Questions to ask before recruiting internationally

Hiring a worker from abroad can solve a shortage that has dragged on for months. But a successful international hire takes preparation. Before you start, take 15 minutes to answer these eight questions. They will spare you, and your future employee, unpleasant surprises.

1. Exactly which position do you want to fill?

Describe the job precisely: main duties, schedule, work location, expected experience. This description is used to write the official job offer and to classify the position in the National Occupational Classification (NOC). The clearer it is, the more accurate the shortlist.

2. What conditions are you offering?

Wage, guaranteed hours, benefits: these conditions appear in the offer submitted to the government. They must be realistic for your region and sector, and you must honour them once the employee starts. Immigration, Refugees and Citizenship Canada (IRCC) can check that actual conditions match the offer.

3. Can you wait 10 to 14 weeks?

Between shortlisting, interviews and the work permit, plan on 10 to 14 weeks before the first day. If you expect a busy period (summer season, opening a new location), now is the time to start.

4. What budget should you plan?

Under Francophone Mobility, the government fee paid by the employer is $230. Add recruitment fees and, sometimes, relocation support: a plane ticket, the first weeks of housing. Compare this total with the cost of a position left empty for months: overtime, reduced service, lost customers.

5. How will you welcome your new employee?

A newcomer has to find housing, open a bank account, get a Social Insurance Number and discover a new city. A prepared welcome makes all the difference: a go-to person on the team, a planned first week, a few useful contacts. A well-welcomed employee stays longer.

6. Is your team ready?

Talk to your team about the project before the arrival. Decide who will train the new hire and how day-to-day communication will work. In a bilingual setting, a French-speaking employee can also become an asset with your French-speaking customers.

7. Is your recruitment partner reliable?

Ask who handles the work permit. Only a lawyer or a Regulated Canadian Immigration Consultant (RCIC) may advise you on an immigration file for a fee. You can check an RCIC's name in the public register of the College of Immigration and Citizenship Consultants. Also insist on a written contract that sets out the steps, timelines and what is included.

8. What happens if the hire doesn't work out?

Even a well-prepared hire can fail. Before signing, check what is provided: replacement guarantee, how long it lasts, follow-up after arrival. At JIK & PARTNERS, every hire includes a 90-day replacement guarantee and follow-up at 30, 60 and 90 days.

Ready to take stock?

If you can answer most of these questions, you are ready to recruit. A first 20-minute conversation is enough to check whether Francophone Mobility fits your situation. Assess my hiring needs