CRS Changes and the Future of Talent Relocation to Canada

The Economic Times reports that Canada’s Express Entry candidate pool is currently undergoing a significant shift. The Canadian federal government recently announced the removal of additional Comprehensive Ranking System (CRS) points for job offers within the Express Entry system, effective March 25, 2025. CRS is the points-based tool Canada uses to assess who can apply for permanent residence through Express Entry. This change aims to make the selection process more equitable by prioritizing factors like education, language skills, and work experience over arranged employment. As a result, several groups are likely to be affected, including:

• Workers with employer-specific work permits under the International Mobility Program who have worked for their employer for at least one year
• Workers on Labour Market Impact Assessment (LMIA)-based work permits
• Applicants outside of Canada with LMIAs

For many candidates seeking permanent residency in Canada, this new scoring approach may pose a challenge to their plans, particularly for those who previously relied on job offers to enhance their Comprehensive Ranking System (CRS) scores.

The Impact: This change reduces the strategic value of using Canadian employment as a pathway to permanent residence, especially for those on LMIA-supported or employer-specific work permits. It adds uncertainty to long-term mobility planning and weakens the traditional model where a job offer could boost Express Entry chances.

As the system shifts toward individual criteria like education, language skills, and Canadian work experience, employers must prioritize candidates who can score well on their own. At the same time, they should manage assignee expectations and explore alternate options, such as Provincial Nominee Programs. The focus must now shift from sponsorship to supporting globally mobile talent in building strong, competitive profiles.

Adapting Relocation Strategies in a Shifting U.S. Housing Market

The U.S. housing market is seeing a slowdown in sales during what is typically a busy spring season, according to NPR. In March 2025, existing home sales dropped 5.9% from February—the sharpest monthly decline since November 2022. High mortgage rates and elevated home prices, with a median of $403,700, are major factors. Many homeowners with lower rates are choosing not to sell, unwilling to reenter the market at higher borrowing costs. This has created tight inventory and strong competition, despite fewer active buyers.

In contrast, new home sales rose by 7.4% in March. Builders are drawing in buyers with incentives like interest rate buy-downs and price cuts. However, new homes are typically more expensive and less widely available, so they provide only partial relief to the broader housing shortage.

The Impact: For mobility leaders, this environment presents dual challenges: reduced housing availability and increased costs, particularly in competitive urban markets where transferees are commonly placed. These dynamics can delay relocations, inflate housing allowances, or require compromises on housing quality and location.

The net result is an increasingly tight and uneven housing landscape that requires proactive planning. Mobility teams must adjust housing policies, manage assignee expectations, and collaborate with local relocation partners to secure competitive housing amid heightened demand and limited inventory.

Doing More with Less: What U.S. Corporate Hiring Trends Mean for Global Mobility

A powerful shift is underway in corporate America: vacant positions are being left unfilled as companies opt to do more with less. According to The Wall Street Journal, this trend reveals that in response to higher labor costs, economic uncertainty, and productivity challenges, companies are choosing not to aggressively rehire staff after layoffs. In a historically tight labor market, some companies are reevaluating not just who they hire but how many staff they hire. Employees are relying on more automation, consolidating positions, or delaying their expansion plans. Companies are strongly prioritizing building a more efficient workplace in a time of global economic uncertainty.

The Impact: Mobility professionals must recognize that companies are increasingly intentional about domestic and international relocations. In today’s labor market, where positions may remain unfilled for longer periods, global mobility experts can help reshape talent management across borders. By prioritizing high-impact relocations and optimizing processes, organizations can stay agile and competitive despite hiring slowdowns.

Global Mobility Radar

CapRelo’s Mobility Radar provides valuable insights into trends worth monitoring. This month, we have detected important global mobility updates in Nigeria, Australia, and India.

• Nigeria has launched a new e-visa system, including digital exit cards for international travelers. The goal is to streamline immigration processes, reduce airport delays, make entry and exit smoother, and enhance national security.
• Australia’s revamped migration strategy introduces stricter regulations for international students and skilled visa applicants, aiming to reduce net migration and prioritize domestic workforce needs. Key changes include higher English language requirements, a lowered age limit of 35 for Temporary Graduate visas, and the introduction of a new ‘Skills in Demand’ visa, which replaces the Temporary Skill Shortage visa.
• India has introduced its first major transshipment hub at Vizhinjam International Seaport in Kerala, taking a major step in promoting its global shipping and logistics capabilities. The port is slated to transform trade routes and enhance cargo handling efficiency across Asia.