Skip to main content

Home/ Edmonton Economic Development Corporation/ Group items tagged recruitment

Rss Feed Group items tagged

Filter: All | Bookmarks | Topics Simple Middle
Omar Yaqub

What is the difference between a pre-approved LMO and a LMO? - 0 views

www.experts123.com/...re-approved-lmo-and-a-lmo.html

work government

shared by Omar Yaqub on 12 Feb 13 - No Cached
  • A pre-approved LMO or ‘pre-approval to hire temporary foreign workers’ is a process introduced by Service Canada for employers hiring foreign workers in occupations where the recruitment activities are ‘prolonged and/or extensive’. Given the current pressure for workers, most of the occupations in the construction industry fall under this category. Pre-approved LMOs are used when the employer wishes to have an ‘approval in principle’ prior to starting the recruitment phase. It is important to note that pre-approved LMOs do not guarantee a positive Labour Market Opinion from Service Canada. LMOs are specific to a particular worker and the labour market situation at any given time. The actual determination of a positive LMO can only be made after the employee has been selected. If you have already applied for a pre-approval, you will only provide the worker-specific information once you have selected your worker. For employers who have not applied for a pre-approval to hire a worker, ...
  • Omar Yaqub on 12 Feb 13
     
    "A pre-approved LMO or 'pre-approval to hire temporary foreign workers' is a process introduced by Service Canada for employers hiring foreign workers in occupations where the recruitment activities are 'prolonged and/or extensive'. Given the current pressure for workers, most of the occupations in the construction industry fall under this category. Pre-approved LMOs are used when the employer wishes to have an 'approval in principle' prior to starting the recruitment phase. It is important to note that pre-approved LMOs do not guarantee a positive Labour Market Opinion from Service Canada. LMOs are specific to a particular worker and the labour market situation at any given time. The actual determination of a positive LMO can only be made after the employee has been selected. If you have already applied for a pre-approval, you will only provide the worker-specific information once you have selected your worker. For employers who have not applied for a pre-approval to hire a worker, "
Omar Yaqub

GOVERNMENT OF SASKATCHEWAN SUPPORTS LABOUR RECRUITMENT MISSION TO IRELAND - Government ... - 0 views

gov.sk.ca/news

trades work government recruitment

shared by Omar Yaqub on 26 Apr 12 - No Cached
  • GOVERNMENT OF SASKATCHEWAN SUPPORTS LABOUR RECRUITMENT MISSION TO IRELAND Premier Brad Wall and Advanced Education, Employment and Immigration Minister Rob Norris will participate in a labour recruitment mission to Ireland in March 2012. The delegation will be comprised of Saskatchewan employers and supported by the Government of Saskatchewan. Immigration staff will support employers who are actively making job offers in Ireland at career fairs in Dublin (March 3-4) and Cork (March 7) where more than 9,000 qualified candidates in fields including trades and construction, engineering and health sciences are expected to attend. "The New Saskatchewan offers jobs, a high quality of life, and a welcoming environment to newcomers," Wall said. "We look forward to telling our story in Ireland. Immigration is helping sustain our economic momentum and enriching our cultural diversity." "There is a tremendous pool of qualified people in Ireland who are actively seeking opportunities abroad," Norris said. "The Irish Economic and Social Research Institute estimates 75,000 Irish are expected to emigrate in 2012 as unemployment in the country continues to rise. This mission will connect Saskatchewan employers with qualified candidates who are seeking to emigrate." Twenty-two employers have committed to participating in the mission with more than 275 vacancies on offer. Candidates who receive an offer of employment will work with immigration officers to apply to the Saskatchewan Immigrant Nominee Program (SINP). "With a record of economic growth, and one of the lowest unemployment rates in Canada, Saskatchewan is a place of opportunity," Norris said. "And we welcome these newcomers to discover the Saskatchewan advantage." -30- For more information, contact: Richelle Bourgoin Advanced Education, Employment and Immigration Regina Phone: 306-787-8153 Email: richelle.bourgoin@gov.sk.ca
Omar Yaqub

