Outsourcing certain job functions to Canada can be a great resource for U.S.-based companies. After all, these Northern neighbours share a language and cultural similarities, and Canadian professionals can be great additions to any team.
Unfortunately, recruiting in Canada can lead to legal complications when it comes to HR and payroll. In fact, there are over 190 regulatory requirements for payroll processing in Canada.
So, how can you ensure your company is checking off the right boxes?
Hire professional employment organizations (PEO).
Hire a PEO
By hiring a PEO service in Canada, you can keep your recruitment and HR processing practices in order. And this can certainly save money and time. If you had taken these steps yourself, you may have initially done it incorrectly and had to start over. A PEO can ensure you process all payroll paperwork correctly the first time.
This can also speed up the on-boarding process, since the PEO may be able to help you with this. While they take care of the HR logistics, you can focus on the actual on-the-job training to get your employee up to speed. Even if the employee is working remotely, a PEO can develop an industry-specific HR process to get your employee payroll set up as quickly as possible.
As this employee continues to work with your company, Canadian PEO providers can ensure you are in constant compliance with labour laws. These regulations are not the same in the U.S. and Canada, so it can be easy for American firms to make mistakes. PEOs can inform alert you when new laws pass. This can keep you in the know and out of legal trouble.
Take Advantage of Canadian Talent
Some firms shy away from recruiting in Canada because of these differences in HR practices. Fortunately, you do not have to ignore this potential talent pool. By working with PEO providers, you can make your recruitment and on-boarding process as efficient as possible.
And while they are handling these HR logistics, you can focus on the important aspects of your business.