It is only a few weeks since the Global Talent Stream was launched, and already employers in Canada’s IT/tech sector are noticing how the new initiative may help their business grow.
Companies and workers alike are attracted by the two-week work permit processing standard, which allows positions to be filled quickly. In turn, this feature of the Global Talent Stream should help businesses reach their true growth potential.
However, it should be noted that the Global Talent Stream does not replace any previously existing temporary work permit option. Rather, it has been introduced in addition to those plentiful options. As a result, businesses are weighing up which route is right for them and their employees.
“The most motivating factor of the Global Talent Stream is the quick turnaround of being able to bring someone in from the outside. It’s seamless. The turnaround to bring in a foreign worker is the same as it would be to bring in a worker from here [Canada],” says Ivan Cardona, President at Opticca, a Montreal-based consulting and technology services company that specializes in helping IT organizations align with business objectives.
“With that kind of lead time, you’re making companies like mine way more competitive. To be able to turn around a qualified resource within two weeks is an amazing ability.”
Unless a foreign worker has an open work permit, it is typically the case that he or she needs a job offer before beginning the process of obtaining a Canadian work permit.
Fortunately for these workers, Canada’s tech sector is experiencing a lengthy period of growth that shows little sign of abating. This brings about job opportunities in Canada’s largest cities, such as Toronto, Montreal, and Vancouver, as well as smaller urban centres such as Waterloo and Halifax, among others.
Although Opticca doesn’t intend on hiring under the Global Talent Stream immediately, Cardona explains that “Anybody who knows the challenges of hiring internationally should be monitoring this program, absolutely. It could change doing business in a very positive way. If I get into high growth — and we all want to — then the program becomes very interesting for me, because then at that point for every foreign worker I bring in who is highly qualified, I could bring in a junior resource from here to train.”
Other options
If applicable in their case, employers in Canada may consider bringing workers to the country as intra-company transferees or under an international trade agreement, such as NAFTA. And while employers may pursue the route of applying for a Labour Market Impact Assessment (LMIA), certain occupations may be exempt from advertising requirements in certain parts of the country. For example in Quebec, home to the tech hub that is Montreal, no advertising is required when hiring under a range of IT-related occupations.
Typically, the process of obtaining a LMIA includes a minimum advertising requirement that stipulates the length of time the ad must be posted for, as well as where it may be posted. This process can eat into a company’s time and, to some degree, its budget.
On the other hand, as the Global Talent Stream in an entirely new initiative the government will provide a more ‘hands on’ approach to program oversight. This may include more regular interaction with the employer; some employers may see this as a positive feature, while others may prefer a lesser degree of ongoing interaction with government officials.
“The government of Canada recognizes that a ‘one size fits all’ approach would not work, especially in a country and an economy as diverse as Canada’s. Consequently, a range of options are presented for employers and foreign workers looking to work in Canada,” says Attorney Daniel Levy from the Campbell Cohen law firm.
“The increased range of options means that employers and workers may need some guidance in optimizing their international hiring practices.”
No comments:
Post a Comment