Maintaining and growing your business

There are many advantages to recruiting international workers. Let’s face it: Without workers, running a business is challenging, never mind considering expansion. In Ontario and Canada, we are still in an era where human resources are vital to maintaining and growing a company’s economic activities. Even at a time where, in an attempt to increase profitability, automation is more and more prominent in specific industries, relying on qualified workers and a competent, abundant and available workforce is important, even essential, to ensuring the continuity and efficiency of our economic system as we know it. Growing Ontario and Canadian businesses supply the government with a substantial cash flow that can, in turn, result in numerous programs and projects that contribute to our nation’s financial health. No workforce means zero growth. No growth means no money. No money means a foreseeable recession.

 

Recruitment of foreign workers boosts our economy

Immigrant workers who come to Canada for work, for their families, and for their quality of life contribute to our society and economic growth. They make money, which they then spend, contributing to local, regional, and provincial economic development. Qualified workers contribute their talent and expertise to our companies, enabling them to achieve new projects and to look ahead to the future.

Having immigrated here to become Canadian citizens eventually, these workers learn our language and share this legacy with future generations who will also, one day, impart it.

 

Hiring foreign workers means access to a broader pool of world-class talent

More often than not, by hiring a foreign worker from a third-world country such as the Philippines, we contribute economically to their country of origin. The money they send home to their families offers them a better education, healthcare, and, generally, a better quality of life. One day, these families will be able to reunite with the expatriated workers in Canada, a country that signifies freedom and opportunity.

By hiring foreign workers, we enable much more than we know. We allow our employees to fulfill projects and to dream. As an employer, we encourage ourselves to continue to grow, and in doing so, we allow all others influenced by this decision a bright and promising future.

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And these are just a few of the advantages of foreign worker recruitment.

More and more Canadian companies are turning to international recruitment to alleviate the lack of personnel.

With an increasing demand for personnel, agencies offering workforce recruitment services are increasingly present. This makes choosing one more complex as there is one for every budget and every need. As a result, it is vitally important to let yourself know and understand the process you are embarking on.

Ask yourself basic questions such as “Why are we considering international recruitment?”, “What is the motivation behind this decision?” and “Why are we suddenly interested in this type of hiring?”. Did someone speak positively to you about their experience? Recent, successive employee departures have disconcerted you, and you need to find a solution to fill available positions. Do you anticipate more employees will leave shortly and would like to prevent this?

 

Labour shortage

Everyone has their triggers for considering international workers, which can surface at any time because, let’s face it, we are experiencing a labour shortage. As an employer, it will be necessary to find solutions to deal with and overcome this reality sooner or later. Several elements can push an employer to consider foreign worker recruitment. With so many options, digging more deeply when considering international recruitment is essential. For instance, do you want to favour one culture over another? This is a crucial factor to consider – a culture that is not our own can mean a different language, religion, view towards work, social norms and many more. Some cultures are similar to Western culture; others are very dissimilar.

We must ask ourselves whether integrating new employees from a different culture into a company will have a positive outcome and whether introducing welcome and integration procedures would be beneficial. When the language spoken and understood by foreign workers is different from our own, it may be essential to train the new employees with someone who, at the very least, understands their language.

 

Choosing the country of origin of the foreign workers

The country of origin of the foreign workers may also influence their future retention. Foreign workers from third-world countries are more likely to stay on the job longer than those from more economically prosperous nations. Immigrating is challenging for foreign workers. The climate, culture, and social integration are all factors that make this project challenging for employees arriving from another country. Workers from poorer countries are more likely to persist with their immigration plan when faced with these challenges than workers from more affluent countries. It is undoubtedly less tempting to return to a country we wanted to leave because of economic or political problems.

Once you have clarified all these questions, it is time to choose the agency that can help you find these workers. What criteria do you think you should consider? How can you choose among the numerous, diverse and distinct services?

 

The most crucial criterion, without a doubt, is whether the agency’s credibility has been proven. Do the people in charge of the foreign workers’ immigration procedures have all the necessary expertise? Are they accredited? Do they have all the required competencies?

 

Choosing the right international recruitment agency is essential. Thanks to the agency’s expertise in recruitment and immigration, they can accompany you throughout this adventure, which may sometimes be more complicated than anticipated. The agency is responsible for successfully guiding you through the technical and theoretical workings of Canadian politics (both federal and provincial) in immigration and the clerical intricacies specific to the foreign politics and procedures of the worker’s country of origin.

