Real or perceived barriers for employers looking to hire a newcomer
Regulatory security clearance post immigration process (delay / red tape).
International capacity and smes to embark an immigration and recruitment ( the owner wears all the hats)( Financial Resources / time)
Perceive / real having the bandwidth to go through the process things named resources and need to recruit.
Reality not as complicated as thought AIPP designate.
Biggest challenges with employees able of paperwork - timing - hoop stash obstacle.
Employing / applying for a job here is different.
Being too aggressive with application process is a turn off. Business culture. Fit expectations - sensitivity to language barriers, culture. Personality / organization. “FIT” it can be a word to mask other hesitancy trust. “someone is not a good fit - they don't look - trust - fit my business”...
Expensive hiring in confidence they will stay retain.
Communication / investment of time and training. Over qualification is keeping the newcomer from getting an interview even though they want the experience. Network- references interview - employer, hiring, confidence ( professional)
Labor market needs- anticipating before it's a crisis -“I need 15 people not one”
Timing -is the process working at the speed of business!
Review process and steps and employee urgency. World of support program / navigation for Settlement Services - fuel pressure- overwhelmed by the responsibility.
Ask the right questions upfront- language, education assessment.
Who can work in Canada?
Suppose- the employers responsibility to assist the entire family unit?
Is there a perception around expectations of compensation benefits for newcomer?
Is there a fear that the newcomer won't stay once they arrive? Investment
What is the process for alignment of Labor Market needs and recruitment
Is there anything else we can do to speed up the process on the Canadian side? IRCC/ provincial / employers?
More employer education and resources navigation for newcomers