Are you leaving CRS points on the table? Common omissions that could be lowering your Express Entry score
Many candidates in Canada’s Express Entry system may be unknowingly underselling themselves. Small omissions, misunderstandings about what counts as skilled work, or a failure to optimize who is listed as the principal applicant can all shave important points off a Comprehensive Ranking System (CRS) score — and that gap can be the difference between waiting in the pool and receiving an Invitation to Apply (ITA).
This report explains the most frequent mistakes we see, shows real-world examples of how overlooked details translate into lost points, and gives practical, actionable steps candidates can take to maximize their CRS ranking.
Why small details matter: the maths behind a competitive CRS
Express Entry is a points-based invitation system. Even modest increases — 20, 30 or 60 points — materially improve your odds because draws often target narrow CRS bands. The CRS awards points across core human-capital measures (age, education, language), skill transferability (combinations of education, language and foreign/Canadian work experience), additional factors (provincial nominations, job offers, siblings in Canada), and spouse or common-law partner factors. Because many components compound, correctly reporting every eligible factor is vital.
1. Counting foreign work done while you were a full-time student — don’t overlook summer and part-time jobs
Many candidates assume work performed while enrolled full-time at school cannot count toward Express Entry. That’s only true for work done in Canada while studying full time. Work done outside Canada — including summer or part-time employment during full-time study overseas — generally counts as foreign skilled work experience and can increase CRS points.
Equally important: remote work performed from inside Canada for a foreign employer may, in certain cases, qualify as foreign work experience. These distinctions are nuanced but often worth the effort to document.
Example outcome: A candidate who initially entered only Canadian work experience into their profile later adds validated foreign work months and gains dozens of CRS points — moving from marginal status to a genuinely competitive score.
2. Aggregating non-continuous employment — scattered months can add up
Express Entry counts paid, skilled work within the 10 years before your profile in aggregate — even if that work wasn’t continuous. Candidates frequently report only their longest continuous job and ignore shorter, separated roles that, when added together, meet higher experience thresholds for CRS skill-transferability points.
Practical tip: compile employment records for all paid skilled roles within the last decade. Add part-time equivalents and short contract positions where applicable. The sum may boost your classification from “1–2 years” of experience to “3 or more years,” unlocking additional points.
3. Choosing the better principal applicant — married or partnered couples must compare both profiles
For couples, selecting who registers as the principal applicant is a strategic decision, not a formality. The principal applicant’s age, education, language scores and work experience are weighted more heavily. Many couples assume the higher-earning or longer-employed partner should be the principal applicant — but a younger spouse with superior education or language results can produce a dramatically higher combined CRS.
Real example: swapping the principal applicant role increased a couple’s CRS by more than 60 points — often enough to turn a long wait into an immediate ITA.
Action step: run CRS simulations with each spouse as principal applicant and choose the configuration that yields the highest score.
4. Documenting and claiming every eligible language and education advantage
Language test performance and recognized foreign credentials are major score drivers. Candidates sometimes forget to claim second-language points (for example, French), or fail to include credential assessments that validate foreign degrees or diplomas. Even small gains — an extra CLB level on an exam or a recognized credential assessment — translate into meaningful CRS improvements.
Best practice: ensure language tests are recent and maximized, and obtain an Educational Credential Assessment (ECA) for every post-secondary credential you intend to claim.
5. Don’t miss additional-point opportunities: siblings in Canada, provincial ties, job offers
Beyond core points, IRCC awards additional points for specific advantages:
- Provincial nomination: +600 points (almost guaranteed ITA).
- Valid, full-time job offer in most categories: +50 or +200 points depending on role.
- Sibling living in Canada (citizen or PR): +15 points.
- French-language proficiency: can attract category-based draws or increase overall points.
Candidates frequently overlook these categories because they assume the conditions are narrow — but many people qualify and do not claim them.
6. Avoiding missteps that lead to refusals or penalties
Accuracy matters. Overclaiming or failing to provide verifiable documentation for work duties, dates, or education can trigger refusals or allegations of misrepresentation. Always ensure reference letters, employment contracts and pay stubs align with the NOC duties and dates you declare.
If a claim is borderline, seek professional advice: correcting course early is far better than facing refusal after an ITA.
Actionable checklist to recover “leftover” CRS points
- Audit ALL work experience from the last 10 years — include summer, part-time, contract and foreign roles. Convert part-time to full-time equivalents where allowed.
- Test both spouses as principal applicants and compare CRS outcomes before final submission.
- Validate education with an Educational Credential Assessment for every post-secondary credential.
- Maximize language scores — retest if close to the next CLB threshold. Claim second-language points if eligible.
- Count eligible additional points — sibling in Canada, job offers, provincial interest, or past study in Canada.
- Prepare strong reference letters that map actual job duties to the National Occupational Classification (NOC) duties. Use clear dates, weekly hours and employer contact details.
- Keep records of foreign remote work done while in Canada or abroad — document contracts, invoices and payment evidence.
- Re-run CRS calculations after every material update — small changes compound.
When to engage a professional
If your profile is complex (mixed foreign and Canadian work, interrupted employment, multiple credentials, or spouse factors that change outcomes), a regulated immigration consultant or lawyer can spot overlooked points and help assemble supporting evidence that withstands IRCC verification.
Bottom line
Many Express Entry candidates are closer to an ITA than they realise. By auditing all eligible work experience (including foreign and non-continuous periods), testing both spouses as principal applicant, documenting education and language achievements, and claiming additional points where valid, applicants can often unlock substantial CRS gains without changing careers or returning to school. Careful record-keeping and, where needed, professional advice will protect those gains and reduce the risk of later refusals.
For a consultation about Immigration options, reach out to the CAD IMMIGRATION today!
