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As a country that invites upwards of 400,000 skilled immigrants a year for varying positions, Canada is constantly looking to further boost its economy with the aid of additional foreign skilled workers. In many respects, there has never been a better time to consider utilising one of Canada’s foreign worker programs. Canadian labour shortages are currently on the rise with many organisations identifying a significant skills gap in the employment market.
Labour shortages can have a significant impact on an organisation. Identities and brands are compromised as soon as orders fall behind. Existing employees feel jaded and overworked, clients are unhappy, and before long, a downward spiral begins to emerge. With Canada’s popular and longstanding skilled worker programs, issues like the above can be eliminated in a heartbeat. Jobs can be filled rapidly and efficiently, and foreign workers are given life-changing opportunities to face exciting challenges and build new experiences.
HR Advisory firms specialise in providing the appropriate routes for skilled workers and recruiters. Whether dealing with individual high-skilled workers, family units, or employers seeking foreign workers imminently, such firms can cut the daunting process in half by simply breaking down your options and facilitating your journey from start to finish.
Most companies require a Labour Market Impact Assessment (LMIA) prior to hiring a foreign worker. In order to qualify, employers must first demonstrate evidence that they have advertised the position to permanent residents within the Canadian job bank for at least four weeks. Once satisfied that the role can not be filled by a resident, they are then able to begin the process of hiring a foreign worker. The LMIA process in its entirety is long and fairly complicated. Employers must complete a vast amount of documentation in addition to providing accurate statistics with regard to job applications. When complete, the LMIA is forwarded to Employment and Social Development Canada (ESDC) who will assess the application and provide an outcome; ideally that of a positive LMIA. However, this is not always the case. Positive LMIA’s are difficult to come by. The process can take several months and there is little room for error.
As specialists within the field, HR Advisory firms are able to expedite the LMIA process. With a vast knowledge of the Canadian employment market, they are aware of the requirements of Canadian employers including the highest-paid occupations, short-term roles, and skilled trades. Equally, their access to available skilled workers equates to a seamless connection between ‘those that require workers’ and ‘those that seek work’.
Each year, thousands of LMIA’s are rejected due to clerical error or lack of preparation and research and it isn’t difficult to understand why. Every LMIA is different based on the spectrum of varying roles that are being recruited for, so the process is very much based on your own requirements. For employers, this makes customised support all the more difficult to access.
An advisory firm work to overcome such errors from the outset, providing all the necessary support and expertise for the greatest chance of success. To give you an insight into some of the difficulties that are faced when completing the LMIA, we have compiled the most common LMIA mistakes:
Insufficient attempts at national recruitment
In many cases, employers will fail to advertise on more than one platform to increase their chances of hiring. We recommend that you advertise in numerous varied locations to optimise your success. Additionally, it is advised that you advertise for longer than a month as suggested. If you have undertaken these strategies and still remain unsuccessful with national recruitment, you can rest assured that you have tried your hardest.
Lack of evidence to support requirement for foreign worker
This is something that should be verified from the outset, and before applying for an LMIA. If the job has been advertised on numerous platforms without recruitment success, it is likely that you are eligible to apply for a foreign worker. An expert will advise you on the best places to advertise, the correct use of terminology within your job advertisement and the necessary details such as hours of work, salary, and job requirements. It is important that you specify particular information for consideration or you may be denied an LMIA.
Insufficient wages and job requirements
The LMIA is designed to protect both foreign and Canadian workers. Its purpose is to ensure that foreign workers are treated as fairly as their Canadian equals and paid the same wage/salary. Many applicants fail to clarify that they will be providing the same salary, benefits, and working conditions and, on occasion, others are not truthful about their endeavours. HR agencies can provide the necessary information about salary requirements and ensure that you conform to Federal and Provincial job standards.
Incomplete application
Incomplete and insufficient applications are one of the most common reasons for an unsuccessful outcome. An advisory firm will facilitate the process and thoroughly check for errors or omissions prior to submission.
Obviously, this is a condensed list, but it does provide some insight into the areas that need special attention. There is no firm requirement for hiring an HR professional when it comes to recruiting foreign workers. However, the chance of success if far greater when done via a professional who is familiar with the lingo and the loopholes, particularly if you have been refused previously. If it’s your first time applying for an LMIA, you’re likely to be overwhelmed by the amount of documentation and supporting forms that are required. They’re longwinded, and they aren’t always straightforward. A professional can take one glance over them and know instinctively what is required; it is their job after all!
And it isn’t just about the forms. An advisor can answer the numerous questions you’ll have along the way. They know all of the shortcuts and pitfalls, and the strategies to avoid being refused a positive LMIA.
In summary, as an employer, it is highly likely that you’ll need to complete an LMIA. It is an essential first step to enable your foreign worker to relocate to Canada and undertake the position on offer.. As a professional HR advisory firm comprising of expert immigration lawyers and ICCRC accredited consultants our team will be happy to support and guide you through the often-daunting process, and stop at nothing to ensure that you have the best possible chance of receiving a positive LMIA.
Get in touch to book a free consultation with an experienced immigration specialist.[/vc_column_text][/vc_column][/vc_row]