Alberta C.O.P.S. game a unique recruiting tool - 0 views

www.edmontonjournal.com/...story.html

alberta

shared by Omar Yaqub on 15 Dec 10 - Cached
  • Omar Yaqub on 15 Dec 10
     
    recruiting via video games
Omar Yaqub

Gov of Sask Ireleand - 0 views

gov.sk.ca/...adxGetMedia.aspx

trades work recruitment ireland

shared by Omar Yaqub on 26 Apr 12 - No Cached
  • Omar Yaqub on 26 Apr 12
     
    In December 2011 the unemployment rate in Ireland rose to 14.4 per.  In the wake of a global economic recession, the Irish Economic and Social Research Institute  estimates 75,000 Irish are expected to emigrate in 2012 as unemployment in the country  continues to rise.  The Irish Government has identified emigration as one part of the economic recovery plan.  The Government of Saskatchewan was approached by employers interested in actively recruiting  skilled workers in Ireland.  The Government of Saskatchewan administers the Saskatchewan Immigrant Nominee Program  (SINP).  The SINP is an economically-driven program that responds to the need of Saskatchewan  employers.  It allows the Province of Saskatchewan to nominate applicants who qualify under  criteria established by the province for permanent resident status.  The program offers the ability to select applicants whose skills and abilities best meet the needs  of employers; application processing times that are faster than other federal immigration classes;  and, assistance from Immigration Officers who are readily available to explain program  requirements and processes. 
Omar Yaqub

III. Overview of the Provincial Nominee Programs (PNPs) - 0 views

www.lco-cdo.org/...able-workers-baxter-sectionIII

work immigrants

shared by Omar Yaqub on 15 Mar 12 - No Cached
  • According to all PNP agreements signed to date, provincial governments hold exclusive authority to establish program criteria, nomination quotas, and administrative schemes, leaving the federal government with a limited role to monitor basic admissibility requirements under the IRPA and to negotiate evaluation processes for each provincial program. The language of the framework agreements indicates unequivocally that these programs are designed for the provinces to occupy maximum jurisdictional space.
  • At the level of program design, current PNP agreements enable the provinces to establish their own criteria for making nominations and to set target numbers for nominees from year to year.
  • Most provinces have created distinct sub-categories or streams in their PNPs based on skill level, family statues, or planned business development, and sometimes restrict these to specific industries and occupations.
  • ...15 more annotations...
  • All existing PNP streams for lower-skilled workers require nominees to first become temporary workers admitted into the province through one of the federal TFWP streams and to work under a temporary permit for a minimum time period before they are eligible to apply as a nominee (6 and 9 months are common). Other program steams for higher-skilled workers allow nominees to be recruited form outside Canada and to arrive directly without first applying through the TFWPs.[lx]
  • A second common feature of PNPs is that they, like the TFWPs, are essentially employer-driven and thus reflect strongly the interests and demands of influential private actors.  Employers directly generate the demand for foreign workers, sometimes participate actively in developing specific PNPs, and invariably exert a high degree of practical control over nominee recruitment and selection processes.
  • PNPs to provide access to permanent immigrants whose employment skills are specifically selected to meet these labour requirements is clearly attractive to businesses. PNP immigration processes also tend to be much faster compared to those at the federal level, closing the sometimes-lengthy gap in time between the point at which employers identify labour needs and the point when workers are actually available to fill these positions. PNPs may also allow employers to bypass the federal LMO requirements under certain conditions, which is significant since employers have expressed some frustrations with the time and resources they need to devote to fulfill these requirements.[lxv]
  • [t]he PNP and the TFW Program are popular with some larger employers but often prove too costly for smaller ones to adopt.”[lxvi] Large businesses can more easily afford the significant administrative costs that can attach to recruiting, transporting, re-settling, and training nominees, such that the demands of these enterprises are most likely to dominate nominee programs
  • recent example, Maple Leaf Foods spent an estimated $7,000 per worker to employ individuals in their Brandon, Manitoba processing plant, bringing them to Canada initially through a TFWP and subsequently nominating them for permanent residency through the Manitoba PNP.[lxvii]
  • the federal-provincial agreements on immigration with Ontario and Alberta contain annexes that provide provincial governments and employers with greater flexibility in assessing labour market needs, without requiring input from HRSDC in the form of an LMO
  • Ontario and Alberta annexes explicitly recognize that pursuant to s. 204(c) of the IRPR, CIC is authorized to issue a temporary work permit without requiring a prospective employer to seek an LMO if requested to do so by the province
  • Under these sub-agreements, Ontario and Alberta agree to establish procedures and criteria to govern this authority, and to provide annual estimates of the number of temporary work permits issued by this route
  • A few critics of the TFWPs and PNPs in Canada have pointed out the overriding problem of employer control both in the policy-setting realm and in the actual workplace. Their criticisms raise concerns about effects on national immigration policy, on labour protection policies, on the realization of actual protections for vulnerable workers, or as some combination of these
  • [s]ome argue that letting employers choose who enters is against all the principles that have shaped Canada as an immigration country
  • Alboim and Maytree target the devolution of decision-making and program development from the federal government to the provinces and private interests, resulting in fragmentation of immigration priorities and procedures
  • Others have focused specifically on the fact the PNPs bind foreign workers closely to employers, exacerbating rather than relieving some of the real insecurities that figure prominently in the TFWPs
  • Some proponents of existing PNP models have countered that the problems associated with employer control over economic immigration are overstated and maintain that market-based incentives will effectively penalize abusive employers. These parties believe that economic immigrants will be attracted to responsible employers, such that employers will have adequate incentives to place voluntary restraints on formal and informal bargaining power.
  • But this argument rests on the dubious assumption that information about employer practices is readily available and that it will be accessible by temporary foreign workers – who, as discussed below, face significant barriers related to language, education, cultural, and access to support services. Without this information, so-called “reputation effects” are unlikely to place serious restraints on employers’ actions
  • Overall, it is generally clear that implicit standards of self-regulation fall well below what is necessary to protect workers, particularly in light of the broad employer discretion now inherent in existing PNP models. The main questions, taken up in the following section, are about what aspects of nominee program design premised on this discretion actually contribute to workers’ insecurities and about whether responses by governments and third-party actors can be considered sufficient to meet the resulting concerns.
Omar Yaqub

