Employers of Canada who require an LMIA (Labor Market Impact Assessment) to hire international workers, must complete an advertising requirement.
The purpose of the advertising requirement is to show to the government of Canada that there are no eligible workers available in Canada to fulfill the job requirement. Employers must be satisfied with the guidelines which are set by the employment and social development of Canada.
To fulfill the advertising requirement, employers have to advertise all vacancies of job over the job market in Canada at least 4 weeks prior submit an application for LMIA.
Places for advertising job vacancies
Canadian employers have to demonstrate that they have used a minimum of three methods of requirements one of them has to be advertising on the job Bank of Canada’s website. The remaining two other methods can be selected from the given following:
- Websites of general employment.
- Websites of online classified.
- Exclusive websites which are particularly assigned for occupational profiles such as marketing, biotechnology, accounting, engineering, and education).
- Newspapers and newsletters.
- Resources center, local stores, and community.
- Journals and magazines.
- Territorial, provincial, local, and regional employment centers.
- Agencies requirements for professionals.
- Should participate in the job fair.
If there are two additional methods of recruiting online, they should each have specific value and reach different audiences. If employers place advertisements on more than one website of the same type, consolidated advertisements will only be considered as an additional method of recruitment.
Employers should ensure that they focus advertising efforts on groups in Canada that are under-represented, such as Indigenous peoples and people with disabilities.
Duration of job advertisement posting
Employers have to make sure that job advertisements are posted for at least 30 days. This 30-day period must be three months before the application submission of the LMIA. This means that applications submitted after a period of three months can be returned as incomplete, requiring the employer to complete a fresh advertising period of 30 days.
The search for eligible Canadians must continue at least one of the three recruitment activities until employers receive a positive or neutral LMIA from the government.
Advertisement Proof
Employers have to show that they are making efforts in hiring qualified workers from Canada by giving the given documents as a proof of advertisement:
- A duplicate copy of the advertisement and supporting information to show when, where, and duration of the advertisement.
- Employers have to give proof that the print media and websites are used in the advertisement to target the audience who are eligible for required skills.
- Employers have to show the roof of other advertising activities.
The ESDC states that employers must keep a record of the advertisement requirement for at least six years as employers will be asked to provide results from recruitment efforts.
Variation of the advertising requirements
In some circumstances, advertising requirements vary for specific positions and for particular provinces or territories. The posts whose advertisement requirements differ are listed below:
- Warranty Work
- Academics
- Camp Counsellors
- Collective Bargaining Agreement that stipulates Internal Recruitment
- Hiring by a Foreign Government
- Entertainment sector
- In-home Caregiver
- Seasonal Agricultural Workers
- On-farm Primary Agriculture
- Employer Association
- Certificate of selection from Quebec
Also, if your company or available position is eligible for Global Talent Stream (GTS), you can skip the advertising process and bring in skilled talent more quickly. This option is designed for employees in the technology sector. The processing standard of GTS is two weeks.
Getting workers to Canada can be a difficult process, so if you want to make your process easy you can take help from a Canadian lawyer for the Canadian work permit.
