We are local: The benefit of having the CAN IMPACT Head Office in Dartmouth, N.S. ensures all Canadian inquiries are addressed in Canada. Therefore, any question or issue is dealt with locally.

We have staff overseas: CAN IMPACT has dedicated recruitment staff working in Abu Dhabi, United Arab Emirates and Delhi, India CAN IMPACT offices. Many recruitment companies deal with Recruitment Agents & therefore do not have dedicated staff located in the areas from where they are recruiting.

We adhere to ethical recruitment practices: With CAN IMPACTs staff on site in UAE & India we can ensure adherence to World Health Organization Global Code of Practice on the International Recruitment of Health Personnel thus ensuring Employers their new Employees have been treated respectfully & not charged any illegal recruitment fees.

We ensure you have qualified candidates: The Employer can also be assured their Candidates are fully qualified. CAN IMPACT staff ensure all Candidates are fully vetted and their credentials are validated by working with local authorities. CAN IMPACT staff have developed relationships with local educational, healthcare and government contacts to assist in credential verification- we guarantee our process.

Pre Recruitment:

• Employer complete questionnaire: “Employer Human Resource Assessment”
• Follow up by CAN IMPACT staff regarding questionnaire, identification of Staffing requirements.
• Discussion of Fees
• Signing of contractual agreement(s)
• Job description and required paperwork for initiation of recruitment process
• Job Offer Letter for Employee (Work Permit or Licensed Market Impact Assessment (LMIA)

Recruitment:

• International advertising by CAN IMPACT staff in United Arab Emirates and & India Offices
• Identification of suitable Candidates
• Multi-layer screening approach (written test: on or off-line, interview face to face; with employer if desired)
• Credential verification and evaluation (fraud prevention) by local experts
• Professional exam score verification ie: NCLEX, English proficiency (IELTS, Tofel, etc)
• Creation of a skilled applicant pool with the ability to cohort potential Employees for hire
• Educational/University program verification
• Professional licensure verification with Professional Associations
• Assessment of family situation for future settlement planning and employment opportunities

Accepted Job Offer Phase

• Support with Candidate orientation process post job offer and prior to immigration in collaboration with Employers
• Identification of immigrant training and development needs
• Assistance with linkages to adaptation programs to attain successful completion of professional exams ie: NCLEX, English proficiency (IELTS, Tofel etc
• Clinical skill(s) development or enhanced clinical practice in UAE based on employers' requirements (ie Basic or Advanced Cardiac Life Support)
• Other: we will work with you to determine if you have additional requirements

Immigration Phase

• Connect the recruit with Provincial legal immigration services
• Immigration assistance or referral (non-financial)

Post Immigration Phase

• Multi-level Retention Plan for Employers
• Work with local providers of immigrant support services (ie: ISANS)
• Work with Employers to enhance employee integration
• Support with housing and transportation
• Linkages with recognised educational associations and institutions to enhance credentials and future professional development

Value Add Across all Phases

• Guaranteed credential verification
• Linkages to reputable licensed recruiter and immigration specialist
• Work pre immigration to create supportive cohorts of new candidates
• Meet Candidate(s) at the airport and provide a Welcome Package
• Quality improvement; ongoing evaluation of the recruitment processes from first person (new employee)
• Linkages with local cultural community and ISANS to enable ease of entry into Canadian ways of life
• Work post job hire to create cohorts of new employees during remote orientation and placement
• Compliance with local and international regulations ie The Privacy Act, Personal Information Protection and Electronic Documents Act (PIPEDA) and Personal Health Information Act (PHIA).

CAN IMPACT charges a flat fee per Employee based on the category of the position required; for example, there is a different fee for a Registered Nurse than there is for a Construction Worker.

No recruitment fee is charged. It is against the Nova Scotia Labour Standards Code and the World Health Organization Global Code of Practice on the International Recruitment of Health Personnel to charge a recruitment fee to internationally educated individuals seeking employment in Canada.

CAN IMPACT does charge a refundable retainer fee to the candidate initially and this refundable retainer fee is returned with a signed document indicating return of the fee for both the Candidate and the Employers records. This refundable retainer fee is to ensure that candidates are serious about their intentions to immigrate and that they are submitting their documentation with their assurance that it is not fraudulent.

Yes, our licensed recruiter, can assist you with the paperwork related to hiring an internationally educated individual for your organization.

