Since 1996, we have partnered with numerous Canadian employers who have provided opportunities to underrepresented groups that helped change their lives.
Here are some of the FAQs that we get from our employers that would hopefully answer any questions you might have.
Our Career Edge team works as an extension of your organization to help with any recruitment requirement, including but not limited to:
None. There is no cost to posting internship opportunities on our job board.
Payment is due when the intern starts their paid internship.
While we have been partnering with employers from different industries, our paid internships are generally in office and business jobs, such as administration, business, finance, human resources, information technology, and public service, which most of our candidates have experience in.
Our candidates, however, don’t generally belong to trade or regulated jobs.
Most candidates in our database are IT professionals, Financial and tax, Human resources and Business analysis.
We help underrepresented groups but we mainly focus on the 3 following groups:
Our paid internships typically range from four to twelve months.
Career Edge has received 8,000+ new registrants in the last couple of years. Most of them are highly skilled, diverse, and equity-deserving candidates.
Our data also show that:
Although over 80% of the time, employers offer interns permanent full-time positions by the end of the internship duration, it’s not an obligation, it’s 100% the employer’s decision.
Employers can assess the employer-employee fit without obligation beyond the agreed-upon internship length.
If an employer retains an intern as a full-time employee after their internship ends, there is no finder’s fee. We consider this a successful career launch!
Career Edge Talent team does a phone screening of all applicants to ensure they have the language and soft skills, background and experience and that they are what the employer is looking for.
After that, they refer eligible candidates for an in-depth interview with the employer.
The Talent team at Career Edge takes 7-10 days to post a job and screen candidates to refer them to the employer for an interview process.
From this point onward, the time it takes depends on every job, the employer’s interview process, and whether or not a background check is needed.
Yes, we mandate that candidates upload their documents upon registration. Candidates can’t apply for jobs without first registering with us.
Any increase in pay will go directly to the intern’s paycheck to ensure that the intern is fairly paid—we don’t charge extra for it!
Yes, we do. We work with third-party companies to run background checks we and do the reference checks as part of our process at no extra cost.
Career Edge interns receive their pay through direct deposit every two weeks. Sometimes, Career Edge employers offer a higher salary, which goes into the intern’s payroll.
We administer all payroll services as all interns remain on the Career Edge payroll, allowing Career Edge employers to bypass typical payroll duties and receive only a monthly invoice.
Not all Interns with disabilities require job accommodations. Many job seekers struggle with disability disclosure and requesting accommodations, so we give our job seekers the option to register as people with disabilities to ensure their employer provides the necessary accommodations.
Accommodation examples:
Hard accommodations refer to assistive devices, adaptive aids, and adaptive technology.
Examples include:
● Close Circuit Television (CCTV)
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● Teletype Writer (TTY)
● Voice synthesizer (JAWs or Window Eyes)
● Grab bars in washroom facilities
● Computer software that converts spoken words into text (Drag and Dictate ViaVoice)
● Specialized workplace furniture and peripheral equipment
Soft accommodations refer to intangible adjustments and may have no direct costs. Examples
include:
● Revising tasks.
● Adjusting employee working hours to accommodate individual needs.
● Offer remote opportunities or Flexibility in schedules and procedures.
● Making policy changes to create more inclusive operations.
Our talent acquisition team coaches interns on disclosing their disability to their employer only if the intern makes that choice, and they work with employers to ensure accommodation requests are fulfilled.
Any time the intern works over the standard hours specified in the offer is considered overtime.
When the intern works overtime, they should email us the dates and the number of hours worked with their supervisor’s approval to your Career Edge representative. The payment should be made to the intern on the subsequent pay cycle and should be invoiced to the employer.
Yes, a one-time bonus can be added to the intern’s paycheck, and we’ll invoice you with the amount you want to offer.
If you have any issues with your intern, treat the situation like you would with a regular employee. Discuss concerns and document them for future reference.
● Communicate the feedback with the intern.
● Create an action plan with objectives and consequences if progress isn’t made.
● If termination is necessary, contact your Career Edge representative.
Remember, interns can be let go “with just cause” without notice or “without just cause” with two weeks of pay in lieu of notice. During this process, consult your internal Human Resources professionals and your organization’s policies and procedures.
Contact your Career Edge representative to discuss the terms if you wish to convert your
Intern to a full-time employee or extend the contract beyond 12 months. Alternatively, you can email us at info@careeredge.ca.
Be sure to communicate with your Career Edge representative whether you want to convert an intern before or after the internship ends.
Once communicated, we will remove the Intern from our payroll, and your
organization can move forward with hiring plans. Be sure to notify Career Edge representative via email with a two-week notice before conversion.
There are no conversion fees after 4 months.
However, if you wish to convert them earlier than 4 months, we would prorate the admin fees.
Career Edge will send the Intern an extension of the contract letter, and your organization will be invoiced for the additional stipend amount.
If you decide to terminate an intern, be sure to contact your Career Edge representative with two weeks of pay in lieu of notice.
If you have more questions or would like to speak with us, contact us
