Join the Scotiabank StartRight® Program designed for Newcomers‡ and get up to $2,200* in value in the first year.
Dreaming of continuing your career in Canada is exciting! But, searching for a job in a new country is challenging, especially for newcomers who can face hurdles. The best advice is to take advantage of free, government-funded programs pre-arrival employment services. You’ll avoid the stress of navigating your job search and get the guidance you need to work in Canada.
A successful job search takes hard work, patience, and perseverance. For newcomers looking to join Canada’s workforce, preparing to work in Canada and planning your job search approach is vital. Discover how pre-arrival employment services can help you gain a competitive advantage to continue your career in Canada!
If you are already in Canada, click here to find free newcomer services near you!
There is much to know and do to set yourself up for success when you move to Canada. Deciding where to live, how to join the job market, or how to adapt to life in Canada is overwhelming. But, the faster you do, the sooner you’ll be successful in Canada!
Pre-arrival employment services can reduce the time to research what you require to work in Canada. What could take months to research, can be a matter of hours when you use pre-arrival services. You’ll orient yourself faster with pre-arrival employment services to help you:
Immigration, Refugees and Citizenship Canada (IRCC) surveyed newcomers for this 2023 Settlement Outcomes Report. The report revealed that 68% of newcomer survey respondents were aware of settlement services. Of those, 95% said the services were useful. Using settlement services will help you achieve your employment goals.
Newcomers who use pre-arrival services report a greater understanding of how to conduct a successful job search. This includes identifying how to deal with job search challenges they may face.
Yes, many pre-arrival employment services are funded by IRCC. Providing free pre- and post-arrival support is the best and fastest way to welcome, embrace, and support newcomers who choose to build a new life in Canada. With faster integration, you’ll contribute to Canada’s economy and achieve your professional goals more quickly.
You’re eligible for free IRCC pre-arrival employment services if you:
Unfortunately, pre-arrival services are unavailable to temporary residents who plan to visit, study, or work in Canada on a visa or permit.
Are you moving to Canada soon or already here? Do you need to find a job? Would you like to find good resources for finding employment in Canada? If so, join us for a free webinar where you can ask an expert your questions. We’ll discuss what you can do to make yourself more marketable to potential employers.
REGISTER FOR THE WEBINARMany organizations in Canada provide free pre-arrival employment services to help newcomers prepare to work in Canada. You can get career guidance and direction no matter what province or city you settle in. With guidance, you’ll have the confidence you need for an effective job search. But, where do you start?
This is the best place to begin your search for employment services. With one simple registration, PreArrivalCanada.ca gives you access to a wide range of settlement and employment programs you may be eligible for if you have been approved to immigrate to Canada. Only three simple steps:
One: Find out if you are eligible for free pre-arrival services by answering a few questions.
Two: Explore a list of nationwide settlement, employment, and industry-specific employment programs.
Three: Complete the registration form and receive pre-arrival employment services from the programs that you select.
While PreArrivalCanada is your best starting place, here are other organizations and employment services to consider!
The construction industry is predicting an 80,000 shortfall in workforce numbers over the next decade due to retirements and industry growth. So, it’s fair to say Canada’s construction industry is actively hiring.
If you have construction experience, BCCA-IN can help you build your Canadian construction career faster. You’ll receive one-on-one coaching from a dedicated career coach if you are eligible for this free construction-focused employment services program.
BCCA-IN can help you if you’re a technical professional such as a tradesperson, engineer (in any discipline), architect, technician, technologist, project manager, estimator, or analyst. With a BCCA-IN career coach, they can:
Many professions and trades within the construction industry are regulated. When you work with a dedicated career coach, they can steer you in the right direction and help you understand how to obtain the required licenses.
While you’re still in your home country, you’ll learn to access the right tools, resources, job leads, and referrals to build your career faster. With connections to settlement services, construction associations, and employers across Canada, you’ll receive support no matter where you settle.
Here’s an overview of three of the employment programs:
This program provides virtual pre-arrival services to help internationally trained professionals prepare to join the Canadian job market. With a focus on in-demand jobs, you’ll discover the skills you need to land roles across six Canadian sectors including Engineering, Financial Services, Human Resources, Leadership, Sales and Marketing, and Supply Chain.
Do you want to settle in a smaller urban or rural community in Canada? This can be a great alternative to settling in large cities like Toronto and Vancouver. While most immigrants are familiar with these cities, they are expensive. With the Connecting Canada Program, pre-arrival immigrants can learn about different communities to settle in and engage with local employers eager to hire immigrant talent.
Are you an entrepreneur? Or do you want to explore how entrepreneurship can provide you with exciting opportunities?
Small businesses in Canada generate more than 100,000 jobs a year! If you want to pursue your entrepreneurial dream, ACCES Employment can equip you with the skills and knowledge to make your dream a reality. You’ll gain access to coaches and consultants who can share their experience and advice.
The ECP program provides entrepreneurship training, support, and resources to start your business. When you participate in the ECP program, you can make an informed decision about starting a business in Canada.
With Planning for Canada employment services, you’ll discover how to boost your employability. You’ll receive one-on-one support from a facilitator who can prepare you for professional success. This organization can help you update your resume to meet Canadian standards and learn new skills, including industry-specific language, or Canadian workplace etiquette.
While you can find a job in Canada with your existing foreign credentials and work experience, you may need your credentials assessed before you apply for jobs. This makes it easier and faster to get a job when you arrive. Planning for Canada employment services provides the information, resources, and contacts to guide you through the credential recognition process.
