EMPLOYER SECTION – HIRING FOREIGNERS

“We can fulfill your employment goals, believe us.”

ICS is a Canadian is an employer recruitment company that recruits, tests and provides opportunities to skilled and deserving candidates to work in Canadian companies. ICS is currently one of the leading recruitment companies which have helped hundreds of people who carry a dream in their eyes of working in reputed Canadian companies. ICS is specialized in trades, Trucking, IT and hospitality services.

Because of our experience, we have a deep understanding of the immigration programs around the world and keep an eye on the requirements of the labor market. We have successfully helped immigrants who are now working in their dream companies. We are confident we can provide all our clients, workers and employers with great immigration and recruitment services.

Over Mission

OUR MISSION

  • Our mission is to understand the employment requirements of the employers and shortlist the most-qualified and suitable candidates.
  • We aim at providing the best contract placement services, project support and training to foreign clients and candidates.

OUR VISSION

  • To deliver unique and innovative solutions that satisfies both the clients and candidates.
  • With our unique recruitment policy, we aspire to become the overseas recruitment and Manpower Company of choice.

PARTNERSHIPS

  • We at ICS believe the most in customer value management. We manage each other’s customer relationship to take full advantage of strategies and worker’s’ job satisfaction.
  • We provide customized solutions to each of our client’s needs. Our partnership with different companies results in selecting the best candidates and employees.

SERVICES OFFERED BY US

We recruit qualified applicants based on their qualification and requirements. Within ICS, the candidates are shortlisted and the candidates are screened to provide you with workers with the highest level if education.
ICS has a team of experts who are specialized in different fields of employment. We can provide expert solutions to employees regarding their future endeavors.

Our recruitment service standards and services include the following-

  • Job analysis
  • Overseas recruitment project management
  • Recruitment and placement services
  • Preparation and submitting work permit application for visa
  • Deployment arrangement
  • Housing services etc.
  • Deployment arrangement
  • Training to the candidates/immigrants
ICS has a range of offices globally working in bridging the gap of employment by offering foreign workers in the Canadian companies and workplaces. We have a global reach. Our overseas offices are managed by ICS and we have several agents who undergo several tests and screenings before accepting them to work in Canada.

 

We are passionate towards making a positive difference for both our clients and candidates looking for opportunity to work in Canada. Respect, transparency, honesty, dignity as well as strong moral and ethical principles are our core values that we do not compromise for anything in the world. You will get to know how seriously we take our values when you shake hands with and give us a chance to work for you.

Why choose ICS as your Recruitment Company?

We work towards changing lives of people around the globe who dream to work and settle in Canada. We are proud to serve our clients and fulfill the needs of both- clients and candidates.

ICS utilizes the competency- based workforce recruitment and selection through our effective recruitment process called the ICS Recruit Advantage.

Under this process both the parties, i.e, the client and the candidates identify and analyze the recruitment requirements. On the basis of this, ICS will devise an action plan of customized solution to meet the ends of the employer.
Based on the employer client’s organizational structure, job descriptions and major duties, ICS identifies and formulates clear-cut competencies for the positions to be filled by the candidates.

ICS has various methods to facilitate recruitment and they are-

a. Alliance with foreign recruiters

Since we will recruit foreign candidates, we ensure that we only deal with our own sub-companies. If there are any third-party agents, they will be licensed in the country they operate.

b. On-line advertising

ICS places job postings in popular online advertising platforms as well as job-boards approved by the Government.

c. Right use of print media

We advertise in selected major broadsheets and publications read by target applicants. We have a particular advertising style that highlights job opportunities among the people who are interested.

d. Presence in Recruitment force

ICS is an active participant in job fairs which happen in many major cities around the globe.

In this ICS will work with the employer and decide upon the job vacancies in the organization. ICS will then devise customized job assessment tools and selection procedures.

The eligibility of the candidate to get Canadian visa and work permits depends upon-

Evaluation and skills verification tests

The selected candidates then will have to give relevant skills verification tests to validate the degree and to make sure of the candidate’s technical aptitude. Companies can also ask for competency exams and tests conducted by ICS. Sometimes, a candidate’s language proficiency is also taken into consideration while recruitment.

Interview of the candidates via video conference technology

ICS arranges a video conference for the selected candidates with the recruiter via poly-com equipment to face-to face interviews in any location.

