The labor shortage has become a major issue for expanding Canadian businesses. It is well known that a lack of personnel limits the development of a company. In this context, hiring a foreign worker in Canada becomes an obvious solution. We are not saying it is the solution, but it is one among many others.
It should be noted that this is different from what the province has experienced for years. Previously, recruiting abroad meant hiring seasonal workers in the agricultural sector. We are generally talking about Latin Americans who come during the summer season and then return home afterwards. Now, it is a completely different context. A temporary foreign worker comes to work for a given company for a specified period (one year, two years, or three years). Generally, the goal of this employee-employer relationship is for it to last in the medium to long term.
The Facts:
According to a study by the Business Development Bank of Canada (BDC), 39% of SMEs ( Small and Medium-sized companies) have difficulty hiring new employees.
This information is not a “scoop” in itself, but what is chilling is that this problem will persist for 10 years. We are not talking about assumptions or deductions, but real facts. This is based on figures from Statistics Canada, where we can clearly see the decline in the growth rate of the active population.
Decline in the Growth Rate of the Active Population in Canada – Source: BDC
Decline in the Growth Rate of the Active Population in Canada – Source: BDC
Concerns or Risks:
When hiring a foreign worker, certain questions will inevitably arise. These questions might never have been considered when hiring a Canadian worker. However, as we will try to address further, these questions should always be asked. They are justified, considering the investment and the waiting time imposed by the government (9 to 12 months for the entire process). Yes, we must not make mistakes. At the same time, if we do nothing, the status quo risks having more severe consequences. Therefore, let us try to address these concerns without overreacting.
Will he be a Good Worker?
Surely, we cannot answer this question with a simple yes or no. Indeed, it depends on several factors, such as the process, the country of recruitment, and the company’s ability to integrate and train its foreign employees internally. However, what we can confirm is that we are dealing with highly motivated workers. These individuals will do everything they can to succeed in their integration and strive to be better workers. They are people who have made the decision to leave their native country, their family, and sometimes even their spouse and children. Their goal is to settle, live, and work here in Canada, even at -30°C, while the weather is usually nicer in their home countries. It must be acknowledged that this level of motivation is hard to find nowadays in Canada.
Will the Foreign Worker Leave my Company Prematurely?
Generally speaking, employee retention depends on the company, the candidate, and the field of activity. In this specific case, given the status of a temporary foreign worker, there is a strong likelihood that your team member will stay for at least two to three years. During the first year, the worker has no choice. If they want to stay in Canada, they must work for your company. Legally, they are not allowed to work for another employer. After a minimum of one year, it could be possible for the temporary foreign worker (TFW) to apply for permanent residency, which could allow them to live and work wherever they want in Canada. The procedure to obtain permanent residency requires a waiting period of 17 months from the immigrant’s arrival on Canadian soil. Therefore, technically your TFW will work in your company for at least 1 year plus 17 months.
Two Possible Scenarios
This is not definitive, as two scenarios, uncommon but possible, can arise.
First Scenario:
At the end of their one-year employment contract, the employee might be approached by a competitor and, by mutual agreement, undertake the steps to obtain a work permit with this new company. This is the more unusual of the two cases. A TFW is unlikely to take this risk, as it would jeopardize their legal presence and residency in Canada. Being paid an additional $2 or $3 per hour is not worth the potential uncertainty.
Second Scenario:
The foreign worker resigns and returns to their home country. There is often talk of investments by the employer to recruit a foreign worker, but we forget that it is also an expense for the foreign worker immigrating to Canada. They will pay fees such as: visa, medical exam, plane ticket, installation procedures (buying furniture, driver’s license), etc. Moreover, this person resigned from their previous job, where they had 10 years of seniority in some cases. They left their family for whom they must cover expenses (rent, food). They left their country where they had their bearings. They went through more than five recruitment steps (in the case of candidates recruited by Vitae) and waited nine months for the government’s decision. For this worker to decide to leave you, it would have to be a very particular case.
Is the Investment Worth it?
Given the investment that TFW recruitment procedures represent for the employer, the candidate must stay for a minimum of one year for it to be profitable. The longer they stay, the more advantageous it is, that is certain.
It should be noted that with agency fees, government fees, and the plane ticket (in some cases only), the costs can range from $10,000 to $15,000. For agencies that advertise lower prices, be cautious. It might be a case like the firm hired by the CISSS to recruit 36 Tunisian beneficiary attendants.
The Advantages
In conclusion, although hiring a temporary foreign worker in Canada may initially seem risky, it can be an advantageous option to consider. Let us recap the following points:
- The temporary foreign worker is tied to your company by their work permit. They do not have the right to work for another company (unless the latter undergoes the same procedures to issue them a new work permit);
- The primary goal of these workers is to obtain permanent residency and eventually become Canadian citizens. Regarding Vitae, 50% of applicants say they have already considered immigrating to Canada or have started immigration procedures (which they had to stop due to a lack of funds). 90% of applicants say that living in Canada is a dream for them, in response to the question “Why Canada?”. To achieve this goal, they must stay and work in Canada for at least one year, then submit their permanent residency application. This process will take 17 months. For once, the government’s slowness works in favor of the company, as the candidate will be tied to you for three years, or nearly so;
- The temporary foreign worker has invested in this adventure (installation costs, resignation and loss of seniority, etc.) and will not return to their home country empty-handed, especially for Tunisians and North Africans in general, except in particular cases;
- As for Tunisian temporary foreign workers, they speak French very well, at least those recruited by Vitae. This greatly facilitates their integration and optimizes communication with other team members.
- And, of course, you will change the life of a person who will share their gratitude throughout your company!