When you participate in the AEIP, you’ll benefit by getting a custom settlement plan that includes how to approach your job search in Canada. Employ counsellors will determine your unique needs, and you’ll learn about Canada’s labour market and effective job search strategies. You’ll discover local employers, services, and how to present yourself confidently to employers.
Using free pre-arrival employment services can help you join Canada’s workforce and continue your career. You’ll discover a positive and rewarding experience to achieve your important goals and dreams!
Whether you are moving to Canada by yourself or with family members, there is much to know and do to set yourself up for success. From deciding what province and city to settle in, to preparing for the job market, to getting familiar with a new city. It can take some time before you are comfortable with your new environment. Taking advantage of services can help you adapt faster. Here are some examples of pre-arrival employment services and the benefits you’ll gain!
A mentor can help you navigate the Canadian job market. A mentor will share their job-search experiences, point out common mistakes, and help you avoid making the same mistakes. This can save you valuable time, build confidence, and prepare you to succeed in job interviews.
When you take advantage of pre-arrival employment services, you can:
Get job search assistance (write your Canadian-style resume, research the job market,
Prepare to get your credentials recognized, and more.
Networking and building relationships with people in your field can help you find a job faster. Networking can help you discover Canada’s “hidden job market”. These jobs are not broadly advertised resulting in less competition. However, you have to access the professional network. Pre-arrival employment services can help you to build the right relationships and connections to find a job faster.
When arriving in a new country, newcomers face many changes and challenges, and some of the most important relate to employment. While it’s vital to learn how to navigate the economic, social, and cultural landscapes, understanding Canadian employment law is essential. A basic understanding of employment law can ensure fair treatment, protection of rights, good negotiations, and adequate labour conditions. This guide introduces you to employment contracts, employment standards, wages, termination, and employee rights and protections. The article will equip you with the necessary knowledge to perform successfully in Canadian workplaces, ensure fair treatment, and protect your rights.
In Canada, as in other countries, employment contracts are the basis of employment relationships. These legally binding documents define employees’ and employers’ respective rights and obligations. Canadian employment law allows either written or verbal contracts. When there’s no written employment agreement, the terms of employment are implied based on common law and statute. However, a written agreement is often recommended because it provides specifics of employment terms. It may also include termination rights above those the employee would be entitled to under common law and statute. Enforcing an employment contract can depend on whether the employee was aware of and properly understood the key terms of the contract at the time of signing the agreement.
A written contract specifies crucial details such as job responsibilities, working hours, compensation, benefits, and termination conditions. Always read an employment contract carefully before signing it. It is important that you fully understand your rights and obligations under the agreement. Seek legal help if you need it. In Canada, there are for types of employment contracts:
This is the most common type of employment contract. It regulates labour relationships within companies. It can be a part- or full-time contract. The termination date is not fixed, so the employment relationship continues until the employer or the employee terminates it.
This type of contract provides for a fixed termination date. The employment relationship ends on this date, without the need for either the employer or the employee to end the contract. A fixed-term employment contract may provide for renewal clauses.
This type of contract is between an independent contractor and a client for consulting or other services. It can be a short-term or long-term agreement.
If employees are part of a labour union, the union and the employer negotiate the contract. Union contracts generally include terms related to working conditions, wages, grievance procedures, etc. The terms of these contracts are negotiated using collective bargaining agreements.
Employment Standards are those laws and regulations that govern labour relationships. They outline employment-related matters, such as hours of work, wages, overtime pay, leave, and termination. The most important standards are the provincial Employment Standard Acts, which outline employment conditions at a local level. Each province and territory has its own set of rules, so it is important to become familiar with the specific laws applicable to your jurisdiction. If you are part of a labour union, it is also important to know about federal regulations such as the Canada Labour Code.
If you want more information about employment standards in Canada, you can search the following sources:
Government of Canada – Labour Program
Canada Labour Code
British Columbia Employment Standards
In Canada, the provincial minimum wage varies. However, federal regulations concerning wages and compensation are enforced throughout the country. Employees in federally regulated businesses or industries have several protections regarding pay entitlements.
According to federal labour standards, employees of federally regulated employers are entitled to at least the minimum wage. If the province’s minimum wage is higher than the federal minimum, then employers must pay based on the province’s wage. Minimum wage rates are subject to change, and they may vary depending on the activity performed and the population. For this reason, it is important to review which is the current wage when calculating the costs of work. In
Ontario, the minimum hourly rate was recently updated.
| MINIMUM WAGE RATE | RATES PER HOUR (Oct 1, 2023 – Sept 30, 2024) |
|---|---|
| General minimum wage | $16.55 |
| Student minimum wage | $15.60 |
| Liquor servers minimum wage | $16.55 |
| Hunting, fishing and wilderness guides minimum wage | $82.85 Rate for working less than five consecutive hours in a day $165.75 Rate for working five or more hours in a day whether or not the hours are consecutive |
| Homeworkers wage | $18.20 |
Laws requiring equal pay for equal work apply in various provinces, regardless of gender or other factors. If you believe you are not being paid fairly, you can contact your provincial or territorial employment standards office for assistance. If you’re a newcomer, it’s important to know the minimum wage in your area and ensure that your employer is paying you fairly.
| PROVINCE | MINIMUM HOURLY WAGE |
|---|---|
| Alberta | $15.00 |
| British Columbia | $16.75 |
| Manitoba | $14.15 |
| New Brunswick | $14.75 |
| Newfoundland & Labrador | $14.50 |
| Northwest Territories | $16.05 |
| Nova Scotia | $14.50 |
| Nunavut | $16.00 |
| Ontario | $15.50 |
| Prince Edward Island | $14.50 |
| Quebec | $15.25 |
| Saskatchewan | $13.00 |
| Yukon | $16.77 |
Moreover, ensure you understand how your employer calculates your wages and pays you. Keep a record of the hours you work to monitor your earnings accurately.