The shortlisted candidates will only be forwarded to companies if they have a genuine interest in the vacant position of the company. The companies then provide their final list if selected candidates. ICS then starts the process of verifying the documents of the selected candidates which include-

Background check

ICS make sure to check your background to proceed with your visa application. This will help the employer know the candidate and give him peace of mind and potentially help protect you legally.

Processing of license required for working abroad

ICS will assist the workers in their application to apply for a license so that they can work in the foreign country without any difficulties.

Training

ICS makes sure to provide complete training to the workers to enhance the skills and competency of foreign workers before arriving at their workplace. ICS works with the Employer to provide customized training to the candidates.

Processing of work visa/work permit documents

ICS may facilitate processing of these applications upon the request by the employer.

Flight booking and deployment scheduling

ICS takes care of the candidate’s flight booking at the best price and deployment scheduling for selected workers.

Acculturation assistance

ICS provides the workers a pre-departure orientation which prepares them for the living conditions of Canada so that they can adjust to a new country and adapt to the new environment soon.

Settlement assistance

This includes the following-

  • Application of bank account in the new country
  • Airport pickup and dropping the workers at workplace
  • Developing a community support plan to the area and region where the worker is assigned.
ICS understands that foreign workers will find it difficult to settle in the new country and therefore, ICS will work together with the employer in providing foreign worker guidance, supervision and assistance for the workers’ easy and comfortable settlement in a new country.

a. Retention strategies

Partner with stakeholders to create a friendly environment

Provide incentives and benefits that encourage the workers to do better

create training programs

Measure the success of the organization’s program through a survey

offer the possibility of direct employment with the employer.

b.  Workers’ visa renewal services

– ICS keep a record of the workers’ visa expiration

– ICS monitor the process of renewal of visa on time.

Why choose

Employer Section – Hiring Foreigners

ICS – Immigration and Recruiting Company has been providing a full service of Immigration Consultancy in diverse categories. Furthermore we cover Recruitment Services and we had proven our expertise in sourcing exceptional foreign workers with professional skills for Canadian businesses. We are in a unique position to fulfill your staffing needs as well as providing full service throughout Labour Market Impact Assessment (LMIA) and Work Permit applications procedure. Besides we are able to quickly identify critical data required to implement your foreign recruitment program, identify your staffing requirements and help you realize your retention goals.

Moreover, as professional Regulated Canadian Immigration Consultants, we eliminate the danger of noncompliance with government processes and approvals.

The scopes of our services include the following but not limited to:

  • Source foreign workers in Canada and overseas
  • Screen education and work history of potential candidates to ensure they comply with immigration requirements within the Temporary Foreign Worker program;
  • Assess and advise on all related admissibility and immigration factors;
  • Support cross-border intercompany transfer activities for existing employees;
  • Manage the LMIA process;
  • Support international candidates and existing employees with various immigration processes such as visa applications, work permit extensions, Quebec selection/acceptance certificates, PNP certificates, permanent residence applications, NAFTA, and ICT Specialized Knowledge applications;
  • Ensure that the company is fully compliant with all relevant laws, regulations and company values;
  • Monitor work permit, visa and passport expiry dates as well as application statuses;
  • Monitor and track the company’s day to day activities related to foreign workers to ensure the company is in full compliance with all related Federal and Provincial regulations;
  • Maintain Temporary Foreign Worker turnover to 10-20% or below.

High wages in Quebec

Recruitment of Temporary Foreign Workers – High-Wage Positions

The Temporary Foreign Worker Program is jointly managed by the Government of Quebec (Department of Immigration, Francization and Integration) and the federal government (Employment and Social Development Canada/Service Canada). Due to the joint processing of the Labor Market Impact Assessment request, you must simultaneously take the necessary steps with two levels of government.

The simplified approach to hiring temporary foreign workers in specialized professions, which is the supply of labor, does not meet the needs of employers. Check if the job you offer is on the list of professions eligible for simplified treatment.

The general approach if the job you offer is not in the list of professions eligible for simplified treatment.

Low wages in Quebec

To hire a person on a low-wage position (specialized or low-skilled professions)

The Temporary Foreign Worker Program is jointly managed by the Government of Quebec (Department of Immigration, Francization and Integration) and the federal government (Employment and Social Development Canada / Service Canada). Due to the joint processing of the Labor Market Impact Assessment request, you must simultaneously take the necessary steps with two levels of government.

