The realities of hiring global talent in 2025: Considerations for auto care businesses in Canada

August 7, 2025

In 2025, the competition for skilled talent has intensified across Canada’s auto care sector. From shop floors to back offices, businesses are feeling the pressure to fill critical roles with competent, future-ready professionals. Hiring globally, which is often seen as a strategy for only the largest employers, has now become a serious consideration for many small- and medium-sized auto care businesses. But with this opportunity comes new realities, including how auto care businesses nationwide can do it right.

Cost: More than a paycheck

International recruitment often involves more than just offering a salary. Employers should be prepared to invest in the following areas:

Government immigration and work permit processing fees

Recruitment agency services or relocation assistance

Travel and settlement costs for the candidate

Onboarding, training, and integration support

These costs are not unnecessary overhead. They are critical investments that support long-term success. For roles that are difficult to fill locally, especially those requiring certifications or specialized skills, the return on investment can be substantial. Viewing these expenses as part of a broader commitment to building a sustainable workforce is essential.

Compliance: Navigating the rules with confidence

International hiring brings regulatory complexity, and it is essential to approach this process with full compliance. Key risks include:

Misclassifying workers, such as treating an employee as an independent contractor, may lead to audits and legal issues

Non-compliance with immigration or tax laws may result in fines or penalties

Reputational damage, particularly in an era of increased transparency and employer scrutiny

To reduce risk, many organizations engage legal experts or immigration consultants. Compliance should not be seen as an obstacle, but rather a framework that protects both the business and the worker.

Timing: Advance planning is critical

While Canadian immigration programs such as the Global Talent Stream (GTS) have improved processing times, international hiring is not an immediate solution. Employers should be prepared for delays related to:

Visa and permit applications and approvals

Credential recognition and licensing, particularly for regulated professions

Cultural adaptation and onboarding support

The best outcomes come from beginning the process early. For technical or specialized roles, advanced planning ensures that the employee is ready to contribute as soon as they arrive. Rushed hiring rarely delivers long-term results.

Understanding the Canadian immigration landscape

Canada offers several pathways to bring skilled foreign workers into the country. Employers should be aware of the following options:

Labour Market Impact Assessments (LMIAs), which may be required to demonstrate a need for foreign talent

The Global Talent Stream (GTS), which offers faster processing for high-demand occupations

Provincial Nominee Programs (PNPs), which are region-specific programs targeting skilled trades and other in-demand roles

Employer-Specific Work Permits, allowing organizations to legally hire and retain foreign workers

Choosing the correct pathway is essential. Employers are strongly encouraged to seek guidance from professionals specializing in immigration and workforce mobility.

Tailoring the strategy: Internal capabilities vs. external partnerships

Employers have two primary models when considering international hiring:

Internal strategy

Develop in-house HR and legal expertise

Maintain full control over hiring and immigration processes

Ideal for organizations with recurring international recruitment needs

External support

Partner with immigration lawyers, global recruiters, or EOR (Employer of Record) services

Suitable for urgent, specialized, or one-time hiring scenarios

Provides speed and risk mitigation, although at a higher short-term cost

The most appropriate path will depend on an organization’s hiring frequency, capacity, and appetite for administrative responsibility.

Strategic outlook: International talent as a growth driver

International recruitment is not a temporary fix. It represents a shift toward sustainable, long-term workforce development. As Canada’s auto care sector faces increasing competition and evolving technology, global hiring can ensure access to a skilled, adaptable, and diverse labour force.

Hiring workers from abroad is a strategic move—one that supports innovation, service excellence, and industry resilience. Employers who are willing to invest, plan, and support integration efforts will see long-term benefits that extend far beyond the hiring date.

Getting started with global recruitment

Ready to pursue international hiring? Take these practical steps:

Identify roles with local talent shortages

Partner with immigration and recruitment experts to navigate the process

Create comprehensive onboarding programs that address cultural integration and workplace adaptation

Provide continuous support through language training, mentorship, and community connections

Canada’s auto care industry is evolving, and global talent will be a driving force for many businesses. With the right planning and support, Canada’s auto care businesses can build a future-ready workforce and stay competitive in a changing industry.