The Employer Engagement Unit of Manitoba Immigration and Economic Opportunities can support Manitoba businesses that have demonstrated a labour market need or are positioning their business to be more competitive in the global markets.
Manitoba employers can determine if they are eligible to work with the Employer Engagement Unit by confirming their business meets the eligibility criteria and if the positions they are recruiting for have a positive impact on the local labour market.
By demonstrating, your business has exhausted all local recruitment efforts or where the recruitment of an internationally-experienced worker can demonstrate a significant benefit to a Manitoba based company and create additional opportunities for Canadians, the Employer Engagement Unit can assist in overseas recruitment efforts.
1. Determine Employer Eligibility
Eligible employers will be required to:
- Provide documents to show they have a business established in Manitoba and registered as a corporation, limited partnership or sole proprietorship;
- Prove they are not currently on the Employment and Social Development Canada/Service Canada suspension list;
- Prove they have not been assessed a fine for breaking the rules of the Temporary Foreign Worker Program (TFWP) or the International Mobility Program;
- Have been active in business in Manitoba for a minimum of three years immediately preceding the application; if the business is newly established, its impact must have a significant benefit to the province related to job creation and demonstrate sustainability in the labour market
- Be a commercial business and not a home based business.
- Have a positive history with Manitoba Immigration and Employment Standards – informs MPNP of changes to worker circumstances, no systemic history of non-compliance with the Employment Standards Code.
- Employment Agencies recruiting workers for placement with other employers are not eligible
- Employer is not seeking to sell their business or portions of their business to a foreign national
- Have an established employer–employee relationship and the employee cannot be in a partnership or proprietor relationship (i.e. Owner-Operator in trucking industry, partnership in a restaurant) with the employer
- Disclose third-party representatives providing assistance during the recruitment and immigration process; however, Employer
- Engagement will only communicate directly with the employer regarding the assessment of eligibility. The Integrity and Qualifications Assessment Unit may be called to assist where the assessment process requires additional document integrity clarification/review; and
- Have revenues of a minimum of $250,000 in the immediate three years preceding the application.
Once you have determined your business meets the eligibility requirements, follow the four-step process.
2. Position Eligibility
- Positions must reference the 2016 National Occupation Classification (NOC) List.
- If positions are NOC C or D and the wage rate is less than Manitoba’s median wage, the employer must consider additional factors to assist low wage earners, such as (but not limited to) access to affordable housing. Employers must also pay the fees for the TFW’s work permit ($155) and pay for the transportation costs (i.e airfare) of the TFW’s to the work location in Canada and back to their place of permanent residency (if required). In addition, if public transportation is not available in regional areas, the employer will provide reasonable access to transportation for a reasonable period of time until the worker can obtain their own means of transportation.
- If positions are NOC C or D and wages are less than Manitoba’s median wage, the employer must provide assistance in aspects of settlement by coordinating integration into the community. Settlement assistance can include, information on registering for MHSC, schooling (for children if applicable), banking, etc.
- Starting wages cannot not be less than $13.50 per hour
- Positions must be for long term full time employment and meet the wages and working conditions offered to citizens/permanent residents
- There is no training component to the position. Selected workers will be able to commence working in the position upon securing a work permit and arriving in Manitoba.
- The offer of employment is related to the assessed occupation of the internationally-experienced worker.
- The position(s) are urgently required by the Manitoba-based employer who has made the foreign worker a long term full time job offer in Manitoba.
- Position(s) require licensure or certification, the intended candidate must apply to the regulatory body to have their qualifications and skills assessed and/or pass an examination.
You cannot recruit for a position that is:
- temporary or seasonal;
- not based in Manitoba
3. Advertise for vacant positions
Recruitment is the process of finding and selecting qualified candidates. You must conduct local recruitment efforts to hire Canadians and permanent residents before offering a job to an internationally-trained worker.
Minimum Recruitment Requirements
Conduct at least three different recruitment activities:
- Advertise on the Government of Canada’s Job Bank.
- Conduct at least two additional methods of recruitment that are consistent with the occupation (targets an audience that has the appropriate education, professional experience and or skill level required for the occupation).
Each of the methods used must target a different underrepresented group:
- Indigenous persons;
- veterans; and/or
- persons with disabilities.
Job Match Service
Use the Job Match service for recruitment purposes when advertising a position on Job Bank.
The Job Match service allows you to see anonymous profiles of registered job seekers which correspond to the skills and requirements outlined in your job posting. Each match is rated using a star system of one to five stars. The more stars received by the match, the greater the compatibility between your advertised position and the anonymous job seeker.
Methods of Recruitment
Acceptable methods of recruitment for a job advertisement include:
- general employment websites
- employer career website
- online classified websites
- specialized websites which are dedicated to specific occupational profiles (for example, accounting, marketing, biotechnology, education, engineering)
- local, regional and national newspapers or newsletters
- local stores, places of worship, and community resource centres
- local, regional and provincial/territorial employment centres
- magazines and journals (for example, national journals or magazines,
- professional associations magazines, specialized journals)
- participation at job fairs
- partnering with training institutions or offering internships/bursaries
- professional recruitment agencies
- consultations with unions for available labour
- advertising through professional associations
- recruitment within the company (for example, considering internal candidates for the position)
- contacting schools and post-secondary institutions in your area
- Aboriginal Careers website
Manitoba Start connects businesses to a world-class workforce and offers intercultural supports that build workplace diversity. With pools of skilled, job-ready newcomers already in Manitoba* and offer employers quality staffing solutions, work placement programs and follow-up supports. Employers can speak with a job developer and submit a job posting to them for posting on their website. For more information, call 204-942-JOBS (5627) or e-mail email@example.com.
* Already have permanent residency and would not require a work permit
Job Advertisement Duration
Employers should be advertising continuously year round for vacant positions that are constantly in demand. For new positions identified as a result of a recent vacancy or business growth, employers should be advertising for a minimum of four consecutive weeks prior to contacting Employer Engagement. In addition, the advertising must be ongoing (at a minimum on the Job Bank) until someone is hired for the position.
The job advertisement should include:
- company operating name
- business address
- title of the position
- skills requirements (includes education and work experience)
- job duties (for each position, if advertising for more than one vacancy)
- terms of employment (project based, permanent position)
- wage (a wage range can be used for the purposes of complying with the advertisements; however the minimum wage in the range must meet prevailing
- wage rates
- benefits package offered (if applicable)
- location(s) of work (local area, city or town)
- contact information: telephone number, email address, fax number and mailing address