14. Why should we go through the hassle of hiring a
Canadian for the job?(From FAQ Part
II-Frequently Asked Questions: Canada to U.S. Immigration for Businesses and
. . .conventional methods just don't cut it in
this tight labor market. "There's a war for talent going on in the
economy. . ." ---James M. Citrin, communications recruiter, in Business
ANSWER: You shouldn't---unless the Canadian is
the best person for a key job.
If the Canadian is the best candidate, you should.
The short-term hassles far outweigh the benefits of having the right
person for the job.
As you know, hiring the right person improves
profitability. More employment for U.S. workers results.
Our firm handles immigration work
for managers 1) smart enough to recognize value (the best person for the
job) and 2) with enough judgement not to be frightened by immigration.
"Hassle" usually means uncertainty. By
outsourcing to experts, hassles can be minimized. Immigration counsel
can quantify the amount of paperwork, cost, timing and chance of success.
With this information, you can intelligently weigh the costs against the
You can expedite and enhance recruitment in these ways:
How to Expedite and Enhance Recruitment:
- Take advantage of labor surpluses in Canada.
People in short supply in the U.S., may be plentiful in
Canada. For example, many specialized computer professionals are looking
for work in hard-to-fill U.S. positions.
- Use existing Canadian employees if you have Canadian
- Up and running: Presently employed executives,
managers, and technicians have the immediate expertise to effectively
tap the U.S. market.
- Double duty: The employee can split time between
the U.S. and Canada. Many clients use one person for the same position
in each country. Examples include "North American VP for HR"
and "Sales Manager, Western North America".
- Special work permits: Congress provides a visa
just for these employees: the L-1 intracompany
transferee visa and it's green card counterpart. Your employees can
get the L-1
right at the border.
- Fill the position with the most qualified applicant,
faster. It's easy to add Canadian provinces to your recruitment
universe. This increases your chance of quick success.
The Globe and Mail and
Canada Employment Weekly are effective additions to your help wanted
media. You can run resumes you receive through the
visa selector. You can also ask
us for a customized recruitment template: characteristics you should
look for in the applicants for quick border work
- Canadian applicants may live closer to you, than other
applicants. Relocation may be quite easy. An astounding percentage
of the Canadian population lives near U.S. population centers. For
example, an LA job applicant would have to travel seven times further for
a NY City job interview, than would an applicant from Toronto. If your
company is near LA, relocating from Vancouver requires half the travel
distance than relocating from New York.
- Relocation of household goods and automobiles is
simple, and duty free. The major U.S. moving companies operate in
One such firm provides us with details at this Web
- Canadians are already accustomed to business travel to
the U.S. Rare is the Ontario professional who doesn't take multiple
U.S. trips each year. This is because Canadians do not need visas for
business travel. They can enter on border B-1
- Work permits are easier for Canadians. This
entire Web site covers this premise. For example, Candians can get the
L-1 and TN work
permits right at the border---without long
waits for approval of mailed applications.
Special Canadian Contributions:
- Develop the Canadian market for your product.
Canada is one of the best customers for U.S. products. The employee's
knowledge of Canadian professions and markets can be valuable to you.
- Rationalize geographic sales areas. Use
immigration permits to shrink geographic areas. By ignoring the border,
one person can cover a smaller U.S./Canada contiguous area.
- Enjoy a common culture and language. Similar
business cultures mean immediate adaptation to your business environment.
Relocation is easier on the employee and family. In addition to English
there's a bonus: many Canadians are billingual. (English and French.)
Even if you do not need French language capability, a person with two
languages can learn a third easily. This can be an asset for
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