Achieving Success with International Recruitment: Navigating the Benefits and Challenges of Hiring Skilled Trades Workers from Abroad
It is no secret that Canada is facing a shortage of workers, especially in the skilled trades industries. This issue is exacerbated by an aging population, a decrease in apprenticeship enrollment and a reduction in immigration numbers. With more jobs becoming available and a growing need for reliable talent, businesses have been forced to look for alternative ways to fill these vacancies. International recruitment might be a solution to the shortage of domestic skilled tradespeople your organization may be experiencing. International recruitment offers employers access to a larger talent pool, while providing job seekers with an opportunity to gain valuable experience in a new country.
However, there are also potential drawbacks which must be taken into consideration. This blog post will explore both the benefits and challenges associated with hiring internationally, as well as how employers can successfully recruit from overseas markets. Additionally, we will examine topics such as being compliant with immigration regulations, understanding the different mindsets and perspectives needed to recruit this international employment base and explore several of our key findings garnered from a decade of experience recruiting from abroad. Lastly, we will provide practical advice on developing effective recruiting strategies and retaining international employees through properly managing expectations. By addressing the key elements involved in successful international recruitment, employers can confidently move towards making their organization more diverse and productive.
Benefits of Hiring Internationally
Access to a larger pool of highly trained and experienced professionals.
Ability to fill vacancies in the labour market created by a lack of available candidates.
Capability to take on more projects and/or offer new services previously rendered impossible due to a shortage of workers.
Exposure to an invaluable and unique expertise and knowledge base held by internationally skilled tradespeople.
Ability to promote comprehensive diversity, equity, and inclusion (DEI) hiring practices that prioritize representation and support an inclusive working environment.
Opportunities for companies to hire additional people in the future, utilizing those already present in their organization as mentors or trainers for new apprentices.
Challenges of Hiring Internationally
Navigating the complexities of visa requirements, which can involve lengthy assessment processes with stringent criteria, requiring considerable investments of time and resources.
Ensuring compliance with employment laws in both home and host countries is crucial, as failure to do so could result in costly fines and legal ramifications.
Cultural differences between the home and host countries can lead to misunderstandings of workplace expectations and etiquette.
Language barriers may impede information flow or create miscommunication between employer and applicant.
Investing in international recruitment typically requires more extensive effort and cost compared to local hiring. This could include conducting research into local markets, setting up meetings with potential candidates abroad, and covering travel and accommodation expenses for interviews and/or training programs.
Recruiting internationally can be a daunting task, however, with the right resources and information, employers can make sure the process runs as smoothly as possible.
Here are some ways to ensure this is your experience with the process
Do not combine recruitment and work permit administration. Allow ample time for both processes.
In our decade of experience, we have found that it can take up to 2-3 months for the recruitment process. In addition, consider the work permit and other regulatory requirement timelines IRCC processing time.
Use a Regulated Immigration Consultant/Lawyer to provide invaluable advice on navigating legal requirements and avoiding potential pitfalls. Find a registered immigration consultant.
Verify that the recruiting agency you are working with is properly licensed for the specific tasks you are hiring them for. In British Columbia, the agency, the individual recruiter and the employer must all be licensed to recruit foreign workers.
Ensure that the candidates you hire are aware that their employment is contingent upon obtaining their work permit. Clearly state and clarify that the job offer is not the same as a work permit, guaranteeing that the candidate does not have misconceptions about the process.
Maintain open communication with candidates throughout the recruitment process. Providing a positive candidate experience is crucial, particularly as many new hires may be relocating to a foreign country and leaving their loved ones behind. Regular communication can help ease the transition and ensure that they are comfortable and committed to accepting the job offer.
Designate a dedicated point of contact within the company to serve as a liaison and mentor for the new hire upon their arrival. This will provide them with reliable support and assistance as they navigate the transition to their new workplace.
An effective onboarding process can help improve employee retention and ultimately safeguard your investment in hiring and training new international employees. High employee turnover can lead to significant financial losses, and negative experiences for employees can damage the reputation of your company. In a 2007 study by The Wynhurst Group it was revealed that employees who went through a formal onboarding process were significantly more likely to remain with the company for a period of three years, and had a 58% higher retention rate, compared to those who did not.
In summary, for employers seeking to recruit international talent, it is crucial to have a comprehensive understanding of both the benefits and obstacles involved in the process. Utilizing the expertise of a Regulated Immigration Consultant and collaborating with an experienced international recruiter can provide invaluable support and ensure you have properly covered your legal requirements.
At Riverstone Recruiting, we specialize in helping employers find the perfect candidates for their organizations. Whether your organization is looking to hire within Canada or internationally, our team of experienced recruitment consultants can assist you throughout the entire process. As licensed foreign worker recruiters in British Columbia, we adhere to all applicable regulations ensuring that we provide the highest quality services. We understand how important it is to have reliable and knowledgeable staff when making decisions about hiring and are happy to create a talent acquisition solution that best suits your business needs.