Comment pouvez-vous aider les employés à s’y retrouver dans les processus de visa et d’immigration ?

Obtaining a work visa in any country is a complex and regulated process, and Canada is no exception. To address skill shortages, Canada has introduced various programs for hiring Temporary Foreign Nationals with niche skills. During the recruitment process, employers must verify that candidates meet the qualifications for a work visa. Any past criminal records or deportation from another country may be grounds for denying a work visa. Employers can check the candidate's passport or police clearance certificate to determine eligibility. The LMIA process takes two weeks, and a work visa can be obtained within 2-4 weeks if the candidate submits the application and supporting documents on time.

One crucial aspect to consider during pre-hire screening of a foreign candidate is confirming their eligibility to obtain a valid work visa. Conducting an immigration analysis with the company's immigration counsel before drafting the final job offer is a must. Doing the pre-vetting ahead of time will help prevent any issues or complications later on.

Understand Visa Types and Eligibility Requirements. ... Plan Ahead and Start Early. ... Engage Experienced Immigration experts Maintain Accurate Records.

Certainly! Here's a comprehensive approach to aiding employees in navigating visa and immigration processes: - Visa Types and Eligibility - Initial Consultation - Documentation Assistance - Visa Application Submission - Employer Sponsorship and Compliance - Post-Visa Arrival Assistance, etc..

One simple rule of thumb is that you can rarely get forgiveness through employment-based immigration like you can through family-based or humanitarian immigration So unfortunately, it's very difficult to hire someone who is undocumented or has previous immigration violations. The US immigration system is not set up to help employers hire foreign talent nor to help foreign employees work in the US. Things like prevailing wages, labor certifications, and mandatory recruitment periods are set up to protect the American worker and wages. Immigrants either do the low-end jobs that Americans don't want to do or the high-end jobs that there aren't Americans qualified for.

I have had the privilege of assisting a few expatriates in obtaining Canadian work visas in the past. To apply for a work visa, the employer must first submit an LMIA application with the ESDC and pay the appropriate processing fees. Once the LMIA is approved, the employer should request that the TFW apply for a work permit and any dependent visas from IRCC. The validity of a work visa is 3 years with the option of extension. Once the Visa application is approved, assist the TFW with travel and relocation arrangements and help them to onboard into their role. Provide all necessary details to help the TFW settle down in their new country faster, including information on how to obtain permanent residency.

For US work visas, an in-person interview is typically required at the local US Consulate or Embassy and the decision whether to approve or deny is based primarily on the three-minute interview. As such, I agree with the importance of preparing the employee for the US visa interview, especially when it comes to consular-based visa categories such as L-1 Blanket where the decision is made solely by the interviewing consular officer (as compared to petition-based categories where the decision is primarily made at the petition stage by USCIS). This prep call with the employee applicant should be done by the law firm.

Sponsorship is an expensive and often time consuming process. Employers should define a concrete foreign hiring plan and decide their hiring geographical preferences. Honestly, it is easier to source talent from some countries as compared to others. It is definitely not to encourage geographical bias, but to keep the process smooth for all the parties involved, employers should prefer sourcing talent from visa-friendly regions. Another way of coping with the rising talent needs is to establish strong remote options or open talent centers at a neutral location. For example, UAE has become a global talent pool over the recent past. Their policies are business friendly and allow candidates to pursue jobs and opportunities.

If you have approached a hiring process with an openness to visa applications, it is crucial that this does not present a roadblock for unconscious bias. Provision of the key tools, lists of required documents and a strategy for implementation will ensure the process is as easy as possible. Preparation of an answers sheet to common questions is a good way to demonstrate you value the experience of your employee and will support them in this stressful period.

In Kuwait 🇰🇼 usually most of the candidates holding valid visa but sometimes the visa article number will be as issue, the first question that usually we ask in the interviews is the visa status and most of applicant they provide copy of their Civil ID. Kuwait Labor Law is very clear about the employer should transfer the visa of the new candidate and pay the required fees.

Relocation packages are not optional but have to be a company policy and is divided into 2 parts, domestic and international relocation packages, including coverage of relocation cost, hotel cost till the candidate can find accommodation. In addition assistance to find accommodation and a bonus to cover the down-payment

Providing relocation assistance to potential employees relocating from another country is a thoughtful gesture. It is also important to educate employees on the do's and don'ts of the new country, as well as the primary tasks that need to be completed upon arrival. If possible, help them find accommodation and remind them to complete the following tasks: apply for a SIN, health card, school admission for any dependent child, bank accounts, and driving license if required.