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The Employment Standards Act (ESA) in each province outlines the terms and conditions for terminating employment contracts. These standards specify the conditions when employment is terminated. For instance, in Ontario, it occurs if the employee is:
These standards also outline the conditions where an employer must provide the employee with a notice of termination, termination pay, or a combination of both. Those conditions vary depending on the province. In Ontario, the ESA establishes that employees do not have to provide notice to their employer if they choose to resign. However, employers must provide reasonable notice or pay in lieu of notice when terminating an employee, unless certain exceptions apply. The length of notice or pay depends on various factors, such as the duration of employment, the position held, and the terms of the employment contract. It is important to understand your rights in case of termination and seek legal advice if you believe you have been unjustly dismissed.
In Ontario, employers must provide you with written notice of termination and adhere to specific rules in particular situations. For example, if you work for an employer for more than three months, under the ESA, an employer can end your employment. However, an employer can only do this if they provide written notice, at the end of the notice period. Nonetheless, an employer may terminate employment without written notice or by providing a notice period of
lesser duration than mandated if they remit termination pay.
If the employer fails to comply with the provincial ESA, they must give the employee termination pay instead of notice. Familiarity with the relevant ESA gives employers the required knowledge to navigate the employment termination process. Simultaneously, it empowers employees to ascertain the prerequisites that must be met in such situations and to understand the right course of action if compliance with provincial rules is not observed.
Federal and provincial laws are in place to ensure your rights and legal protections in the workplace. These Canadian employment laws outline workers’ rights, responsibilities, and legal protections. They also ensure gender equality, safe labour conditions, and fair employment practices.
Federal labour standards set out minimum requirements of employment, such as working hours, overtime pay, minimum wage, and termination notice.
Employers must provide safe and healthy workplaces. Workers can refuse to work in unsafe workplaces without any
reprisal. Federal and provincial laws protect employees from discrimination and harassment based on:
Privacy laws protect workers’ privacy in the workplace. Workers have unemployment insurance. Unions have the right to collective bargaining to negotiate employment contracts. There are parental and maternal leaves. Workers can safely report wrongdoing in their workplaces: the law protects them from retaliations.
Understanding Canadian employment law and labour law is vital for newcomers. By learning about employment contracts, standards, wages, termination procedures, and employee rights, newcomers confidently join the Canadian workforce. The right information will ensure you know your rights and receive fair treatment in the workplace. Seek legal advice from an employment lawyer if you have any questions or legal issues.
Employment Insurance Benefits and Leave
Maternity and Parental Benefits
Termination, layoff or dismissal
Canadian Human Rights Commission
Office of the Privacy Commissioner of Canada
It feels great to get to get your first job offer in Canada, especially if you have been job searching for a while. And, it’s helpful to gain Canadian work experience! However, it’s important to make thoughtful decisions when facing a job offer that may not be a fit. You may want to refuse a job offer for several reasons. For example, the job may not align with your long-term goals or the organizational culture doesn’t align with your values. Navigating the job market can be challenging, but when you understand when and how to refuse a job offer in Canada, you’ll make smart career decisions. Keep reading to gain insights on how to politely decline a job offer. When you refuse a job the right way, you’ll maintain professional relationships, and leave the door open for future opportunities!
Accepting a job offer in Canada is exciting and it allows you to start a new chapter in your professional life. However, it’s equally important to recognize that not all job offers will be a perfect fit for you. Making the right decision and knowing when to refuse a job offer can save you from potential disappointment and ensure that your career remains on the right track. Or, you may need a survival job, especially in the first few months after you arrive in Canada. Only you can decide the best approach for your unique needs.
When you receive a job offer, you need to assess whether the role aligns with your long-term goals and aspirations. Signs that indicate you may want to refuse the job offer include:
By recognizing these signs to refuse a job offer, you can make an informed decision that will benefit your career in the long run.
Before you decline a job offer, consider these factors that may influence your decision. Ask yourself if the offer aligns with your career goals, values, and personal circumstances. Evaluate the company’s reputation, financial stability, and growth potential. Additionally, consider the location, work-life balance, and potential for skill development. By carefully weighing these factors, you can make an informed decision that supports your professional growth and satisfaction.
Consider if the job matches your skillset. If you think the job may be too challenging, you might want to think twice before you accept the job offer. If the role is too challenging, it may cause undue stress. However, if the company wants to hire you, they must be confident in your ability and qualifications for the role. So, take a second look at yourself to see if you are up for the challenge. You may surprise yourself!
If you are overqualified for the role, then you may be dissatisfied with the role and you may want to leave after a shortperiode. Only you will know how to best handle this situation and a job that is too easy is better than a job that leaves you frazzled at the end of the day.
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Before outright refusing a job offer, carefully review the job terms in the offer letter. Perhaps your job title doesn’t match your experience. Or, you would higher pay. You may be able to negotiate your salary or other aspects of the job offer such as benefits, or work hours. If the company is open to negotiating the terms, it may be possible to find a compromise that meets your needs. Additionally, it’s worth considering if other positions within the company may be a better fit for your skills and career goals. By exploring these alternatives, you can potentially turn a less-than-ideal offer into an opportunity that aligns more closely with your career goals.
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Tactfully declining a job offer is essential to maintain professional relationships and leave the door open for future opportunities. Start by expressing your gratitude for the offer and the time and effort invested in the interview process. Be honest about your reasons for declining and focus on the factors that do not align with your long-term goals or values.
