• The ulitimate goal of any health human resources strategy is self-sufficiency, including the proper utilization of internationally educated health care professionals.
• Not only is global health professional mobility an inevitability, it is an inherent human right. Recruitment initiatives can be managed to protect both individuals and developing countries while meeting CRMA Ltd's resource needs.
• Canada should be showcased as a prime location for health care professionals to establish a rewarding career, and as a great place to raise a family.
• The evidence-based health human resource strategy of Canada should be measured and regularly evaluated to determine the impact that has been made in addressing the needs of Canada's communities.

CMRA Ltd Marketing and Recruitment Department will:

• Protect the healthcare systems of developing nations and under served jurisdictions by avoiding direct marketing to their physicians.
• Conduct themselves in a manner respectful of the profession they belong to and the region they work in.
• Collaborate with Canadian health care, communties, employers and related organisations to identify and reach shared goals regarding physician recruitment.
• Only interview those nurses and physicians provided to us by the clients we have contracted with and will refrain from encouraging, persuading or actively recruiting outside of the interview site.
• Not hire more than 10 nurses from a single site and not more than 3 nurses from a single unit.
• Not charge candidates for their services unless the contract is ended prematurely.
• Provide all potential recruits with clear, concise and up-to-date information in order that they can make an informed decision about returning or relocating to Canada, including but not limited to, regulatory requirements for practice, immigration requirements, cost of living and quality of life.
• Provide detailed information about the positions being recruited for, including, but not limited to, compensation, working environment, and other relevant conditions (full/part-time etc), as well as the associated wages and benefits.
• Only encourage candidates to accept jobs they have the appropriate qualifications, skills or experience for.
• Take a comprehensive and facilitative approach to recruitment that recognises a candiate's unique and individual life continuum - stretching from the personal to the professional.
• Provide equal access to information, one on one support and links to transitional services to all interested.
• With the help of the clients, assist the candidate in relocating and settling into the region - this will include, but not be limited to, paying for processing fees, medical exam, airfare, temporary accommodation upon their arrival, and orientation to their new job.