Importing Foreign Workers- The Basics - 0 views

www.singleton.com/...reign_Workers-_The_Basics.aspx

work immigrants

shared by Omar Yaqub on 02 Mar 12 - No Cached
  • Canada has agreed to the inclusion of the following service sectors in the GATS agreement: business services, communication services, construction services, distribution services, environmental services, financial services, tourism and travel related services and transport services.
  • A GATS professional is one who seeks to engage, as part of a services contract, in an activity at a professional level, provided that the person possesses the necessary credentials and qualifications. There are nine accepted professions under GATS:
  • • engineers; • agrologists; • architects; • forestry professionals; • geomatics professionals; • land surveyors; • legal consultants; • urban planners; and • senior computer specialists.
  • ...23 more annotations...
  • Under GATS professionals may only work in Canada for a period of 90 days in any 12 month period
  • Spouses Spouses (including common-law partners) of temporary foreign workers can apply for a work permit without a confirmation from HRSDC, provided that the principal applicant is authorized by a work permit to work in Canada for at least six months. Initial this category was only available for spouses of skilled workers but recently it has been expanded to cover spouses of any temporary worker. The spouse of a temporary worker may apply for an open work permit, which allows the spouse to accept almost any job. The spouse's work permit will expire when the principal applicant's work permit expires.
  • As a general rule, a person who is not a Canadian citizen or a permanent resident must hold a valid work permit in order to work in Canada. Work permits are issued by Citizenship and Immigration Canada (“CIC”). Further, as a general rule, prior to the CIC issuing a work permit, the employer must receive a confirmation of employment from Human Resources and Skills Development Canada (“HRSDC”). This confirmation of employment is referred to as a “Labour Market Opinion” (“LMO”).
  • Foreign workers may also require a temporary resident visa to work in Canada; however, citizens and permanent residents of the U.S. are exempt from this requirement.
  • Under Canadian immigration law, it is the worker who must apply for and receive the work permit.
  • foreign worker must submit to CIC a copy of the HRSDC confirmation of employment and a detailed description of the employment offer (provided by the employer). There is a non-refundable fee of C$150 for processing an application for an individual work permit.
  • worker may apply for a work permit before entering Canada, at a port of entry or from inside Canada, depending on the worker's status
  • Generally, temporary foreign workers must apply for a work permit before departing for Canada, although the actual work permit will be printed and given to the foreign worker at the port of entry when he/she enters Canada.
  • If the foreign worker is from the U.S. or if the foreign worker does not need a temporary resident visa to visit Canada and an exemption is available from the requirement to obtain a confirmation of employment
  • the foreign worker is prohibited from applying for a work permit until his or her arrival at a port of entry.
  • If the applicant has been working in Canada for at least three months under an exemption, other than as a business visitor, but wants a permit to accept another job the foreign worker can apply for a work permit while already located in Canada
  • The worker is expected to abide by the terms and conditions set out in the work permit. Work permits are valid only for a specified job, employer and time period. However, workers can apply to the CIC to modify or extend their work permit. An application to extend a work permit should be made at least 3 months prior to the permit's expiry.
  • It is currently taking CIC over 117 days to process an application to renew or to change the terms and conditions of entry to Canada
  • Once the application is submitted the foreign worker can continue in employment pending approval of the extension, as long as they remain in Canada while that application is pending.
  • If the employer dismisses the foreign worker, the employee must apply to change their status to a visitor or find a new employer and apply to change the work permit to that new employer. There is no positive obligation on any employer to report the change in employment status to Immigration
  • Confirmation of Employment As a prerequisite to issuing a work permit, an immigration officer will generally require a Labour Market Opinion or a "confirmation of employment" from HRSDC. An employer who wishes to hire a temporary foreign worker is responsible for having the job offer validated by HRSDC. HRSDC will base its confirmation of employment on the following factors:
  • guidelines introduced by Service Canada for minimal recruitment efforts are as follows and are strictly adhered to:
  • NOC O and A Occupations You will have conducted the minimum advertising efforts required if you: • Conduct recruitment activities consistent with the practice within the occupation (e.g., advertise on recognized Internet job sites, in journals, newsletters or national newspapers or by consulting unions or professional associations); or • Advertise on the national Job Bank (or the equivalent in Newfoundland and Labrador, Saskatchewan or the Northwest Territories) for a minimum of fourteen (14) calendar days, during the three (3) months prior to applying for a LMO
  • If HRSDC is satisfied that the employment offer to a foreign national will not adversely impact the Canadian labour market, it will issue a confirmation of employment or LMO to the employer and enter the confirmation of employment into a database that can be accessed by immigration officials.
  • The employer then generally sends the foreign worker a copy of the LMO, as well as a detailed employment offer to be presented to immigration officials when the worker applies for his/her work permit at an overseas Canadian Consulate or upon the worker's arrival at a port of entry, if the worker is coming from a country that is visa exempt. Upon receipt of the HRSDC confirmation, immigration officials will decide if the foreign worker otherwise qualifies for a work permit.
  • confirmation process through HRSDC is a distinct stage from that of the work permit issuance by CIC. Currently the processing time at HRSDC is estimated at 3 to 5 weeks after receipt of acknowledgement of the application. Acknowledgements of receipt are currently taking 2 to 3 weeks.
  • Workers who require a work permit but not a confirmation of employment include those who are found to provide a significant benefit to Canada, spouses of temporary foreign workers, information technology workers, graduate students under a specialized work program and those who qualify for exemptions under NAFTA and GATS.
  • a 4 year cap on LMOs and an expiry date so foreign workers must rely on it within 6 months of issue or new recruiting efforts will be required.
Omar Yaqub

