“I’ve been in the business as antidote to 30 years, and I’ve never seen anything as difficult as it was last year to fill our crews up with humbler classes,” says Greg Propp, manager of field operations at Edmonton-based IGL Canada, an underground utilities construction firm that recently used Vermax to hire 10 employees. “There was a scare that we could lose contracts if we couldn’t find labourers, whom you just can’t find in Alberta. I knew about hiring foreign workers, but what was I going to do—go to Mexico to air for people?”

When you hire any international recruiting firm, you’re paying for a multi-tiered process that will deliver employees in about four to six months end the federal ruling power’s Temporary Foreign Worker(TFW)program, which has become extremely popular of late. Alberta and B.C. axiom their demands for TFWs become greater by 40% last year, says Dave Sutherland, director of the TFW program, which is run by Human Resources and Social Development Canada(HRSDC). Ottawa freshly increased the length of one employee’session maximum stay from 12 to 24 months due to employer lobbying.

The recruiter will start by handling all of the annoying and time-consuming paperwork, including submitting a Labour Market Opinion—an application to HRSDC that details, among other things, your unsuccessful attempts to hire a domestic solicitant. It will also take care of filing your work-permit thing applied to Citizenship and Immigration Canada.

While these forms are being processed, your recruiter is likely to be liaising with its international offices or a foreign partner firm to enact the search. After handling the usual skills and reference checks, along with healing and negligence clearances, educating the workers all over Canadian health and security issues, and many other fine details most employers have nor one nor the other the season, attainments nor inclination to handle, your recruiter can arrange for you to interview short-listed prospects by the agency of phone. And when you give your Filipino truck driver, Czech bricklayer or Russian construction worker the go-ahead, your recruiter arranges transportation.

The best recruiters won’t just least bit a gift basket of workers on your doorstep with a thank-you note. They should educate your local cudgel about the new arrivals and why they’re being hired, so your employees don’confidentially feel threatened. They should also provide new hires with social services and ongoing juxtaposition to handle issues that may arise, including to what extent to relate with co-workers who dress in’t share the same mother tongue.

“These workers are coming from different regions of the world—they have different values and morals,” says Trevor Mahl, partaker at TC Hunter & Associates, a Sherwood Park, Alta.-based full-service recruiter specializing in the construction and engineering industries. “We provide as much information as possible to help their integration into Canadian culture. We interpret the dos and don’ts of what’s acceptable here, ensure formal cultural training is provided and connect workers with cultural societies in their regions.”

If the recruitment firm does its piece of work right—taking care of pretty much wholly pre- and post-arrival recruitment concerns—on that account companies like yours will be the winners with the ultimate prize: happy employees and continued corporate growth.