ATS software Canada

ATS Software for Canadian Companies

By: Dave Rietsema
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Hiring and running a business with employees in Canada can be complicated. Each province and territory in Canada has its own labour standards and there are federal labour standards to contend with. There are also a number of laws that directly impact the hiring process.

Acquiring applicant tracking system (ATS) software that is designed for use in Canada can make it easier for any business to comply with all applicable laws pertaining to hiring and employment. ATS software can assist with the following recruitment considerations.

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The Legislated Employment Equity Program (LEEP)

The Employment Equity Act requires employers to take special action to provide equal employment opportunities for 4 groups: women, aboriginal people, disabled individuals, and members of visible minorities. LEEP requires employers to report how many individuals representing each protected group are employed and what actions have been taken to better represent the groups within the workplace.

ATS software 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. Additionally, ATS software can be used to keep organized notes throughout the hiring process so that you are protected if discrimination accusations ever arise.

Employment Standards and the Canada Labour Code

The Canada Labour Code governs employers that are considered to be under federal jurisdiction. Most other private employers must adhere to provincial employment standards. Employment standards specify the minimum requirements for holidays, paid vacations, number of 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. ATS software 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.

Work Eligibility and Social Insurance Number

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 ATS software to keep track of SIN documents can make reporting easier and can assist with spotting complications with SINs. Additionally, the information can be transitioned into HR software upon hire.

PIPEDA and Information Storage

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 with recruitment for your Canadian business, we can help. Visit our vendor match page to get started.


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Let us help you find the solution to optimize your recruitment processes. Better recruitment processes can help your company to attract top talent, move employees from candidate status to actionable positions faster, and improve employee satisfaction – all while saving you time and stress. Paperless recruitment solutions also mean better organization and less work to meet compliance requirements.

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