Keep the conversation positive and professional. By politely declining a job offer, you’ll demonstrate a professional image and leave the door open for future possibilities. Use professional language and maintain a respectful tone throughout the conversation.
Keep in mind that the job market is a small world, and maintaining positive relationships can benefit you in the future. Leave the employer with a lasting positive impression! If appropriate, offer to stay in touch and express your interest in future opportunities.
If you find yourself unsure about whether to refuse a job, seeking professional advice can provide valuable insights. Reach out to mentors, career coaches, or industry professionals who can offer guidance based on their experience and expertise. Many settlement agencies in Canada offer job search services. Settlement counsellors can help you assess the offer and provide objective perspectives to help you make an informed decision. By seeking advice, you can gain clarity and confidence about your decision.
Navigating the Canadian job market can be challenging. When you understand when and how to refuse a job offer, you’ll make the right decisions so you can successfully achieve your career goals. It’s vital to assess signs that indicate you may want to decline the job offer. Consider the factors that may influence your decision, and handle the process with professionalism and effective communication. Seek professional advice when needed, and make it a priority to make the best decision for a fulfilling career journey in Canada.
Small businesses are a vital part of Canada’s economy. In fact, small businesses (with less than 100 employees) make up close to 98% of employer businesses in Canada. And, for many newcomers starting a small business in Canada can be a rewarding experience. However, it’s essential to understand what’s required to ensure your success. Check out these eight steps to know and do if you’re interested in starting a business! From understanding your market to small business financing, you’ll discover helpful information and resources to move you in the right direction.
A small business usually starts with a simple idea. Maybe you have a new product idea or invention. Or maybe you want to distribute products from your homeland to the Canadian market (or vice-versa). You may want to purchase an existing running business or franchise. Or maybe you have a specialty service to market as a self-employed person or a small boutique firm (i.e. web designer).
But, before you venture further, you need to better understand the market or need for your product or services, particularly in the Canadian context. Ask yourself if there is a need in your community. What is your target market? Is there a demand for the product or service? While there are many reasons why small businesses fail in Canada, a common reason is a failure to conduct market research.
You have to do plenty of market research (see Industry Canada, a great resource for this), plus look at your local market and competitors. For example, if you’re planning to open a sushi restaurant in a specific city or neighbourhood, find out who your competitors will be, including sushi and other restaurants.
Starting a small business is one thing, but how will you structure it? There are many things to consider related to how you form your business and its legal structure. There are pros and cons with different types of legal entities, which include:
You must also decide on and register a business name. You will require proof of registration to open a bank account, for example, for the company.
Once you have a clear understanding of the market, and feel your business meets a need, the second step is to write a business plan. A business plan is an essential document for launching a small business in Canada. Do you understand Canadian business plan standards? Find help in writing a plan with a professional consultant or these online resources:
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Most small businesses take time to start earning a profit. Do you have financing in place to not only start your business but keep it afloat?
Financing is one of the biggest challenges for start-up businesses, particularly if you are a newcomer with a limited amount of credit history in Canada. Various options for financing your business include:
Do you know how to effectively market your business in today’s social media-savvy climate? Do you have a social media strategy?
For many small businesses, especially for mom & pop stores, small restaurants, and boutiques, profit margins can be pretty tight. Your next goal is to grow your business by increasing your efficiencies and maximizing your profits.
Increasing your sales is critical to growing your profit. The first part of increasing your sales is having a product or service that meets a consumer’s need at an appropriate price point. The second part is to create a sales and marketing strategy to get the word out!
Are the costs of running your business too high? Look at ways of cutting your overhead. Assess your suppliers and look for competitive pricing.
Labour, of course, is one of the biggest expenses you’ll have, so it’s important to hire well and retain quality staff by creating a positive workplace environment that keeps your employees in your corner.
A socially responsible business is all about combining economic and financial goals with social, environmental, and/or humanitarian goals. It’s about companies who know that “doing good” is good for business.
Here are some examples of how small businesses can be socially responsible:
Hiring and retaining staff can be one of the most costly, frustrating parts of owning a small business. But hiring your first employee or adding new members to the team can help to transform your business. When recruiting and hiring new employees in Canada, a key priority will be to hire the right person with the right skills and experience for the job.
From accounting to paying taxes, a successful business is organized and maintains its records. Keeping track of your finances with proper accounting and bookkeeping is critical for successful small businesses.
Proper bookkeeping can help you keep track of expenses and cash flow, and measure your bottom line.
Not all owners have the skill, expertise, or time to manage all these financial details on their own, however. Hiring a financial professional – be it as an employee or a freelance consultant can ease this burden for many owners. And while you may worry about the expense of such services, a professional can actually save you money by showing you how to better manage your money, save on taxes, and more.
There are different types of professionals you can hire such as:
If you’re starting your business out on a small scale, you can at least rely on popular software like Quickbooks to help you manage your finances.
The Canadian economy is driven by the small business sector. Even though many small businesses have just one owner and a handful of employees, there are many taxes and regulations the business must still contend with.
There are basic tax requirements such as Goods and Services Tax (GST) and/or Harmonized Sales Tax (HST or provincial sales tax) that you must comply with.
Then there are numerous permits, licences, and regulations related to your employees such as minimum wage, maximum work shifts, vacation pay, and more.
If you’re new to the country, it is worth the investment to have a qualified tax professional and/or lawyer in your corner to help you navigate the rules and regulations when starting a small business.
Using the right technology, from back-end software to a great web presence, will help you succeed in your business.
No business today can operate without the proper technology, so it’s important to invest in this aspect of your business, to keep both the back end (i.e. accounting software, servers) and front end (i.e. cash registers) working smoothly.
