We’ve all been there—after tackling all the interview questions, you can finally breathe a sigh of relief (!). Now it’s your turn to ask the hiring panel or manager the questions you’ve prepared.
While it’s essential to ask about company culture, growth opportunities, or remote work policies, this is also an excellent time to communicate your long-term immigration goals. By doing so, you can gauge whether the prospective employer has the capability and willingness to support your immigration needs.
If you’re the job seeker (see below for employer-related considerations!), and you’re unsure what to ask, here are five key questions to consider asking early in the recruitment process or during the interview:
- What type of immigration support, if any, does the company provide to employees?
- Is there an internal resource for immigration-related matters, or does the company outsource this to an external firm?
- Would it be possible to meet with an immigration advisor as part of the recruitment process?
- [If you have an open work permit]
- Does the company have a process to support employees in obtaining continued work authorization when my current open work permit expires?
- [If you have a closed work permit for another employer OR if you lack work authorization]
- Are foreign nationals without valid work authorization being considered for this position?
- Will the company provide an LMIA or an LMIA exemption to support a work permit application?
- Does the company have an immigration policy for supporting employees with permanent residence applications?
- If yes, what are the conditions for support?
- If no, would the company consider supporting a permanent residence application if I am offered the position?
- If provincial or territorial immigration programs are relevant (e.g., BC Provincial Nominee Program):
- Will the company provide the required documentation to support my permanent residence application through this program?
It’s important to tailor these questions to your specific circumstances and determine the right time to ask. Out of respect for both your time and the recruiter’s, it’s often best to initiate a conversation about these matters as early as possible. This approach helps align expectations between you and the employer, reducing the risk of miscommunication or disappointment later in the process.
For Employers:
Employers seeking to hire foreign nationals should also proactively address immigration-related questions to ensure clarity and transparency. Key considerations might include:
- Whether the company has the resources or willingness to provide immigration support.
- What obligations and timelines are associated with LMIA/LMIA-exempt or PR applications.
- How to retain top talent by assisting with immigration processes when necessary.
By fostering open communication around immigration, both employers and employees can build a foundation for long-term success.
