Grey Area of Sponsorship

[jbewing]

My fiancee, soon to be wife, is Canadian. I'm American. This of course means lots of nasty things involving immigration, probably not living together once we're married, and all-in-all a miserable experience post-wedding. She has a steady job in Canada and we both agreed I should apply for work around the Vancouver area. Now, on my resume I don't state I'm American. On my cover letter I simply point out how whatever the position is will allow her and I to be closer to each other. I've had a few responses for positions and will probably do a phone interview with a few of them.

My question is whether or not it's wise to be purposefully vague to get into an interview with the hopes they'll think I'm so awesome when I finally bring up my citzenship issues that they'll sponsor me for a job permit?!

Wow... Convoluted question. I'm just asking advice on how you or how you think an HR person would view my scenario. Obviously the issue of my immigration will come up but I rather not be sidelined from jobs just because I'm not Canadian. For further information I've just gotten my Associates degree and have 3+ years in information technology. Any suggestions are advice is appreciated

 

[Pippin]

In order to give you a job in Canada, the employer will have to prove that no other Canadian or PR already in the country applied and was able to do the job. If this is the case, they can apply for an LMO (Labour Market Opinion) which you need before you can apply for a work permit. It all takes WEEKS. Skirting around the issue of you being out of country wastes your time and theirs, if they have a number of applicants for their posted position (which is likely in the Vancouver lower mainland). Your best bet will be to look farther north for job postings where the majority of Canadians may not choose to work. That is where employers are willing to do the required paperwork and waiting for employees because they are not able to get them otherwise. This probably isn't what you wanted to hear, but I hope it helps you in the long run. Good Luck.

 

[scylla]

I've been in this situation before but I was sitting on the other side of the desk (i.e. the hiring manager). The question and the answer are actually very black and white to me.

I think it's a horrible idea and would strongly recommend against it. You need to be up-front about your status and clearly state that you will require a work permit in your cover letter (yes - cover letter). If you have failed to do that in your cover letter, you should inform the employer before the interview is held.

The two times this happened to me (i.e. I didn't find out until the end of the interview or after the interview) I was furious and I had HR make a note of what went down in our database in case these individuals ever tried applying for a job again. Hiring takes an incredible amount of time. It takes time to read through the resumes and narrow down the list, time to plan out how to conduct the interview, time to conduct the interviews, etc. Nothing makes me slam my door faster than dishonesty. Hiding something as critical as not being authorized to work in Canada is dishonest. Getting an approved LMO and work permit takes time. Sometimes jobs have to be filled immediately. Sometimes you know your company cannot obtain an approved LMO because there are plenty of Canadian candidates available (and the LMO will be refused by Human Resources Canada). In these cases a candidate who is not authorized to work in Canada is just wasting your time.

Some people think that what you're suggesting is still a good idea because it lets you network and get to know people in your industry. It's actually one of the quickest ways to burn bridges in your industry.

Sorry if this is blunt/harsh. Not meaning to be mean. Just want to communicate the honest reaction from someone who has been there from the other side.

FYI - I was hiring for financial services/technology rolls.

 

[SenoritaBella]

Considering what goes on during the hiring process e.g advertising jobs for the sake it(to give the impression they are obeying employment laws)when they have a candidate in mind, etc are hiring managers really in a position to speak about honesty? : hmm....

In the ideal world, yes, we would disclose it all and it would still be ok but I've seen enough to say that human bias comes to play more often than we think and depending on the employer/hiring manager, disclosing the work permit matter on your cover letter won't get you an interview even if you are qualified. But if you made it to the interview and impressed, they may be willing to go the distance. As long as it's disclosed no later than when the job offer is made, I really don't find anything wrong with it. Sure, it's an inconvenience to the hiring manager but isn't that what they are paid for?

 

[scylla]

I'm really sorry - I disagree. Yes - there are dishonest hiring managers. However I'm someone who has always been upfront with candidates, honest about what the role involves and openly considered all qualified candidates. The vast majority of my colleagues are the same. I expect the same level of honestly from my team. And I expect the same from candidates who want to be part of my team. If there is a significant element of dishonesty right up front - that sets the tone for the entire relationship. In my opinion this is the basics of personal brand management. Saying "some people are dishonest so that makes it OK for me to be dishonest" aren't words I can live by.

The hiring manager you're dealing with is often not someone in HR - but the person who is managing the department where there's an open role (that was my position). Yes - there is always an HR person involved. But trust me when I say that they are not the ones doing all of the work. So you're impacting your future boss. Directly.

For me, there is absolutely no way I would ever consider a candidate if he/she let me know at the job offer point that they were unable to work in Canada. That's so way too late isn't not even funny. By that time I would have already made commitments to people/teams who this new person is supposed to be working with and estimated a start date. Once the LMO + work permit comes into play - that start date is out the window by months (and there's no guarantee the LMO will even be approved) and I look like an idiot to my business partners. Why on earth would I want to hire someone who makes me look like an idiot?

Again, I know I'm being brutal. However I've directly hired or assisted in the hiring of somewhere around 100 professionals by now and I just want to communicate how important transparency is right from the beginning. Transparency = credibility = professionalism.

For the record, I assisted in getting someone hired in my firm several years ago who did need a work permit and LMO. He was a great candidate for a role outside of my department and they didn't need the role filled immediately - so I campaigned for him and it worked out. Guess what. He told us he needed a work permit in his cover letter.

 

[SenoritaBella]

Thou dost protest too much.