Before turning to international hiring, employers really need to be offering:
Relocation, Benefits. Top wages and training to help those locally and nationally who may not have all the skills needed to take on the work that needs to be done. For those companies that are doing all of this but still can’t keep up with turnover and new customers, what can be done?
Hiring internationally trained workers:
Sometimes it may be necessary to utilize the Temporary Foreign Worker Program or other programs like Canada-United States-Mexico Agreement (CUSMA or NAFTA) that allow companies to hire workers in the event of skill and labor shortages.
Companies need to aim to hire employees that are a good fit into the company culture and the community they will be living. They should also have the skills and attitude that are needed to succeed. Plus, they need to ensure they can become certified and can meet professional standards.
Once employees have been identified, it is best to assess if they can be hired through: NAFTA (CUSMA); Free Trade Agreement with any of the following countries below; an LMIA (Labour Market Impact Assessment); or the International Experience Canada Program.
Canada currently holds FTA with the following countries:
Ultimately finding and selecting the right employee is a difficult task, and doing it from outside of the country can be an even bigger project. But, it’s worth it compared to outsourcing the work, completing it by working overtime, or not getting it done. If you are interested in learning more about how international hiring has been used as a solution for leading companies facing skilled employee shortages we can send it to you if you would like to complete the form below or email email@example.com.