  • Visit the Temporary Foreign Workers section of the Employment and Social Development Canada site for the most recent changes regarding the hiring of a foreign worker.
  • Make sure that your labor need cannot be met by the labor available in Quebec.
  • Find a worker overseas who is willing to come and work for you.
  • Check if the job you offer is exempt from the requirement to obtain a work permit or a Labor Market Impact Assessment (LMIA).
  • Check whether the foreign worker is exempt from the obligation to obtain the Minister’s consent for the worker to stay in Québec to hold temporary employment.
  • Take the necessary steps with the Government of Canada. These steps must be taken simultaneously with those with the Department.
  • Fill out the Employment and Social Development Canada (ESDC) Low-Pay Positions (EMP5627) Request for Labor Market Impact Assessment form.
  • Make sure you have met all the requirements, then send your duly completed and signed form, along with payment of the fees required by the Government of Canada and, if applicable, the supporting documents required to the Claims Processing Center Service Canada.
  • Take the necessary steps with the government of Quebec.

Program requirements for high-wage positions

As an employer, you should remain updated with all the temporary foreign worker program requirements for the job you are looking for. You should also ensure that the employment you want to offer is for a full-time position, which means at least 30 hours/week.

Families looking for a foreign caregiver for those requiring assistance with medical needs are exempted from paying the Labor Market Impact Assessment application processing fee.

You need to pay $1000 for each position requested to cover the cost of processing your labour market impact assessment application. You can pay the processing fee via-

  • Visa
  • Master card
  • American Express
  • Bank draft

The processing fee cannot be paid by or recovered from the temporary foreign workers.

If you want to use the services of third party representatives, you have to complete the Labour Market Impact Assessment application form.

We may communicate with you directly to verify information provided on the labour Market Impact Assessment application from the third-party representative.

If you have any complaints about your third party representative, you can always get help.

There are two types of third party representatives- Paid and Unpaid.

Paid-The paid representatives must be authorized to collect a fee or receive any other type of payment to act on your behalf and advise you in the labour market impact assessment application process.

Unpaid- The unpaid representative can also assist you but cannot collect a fee or receive any other type of payment for providing services.

To prove that their business and job offer is legitimate, all the employers who apply for the Temporary remote work program must supply documents along with their labour market Impact Assessment application.
The transition plan requirement doesn’t apply if the position you are requesting for is-

  • Caregiver- household employers, health care institutions.
  • Positions under the seasonal agricultural worker program
  • A specialized position that qualifies for Quebec’s facilitatedlabour Market Impact Assessment Process.
  • Unique skills or traits that belong to a specific person who is not readily available in Canada.
Now comes the major part, which is recruitment. Recruiting is the process of finding and hiring qualified employees. As per temporary foreign worker program requirements, you must recruit Canadians and permanent residents first before hiring a temporary foreign worker.

Before applying to a Labour Market Impact Assessment, you should conduct three recruitment activities-

  • You must advertise on Canada’s job bank.
  • You must conduct two additional methods of recruitment that are consistent with the occupation.

Job match services

You just use the job match service that allows you to see different profiles of registered job seekers. Each match is rated with a star system rating from one to five. The more stars received, the greater is the compatibility between your advertised position and the job seeker.

For a high-wage position, you must invite all job seekers matched within the first 30 days of your job advertisements to apply for the position if they have given four stars or more.

Methods of recruitment 

Various methods of recruitment for a job advertisement includes-

  • General employment websites
  • Local and national newspapers or newsletters
  • Participation of job fairs
  • Professional recruitment agencies
  • Magazines and journals
  • Partnership with training institutions and providing internships
  • Advertising through professional associations

Recruitment documentation retention 

You should keep records of your recruitment and advertising efforts for at least six years. They will also ask to provide the results from the recruitment efforts.

Job advertisement duration 

You should make sure that the job advertisement

  • Has occurred in the three months before submitting the Labour Market Impact Assessment application
  • Has a minimum of four weeks within the three months beforefiling a labour market impact assessment application.

Job advertisement information-

The job advertisement information includes-

  • Company’s name
  • Business address
  • Title of the position
  • Terms of employment
  • Benefits package offered
  • Location of work
  • Contact information

Proof of advertisements 

You must present the evidence that you have put efforts to recruit qualified Canadians and permanent residents by providing documents as proof of advertisement. You have to present-

  • A copy of the advertisement to see how long the position was advertised
  • Evidence that the print media and website used for advertising target an audience
  • Proof of other recruitment documents

Variations to the advertising requirements

There are also various variations to the advertising requirements for specific positions. You can go through the variation list to check if one of them applies to the requested circumstances.

Wages paid to temporary foreign workers should be similar to wages paid to Canadian and permanent employees hired for the same job with the same skills and experience.