In addition to your basic computer hardware and software needs, here are several additional technologies to consider:
Do you have the professional and leadership skills to keep your business running? It’s a question few business owners ask themselves. Finding a mentor can help. Learn more about mentoring in Canada.
With small business as a key driver of the economy in Canada, newcomers often find starting a small business is a rewarding opportunity. With support and a strong understanding of these eight steps you can be well on your way to achieving your small business dream.
For information, tools, free webinars, and more visit our Finding a Job in Canada resource page. Get the help you need to achieve your career goals in Canada!
The business casual dress code is a recent concept. Not so long ago, it used to be true that everyone who went for a job interview in Canada had to wear their best suit. Then once they started their new job in Canada, they would have to maintain that professional look every day. This type of dress code is known as business formal. In the past, many companies required their employees to adopt business formal attire in the office environment. Business formal still has a place in the modern workplace, and you will still be required to wear it for an interview because first impressions count!
Recently, however, companies have adopted a more lenient dress code called business casual. The business casual dress code gives employees more freedom with their attire in the workplace while still maintaining a professional look. Be that as it may, there is one problem with the term business casual; it is too vague. So, it can be confusing and leave you wondering what is acceptable and what’s not acceptable. Get helpful guidelines to navigate the business casual dress code in Canada.
For newcomers, understanding the Canadian workplace can help you to succeed. And, understanding the dress code is an important part of understanding the workplace.
There is no one accepted definition for the term business casual. What might be considered business casual in one workplace might be completely unacceptable in another. Different companies define business casual differently. It can vary depending on the company’s culture, goals, and public image. However, the overall goal of business casual attire is to allow employees to be comfortable while still looking professional. Essentially, the business casual dress code combines traditional business wear with less formal clothing. The resulting style is still suitable for the work environment while also being more comfortable for employees.
However, the business casual dress code has yet to make its way into every Canadian workplace. So, take responsibility to learn what is suitable office attire. It is always best to dress a little smarter than you have to in the first few days until you have figured out what people wear day to day. You can always drop the tie or unbutton the top button to make an outfit more relaxed if you need to.
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If you are not sure what is required from you when it comes to your attire, you can always give HR a visit. The Human Resources department will be able to guide you regarding the dress code. The company may even have a formal policy that specifically addresses the dress code. Another suggestion is to observe how formal or casual your coworkers are dressing and find a good balance for your attire.
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Business casual is a great option for businesses that have no real reason to maintain a formal dress code. Allowing employees to dress more casually can contribute to higher morale, productivity, and creativity. It may also boost employee morale. Business casual attire allows employees to personalize their clothing and stay more comfortable in the workplace. Since professional wardrobes can get quite expensive, business casual also helps employees save money.
While a business casual dress code can be confusing, here are some helpful tips to consider.
After you have an idea of what business casual wear is suitable for the office, it’s time to go shopping. The salespeople, especially at stores that sell business attire, are well-informed and will be able to guide you. Recently, many businesses have adopted dress codes that are quite lenient and encourage business casual. All you have to do is mention the office dress code and the sales associate can show you a wide array of clothing styles. You may be pleasantly surprised by how many options work with both your personality and the office environment.
Yes, that might sound a little cheesy, but it is true. No matter what clothes you are wearing, having a smile on your face can go pretty far. Smiling radiates confidence and makes you a more likable person from the first impression. As you start your new career in Canada, just being happy will help you start it on the right note.
For information, tools, free webinars, and more visit our Finding a Job in Canada resource page. Get the help you need to achieve your career goals in Canada!
Are you looking to buy a franchise in Canada but are unsure if you can afford the costs? It’s true, an average middle-class salary alone probably won’t be enough to make your dream a reality. But, that doesn’t mean starting a franchise is impossible even on a limited budget. You just have to know where to find the help you need.
Start-up costs vary widely and can range from as low as $10,000 to more than $1,000,000. A big factor is whether or not you need to own own or lease real estate for your franchise business. You can find the cost to open a franchise in the franchisor’s Franchise Disclosure Document (FDD). Item 5 contains the initial or franchise fee, or the cost to join the franchise system. Item 7 lists additional start-up costs required such as real estate, equipment, inventory, signage, business licenses, and insurance.
You will also want to include a budget for professional fees for accounting and legal advice. It’s vital to speak to a franchise lawyer and financial advisor/business accountant before you sign a franchise agreement. They can help you to identify any legal or financial issues that may not be in your best interest.
To determine how much you can afford to invest in a franchise, you need to have a good understanding of your current finances. You can start by determining your net worth by compiling a balance sheet that lists all assets and liabilities. Some franchise experts advise that you should not invest more than 15% of your own money, but this percentage may vary. When you work with a financial advisor, they can help you determine how much of your own money you can afford to invest based on your financial situation.
Unless you are interested in a low-cost franchise, you will likely need to borrow the majority of the funds to purchase your business. In general, lenders require you to provide 20-25% of the total investment. For example, if you have $50,000 to invest, you can research franchise opportunities in the $200,000 range. Before you approach any lender, make sure you are current on all bill payments and correct any mistakes on your credit report.
It’s really quite simple to calculate your approximate net worth in three simple steps:
| STEP ONE: | STEP TWO: | STEP THREE: |
|---|---|---|
| List your assets (what you own). This may include your: – Savings – Retirement accounts – Market value of your house and car. | List your liabilities (what you owe). This may include your: – Mortgage – Outstanding loans – Credit card debt | Subtract your total liabilities from your total assets and you’ve just calculated your approximate net worth. |
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Working in Canada | A 5-Step Approach
Borrowers with good credit and collateral may be able to get a traditional loan from a bank or credit union. Most lenders are more likely to offer financing for a franchise business because they are associated with an established brand that has been proven in the marketplace. However, if you are interested in investing in a lesser-known brand such as an emerging franchise, or don’t have a stellar credit rating or collateral, a traditional lender may not be an option and you will need to look elsewhere for funding.