The Default Major - Skating Through B-School - NYTimes.com - 0 views

www.nytimes.com/...edl-17business-t.html

education

shared by Omar Yaqub on 14 Apr 11 - No Cached
  • Business education has come to be defined in the minds of students as a place for developing elite social networks and getting access to corporate recruiters,
  • Omar Yaqub on 14 Apr 11
     
    Business education has come to be defined in the minds of students as a place for developing elite social networks and getting access to corporate recruiters
Omar Yaqub

What does it cost to recruit and train a new employee? | LinkedIn Answers | LinkedIn - 0 views

www.linkedin.com/...612746-20209499

recruiting

shared by Omar Yaqub on 07 May 12 - No Cached
  • One rule of thumb I've heard is that is at least one-third of whatever their compensation is.
  • both ADP and Right Management estimate that the overall average cost to do that in the U.S. is just over $40,000US. This includes the costs to advertise, interview and train as well as the labor costs of the human resources staff and the loss of productivity until the new employee comes up to speed.
  • Cost Per Hire as mainly what you pay outside sources
Omar Yaqub

HRSDC Assessment for Labour Market Opinion - 0 views

www.hrsdc.gc.ca/...temp_assessment.shtml

work lmo

shared by Omar Yaqub on 01 Mar 12 - No Cached
  • Labour Market Opinion Assessment Criteria You will find below, a description of the factors that Human Resources and Skills Development Canada (HRSDC)/Service Canada takes into consideration when assessing an application for a Labour Market Opinion (LMO) to hire a temporary foreign worker. It is important that you read the following pages that describe the conditions you must meet in order to receive a positive or neutral LMO. Applications that are filled incorrectly will delay processing times. When assessing a job offer, HRSDC/Service Canada considers primarily: the occupation that the foreign worker will be employed in; the wages and working conditions offered; the employer's advertisement and recruitment efforts; the labour market benefits related to the entry of the foreign worker; the consultations, if any, with the appropriate union; and whether the entry of the foreign worker is likely to affect the settlement of a labour dispute.
Omar Yaqub

