A new CIC News analysis published late on December 5 identifies four frequent miscalculations that are depressing Comprehensive Ranking System (CRS) scores—and, by extension, Canadian employers’ ability to hire urgently-needed talent. The article cautions that many Express Entry candidates fail to count eligible foreign work completed while studying abroad, overlook non-continuous experience, or assign the wrong principal applicant in dual-profile households.
Using case studies, the report shows that recognising part-time foreign work done during school breaks can add up to 38 points, while correctly aggregating non-continuous overseas experience can boost a score by 25 points. In a competitive labour market where recent CEC-only draws have hovered in the mid-530s, such margins can be decisive.
![Express Entry tip sheet: CIC News flags four common CRS mistakes costing candidates invitations]()
For HR managers sponsoring foreign talent, the findings suggest that internal relocation teams should review employee documentation before profile submission. Misreported experience not only lowers scores but can also trigger misrepresentation concerns if corrected after an Invitation to Apply (ITA) is issued.
The guidance arrives as Ontario and British Columbia prepare more targeted draws and as IRCC continues category-based selections focusing on health care, trades and French proficiency. Employers with multinational workforces should ensure that globally mobile employees catalogue every eligible assignment, internship or contract pursuant to IRCC rules.
Although the article is advisory rather than regulatory, it highlights an often-overlooked route to improving draw competitiveness without waiting for unpredictable policy changes. Consultants predict a surge of profile re-evaluations over the next week as candidates scramble to maximise points before the next invitation round.
Using case studies, the report shows that recognising part-time foreign work done during school breaks can add up to 38 points, while correctly aggregating non-continuous overseas experience can boost a score by 25 points. In a competitive labour market where recent CEC-only draws have hovered in the mid-530s, such margins can be decisive.
For HR managers sponsoring foreign talent, the findings suggest that internal relocation teams should review employee documentation before profile submission. Misreported experience not only lowers scores but can also trigger misrepresentation concerns if corrected after an Invitation to Apply (ITA) is issued.
The guidance arrives as Ontario and British Columbia prepare more targeted draws and as IRCC continues category-based selections focusing on health care, trades and French proficiency. Employers with multinational workforces should ensure that globally mobile employees catalogue every eligible assignment, internship or contract pursuant to IRCC rules.
Although the article is advisory rather than regulatory, it highlights an often-overlooked route to improving draw competitiveness without waiting for unpredictable policy changes. Consultants predict a surge of profile re-evaluations over the next week as candidates scramble to maximise points before the next invitation round.