When financing their new business venture, many franchisees will use personal savings like registered accounts such as Registered Retirement Savings Plans (RRSPs) and Tax Free Savings Accounts (TFSAs) to finance their new business. Some franchisees have used their homes as collateral to finance a franchise. But, the overall risk as well as tax implications often don’t make sense to finance a franchise in Canada in this manner.
Small businesses (including franchises) looking to purchase or improve their assets for new or expanded operations could benefit from the Canada Small Business Financing Program (CSBFP).
This government-sponsored loan program offers up to $1,000,000 ($350,000 for equipment and leasehold improvements). The program only finances equipment, leaseholds and real estate and can’t be applied to marketing costs, royalties, and franchise fees.
A key benefit is that 85% of the loan is guaranteed to the lending Bank by the Federal government. This means less risk to you, the borrower.
Other benefits include:
The lender (bank) doesn’t provide this free and will usually charge:
When more conventional lending sources can’t produce enough cash to fund your franchise start-up costs, you may need to look beyond traditional methods. An investor such as a family member, friend, or business partner may be willing to offer you funding as well. However, allowing others to invest can come with some strings attached.
Investors may require the ability to make decisions about the business and most will expect a return on their investment, which will cut your profits at first. Still, it may be worthwhile to take on investors if it allows you to get the franchise up and running.
No matter what kind of financing you choose, it’s important to get all the facts in advance so that you’re not caught off guard when it comes time to repay loans or investors down the line.
A limited budget does not have to mean postponing or giving up your plans to buy a franchise. By finding the right financing options to meet your needs you can buy a franchise now and take charge of your future.
The first 90 days in a new job in Canada is an important time to demonstrate to your manager that you have what it takes to achieve success in the role. In addition, some employers may state that you must complete a 90-day probationary period. With these tips for success in your first 90 days, you can be proactive and ensure that you meet and exceed their expectations. This information is vital, especially if this is your first job in Canada and you want to understand the Canadian workplace.
During your first three months on the job, your new employer will assess your performance, skills, and abilities and determine if you are a good “fit” for the role and the organization. Your direct manager will also assess if you fit the organizational culture. However, it’s also a critical time for you to evaluate if you are happy with your job and employer. If you meet performance expectations within the first 90 days in your new job, and you are satisfied with the job, you can achieve long-term success with these tips.
The workplace culture in Canada will vary for each company and industry. Do your best to make a great first impression and be open and friendly with your colleagues. Your workplace relationships in Canada are important and help to build trust among coworkers and other teams. A high-trust work environment contributes to workplace efficiency, productivity, and a positive work environment.
As a newcomer, you may think that you need to change your behaviour to fit into the Canadian workplace. And while you may find some of the workplace etiquette a little different, you’ll pick up the behaviours when you start working. Canadian employers value diversity in the workplace and recognize how it contributes to improved business outcomes.
You likely did a great deal of research on the company during the interview process. Now it’s time to expand on that knowledge from the inside of the company. This shows your Canadian employer that you are committed to not only your own success but also that of the organization. Sometimes new employees focus too much on their individual roles and responsibilities and lose sight of what the company is trying to achieve.
Many companies will host a new employee orientation. This orientation can vary in length from a half-day to a day-long session and usually takes place during your first week with the company. This is a great opportunity to learn more about the company’s culture, values, products and services, and key policies and processes. Examples of core policies include:
A new employee orientation also serves to define the specific behaviours that will contribute to your success in your new job, for example:
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Working in Canada | A 5-Step Approach
Finding a mentor to show you how things get done in the Canadian workplace is invaluable. Some companies may even assign someone on the team to help you succeed in your first 90 days in a new job. This can provide short and long-term benefits for your career success. With a mentor, you will have someone to go to with any questions which can help you to quickly achieve results.
You are new and as such, you get to ask all of the questions you want without judgment. This is the time to focus on learning every aspect of your job and aim to contribute as quickly as you can. The sooner that you can shed the appearance of being the new kid in class and graduate to a confident member of the team the better. Your manager and colleagues want to share their knowledge with you to help you succeed in your first 90 days in your new job.
Canadian employers place a high value on teamwork and collaboration to help them achieve their goals. This means fostering positive relationships and building networks. While you may want to complete your work with a minimal amount of socializing, it’s vital to build connections with your team to achieve results.
It’s important to introduce yourself to other colleagues within the first 90 days. Often called, “meet and greets”, these short 20 – 30 minute meetings allow you to meet others, learn about their roles, and how you can expect to work with them. This will give you an understanding of what others do so you’ll know who to speak to when you have a question. Initiating a “meet and greet” with the key people in your workplace will quickly help you to build relationships.
While it can feel awkward to introduce yourself and ask for help, stepping outside of your comfort zone will be vital to your success in your new job.
The lunch break is a great time to get to know your coworkers within your first 90 days. If everyone brings a lunch and hangs out together then follow suit. Or, join your team occasionally if they go out to eat lunch. You’ll get to explore the area around your office as you get to know your coworkers.
While all of this is good advice, you need to be on top of your game in your new job so you should allow yourself some time to acclimate to the new position and work environment. The important thing is to stay positive while you navigate your first 90 days in your new job.
