ICS is a private immigration service provider for individuals wishing to immigrate to Canada. Our services include but are not limited to application review, document preparation and submission, and immigration consultation.
- 1166 Saint-Catherine St W, Montreal, QC H3B 1K1
- info@immigrationcanadaservices.com
- Mon - Fri 09:00 to 18:00
Our Services
Our Business
Free Online Assessment
OUR MISSION
OUR VISSION
PARTNERSHIPS
SERVICES OFFERED BY US
Recruitment
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.
Implementation
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
Our Reach
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.
Our Values
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.
Consult-knowing the needs
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.
Recruit- workforce recruitment
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.
Selection – workforce selection
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.
Delivery of workers
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.
Partner
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.
The Scopes of Our Services Include the Following But Not Limited to:
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;
Monitor work permit, visa and passport expiry dates as well as application statuses;
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 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)
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
Processing fee
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.
Use of Third-Party representatives
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.Business legitimacy
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.
Transition Plan
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.
Recruitment
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
Advertising through professional associations
Partnership with training institutions and providing internships
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
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
Job Duties and working Conditions
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
Workplace safety
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.
Language restriction
English and French are the two languages you can identify as a job requirement in your Labour market Impact Assessment application.
Unionized positions
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
Processing fee
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
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.
Use of Third-Party representatives
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.Business legitimacy
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.
Cap on the proportionof low-wage positions
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
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 should make sure that the job advertisement.
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 advertisements
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
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 worker program, 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
Job duties and working conditions
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.
Transportation
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.
Housing
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.
Healthcare safety
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
Employment contract
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.
Language restriction
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.
Unionized positions
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.