I have worked with clients who have provided Relocation Assistance and others who have not. Which ever route you are going down, dso not underestimate the amount of time and planning relocation will involve. Having relocated personnally 4 times, from UK to Australia to Korea to Singapore and back to Australia - planning is key. My moves have varied from jumping on a plane with a suitcaase and a laptop, to a full house relocation, with wife and dog in tow. Set out a plan, have checklists - work with your relocation company/contacts within your company, give yourself enough time to move between locaitons (I'd suggest a week inbetween). Utilise networks, join groups online etc and ask for advise, most people will be happy to help.

I love the idea of companies assigning the new employee a relocation buddy. It's vital to have someone to connect with who can advise them on the ins and outs of their new country and makes for a much softer landing for the relocating family.

Relocation assistance is not always required, but it can be a strategic perk to attract the best talent. Remember that cheapest doesn't always equal best, and if you can help ease employees and their families into their new lives, this can engender some loyalty and help you compete for and retain good workers.

A very good practice is the buddy system where the migrant is assigned a local buddy to help them fit in, understand the culture and assist them to orient the new culture.

When planning a relocation to any country, it's important a candidate involves all their immediate family members who will be joining them, such as a partner and children. Moving house can be stressful, especially for children who may have to say goodbye to their schools and friends. When accompanied with relocating to a different country entirely, it can make the process even more taxing, so it's essential to plan the move delicately and carefully. By involving your family in the decision-making process and considering all their opinions, you can minimize stress and ensure a more enjoyable and successful transition to your new home in your chosen country.

One of the most important step in relocation is to study the cultural values of your destination. In the age of Internet and youtube, it has become fairly easy to at least get an introduction of the destination country. One can watch various cultural festivals' videos to understand what is acceptable and how welcoming their nationals are.

Sharing general information about the local culture, people, rules and regulations goes a long way in helping the employee to make a smooth transition

Siempre he sido del particular de orientar a los empleados que van a una reubicación el de vinculación con la cultura y costumbres del destino ya que esto hará mucho más fácil la convivencia y el desenvolvimiento propio en el destino.

Most of the organizations now have their focus on career growth of their employees. Especially if they have hired foreign talent, its equally important to present them the same opportunities. Many organizations now allow their employees to design their own development plan based upon their areas of responsibilities, interest, and future professional goals. Companies can assist their employees choose the right development plan, which can include: attending events, webinars, university affiliations, and monthly-meetups. Organizations around the globe are also encouraging their employees to complete formal university education or to attend Continuing Education Courses. While in another country, attending their universities can be ofGreatValue

In my recent experience there are a number of very anxious potential candidates due to all the scamming going on across the world. Candidates need to feel comfortable they are speaking with genuine and reputable people and they should look at websites as well as reviews. Recruiter/company reputations are essential.

La capacitación constante a través de cursos, certificaciones, coaching o tutoría. Es una de las formas más elocuentes de impactar en el crecimiento profesional de nuestros empleados, aunado a esto siempre es importante y necesario la oportunidad de aprender un segundo o tercer idioma.

There are a few more things to consider: 1. Does the employee have any prior immigration violations or criminal record that will hinder their ability to get a visa to enter the US? The same should be considered for any family member. 2. Sometimes, an employee qualifies for different types of visas. It is important to understand what is the long term goal for the employee and the employer to determine the best visa type given the circumstances. 3. Home country: given the geo-political situation, it might be difficult to visit a U.S. embassy for a visa interview. There are countries with which the US does not have a diplomatic relationship. Hence, the employee must travel to a 3rd country to appear for a visa interview.

Supporting employees through the immigration process is not just about fulfilling legal obligations; it's about creating a welcoming and inclusive environment that nurtures their success. From providing clear guidance to fostering a sense of belonging, to taking care of their emotional toll, to support with buddy, organizations can play a crucial role in smoothing the transition for immigrants.

There can be a few more points to consider. For Candidates: - Do your research about the company background - Calculate if the relocation or immigration aligns with your future goals - Talk it out with your family or spouse - Consider the social challenges - Consider if this country can open other doors as well For Employers - Adopt a remote first strategy - Do all sorts of background checks within ethical boundaries - Offer legitimate legal help during the immigration process - Define a solid foreign hiring policy - Help candidates with social and settling-in challenges

With an area of expertise as important as immigration related concerns, it’s critical to lean on the experts in this space. You never want to “wing it”, when someone’s life and future is in your hands. Hire and partner the best immigration firm available for your budget and add in-house expertise as coordination depending on volume and frequency. This level of care ensures you support your team with individual-based support the matters necessitate. Immigration is a specialty legal area, so handle with care.

To be honest, I believe that the best way to provide visa&relocation assistance to your employees is to cooperate with global mobility service companies. They are very helpful, acting fast and providing a smooth transition for expats. Visa sponsorship is already costly and an extra expense for the companies, however, if a company has already decided to sponsor a visa, it means they have already spared a budget for it.