As a new employee, you bring a fresh set of eyes and you may be able to see something that could improve how the team or company operates. Your input can generate ideas and innovation. However, you also want to avoid being critical. So be sure to convey a compelling message and rationale for providing your ideas.
If there is a dress code then you need to make sure that you adhere to it and that you are presentable. The dress code is something that you can learn more about in the employee orientation. However, you can also observe what others wear in your office. It is possible that the official dress code does not align exactly with what you are expected to wear. For example, your manager may dress more formally every day, especially if they are meeting with senior leaders or external clients. However, they may not expect you to dress formally. But, it’s important to find out how you are expected to dress to get it right.
In Canada, many companies have a business casual dress code. This means that men don’t have to wear a suit and tie, and women are not required to wear a structured blazer with a matching skirt or slacks. In some cases, the organization may allow you to wear denim. However, be sure to look presentable and avoid wearing distressed denim.
You would be amazed at how far a little extra effort can take you, especially in your first few weeks and months. Once you have established yourself as someone who gets things done you can look forward to a promising career beyond your first 90 days!
It’s an exciting time when you land your first job in Canada. But it can also be overwhelming when you want to exceed expectations. Recognizing the importance of your first three months in your new job, these tips will help you navigate the road to career success in Canada!
Salary negotiation is a touchy subject. Most job seekers are still unclear about the best practices for negotiating their salary. As a newcomer to Canada, the subject can be even more intimidating. You’re new to the country and you may be unfamiliar with common job search practices. Many people fear that asking for more money means they will miss out on the job offer. Others may immediately accept a job without knowing you have the option to negotiate salary and other benefits.
Negotiating your salary in Canada is common. It’s part of the hiring process. So, you shouldn’t shy away from the topic. As with other aspects of the job search process, there is a time and place for everything. There will be some jobs where there is no room for negotiation. There are also certain times when it is better to discuss money with your potential employer.
Here are specific actions, tips, and advice for when and how to negotiate your salary in Canada.
Yes, you can negotiate your salary when applying for jobs in Canada. A job offer is just that – an offer. You can negotiate all aspects of it, including your salary.
Remember that as a job candidate, you are interviewing the company as much as they are interviewing you. You need to be sure the company is somewhere you want to work. And you need to make sure you will be compensated fairly for the work you will do.
This applies to entry-level positions as well. Most people incorrectly assume entry-level salaries are non-negotiable. But this is not always true. Companies will make exceptions for candidates they feel are the right person for the job. However, you usually have less wiggle room for these entry-level positions because they are easier to fill.
There are a few common situations where you will find yourself in a position to negotiate your salary.
Salary negotiation is a normal part of the job search process. While it can be an intimidating process, it’s completely normal. Here are some reasons you should negotiate your salary before accepting a job offer:
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REGISTER FOR THE WEBINARIf you are going to negotiate your salary, you need to approach it the right way with the following actions:
You need to understand the salary trends for your industry and your specific position. Consider your skills, education, and level of experience. All these factors play a role in determining how high of a salary you can command. This will take some research.
The more information you have, the stronger case you will be able to make to justify your salary request. You can’t ask for more money “because you think you should make more.”
Learn how much other companies pay for a similar position. Research the employer’s compensation structure. Find out how much people are paid for similar job titles.
Use websites such as LinkedIn, Glassdoor, and job boards such as Indeed to get this information.
You can ask others about the employer’s hiring practices to determine if they are receptive to negotiating salary.
If you plan to ask for a higher salary, expect the employer to ask you to justify why you should get more money. You can expect employers to push back and need to understand your positions.
Have several well-thought-out reasons why you should have a higher salary. For example, fluency in another language is a great asset for a global company. Or, you may have specialized training the employer requires.
If the employer is willing to negotiate, have a clear salary in mind. You should also expect them to counter your offer.
They may offer you more but not as much as you are asking. So, choose a number you know is higher than you expect. For example, a job has a salary of $40,000 per year. You believe you should make a little more. You ask for $50,000. The employer counters with an offer of $45,000. You meet in the middle, and everyone is happy.
Remember you can also negotiate more than money. If an employer won’t budge on the salary you can ask for other benefits such as more vacation time.
This is important and often overlooked by employees. Get all agreed-upon salary terms and conditions in writing. This will ensure everything you have spoken about is documented.
Here are some important pointers to keep in mind. Avoid doing the following as part of the negotiation process:
The timing of your negotiations is important. Ideally, you should wait until you have received a formal offer in writing. Feel free to ask for time to consider the offer and formulate your salary request.
It can be very easy to get yourself into a mindset where you are only thinking about salary. Salary is important but it is not the only thing. Consider the possibility of a signing bonus, commission, and other forms of compensation as part of your job offer package. Other things to negotiate on top of or in addition to base salary include:
Don’t reveal your bottom-line number or you will lose your leverage in the negotiation. Know your worth and do not be afraid to ask for it. Employers will respect this. Your offer will not disappear because you want to negotiate. In most cases, the worst thing that will happen is they will say no to your request for a higher salary.
Salary negotiations can be intimidating, but they are necessary if you want to be paid what you are worth. It’s also a common practice in the hiring process in Canada. So if you don’t negotiate salary, you could leave money on the table.
Contract employment can be a great option when you first arrive in Canada. Contract or temporary employment is very common in Canada. And, it can be beneficial for newcomers who are looking to:
Contract employment is a set-term agreement between an employer and a candidate. In some cases, these contracts are managed directly by the employer. But, sometimes a third party will hold the contract with the candidate, and possibly manage the payroll on behalf of the employer.
