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Canadian Jobs for Foreign Nationals helps Canadian employers select candidates who can be processed sooner — and helps skilled workers abroad get ready to be hired.
Canadian employers
Canadian employers can hire the right candidates from a global talent pool. Learn how to select candidates who can be processed sooner, and build a strategic approach to international recruitment.
Target · Select · Strategize →International job seekers
If you have your English or French language results and your Educational Credential Assessment (ECA) ready, your chances of being hired by a Canadian employer improve.
Visa processing under employer-driven immigration programs like the AIP and RNIP can be delayed substantially when these requirements are not met.
See current jobs on myar.meA three-step approach for employers
01
A global recruitment strategy can greatly benefit Canadian employers by expanding the pool of potential candidates for job openings. By targeting the right locations around the world, employers can improve the selection pool and find the right candidate for the job. Geographical targeting can be based on various factors such as education and employment opportunities in the targeted locations.
Canadian employers can identify locations where the workforce is mostly comprised of migrants. These candidates may have already gone through the necessary immigration processes and have their travel documents in order — streamlining recruitment and making it easier to find qualified candidates who are ready to start working in Canada.
Another factor is the availability of talent in specific industries. By targeting locations where a particular industry is thriving, employers can tap into skilled candidates with relevant experience — valuable when filling specialized or technical roles. Considering the availability of talent and immigration status in these locations helps employers find the right candidates and contributes to the growth and success of their organizations.
02
Successful recruitment from abroad needs a well-planned selection process and a backup plan for unforeseen challenges. One challenge is delay in obtaining the right visa — but more importantly, a selected applicant may be inadmissible to Canada.
Canadian employers must be diligent in their selection and thoroughly vet every candidate: rigorous interviews, background checks, and verified work experience and qualifications. Working with immigration professionals keeps the visa application process smooth and efficient.
Employers should also leverage the global demand for immigration to Canada by selecting the best candidates from around the world — and keep a contingency plan, with alternative candidates identified, in case a selected candidate is found inadmissible.
03
Retention of foreign nationals works best when employers consider both workplace and location factors, creating a strategy built around the needs and preferences of the people they hire.
Workplace factors: professional development, flexible work arrangements, mentorship programs, and diversity and inclusion initiatives create a supportive environment where foreign nationals feel valued and integrated into the team. Location factors: promote the community’s cultural diversity, natural beauty and quality of life, and help with housing, transportation and the immigration process.
Combining both — a positive workplace culture in a desirable place — creates a compelling value proposition. Cultural events, language classes and social outings build a sense of community and belonging, and with it loyalty, commitment and better retention.
Employers: tell us the roles, the province and when you need people. Job seekers: tell us your occupation and your language results.
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