1. Figures adapted from the TIEDI Analytical Report #19: What kind of tests are required for immigrants to get hired? Report available at:

2. License:
There is no cost to use the figures included in this file. We ask however that you acknowledge TIEDI and use the figures for non-commercial purposes only.
For comments or questions, contact the TIEDI Principal Investigator, Dr. Philip Kelly or the TIEDI Project Coordinator, Stella Park

3. Relevant for this series (Figures 1A-E):
Canadian-born and immigrant groups are required to complete many of the same tests in the hiring process.
The most common hiring procedure is the personal interview for all groups, across ethnoracial and occupational classifications.
Relevant for this series (Figures 1A-E):
Overall, immigrants reported taking more tests than the Canadian- born, but it is important to note that different jobs will have different testing requirements.
Going through a security check was the second most frequently cited procedure (behind personal interview) for both Canadian-born and immigrants, however, the range of those indicating that security check were used varied.
Canadian-born respondents were more likely to report that no tests were required compared to immigrants. Nevertheless, about a fifth of Arab, West Asian and North African immigrants, and Black immigrants, got their job without an interview or any type of tests.
Among immigrant groups, higher levels of testing on job-related knowledge were reported in the Filipino, other visible minority, Arab, West Asian and North African and South East Asian groups.

4. Relevant for this series (Figures 1A-E):
Canadian-born and immigrant groups are required to complete many of the same tests in the hiring process.
The most common hiring procedure is the personal interview for all groups, across ethnoracial and occupational classifications.
Relevant for this series (Figures 1A-E):
Overall, immigrants reported taking more tests than the Canadian- born, but it is important to note that different jobs will have different testing requirements.
Going through a security check was the second most frequently cited procedure (behind personal interview) for both Canadian-born and immigrants, however, the range of those indicating that security check were used varied.
Canadian-born respondents were more likely to report that no tests were required compared to immigrants. Nevertheless, about a fifth of Arab, West Asian and North African immigrants, and Black immigrants, got their job without an interview or any type of tests.
Among immigrant groups, higher levels of testing on job-related knowledge were reported in the Filipino, other visible minority, Arab, West Asian and North African and South East Asian groups.

5. Relevant for this series (Figures 1A-E):
Canadian-born and immigrant groups are required to complete many of the same tests in the hiring process.
The most common hiring procedure is the personal interview for all groups, across ethnoracial and occupational classifications.
Relevant for this series (Figures 1A-E):
Overall, immigrants reported taking more tests than the Canadian- born, but it is important to note that different jobs will have different testing requirements.
Going through a security check was the second most frequently cited procedure (behind personal interview) for both Canadian-born and immigrants, however, the range of those indicating that security check were used varied.
Canadian-born respondents were more likely to report that no tests were required compared to immigrants. Nevertheless, about a fifth of Arab, West Asian and North African immigrants, and Black immigrants, got their job without an interview or any type of tests.
Among immigrant groups, higher levels of testing on job-related knowledge were reported in the Filipino, other visible minority, Arab, West Asian and North African and South East Asian groups.

6. Relevant for this series (Figures 1A-E):
Canadian-born and immigrant groups are required to complete many of the same tests in the hiring process.
The most common hiring procedure is the personal interview for all groups, across ethnoracial and occupational classifications.
Relevant for this series (Figures 1A-E):
Overall, immigrants reported taking more tests than the Canadian- born, but it is important to note that different jobs will have different testing requirements.
Going through a security check was the second most frequently cited procedure (behind personal interview) for both Canadian-born and immigrants, however, the range of those indicating that security check were used varied.
Canadian-born respondents were more likely to report that no tests were required compared to immigrants. Nevertheless, about a fifth of Arab, West Asian and North African immigrants, and Black immigrants, got their job without an interview or any type of tests.
Among immigrant groups, higher levels of testing on job-related knowledge were reported in the Filipino, other visible minority, Arab, West Asian and North African and South East Asian groups.

7. Relevant for this series (Figures 1A-E):
Canadian-born and immigrant groups are required to complete many of the same tests in the hiring process.
The most common hiring procedure is the personal interview for all groups, across ethnoracial and occupational classifications.
Relevant for this series (Figures 1A-E):
Overall, immigrants reported taking more tests than the Canadian- born, but it is important to note that different jobs will have different testing requirements.
Going through a security check was the second most frequently cited procedure (behind personal interview) for both Canadian-born and immigrants, however, the range of those indicating that security check were used varied.
Canadian-born respondents were more likely to report that no tests were required compared to immigrants. Nevertheless, about a fifth of Arab, West Asian and North African immigrants, and Black immigrants, got their job without an interview or any type of tests.
Among immigrant groups, higher levels of testing on job-related knowledge were reported in the Filipino, other visible minority, Arab, West Asian and North African and South East Asian groups.