If the position requires additional skills and experience, the wages offered should reflect these further details.

Variations to the wage requirements

All these sectors have unique wage requirements-

  • Pharmacy students
  • Pharmacy interns
  • Program leaders, instructors.
  • International medical graduates in Quebec
  • Maritime sector
Canadian law protects all the workers and labours in Canada, including temporary foreign workers. The exploitation of the workers is considered a violation of Canadian laws of human rights.

Provincial or territorial legislation deals with labour and employment standards such as-

  • Working hours
  • Compensation
  • Working conditions
You must ensure that the workplace safety insurance provider covers the foreign workers you want to hire under the Temporary Foreign worker program.

You should make sure that-

  • Any private plan provides better compensation
  • The same provider covers all employees.
English and French are the two languages you can identify as a job requirement in your Labour market Impact Assessment application.
If you want to hire temporary foreign workers, you must-

  • Advertise and offer the same wage rates as mentioned under the agreement
  • You must provide the same terms and conditions to the foreign workers as Canadian and permanent resident workers.
  • Submit the copy of the collective bargaining agreement

We recommend you to work actively with Union representatives to recruit eligible Canadians and permanent residents.

Program requirements for low wage positions

Being an employer, you must comply with the entire Temporary Foreign Worker program requirement for the position you are interested in. Learn about employer compliance and the consequence of non-compliance. You should also make sure that the employment you want to offer to a temporary foreign worker is a full-time position, which means that it has to be at least 30 hours per week.

Families or individuals looking to hire a foreign caregiver to provide home care to those requiring medical needs are exempted from paying the labour Market Impact Assessment application processing fee.

You have to pay $1,000 for each position to cover the cost of processing your labour market impact assessment application.

The processing fee payment can be made by-

  • Visa
  • Master card
  • American express
  • Certified check
  • Money order
  • Bank draft

The processing fee is non- refundable if your application is withdrawn or cancelled.

The processing fee cannot be paid or recovered from temporary foreign workers.

If you want to use the services of a third-party representative, you have to complete the right section of theirLabour market impact assessment application form.

You must not recover the costs for the services of a paid representative from temporary foreign labour.

We can communicate directly with you to verify the information provided by you on the labour market impact assessment application from the third-party representative.

If you are not satisfied with your third-party representative, you can always get help.

There are two types of third-party representatives, paid and unpaid.

Paid– You can choose a third-party representative to act on your behalf when looking to hire temporary foreign labour. A paid representative should be authorized and collects a fee or receive payment as he/she acts on your behalf and advises you in the Labour Market Impact Assessment Application Process.

Unpaid – Unpaid representatives also assist you, but they are not authorized and do not collect a fee or receive any other type of payment for providing services.

All employers who are applying to the Temporary foreign worker program have to provide other documents with their Labour Market Impact Assessment application to prove that their business and job offer is legal and legitimate.
If you hire temporary foreign workers and offer them the provincial or territorial median hourly wages, you are subject to a cap on the proportion of temporary workers you hire as low-wage positions.

The cap which was implemented on June 20, 2014, was launched to provide employers time to transition to a Canadian workforce which means they are limited to-

  • 20% cap on the number of temporary foreign workers in low-wage positions if they hired a temporary foreign worker in a low wage before June 20,2014
  • 10% cap on the number of temporary foreign workers in low wage positions if they did not hire the worker before June 20,2014

Calculation of cap

You should complete the cap for low-wage positions of the Labour Market Impact Assessment application form to calculate the cap. You will be asked to provide documents like payroll records etc.

 

These are the exemption to cap-

  • On-farm primary agricultural positions such as-

Farm managers/supervisions and specialized livestock workers

General farm worker, nursery and greenhouse workers

  • Caregiving position in private households, health care facility
  • Low-wage positions, if you fewer than ten employees nationally
  • Truly temporary positions which are for 120 days or less
  • Low wage positions in seasonal industries that do not go beyond 180 calendar days.
Recruitment is known as the process of finding and selecting skilled and qualified employees. As a part of the temporary foreign worker program requirements,you should conduct recruitment for Canadians and permanent residents before recruiting a temporary foreign worker.

Minimum recruitment requirement

You must conduct three different recruitment activities before applying for Labour Market Impact Assessment-

  • You should advertise on the Government of Canada’s job bank.
  • You must also conduct at least twoother methods of recruitment that are consistent with the occupation.

Job match service
In effect, from August 28, 2017, you must use the Job Match service for advertising a position on job banks.

