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Despite legislative restrictions on economic immigration, international recruitment and mobility remain a strategic solution for Quebec companies facing labor shortages. Certain sectors of activity or regions are still struggling to fill vacant positions, sometimes for weeks or even months.
When the recruitment, immigration, and integration processes are well managed, international recruitment and mobility can attract skilled, motivated, and committed long-term talent to your team.
However, hiring temporary foreign workers involves important legal, administrative, and human considerations. Many companies start out with the best of intentions, but make costly mistakes that can lead to unwanted delays, refusals, difficult integration, or regulatory non-compliance.
Here are four common mistakes to avoid, and more importantly, how to prevent them.
1. Underestimating the complexity and duration of the process
Believing that hiring is simply a matter of filling out “a few forms” and gathering documents is a common misconception. In reality, each situation is unique and depends on multiple factors: type of position, country of origin, candidate status, available programs, quotas, deadlines, etc.
This can result in:
- incomplete or rejected applications;
- significant delays before starting work;
- unforeseen and additional costs.
👉 Key takeaway: Support from the outset provides security and avoids surprises!
2. Do not anticipate delays
International recruitment and mobility require careful planning. Processing times vary depending on the program under which the application is submitted, the complexity of the case, the volume of applications received by the authorities, and political and social debates.
A common mistake is to promise an unrealistic start date, causing frustration and demotivation for both the employer and the candidate.
👉 Key takeaway: Factor immigration timelines into your HR planning. Allow for flexibility, review each stage, and adjust your timeline accordingly.
3. Neglecting French language training and integration
The hiring process does not end with the signing of an employment contract and the arrival of the employee. Without appropriate linguistic and cultural support, integration can be difficult, both professionally and personally.
Effective French language training promotes:
- better communication at work;
- faster integration into the team;
- increased talent retention.
👉 Key takeaway: Investing in French language training is a performance lever. It also facilitates the work permit renewal process and access to permanent residence.
4. Managing the process without specialized expertise
International recruitment and mobility involve HR, immigration, legal compliance, and labor law. Managing this internally without expertise increases the risk of error.
Professional support makes it possible to:
- ensure that procedures are followed correctly;
- save valuable time;
- provide a positive experience for both the employee and the employer.
👉 In summary: A qualified partner optimizes your recruitment process in full compliance with regulations.
In conclusion
Recruiting and relocating temporary foreign workers offers a major opportunity for businesses, provided they are well prepared. Avoiding these pitfalls maximizes your chances of success and strengthens your team in the long term.
At rm, we support businesses every step of the way: from needs analysis to francization and integration. Choose to turn scarcity into opportunity with tailored support.
👉 Are you considering international recruitment and mobilization, or would you like to validate your current approach? Contact our team to discuss it.
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