In Canada, the challenge for employers goes beyond finding foreign talent; the real strategy is retention, which in turn depends directly on their immigration status.

When a foreign worker is in Canada with a temporary permit that is about to expire, or is in the process of obtaining permanent residence, the company can support them to ensure their legal status and thus retain them and prevent them from losing their job.

But how can we understand this process in practical terms? In this blog, I will share the challenges of hiring foreign talent and how to overcome them. 

Read on to the end and learn about our new support service for companies, employers, and employees. It's called "Talk to my employer" and will be useful if you have any questions or administrative difficulties at work.

‍

‍

The challenges of hiring foreign professionals

‍

Hiring a foreign worker is not just a matter of them doing well in an interview and starting work the next day. Behind their CV is a series of documents that support their legal status and that must be kept current and valid.

Employers are often unaware of this context and therefore encounter problems when hiring and/or retaining staff. 

The main challenge lies in managing the timing and distance from the country of origin: the dates of work permits, the validity of documents, and the logistics of arrival. 

• Planning and time management: procedures must be initiated up to six months in advance, using the fast-track processing channels that the government has set up for high-demand occupations.

‍

• Mandatory preliminary procedures: if the company does not correctly manage the Employer Portal or the Labor Market Impact Assessment (LMIA) correctly before the worker applies, the work permit will be automatically rejected.

To integrate a foreign worker into your team, it is essential to master these three areas:

• The impact of the LMIA (Labour Market Impact Assessment): Before hiring, most employers must obtain a positive LMIA from Service Canada. This document confirms that there is a genuine need to hire a foreign national and that no Canadians are available. 

‍

• Registration on the Employer Portal and Job Bank: The employer must register their company on the IRCC Employer Portal (for LMIA exemptions) or on the LMIA Online system through Job Bank. 

This registration is mandatory in order to manage official job offers and pay the compliance fees required by law.

‍

• Temporary status about to expire: the worker needs an extension or a new permit to continue working for the company.

‍

‍

Available avenues for successful hiring and retention

‍

There are legal immigration tools that make it easier to hire foreign talent and retain them in the required position; employers need to be aware of these. Here are a few:

• FTA exemptions: If your candidate is from Colombia, Peru, Mexico, or Chile, you could hire them without needing an LMIA, saving months of waiting.

‍

• Francophone Mobility: this pathway is a powerful incentive to hire French-speaking professionals outside Quebec, as it simplifies the process for the company.

‍

• Provincial Nominee Program (PNP) support: ideal for retaining workers who are already part of your team.

‍

Success in hiring foreign talent lies in knowing the available immigration routes. It is not necessary to delve into complex laws; it is simply a matter of knowing which route to take to handle the process and mastering some terms typical of the labor immigration context.

‍

Do you need assistance with your immigration work profile assessment? At Immiland Canada, we can help you.

‍

‍

Immiland Canada's "Talk to My Employer" Service

‍

At Immiland Canada, we are CICC-regulated consultants and Canadian lawyers. We offer legal services in immigration. In the workplace, we act as strategic partners for companies. 

That's why we offer the "Talk to my employer"service, designed for our team to speak directly with the employer (or their HR department).

How can we help you?

1. We clarify your role: we explain your legal responsibilities to avoid fines in future audits.

‍

2. We determine the fastest route: we assess whether the candidate qualifies for exemptions that save them time and money.

‍

3. Process security: we ensure that all previous steps are completed so that the worker obtains their permit without delay.

‍

4. Essential requirement for the service: the employer must have identified the candidate they wish to support in the immigration process.

‍

With these guidelines, you can rest assured that you are hiring and retaining foreign workers based on a well-informed process.

To schedule the "Talk to my employer" consultation and begin a process guided by experts, click here.

I hope this topic will be useful for correct and safe hiring practices. 

‍

Thank you for reading. Don't miss our next blog: Low-wage LMIA processing resumes in several regions of Canada.

‍

With love,

‍

Immiland Law Professional Corporation

‍