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Recruiting qualified workers internationally is a positive human experience, an opportunity to grow and develop, and a chance to open up to other cultures and expand our horizons. Remember that Canada was created and developed due to immigration. Developing our economic and social wealth and conservation relies on our willingness to welcome individuals from other countries to help us grow culturally, economically and socially.

Recruitment of an international workforce can be very challenging but rewarding.

Indeed, recruiting an international workforce can yield varying outcomes for businesses. Acquiring highly skilled and qualified candidates from different countries can be positive and successful. This can bring diverse perspectives, expertise, and cultural insights to the organization, enhancing its overall performance and competitiveness.

On the other hand, international recruitment can also be disappointing if not approached strategically. Businesses may face language barriers, cultural differences, legal and regulatory complexities, and difficulties integrating international employees into the existing workforce. These factors can hinder the organization's communication, collaboration, and productivity.

To ensure a positive and successful international recruitment process, businesses should consider several factors. Firstly, conducting thorough research and understanding the target countries' labour market and talent pool is crucial. This will help identify the availability of skilled candidates and align their qualifications with the organization's requirements.

Partnering with reputable recruitment agencies or consultants with international experience can also benefit. These professionals can provide guidance, assistance, and access to a broader network of candidates. They can also navigate the legal and administrative processes of hiring international employees, ensuring compliance with immigration laws and employment regulations.

Additionally, businesses should invest in cultural awareness and sensitivity training to facilitate smooth integration and effective teamwork among employees from different backgrounds. Providing support services such as language training and assistance with relocation can also contribute to the success of international recruitment.

In summary, recruiting an international workforce can positively and negatively affect businesses. By approaching it strategically, conducting thorough research, partnering with experienced professionals, and investing in support services, companies can increase the chances of a successful outcome and reap the benefits of a diverse and talented workforce.
 

A home base in the country of recruitment

We highly recommend choosing an agency with a physical presence in the country of recruitment. Instead of relying on career fairs, which can be less expensive but often yield disappointing results, opt for an agency with an on-site office and a dedicated team in the country. These agencies possess valuable expertise in personnel recruitment, have in-depth knowledge of the country, and are close to potential candidates. In our business, we are affiliated with a 45-year-old veteran multi-awarded company in the Philippines, EDI-Staffbuilders, a leader and pioneer in international recruitment.

By selecting an agency with these qualities, you gain access to a pool of preselected candidates who have applied explicitly for positions that align with their skill sets. This ensures a better candidate-employee match and significantly increases the success rate of your recruitment campaign.

In conclusion, prioritize agencies with an established presence and expertise in the country of recruitment. This will provide you with a personalized and targeted approach to candidate selection, maximizing the chances of finding the perfect fit for your organization. Avoid local career fairs, which pose risks and may yield different outcomes. To ensure a successful recruitment campaign by making an informed choice and partnering with the right agency,

 

Favour international recruitment agencies that offer comprehensive services.

Beware of agencies with low fees and instead prioritize those that offer a comprehensive service. By doing so, you can ensure that the agency will handle everything, or almost everything, from candidate selection to their arrival in Canada. This approach will help you avoid hidden fees, surprises, and frustrations. Choose a transparent and open agency that communicates its services, including temporary medical insurance and accommodations. For instance, find out who will accompany immigrant workers when they get their Social Insurance Number (SIN), Ontario Health Insurance Plan (OHIP), house of worship or their first visit to the grocery store in their host city. The more information you have, the more confident and secure you will feel.

Embarking on such a project can be stressful, especially since this initiative is relatively new in Ontario. So, it is essential to select an agency that will take care of all the legal aspects and be able to answer all your questions. Handling immigration procedures for a recruited candidate can be an enriching experience, but it can also become unpleasant, overwhelming, and nightmarish if things go wrong. Each person has their skills and expertise.

Employers must be careful of agencies that promise precise and unusually short processing times. It is essential to understand that the immigration process takes time. Many individuals and organizations are involved in a candidate's application, and they may only work for a different institution. Initially, the agency you hire will handle these matters, but the federal and provincial governments and the candidate's country of origin's government will also have input. Predicting the exact date a work visa will be granted is impossible, so promised deadlines should be avoided.

One thing is sure: international recruitment helps employers overcome the current labour shortage. A competent agency will be able to help you prepare and achieve success. It cannot be emphasized enough: clearly defining your needs will help you choose the best agency to accompany you through this exciting process.