It is important to consider your qualifications for a contract role to ensure that you find a good match. When it comes to contract work, employers look for people who can jump right into the job with minimal training. So, it’s ideal if you have experience and qualifications that directly relate to the job.
Contract work is generally advertised in the same places as permanent employment. Some companies hire contract staff directly but most will use a recruitment agency or non-profit organization. Also, you can also find contract positions on job boards. You can usually find contract positions in a separate section on job boards. As well, settlement agencies in Canada such as Next Stop Canada provide free job search assistance for newcomers. These agencies can also direct you to contract opportunities.
Are you moving to Canada soon or already here? Do you need to find a job? Would you like to find good resources for finding employment in Canada? If so, join us for a free webinar where you can ask an expert your questions. We’ll discuss what you can do to make yourself more marketable to potential employers.
REGISTER FOR THE WEBINARFor newcomers specifically, contract work can be a great opportunity. Contract work may be easier to secure than a permanent role. For example, employers may feel like they are taking a lower hiring risk when they hire people for a short-term contract. And, they may be more willing to try someone without local experience.
Because experience is an asset in contract employment, it’s less likely that an employer will feel you are overqualified.
Contract employment allows newcomers to:
When you perform well in a contract role, it can increase your chances of securing a permanent role with the company. And, you can also use your contract experience to market yourself externally. At the same time, you are meeting new people and making important connections in your industry.
This depends on the person. Some people may be concerned about not feeling like part of a team as a contract employee. Another disadvantage is that contract employment usually doesn’t cover benefits such as dental and health coverage. So, you would have to arrange health coverage for yourself. Also, some people find it challenging to have to start job searching again at the end of the contract. But, some people actually prefer to work on set-term contracts because it allows them more freedom, choice, and a variety of projects that they work on. Overall, the professional advantages of contract employment, plus the flexibility that it provides may counter the downsides.
Contract employment can be a great way to gain Canadian experience quickly after you land in Canada. However, it’s important to find a permanent job so remember to keep applying for other positions. And most importantly, stay positive while you search for permanent employment!
Searching for a job and having enough money to live on are likely the biggest pain points for newcomers when they arrive in Canada. And even with years of experience in your field, you may face challenges when interviewing, including dealing with job search rejection. However, it’s important to know how to stay positive, learn from your interview experience, and move forward with confidence.
Linda Ryan is the National Program Manager with BCCA-Integrating Newcomers, a government funded, Canada-wide, pre-arrival career coaching service for high skilled construction professionals immigrating to Canada (*BCCA-IN). A career and certified performance coach, she and the BCCA-IN team specialise in helping newcomers plan for, and achieve, employment success, no matter what city or province they are moving to.
When it comes to how to deal with job search rejection, Ryan provides four simple, proven steps to deal with the self-doubt that can follow. As a successful career coach for newcomers to Canada, Ryan has helped many along the path to success. Ryan states, “We’ve all been there and done that…the dreaded job search. A joyous journey to rejection, silence, and self-doubt. Until the time when your job application, contacts, or chance meeting shines bright like a diamond and you’re in.”
Once a newcomer herself, Ryan has had first-hand experience with the challenges and realities of a Canadian job search. She knows that job search rejection can create difficult feelings. So here are four steps that she followed and recommends to others to stay positive and achieve success.
“I encourage clients to shoot for the stars, dream big and give themselves the luxury of feeling successful.” Specifically, Ryan advises clients to ask these vital questions: “What does success look like, feel like and sound like?” You can read more about visualizing success in Newcomers Need Two Career Plans.
This step relates to your job search goals. Once you have established your lofty goals, it’s time to set realistic, measurable, and time-sensitive objectives. “Breaking lofty goals into teeny, weeny baby steps and actions towards those goals makes your job search less daunting.”
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Ryan reminds clients to avoid taking job search rejection personally. She says, “We are infinite beings in finite bodies. And even if we were always told that we were special, when it comes to the job search, we are one of many.” And as a result, our efforts are constrained by factors we can’t control or even influence. Ryan states “there are many factors that determine who will get selected for an interview. For example, these factors include the:
As for the people who are reviewing the resumes, think about what may be influencing their decision-making. For example, Ryan says, “Are they having a good day or bad day? Are they energized or exhausted? Are they happy with their company or looking to jump ship themselves? There are many reasons why it may not go your way, so why give those things your attention and energy!” Stay positive and don’t let disappointment derail your job search efforts.
“Written by Don Miguel Ruiz (1997, Amber-Allen Publishing), the book reminds us of four things we all should have been taught when we were seven years old!” Ryan says.
First Agreement: Be Impeccable with Your Word
“When you are impeccable, you take responsibility for your actions, but you do not judge or blame yourself (or others!)”
Second Agreement: Don’t Take Anything Personally
“Whatever happens around you, don’t take it personally because the issue can be about the other person (or process), not you.”
Third Agreement: Don’t Make Assumptions
“We have the tendency to make assumptions about everything. The problem with making assumptions is that we believe they are the truth…We assume, we misunderstand, we take it personally, and we end up creating a whole big drama that works against us.”
Fourth Agreement: Always Do Your Best
“Under any circumstance, always do your best, no more and no less. But keep in mind that your best is never going to be the same from one moment to the next.”
*The BCCA-Integrating Newcomers program is a free, pre-arrival, Canada-wide service, focused on helping high-skilled newcomers explore and build successful construction careers. Services include one-on-one career guidance, tailored resume, cover letter, LinkedIn advice, and an in-depth skills and education assessment to help newcomers focus on the best career, credentials and connections activities. The Integrating Newcomers team not only has multi-industry experience but are also immigrants who have built successful careers in Canada.