Important information we will require from you includes:

• Job description: A detailed description of the role, including responsibilities, required skills, qualifications, and experience.
• Salary and benefits: Information about the salary range and benefits package you're offering.
• Job offer: Information about the return for service expected by the employer for example; a two-year commitment.
• Signing bonuses: Information about signing bonuses or incentives such as financial support for transportation or further education.
• Workplace details: Information about your organization, including its location, size, culture, and any other relevant details.
• Sponsorship: If you're willing to sponsor the individual's work permit or visa application.
• Timeline: When you need the individual to start working.

Please note that hiring internationally educated individuals involves immigration processes that are governed by the laws of Canada. This includes obtaining a Labour Market Impact Assessment (LMIA) from Employment and Social Development Canada (ESDC), which is a document that an employer in Canada may need to get before hiring a foreign worker.

If what you need is not listed below, just ask and we will see if we can make it happen for you.

• Job Description outlining roles and responsibilities
• Job Offer
• Work permits
• Study permits
• Atlantic Immigration Program (AIP)
• Labour Market Impact Assessment (LMIA)
• Provincial Nominee Program (PNP)
• Provincial and Federal Permanent Residency Immigration Pathways

The CAN IMPACT Licensed Recruiter will assist you with all the paperwork requirements

The Employer can complete the paperwork to the point in the hiring process where a Licensed Recruiter is required.

CAN IMPACT offers a range of services during the pre-recruitment, recruitment, accepted job offer phase, immigration phase, post immigration phase and value added phase.

No, CAN IMPACT has a Licensed Recruiter who can act on your behalf.

It is not necessary, but it vastly improves the process in terms of ease and shortened timeline.

Three to 6 months based on the permit and paperwork requirements. We aim to have people on the ground within three months however some components of the process may be out of our hands. We will have a large pool of pre- verified applicants which will again shorten the timeline.

CAN IMPACT provides cultural orientation and training to Candidates while in the UAE and India to assist international hires understand and assist them to adapt to the Canadian work culture. We will also work with employers also provide ongoing support and resources to help them integrate into their new environment.

CAN IMPACT provides ongoing support to Employers in the form of retention strategies, Employee integration assistance, and regular check-ins with both the new Employee and the employer to ensure the success of the placement. We also provide resources and support for any issues or challenges that may arise.

CAN IMPACT adheres to strict data protection and privacy policies. All personal information is handled confidentially and is only used for the purpose of the recruitment process. We comply with all relevant data protection laws and regulations (The Privacy Act, Personal Information Protection and Electronic Documents Act (PIPEDA) and Personal Health Information Act (PHIA).

CAN IMPACT works closely with you to understand your requirements and find the best match. We use a multi-layer screening approach to ensure that candidates not only have the necessary qualifications and experience, and also fit the specific needs and culture of your organization

If a recruited individual decides to leave the job within a certain period, we will work with you to understand the reasons behind the decision and to find a suitable replacement. We also provide support in managing any transition period. It is important that Employers include their expectations for a return of service and what is the outcome if an individual's leaves prior to the return of service expectation.

For urgent hiring needs, CAN IMPACT has a pool of pre-screened candidates that we can quickly match you with your requirements. We can expedite the recruitment process while still ensuring the quality and fit of the Candidates.

CAN IMPACT has a dedicated licensed recruiter that stays updated with the latest changes in immigration laws and regulations. We ensure that our practices are always in compliance with the current laws and provide necessary updates to both Employers and Candidates.

CAN IMPACT acts as a liaison between the Employer and the potential hire during the recruitment process. We facilitate communication and coordinate all interactions using a sophisticated software package, ensuring a smooth and efficient process for both parties.

If a recruited individual decides not to immigrate after accepting the job offer, CAN IMPACT will work with the employer to understand the reasons behind the decision and to find a suitable replacement. We understand that such situations can be challenging and we strive to minimize any disruption to the Employer. Our pool from which we draw employees is larger than the number required from the employer, so we are able to facilitate a quick replacement.

If a potential hire fails the screening process, CAN IMPACT will not proceed with the recruitment of that individual. However, we believe in providing constructive feedback. The individual will be given a document explaining why they were not qualified and what steps they can take to improve their eligibility for future opportunities. This approach ensures transparency and helps candidates in their professional growth.

CAN IMPACT ensures that the qualifications and credentials of the recruited individuals are recognized in Canada by conducting a thorough credential verification and evaluation process. This includes checking the authenticity of the educational certificates, professional licenses, and exam scores directly with the respective institutions and professional associations.

CAN IMPACT can assist the individuals in getting their credentials evaluated by the relevant Canadian authorities, if required. This ensures that the individuals meet the Canadian standards and are ready to start their job upon arrival.

CAN IMPACT staff have developed relationships with local educational, healthcare and government contacts to assist in credential verification- we guarantee our process.