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Even though Canada is geographically one of the largest countries in the world, it has a population of only 17.2 million — about the same as California. As such, each province and territory has its own hiring and labor standards and a set of federal standards to abide by. That’s why hiring and running a business with employees based in Canada can be complicated.
But there are no such challenges when you use an applicant tracking system (ATS). Applicant tracking systems designed for use in Canada makes it easier for any business to comply with laws pertaining to hiring and employment. ATS software can assist with the following recruitment considerations enumerated below.
Applicant tracking systems are sophisticated software programs that simplify time-consuming recruitment responsibilities for companies of all sizes. Employers use ATS software primarily to find and hire the most qualified candidates more efficiently and to free up the hours of HR personnel for job interviews, onboarding tasks, and other such recruitment tasks. Popular ATS systems include Zoho, iCIMS, Workable, Jobvite, JazzHR, and more.
Most ATS systems have their own unique sets of features, but there are some common denominators that you’ll see in any ATS, including:
Perhaps the most important ATS feature for Canadians is compliance tools. The Canadian job market is saturated with immigrants earning the minimum wage — regardless of their former work experience. A major problem across industries in Canada is the exploitation of immigrants who have no other work options and will take low pay in order to support their families. With ATS compliance reporting and enforcement, employees are more likely to earn what they deserve, and employers can more easily avoid the liabilities associated with violating basic Canadian labor laws.
The Employment Equity Act requires employers to take special action to provide equal employment opportunities for four groups: women, aboriginal people, disabled individuals, and members of visible minorities. LEEP requires employers to report how many individuals they employ from each protected group and what actions have been taken to better represent these groups within their workplace.
ATS recruiting features can help your company track the number of employees that are hired from each protected class. The software can be used to provide the necessary reports at the appropriate time and help you keep organized notes throughout the hiring process so that your business is protected if discrimination accusations ever arise.
The Canada Labour Code governs employers that are considered to be under federal jurisdiction. Most other private employers must adhere to provincial employment standards. These standards specify the minimum requirements for holidays, paid vacations, number of work hours, minimum wage, layoff procedures, and termination terms.
Employment standards may vary from province to province and from company to company, depending on whether it falls under federal jurisdiction or not. Many applicant tracking systems can assist with ensuring that the employment standards are being followed and accurately represented on job postings. This can become very helpful, particularly if a company operates in several different areas of Canada.
Within three days of employing an individual, every employer in Canada is expected to view a copy of an employee’s social insurance number (SIN). The employee’s name and the number appearing on the card must be recorded exactly. If an employee has a SIN that begins with a “9,” it means that the person isn’t a Canadian citizen and is only authorized to work for a specified period of time, which can be noted for later tracking.
Using applicant tracking systems software to keep track of SIN documents makes reporting easier and assists with spotting SIN errors and complications. Additionally, the information can be transitioned into HR software upon hire.
The Personal Information Protection and Electronic Documents Act (PIPEDA) provides guidelines regarding where and how personal information must be stored by organizations operating in Canada. This means that business owners must be conscious of where servers are based and where data is stored.
ATS software that is designed for use in Canada can help business owners comply with PIPEDA laws. If a vendor is Canada-based, there is a greater likelihood that the vendor is aware of the laws and has taken steps to ensure compliance.
If you are looking for ATS software to assist your Canadian business with recruitment, we can help you find the one with all the features you’re looking for. Visit our Software Match page to get started.
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