8. Relevant for this series (Figures 2A-E):
Canadian-born and immigrant groups are required to complete many of the same tests in the hiring process.
The most common hiring procedure is the personal interview for all groups, across ethnoracial and occupational classifications.
Relevant for this series (Figures 2A-E):
For many occupational groupings, the difference between testing levels for Canadian-born and immigrants is relatively insignificant.
In management, immigrants are twice as likely as Canadian-born to have to go through a security check, while 23.6% of Canadian-born did not have to go through any test or procedures (as opposed to 17.2% of immigrants).
In healthcare occupations the Canadian-born were three times as likely to require no testing at all compared to immigrants.
In trades and transport the Canadian-born are almost twice as likely to require no testing at all compared to immigrants. In the same occupational sector, aptitude or other personality testing was twice as likely to be required of immigrants.
In processing, manufacturing and utilities, immigrants were almost twice as likely as the Canadian-born to require a medical exam.

9. Relevant for this series (Figures 2A-E):
Canadian-born and immigrant groups are required to complete many of the same tests in the hiring process.
The most common hiring procedure is the personal interview for all groups, across ethnoracial and occupational classifications.
Relevant for this series (Figures 2A-E):
For many occupational groupings, the difference between testing levels for Canadian-born and immigrants is relatively insignificant.
In management, immigrants are twice as likely as Canadian-born to have to go through a security check, while 23.6% of Canadian-born did not have to go through any test or procedures (as opposed to 17.2% of immigrants).
In healthcare occupations the Canadian-born were three times as likely to require no testing at all compared to immigrants.
In trades and transport the Canadian-born are almost twice as likely to require no testing at all compared to immigrants. In the same occupational sector, aptitude or other personality testing was twice as likely to be required of immigrants.
In processing, manufacturing and utilities, immigrants were almost twice as likely as the Canadian-born to require a medical exam.

10. Relevant for this series (Figures 2A-E):
Canadian-born and immigrant groups are required to complete many of the same tests in the hiring process.
The most common hiring procedure is the personal interview for all groups, across ethnoracial and occupational classifications.
Relevant for this series (Figures 2A-E):
For many occupational groupings, the difference between testing levels for Canadian-born and immigrants is relatively insignificant.
In management, immigrants are twice as likely as Canadian-born to have to go through a security check, while 23.6% of Canadian-born did not have to go through any test or procedures (as opposed to 17.2% of immigrants).
In healthcare occupations the Canadian-born were three times as likely to require no testing at all compared to immigrants.
In trades and transport the Canadian-born are almost twice as likely to require no testing at all compared to immigrants. In the same occupational sector, aptitude or other personality testing was twice as likely to be required of immigrants.
In processing, manufacturing and utilities, immigrants were almost twice as likely as the Canadian-born to require a medical exam.

11. Relevant for this series (Figures 2A-E):
Canadian-born and immigrant groups are required to complete many of the same tests in the hiring process.
The most common hiring procedure is the personal interview for all groups, across ethnoracial and occupational classifications.
Relevant for this series (Figures 2A-E):
For many occupational groupings, the difference between testing levels for Canadian-born and immigrants is relatively insignificant.
In management, immigrants are twice as likely as Canadian-born to have to go through a security check, while 23.6% of Canadian-born did not have to go through any test or procedures (as opposed to 17.2% of immigrants).
In healthcare occupations the Canadian-born were three times as likely to require no testing at all compared to immigrants.
In trades and transport the Canadian-born are almost twice as likely to require no testing at all compared to immigrants. In the same occupational sector, aptitude or other personality testing was twice as likely to be required of immigrants.
In processing, manufacturing and utilities, immigrants were almost twice as likely as the Canadian-born to require a medical exam.

12. Relevant for this series (Figures 2A-E):
Canadian-born and immigrant groups are required to complete many of the same tests in the hiring process.
The most common hiring procedure is the personal interview for all groups, across ethnoracial and occupational classifications.
Relevant for this series (Figures 2A-E):
For many occupational groupings, the difference between testing levels for Canadian-born and immigrants is relatively insignificant.
In management, immigrants are twice as likely as Canadian-born to have to go through a security check, while 23.6% of Canadian-born did not have to go through any test or procedures (as opposed to 17.2% of immigrants).
In healthcare occupations the Canadian-born were three times as likely to require no testing at all compared to immigrants.
In trades and transport the Canadian-born are almost twice as likely to require no testing at all compared to immigrants. In the same occupational sector, aptitude or other personality testing was twice as likely to be required of immigrants.
In processing, manufacturing and utilities, immigrants were almost twice as likely as the Canadian-born to require a medical exam.