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Canada Hiring Basics for International Employers

By October 27, 2016 May 23rd, 2018 No Comments
Canada Hiring Basics for International Employers

All business leaders considering a move to the North need to learn Canada hiring basics to ensure a home run experience during your firm’s international growth. Canada is a hotspot for American businesses seeking global options because of its similar culture and talented workforce. It’s also a great country to consider if you’re just getting started with international growth because it’s fairly simple to start operations in-country.

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To kick off this journey, we’ve pulled together a few of the best resources regarding vetting and onboarding talent for your new operations in Canada. Let’s get started.

Canada Hiring Step One: Recruiting Talent

According to multiple sources, including The Search Party CEO Ben Hutt, Canada has highly motivated and skilled professionals who are actively seeking valuable opportunities. While the market is full of potential candidates for your business, you need to narrow down your options before you even begin your search.

What we mean is, your team should have a clear job description in place before advertising for open opportunities. This creates a streamlined vetting process, which we’ll dive into next. It’s also more efficient and saves time in the overall search process.

Once your team develops a clear description of your ideal candidate, let the recruiting begin. There are several options for finding candidates in Canada, which mirror options in the US. These options include:

  • Online Job Boards
  • Recruiting Firms
  • Job Fairs
  • Educational Partnerships

There are plenty of recruiting agencies ready to help businesses find talent in Canada. This is good news for you, the employer, and potential employees trying to find the right match. These firms act as the middleman and become very beneficial for companies that are new to the area, especially when trying to fill positions quickly and efficiently.

Canada Hiring Step Two: Vetting Talent

The number of qualified candidates is on the rise in Canada thanks to investments in education from international firms and its government. In 2014, SAP launched a program in Canada to support education in science, technology, engineering, and mathematics. Plus, the Canadian federal government strives to fill gaps between employers and talent by improving foreign credential recognition.

This is all good news for employers and it’s one of the primary reasons why Canada is an attractive country for international growth.

Once you’ve completed your recruitment process and have a stack of potential candidates, it’s time to begin the vetting process. This can, and most likely is, a time-consuming task for many employers. This is when partnerships with recruitment agencies or local universities become very beneficial. Professionals take the time to match applicants with your job description and weed out anyone that isn’t qualified. As a result, your team is left with only the most qualified candidates leaving you the option to bring them in for an interview.

If you prefer to keep this process in-house, ensure that the applicant matches your qualifications, has all of the proper visa or documentation allowing them to work in Canada, and has trusted references. Companies also find success in using aptitude tests, which starts every candidate out on an even, fair basis before an interview.

Canada Hiring Step Three: Employing Talent

The key differences between hiring talent in the US and in Canada are provincial regulations, termination notices, and overtime limitations. In the US, the Department of Labor is typically the driving force behind employment regulations affecting all companies in the States. However, in Canada, the provinces may have their own rules regarding employment regulations. This can start to become a huge hassle when trying to navigate compliance.

As for overtime requirements, Canadian employees receive overtime based on the type of position or industry they work in, not how they are paid. Make sure you check the classification for each employee to ensure you’re paying them properly. For example, just because an employee is on salary does not mean they are exempt from overtime.

Finally, when it comes to termination, at-will employees do not exist in Canada like they do in the US. It varies from province to province, but typically, employees need at least a two weeks notice before being let go from a position. The kicker – that two-week time frame increases the longer your employee is onboard.

Although hiring in Canada is similar to the US, it still has its major differences. Employers will need to have a legal presence to hire in-country, which can be easily obtained through FSaaS or International PEO. These services can also help your team maintain compliance checks and manage payroll. If you’re considering a move to Canada, get in touch with Velocity Global to learn more about the options available to make the move simple and compliant.