Most companies that have hired internationally will attest that foreign worker loyalty provides economies of scale. And the reason is simple: Work permits issued to workers have an average duration of 24 months, sometimes even 36 months, excluding renewal possibilities. These permits are linked to the hiring company, so the employee is legally bound to it, but also through an emotional tie, since the workers show great gratitude towards the employer that gave them an opportunity for a better life.

By welcoming a foreign worker, not only do you offer them a job, but more importantly, an invaluable quality of life. It’s no wonder that when their permit expires, the majority of newcomers apply for a permit renewal or permanent residence when they meet the requirements.

And that’s not all – their thankfulness towards the employer is also reflected in a high level of motivation and willingness to work. They are usually the first to volunteer for overtime and adapt very well to less conventional hours such as evenings, nights or weekend work.

The arrival of a foreign worker also brings a breath of fresh air to companies. This energy spreads rapidly throughout the company and has a very positive impact on all employees, especially their motivation and willingness to work hard. It is therefore not surprising that companies that promote cultural diversity are 35% more financially successful. (Via Conseil, available in French only)

Lastly, Job Alliance’s turnkey formula will certainly be more affordable for you than if you handled the entire process on your own. In fact, a company choosing to engage in an international recruitment process alone will have to pay legal fees, take on various tedious government administrative procedures, organize the recruitment campaign, participate in an international mission, deploy leaders to break free from their duties for two to three weeks to travel there, plan, conduct interviews, and organize the work permit application process and the employment contract. If this results in a favourable response from the various government authorities, the company must plan and handle language development, moving the candidate and handling their arrival on Canadian soil, and provide support to integrate the candidate in his host country, such as helping them register for health insurance, get a social insurance number, open a bank account, get a telephone, purchase furnishings and seasonal clothing, etc. There is no room for error or guarantee. Entrusting this complex process to seasoned experts significantly reduces these costs, and gives you peace of mind.