Maytree » Recommendations for the Temporary Foreign Worker Program - 0 views

maytree.com/...temporary-foreign-worker.html

policy immigration work

shared by Omar Yaqub on 06 Mar 12 - No Cached
  • Recommendation #1: Eliminate the Low Skill Pilot Project for temporary foreign workers.
  • increase the pool of workers to fill low-skilled jobs on an ongoing basis, employers should make these jobs more attractive to people already in Canada, whether immigrants or Canadian born. In addition, Citizenship and Immigration Canada should increase family class and refugee admissions to provide more labour force participants who, as permanent residents, have rights and access to services to prevent exploitation. Increasing points in the Federal Skilled Worker Program for demand occupations, the trades, and validated job offers will also broaden the pool of workers
  • Recommendation #2: Monitor recruitment and working conditions of temporary foreign workers.
  • ...6 more annotations...
  • workplace safety and employment standards come under provincial jurisdiction, temporary foreign workers are a federal responsibility. The federal government should therefore provide leadership and support to provinces to help them monitor and enforce the working conditions of temporary foreign workers
  • egulate recruitment agencies
  • #3: Strengthen the “labour market opinion” process.
  • Implement a monitoring system to follow up on employers who were issued positive labour market opinions to ensure the proper treatment of temporary workers and others in the workplace.
  • Between 2005 and 2008 there was a 5.7% decline in permanent residents (from 262,241 in 2005 to 247,202 in 2008) and a 37.6% increase in temporary entrants (190,724 students and temporary workers entered Canada in 2005, and 272,520 entered in 2008).
  • Experience in other countries has demonstrated that similar “temporary guest worker” programs have resulted in the creation of an undocumented underclass and its accompanying difficulties.
Omar Yaqub

Ledcor Alberta launches hiring drive - 0 views

www.edmontonjournal.com/...story.html

Work alberta edmonton

shared by Omar Yaqub on 01 Jun 11 - No Cached
  • In a sign that labour shortages have returned to Alberta, a major industrial employer launched a hiring campaign Tuesday to attract 9,000 workers in 2011.
  • Ledcor Industries Inc. has already hired 3,800 workers so far this year.
  • “Whenever there are quotes about the size of projects, it’s often 50 per cent labour and 50 per cent material,” Walker said.
  • ...9 more annotations...
  • Walker said Alberta can no longer rely on drawing labour from Saskatchewan, Manitoba and the Maritimes because those regions are busy too. Meanwhile, the workforce is aging and families are growing smaller.
  • In a news conference at the Alberta Art Gallery, which the company built, Ledcor unveiled its first official recruitment drive; in the past, it hired mostly through referrals, said Sue Melik, director of recruiting.
  • “We’ve always done a lot of hiring, but we’ve never been strategic about it by going to the market,” she said.
  • “If Ledcor’s looking to hire over 9,000 people in 2011, we need to open up the gates.”
  • Centred around the theme “I (We) Built This,” Ledcor will blanket Calgary, Edmonton and Fort McMurray with billboards, posters in restaurants, bars and airports, contact cards and use social media for the first time, by reaching out with a Facebook page. The company also hopes to lure more aboriginals and women to its workforce
  • The company, which employs 5,000 people across North America, is looking for both tradespeople and office help.
  • Best known for its construction division, its arms with the greatest needs for workers are actually its industrial, maintenance and civil divisions, all active in the oilsands industry near Fort McMurray, she said.
  • Alberta faces a shortage of at least 77,000 workers over the next decade, said Employment and Immigration Minister Thomas Lukaszuk.
  • n April, Alberta’s unemployment rate was 5.9 per cent, down from 7.6 per cent a year earlier
Omar Yaqub

How Canada's Bill C-35 affects education agents | ICEF Monitor - Market intelligence fo... - 0 views

monitor.icef.com/...-c-35-affects-education-agents

shared by Omar Yaqub on 27 Nov 12 - No Cached
  • Bill C-35—that makes it illegal for anyone other than an accredited immigration representative to provide advice or otherwise represent a client during an application or proceeding with Citizenship and Immigration Canada (CIC).
Omar Yaqub

