Recruiting internationally step by step

Making the decision to recruit new talent abroad is one thing, implementing the recruitment process is another. You’ve decided to take the leap! Here you will find all our advice on choosing your international recruitment strategy.

THE DECISION TO RECRUIT INTERNATIONALLY, A FIRST STEP

Despite the advantages of international recruitment, this prospect is often a source of apprehension due to the immigration procedures it entails. However, if you define your goals and strategy carefully, hiring a foreign worker can be a smooth process.

In fact, 35% of Canadian companies consider labor shortages as an obstacle to their growth. International recruitment is increasingly seen as a solution to this persistent structural problem.

FIND THE RIGHT TIME AND DETERMINE YOUR NEEDS

Recruiting a foreign worker isn’t something you do haphazardly! It requires asking yourself a few questions to determine if this strategy is suitable for your company. Immigration can be an attractive option to fill your labor needs, but it’s not the answer for every business.

To determine if international recruitment meets your needs, research the possible immigration programs in your industry.

Efficiency requires precisely targeting what you’re looking for. This will help you identify which immigration program you can use to hire foreign workers, where you should focus your search, and what the costs and timelines of your efforts will be.

The goal is to establish a clear idea of what you’re looking for in advance by answering several questions, such as:

• Is your company financially viable?
• Can you guarantee employment for at least one year?
• When and for how long do you need a foreign worker?
• Who will handle the recruitment?
• What is the field of the position to be filled?

DETERMINE A GEOGRAPHICAL STRATEGY

Depending on your company’s dominant culture or the qualifications you are seeking, you can choose to target only a few countries.

To streamline your efforts and avoid surprises, it’s essential to consider the processing times for work permit applications in different countries.

ASSIGN RECRUITMENT RESPONSIBILITY TO A DEPARTMENT

To confidently embark on this process, you can decide in advance who will be responsible for the recruitment efforts. You can also choose to outsource the entire process and enlist a professional in this field.

The role of this person will be to select initial candidates, conduct interviews, and answer questions about the position. They will then be involved in the final decision-making and will oversee the process if the hiring process continues.

So, how does the recruitment process work in practice?

RECRUITING THROUGH THE TEMPORARY FOREIGN WORKER PROGRAM

The Temporary Foreign Worker Program (TFWP) allows Canadian employers to recruit international talent to address labor shortages. Specifically, it is one of the programs leading to a work permit. Foreign workers recruited usually fill existing vacant positions for which Canadian candidates cannot be found.

Depending on your company’s profile and the position you are looking to fill, there are different sub-programs within the TFWP. An immigration professional is authorized to advise you and work with you to develop a relevant immigration strategy.

THE LMIA APPLICATION

To recruit internationally through the Temporary Foreign Worker Program, employers often need to submit a Labour Market Impact Assessment (LMIA) application.

This document justifies your need for international recruitment by ensuring that the foreign worker you wish to hire fills a genuine need in your company and that you have made sufficient efforts to hire a Canadian citizen or permanent resident of Canada. It also ensures that your company is financially viable to support the recruitment of a foreign worker and that this recruitment will not have a negative impact on the Canadian job market.

You must submit your LMIA application to Service Canada. Processing times for applications vary from 7 to 55 days, depending on the type of application. The cost of an LMIA application is $1,000, paid exclusively by the employer. In Quebec specifically, there is an additional fee of $432 to apply for a Certificate of Acceptance for Quebec (CAQ).

Once the LMIA application is approved, the worker must apply for a work permit. This permit can be issued for a maximum of 36 months, depending on the LMIA that was issued.

The work permit fee of $155 and the biometric data fee of $85 are not necessarily paid by the employer; they may be the responsibility of the candidate.

LMIA EXEMPTIONS

While the majority of employers are required to provide an LMIA application, some exceptions exist.

The LMIA requirement is then replaced by an electronic job offer, through which the worker can apply for their work permit.

There are numerous LMIA exemptions, applicable depending on the position to be filled in Canada and the worker’s profile. Again, an immigration professional can be a valuable resource in determining if LMIA exemptions can be considered for obtaining a work permit.

These exemptions can significantly reduce costs, processing times, and the steps required to obtain a work permit.

RECOGNIZED EMPLOYERS PILOT PROJECT

The Recognized Employers Pilot Project (REPP) is a new measure implemented by the Canadian government to streamline the recruitment process for certain employers.

Starting in January 2024 for most Canadian employers, this project is aimed at employers who have obtained at least 3 positive LMIA assessments for the same position in the past 5 years if that position is considered in demand.

Employers must have demonstrated compliance with recruitment and working condition requirements.

If you have recognized employer status, you will not need to submit an LMIA application for your future foreign worker hires. This represents a time-saving and financial benefit for your international recruitment efforts.

To apply for recognized employer status, you must submit a dual-purpose LMIA application: one to obtain the LMIA itself and another to obtain recognized employer status.

Note: This program does not apply to the Global Talent Stream.

THE QUEBEC SPECIAL CASE

Quebec has the highest level of autonomy in the selection of immigrants. Specific programs exist within the province for obtaining a work permit.

QUEBEC’S SIMPLIFIED PROCESSING

In Quebec, some professions suffer from a particularly acute labor shortage. The province has implemented a simplified LMIA application processing program.

This program does not exempt employers from providing an LMIA, but they do not need to prove that they could not find a Canadian worker for the position.

The simplified processing program currently covers 306 professions, making it possible to process many immigration applications. This greatly facilitates international recruitment processes.

This program is designed to allow recruiters to quickly fill their labor needs for a maximum of 3 years.

There are many options and programs for recruiting foreign workers. This promising process for your company requires thorough preparation and an understanding of the steps involved. You can choose to handle this process independently or seek the assistance of a professional to guide you through the steps and answer your questions.