. As you go through your employee handbook and other materials, ask questions frequently and make sure they understand what is expected of them.
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   Start a mentorship program. Connecting Syrian refugees with a local mentor who has similar qualifications and work experience can help them better acclimate to their new country. Many government and nonprofit organizations have existing mentor networks you can join.

   • If you have a large enough staff, you could also start a mentor program in-house. Connect newly hired Syrian refugees with senior staff.
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   Train refugees with aptitude and willingness to learn. While many Syrian refugees have extensive education and professional training, some do not. Teaching refugees new skills can help them start a new life in their new country.

   • Look for refugees who are energetic and determined, and who have the basic foundational skills. Then pair them with highly skilled employees who can teach them specifics.
   • You may be eligible for government resources and subsidies if you start an organized on-the-job training program. To find out more, contact your government labor agency or department.
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   Offer apprenticeships. Apprenticeships combine classroom learning with on-the-job training. Registering an apprenticeship program in the US provides you with certification and additional resources from the Department of Labor.

   • Typically, apprentices are provided with a mentor for a year and receive training at a local community college or trade school. Apprenticeships can be especially valuable for younger Syrian refugees, whose education and training in Syria may have been interrupted.
   • State representatives in the US will help you set up and run an apprenticeship program. Visit https://www.doleta.gov/oa/contactlist.cfm to find yours. Some states also offer additional grants and funding for employers who set up qualified apprenticeship programs.
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   Coordinate support services with host organizations. Host organizations, as well as government resettlement programs, offer extensive services to refugees. They may provide language and vocational training, housing assistance, and transportation to help refugees resettle.

   • If you want to offer additional resources to Syrian refugees you've hired, check with the host organization and resettlement offices to make sure your plans don't overlap with something already offered.
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Tips

• Help your new employees integrate with the workforce by hosting company events. Consider a cultural exchange potluck, where everybody brings a dish made from or inspired by a family recipe.
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• Make your new employees feel more welcome by pairing them up with other employees who will help acclimate them to the workplace. Rather than a formal training program, this program would just give the new employee a familiar face to come to for help with basic questions.
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• The U.S. government provides tax incentives for some businesses that hire refugees. For more information, visit https://www.doleta.gov/business/incentives/opptax/.
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Warnings

• Before a refugee starts work for you, confirm that they are legally permitted to work. In most countries, refugees are automatically granted the right to work. Refugees in the US will have an employment authorization document (EAD). If they've only been in the country a short time, they may only have their I-94. Remember to have them bring you their EAD when they get it.
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