Three-day Alberta course fast-tracks workers for the oilpatch - 0 views

www.calgaryherald.com/...story.html

work trades

shared by Omar Yaqub on 07 May 12 - No Cached
  • a three-day course organized by Alberta Oilfield Employment Solutions. Based in Red Deer, Alta., the two-man company provides basic training for workers wanting to enter the job-rich oilpatch.
  • The company provides a crash course in oilpatch safety and basic knowledge. For instance, the course covers standard first aid and mandatory training on working around hydrogen sulfide gas. Students also learn what coil tubing is, and the difference between a drilling rig and a service rig.
  • $995 the course isn't cheap
  • ...2 more annotations...
  • After two days of training, students spend a third day in interviews - via Skype - with Alberta-based recruiters. In many cases, Somers says, job offers follow shortly after.
  • ``People do come up here and get jobs on their own,'' he said in an interview from Alberta. ``But it takes them a long time to do it. We fast-track it and we smooth it out. And we're charging a fraction of what our competitors are charging.''
Omar Yaqub

Is Canada's brand strong enough to attract the immigrants it wants? - The Globe and Mail - 1 views

www.theglobeandmail.com/...page6

shared by Omar Yaqub on 15 May 12 - No Cached
  • The personal touch This summer, Edmonton's economic development agency will conduct a marketing campaign in the U.S. to attract unemployed, skilled workers, taking along a contingent of oil sands employers looking for thousands of engineers, mechanics and welders. To sell the idea of moving to Canada, the recruiters will rely on a combination of the familiar “quality of life” pitch and a solid message about just how big Alberta natural-resource projects are. “No one really understands the order of magnitude in the oil sands,” says Mike Wo, executive director of the Edmonton Economic Development Corp. “We want them to understand it's a massive undertaking and there are literally, dozens and dozens of employers who would be thrilled to have them.” The agency is going so far as to fly in potential hires to show them what Edmonton is like. Pooling their resources, employers will cover the cost of group flights so that candidates can check out the city, from its housing and university to the quality of its golf courses.
Omar Yaqub

Working temporarily in Canada - 0 views

www.cic.gc.ca/...index.asp

Work immigrants recruiting

shared by Omar Yaqub on 17 Feb 12 - Cached
  • Certain categories of workers have their own requirements. See: Information technology workers Live-in caregivers Business people
  • Omar Yaqub on 17 Feb 12
     
    Certain categories of workers have their own requirements. See: Information technology workers Live-in caregivers Business people
Omar Yaqub

Working temporarily in Canada: Jobs that do not require a work permit - 0 views

www.cic.gc.ca/...apply-who-nopermit.asp

Work immigrants recruiting

shared by Omar Yaqub on 17 Feb 12 - No Cached
  • You may not need a work permit if you fall into one of the following categories:
  • Athletes and coaches Aviation accident or incident investigators Business visitors Civil aviation inspectors Clergy Convention organizers Crew members Emergency service providers Examiners and evaluators Expert witnesses or investigators Family members of foreign representatives Foreign government officers Foreign representatives Health-care students Judges, referees and similar officials Military personnel News reporters, film and media crews Performing artists Public speakers Students working on campus
Omar Yaqub

Working temporarily in Canada: Eligibility to apply - 0 views

www.cic.gc.ca/...apply-who-eligible.asp

Work immigrants recruiting

shared by Omar Yaqub on 17 Feb 12 - No Cached
  • Eligibility to apply from outside Canada To apply for a work permit from outside Canada, you must submit the following documents: a job offer from a Canadian employer a completed application, that shows that you meet the requirements of the Immigration and Refugee Protection Act and the Immigration and Refugee Protection Regulations, and written confirmation from Human Resources and Skills Development Canada (HRSDC) that the employer can hire a foreign worker to fill the job. This confirmation is called a positive labour market opinion. In most cases, it is up to your employer to get that written confirmation. Information on the labour market opinion is found under Information for Canadian employers on the right-hand side of this page. In some cases, you do not need a labour market opinion. (See Jobs that require a work permit but no labour market opinion.) You must also do the following: Satisfy a visa officer that you will leave Canada at the end of your work permit. Show that you have enough money to support yourself and your family while you are in Canada. Respect the law and have no criminal record. (You may have to provide a police clearance certificate. See Police Certificates for more information. Show that you are not a risk to the security of Canada. Be in good health. (You may have to have a medical examination.)
1 - 20 of 43 Next › Last »
Showing 20▼ items per page