The job match service lets you see profiles of those who are looking for a job that corresponds to the skills and requirements in your job posting.  Each match is rated with a star system from one to five stars. The more the stars, the higher will be the compatibility between your advertise position and job seeker.

When creating your job position, you must select the “default” option. When you are seeking to fill a low-wage position, you should invite all the job seekers matched within the first 30 days of advertisement to apply for the position if they have given two stars or more.

These are the methods of recruitment-

  • General employment websites
  • Online classified websites
  • Local, national and regional newspapers or newsletters
  • Participating at job fairs
  • Professional recruitment agencies
  • Recruitment within the company

If the two additional methods are online, they must have a unique value and reach different audiences.
Job advertisement duration
You must ensure two things-

  • That advertisement has occurred in the three months before submitting the labour market Impact Assessment Application
  • That the advertisement is there for at least four weeks within the three months before submitting a Labour Market Impact Assessment Application.

Job advertisement information
The job advertisement requires the following details-

  • Company’s name
  • Business address
  • Title of the position
  • Job duties
  • Terms of employment
  • The wage that includes performance pay or bonuses.
  • Location of work
  • Skills requirement which includes education and workplace.

Proof of advertisement
You must show that you have made efforts to recruit qualified Canadians and permanent residents by providing documents as proof of advertisement with your application-

  • A copy of the advertisement
  • Proof that the advertisement target an audience that is qualified has appropriate education and skills required.
  • Other proof such as an invoice from the job fair.
Wages offered to temporary foreign workers, and the permanent residents should be similar for the same job and work location, and within similar skills and work experience.

For the temporary foreign workerprogram, you must pay the prevailing wage which is defined as-

  • The median wage on Canadian job bank
  • The wage is within the wage range you are paying your current employees.

If the position requires additional skills, the wages offered should reflect the other requirements.

Variations to the wage requirements  

In certain cases, industry-specific wage rates have been identified and considered as the prevailing wage rate during the assessment of the application. These sectors have unique wage requirements-

  • Pharmacy students
  • Pharmacy interns
  • Program leaders, instructors
  • International medical graduates in Quebec
  • Maritime sector
Canadian law protects all the workers in Canada as well as temporary foreign workers against the exploitation of workers. Any kind of exploitation of temporary foreign workers is considered as a violation of Canadian human rights.

There is a ministry of labour that can provide information to assist employers and temporary foreign workers with issues related to work.
Two-year employment duration for meat processors pilot
In effect from December 2, 2019, Service Canada will begin accepting Labour market Impact Assessment application with a two-year employment duration for a position in meat processing.

To be eligible for this, you must be in the manufacturing of meat products. The position must fall under one of the following NOC codes-

  • Retail butchers (NOC B 6331)
  • Industrial butchers ( NOC C 9462)
  • Food processing labours ( NOC D 9617)

If the position is unionized, you must also get the union’s support for a two-year employment duration for the temporary foreign worker.You must also get their support for transitioning the foreign worker to permanent residence.

If the position is not unionized, you must make sure that the temporary foreign worker you are hiring attends an informative session on workplace rights and protections.

You must pay the transportation cost of temporary foreign workers to travel to their work location in Canada and to return to their country at the end of their work period.

You cannot recover the transportation costs from temporary foreign workers.

You must ensure that the temporary foreign worker you employ has an affordable housing facility. For the temporary foreign worker, Canada mortgage and Housing Corporation are used to determine the suitability and affordability of the housing for foreign workers.
You must ensure that the temporary foreign worker is feeling safe and secure in his/her workplace. You must ensure that-

  • Any private plan provides better or the same level of compensation to the workers
  • The same provider covers all employees
One must prepare an employment contract and you and the temporary foreign worker both have to sign it. It ensures that both parties are aware of their rights and obligations. The temporary foreign worker must sign this before coming to Canada.
English or French are the two languages that the temporary foreign worker must know as a job requirement in labour Impact Assessment application and job advertisement. However, you must justify the application if any other language is essential for the job.
If you are hiring foreign temporary workers for a position covered under a collective agreement, then-

  • Advertise and offer the same wage rate as mentioned in a collective agreement
  • Offer the temporary foreign worker the same wages as Canadian residents
  • Submit the copy of a selection of collective bargaining agreement on the wage structure.

We recommend that you must work with union representatives actively to recruit Canadians and permanent residents who are skilled and qualified.

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Please get in touch with us if you are looking forward to learn more about our company and services. We would be glad to hear from you.

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