Work with OY – Attract
Inclusive hiring begins with a mindset
Ready to hire OY? Start with this guide.
Hiring Opportunity Youth starts not with a job posting – but with how you see potential.
Opportunity Youth (OY) often bring resilience, creativity, and a deep desire to succeed.
What they need is a chance. This is your starting point. A simplified pathway to rethinking how, why, and where you hire. Because building a future-ready workforce means expanding your definition of talent.
Giving someone the chance to prove themselves can create your best long-term hires.
Holly Singer, Founder and CEO Milk Jar
Look for the spark – and teach the skills
Resilience. Adaptability. Problem-solving.
These aren’t line items on a résumé – they’re skills developed through real-life challenges. What OY might lack in traditional credentials they often make up for with grit, curiosity, and motivation to learn.
Hire people, not résumés
Don’t let paperwork become a barrier to potential.
Many OY haven’t had the chance to build polished résumés, but that doesn’t mean they’re not ready to work. Consider if your applicant tracking system has built-in bias and, if you are using AI screening, be cautious of integrated bias that eliminates OY applicants before you get a chance to consider them.
Start by inviting applications in multiple formats: short forms, even voice notes. Use inclusive language in postings. Be clear about expectations – but flexible about pathways.
Potential over polish
You’re not looking for someone who has done the job – you’re looking for someone who can.
When you hire for potential, you’re investing in someone who grows with your company. Don’t mistake a lack of “professionalism” for a lack of promise.
Lived experience matters
Many OY have taken care of siblings, parents, or are parents themselves.
OY may have navigated new countries or advocated for themselves in difficult systems. These lived experiences build skills that are directly transferable to the workplace – like resilience, adaptability, empathy, and leadership.
When you recognize these strengths, you don’t just hire an employee – you strengthen your team culture.
Why it matters
Inclusive hiring isn’t about lowering standards – it’s about widening the gate.
When you look past résumés and credentials to see potential, you discover resilient, motivated talent who can stay and grow with your business. By making your process more accessible, you expand your pipeline, strengthen your culture, and future-proof your workforce.
The payoff is real: stronger teams, deeper loyalty, and a workplace that reflects the community you serve.
Best practices
for attracting Opportunity Youth
Hiring Opportunity Youth is easier (and more rewarding) when you:
01
Partner with non-profit agencies
They’ll help you connect with pre-screened, ready-to-work candidates.
- Partners understand barriers OY face and can help resolve them
- Agency wraparound supports can boost retention
02
Recruit where youth already are
Think youth centres, libraries, youth-serving organizations, and social media platforms.
- Meeting OY in trusted spaces builds credibility and increases applications
- Short, accessible applications (online, mobile, brief notes) make it easier to apply
03
Engage your own employees
Let your younger staff help design and promote your postings – they know what resonates.
- Peer-to-peer outreach makes opportunities more relatable and trusted
- Employee champions create smoother onboarding
04
Use working interviews
Provide paid trials doing real job tasks before hiring to reduce pressure and to assess fit.
- Job simulations are a fair way to see real skills that aren’t always reflected on a résumé
- Paying OY for trials builds trust, signals respect, and increases their motivation to succeed
Success story
At Mr. Pretzel, opportunity met preparation – and the outcome was a win for everyone
When Calgary Catholic Immigration Society (CCIS) hosted a local job fair, Mr. Pretzel Manager Richard Cabacungan was ready to meet new talent, and he found it.
Right at the event, he hired four motivated newcomers – Danait, Ruta, Milkias, and Semayat – who impressed him with their energy and willingness to learn.
Through CCIS’s Skills Elevate Training program, the new team members came prepared with job-readiness skills and confidence. Once hired, they received hands-on training in the art of making hand-rolled pretzels and serving customers.
The results were immediate. “These young employees consistently bring energy, enthusiasm, and vibrancy to our workplace,” says Richard. “I look forward to future hiring fairs and the chance to connect with other talented young immigrants who are eager to grow and contribute.”
Why it worked: A strong employer relationship with CCIS and its Skills Elevate Training program; motivated newcomers ready to learn; and a business leader committed to training and nurturing emerging talent.
These young employees consistently bring energy, enthusiasm, and vibrancy to our workplace.
Richard Cabacungan, Manager
Mr. Pretzel
Make hiring more accessible – and attract the right talent
Small changes in your process can open big doors. Accessible hiring is about removing unnecessary barriers – and widening your talent pool in the process.
Use plain language in job descriptions and remove educational or experience requirements
Cut the jargon. Say what the job really involves and focus on what must be done, not on standard capable candidates.
Focus on tasks, not credentials
Frame postings around the core tasks and skills that matter most. This helps OY and other applicants see themselves in the role, even without formal degrees or prior experience.
Be transparent about training and expectations
Explain up front what will be taught and how they will be evaluated.
Highlight your inclusive culture and willingness to support growth
Showcase your mentorship programs, employee stories, or partnerships with non-profit agencies. Make it clear you invest in people, not just résumés.
Offer flexible scheduling or transit-friendly shifts
Small adjustments, like shift times that align with transit routes or flexibility for life commitments, make opportunities possible for youth who face barriers.
Offer short-term trials or paid working interviews
Giving youth a chance to show what they can do builds confidence and lets both sides explore fit, without pressure.
What works for Opportunity Youth
OY are more likely to apply and thrive when:
They see themselves reflected in the workplace
The job posting feels accessible and welcoming
Support and mentorship are available
The hiring process doesn’t feel like a test – but a conversation
Build trust from the first interaction. Make your hiring process human.
This is a first step on an employment journey
A team that reflects the community. A culture that walks its talk. A future where inclusion is built into the job description – not added in after the fact. Embracing an open and welcoming mindset is the beginning of something bigger. What if the real risk isn’t hiring someone with gaps… but missing out on someone with untapped talents?
Ready to hire OY? Start with this guide.
Explore ways to successfully attract and hire Opportunity Youth.
Success story
Wholesale Club: Inclusion in Action
At Wholesale Club in Calgary, inclusion isn’t a slogan – it’s leadership in motion. Store leaders Bharat Desai and Alexander Chan partnered with Gateway Association Alberta to open doors for Isaac and James, offering not just jobs, but meaningful pathways into the workforce.
By reshaping their hiring process, providing step-by-step training, and celebrating each milestone, they unlocked confidence, built capacity, and helped Isaac and James thrive as valued team members. Their presence has inspired colleagues, strengthened teamwork, and proven the power of inclusive hiring.
This commitment earned Wholesale Club the Inclusive Employer Award – a recognition that shows what’s possible when leaders choose understanding and support. The result: stronger people, stronger teams, and stronger communities.
Why it worked: A flexible hiring process with thoughtful training and leaders who showed all are welcome.
Everyone deserves a chance – sometimes, all it takes is a little support.
Bharat Desai, Store Manager, Wholesale Club
Ready to collaborate for success?
Learn more about the non-profit agencies who may have prescreened youth ready and keen to find their first job.
Onboarding with intention
Learn more about strategies and techniques to enhance a robust onboarding approach that brings clarity and confidence to all new hires.