Canada Recruitment Agency
Recruit & Hire Through Our Canada
Our 6 Step System for Recruiting in Canada
Step 1 – Getting Started: We establish the type of candidate you are seeking and your desired timeline for hiring. It is important that we take the time to get to know your company. We learn about your culture, goals, and work with your management team to align the recruitment search with your company’s objectives.
Step 2 – Talent Research: After understanding your company’s goals for the talent search, we begin targeting Canada top talent sources and identifying the best candidates available.
Step 3 – Early-Stage Interviews: We begin interviewing from our refined list of potential candidates to narrow the options to only the best matches for your open position. Our team then develops a final candidate pipeline and meets with your executive team to discuss which prospective employee will be the best fit for your company’s goals.
Step 4 – Evaluating the Top Candidates: After performing comprehensive background checks and character references, we finalize our candidate evaluation process and bring our recommendations to the client’s executive board.
Step 5 – Candidate Selection: Once we have met with the executive team and decided on the best candidate for the role, we help the client with the salary and benefit negotiations before organizing and submitting the official offer letter to the candidate.
Step 6 – Continued Support: Our team at GlobalPEO will continue to work with your executive team to deliver support for employee and team evaluations, development, and performance improvement throughout the lifespan of your partnership with the employee.
The Canadian Recruitment Method
If you want to find Canada’s top talent, job boards and and company recruitment websites will typically be the place to find them. Each province has its own specific recruiting regulations, so be mindful of respecting local laws in addition to following federal staffing and recruiting rules.
You have the option of working with local recruitment agencies, which are usually subject to high fees and slower hiring speeds.
With GlobalPEO’s global recruitment service, you can get advantage of our in-country recruiting support and deep network of connections in the Canadian market.
Canada's Anti Discrimination & Compliance Laws
Canadian law stipulates that employer’s cannot discriminate against employees on the basis of age, gender, creed, race, sex, sexual orientation, or religion. These personal factors should not be publicly mentioned or discussed during the recruitment, hiring, and overall employment process.
Certain provinces also maintain a privacy legislation that will function to protect your employees’ personal data. While you will still be able to collect the private informational of potential employees for practical purposes, there are strict limits on that data when it comes to distribution.
In regards to employee leave, Canada does not currently have a federal policy in place that provides guidelines for workers who require 5 or less days off of work due to illness or personal injury. It’s important to check with the local province where you have employees to see if there are specific regulations you are required to follow. Canada’s public health insurance does provide coverage for long term sick leave.
In terms of vacation leave, the majority of Canadian employers offer 2-4 weeks of paid vacation. Canada has laws preventing employers from giving employees vacation time that expires at the end of each year. Employees have the ability to negotiate carryover vacation leave with their employer before signing the employment agreement.
Hiring + Onboarding Canadian Employees
While a written employment contract is not legally required in Canada, we strongly recommend completing a contract at the time of hire to have in the event of a future disagreement in relation to employee salary, benefits, or time off. Keep in mind that Canada is considered to be a bilingual country with some citizens speaking primarily English and others primarily French. Most Canadian contract agreements are completed in English. Of course, Quebec is the lone exception to this rule, where most employment contracts are drafted in French.
Employment contracts in Canada must clearly state the employees’ responsibilities, compensation details, benefits, grievance procedures, and requirements for termination. All offer letters, compensation details, and any document where employee income is discussed should be stated in Canadian Dollars.
Benefits of Outsourcing Recruitment in Canada
If you decide to handle your recruiting and hiring in Canada on your own, we recommend staying informed on the current local laws pertaining to recruitment, payroll, and employment.
By working with a PEO company instead, you can save thousands of dollars and ensure full compliance with local laws and regulations. With GlobalPEO’s in-house experts and entities in 160+ countries worldwide, we expedite the hiring process and guarantee that we’ll connect your business with the best talent Canada has to offer.
Why Choose GlobalPEO?
Global expansion is a great step for your business – and now it’s easier than ever. Setting up your own entity in each country where you wish to operate can be expensive, complicated, and requires deep knowledge of the specific rules and regulations. Let GlobalPEO take care of everything. From International PEO & EOR, Global Payroll and International Recruiting we deliver our exceptional services at an affordable price.