MPNP Employer Services can support Manitoba businesses that have demonstrated a labour market need or are positioning their business to be more competitive in the global markets.
If your business has exhausted all local recruitment efforts or the recruitment of an overseas worker can demonstrate a significant benefit to a Manitoba based company and create additional opportunities for Canadians, MPNP Employer Services can assist in your overseas recruitment efforts providing you meet the eligibility criteria listed below.
1. Employer Eligibility Criteria
- be established in Manitoba for three years and is registered as a corporation, limited partnership or sole proprietorship
- have revenues of a minimum of $250,000 in the immediate three years preceding the application
- not currently be on the Employment and Social Development Canada/Service Canada suspension list
- not have been assessed a fine for breaking the rules of the Temporary Foreign Worker Program (TFWP) or the International Mobility Program
- be a commercial business and not a home-based business.
- have an established employer–employee relationship and the employee cannot be in a partnership or proprietor relationship (e.g. Owner-Operator in trucking industry, partnership in a restaurant) with the employer
- not work with Employment Agencies recruiting workers for placement with other employers
- not be seeking to sell their business or portions of their business
- have a positive history with Manitoba Immigration and Employment Standards (no systemic history of non-compliance) if previously worked with MPNP Employer Services.
Once you have determined your business meets the eligibility requirements, follow the five-step process.
Note: MPNP Employer Services 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
2. Position Criteria
- 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 prevailing wage for that occupation, 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 prevailing wage for that occupation, 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 the median prevailing wage rate for that position in that region
- Positions must be for long-term and full time employment and meet the wages and working conditions offered to citizens/permanent residents
- 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.
- temporary or seasonal;
- part-time employment (less than 30 hours per week)
- not based in Manitoba
3. Advertising Criteria
- 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 have advertised for the four preceding weeks prior to contacting MPNP Employer Services.
- Advertise continuously on the Government of Canada Job Bank
- Utilize 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).
- Work with Manitoba Start’s Job Matching Unit to post job ad on their website and provide proof of recent and on-going correspondence with the JMU
(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*, it offers 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
Additional Methods of Recruitment
Acceptable methods of recruitment for a job advertisement include:
- general employment websites
- employer career websites
- online classified websites (Indeed, Kijiji)
- 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
Each of the methods used must target a different underrepresented group:
- Indigenous persons;
- veterans; and/or
- persons with disabilities.
Job Ad Requirements:
All job ads must 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 median 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
For an overview of required employer and candidate criteria, click here.