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F o r e i g n C r e d e n t i a l s r e F e r r a l o F F i C e
employers roadmapT o H I r I N G a N d r e Ta I N I N G I N T e r N aT I o N a l ly
T r a I N e d W o r K e r s
Ci4-16/2010E-PDF
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e m p l o y e r s r o a d m a p
Thi ubictin w b th aincf sct Cunci f th Fign Cnti
Referral Ofce of Citizenship and Immigration
Canada. The Foreign Credentials Referral Ofce
thnk ticint wh vi inut int
the development of the guide.
Th Employers Roadmap to Hiring and Retaining
Internationally Trained Workers i gui f
employers in small and medium-sized enterprises.
The roadmap is a practical resource for anyoneinvv in hiing, incuing buin wn,
human resources professionals, recruiters and
managers. While efforts have been made to
ensure the accuracy of information contained
in the document, it should be noted that the
information is subject to change. Resources cited
throughout the document are not exhaustive.
Minister of Public Works and Government Services Canada, 2010
Cat. no. Ci4-16/2010E-PDF
ISBN: 978-1-100-14776-5
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table oF Contents
eMPloYers roadMaP to Hiring and retaining
internationallY trained WorKers (itW)
1. Why H iy t Wk? . . . . . . . . . . . . . . . . . . . . . . . . . . . . 3
1.1 Finding workers in a changing labour market 3
1.2 The benets of hiring ITWs 3
13 shing u ucc 4
2. tp Pp f d Wk Fc . . . . . . . . . . . . . . . . . . . . . . . . . . . 5
21 pnning f iv wk fc 5
22 aing civ bi f ITW 5
2.3 The recruitment process 6
2.4 Dening the job to be done 7
2.5 Determining the importance of language skills 8
26 ding with cutu iffnc 8
27 lg cnitin 9
3. F iy t Wk . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 10
31 Fining ITW in Cn 10
32 Fining ITW uti f Cn 11
3.2.1 Federal Skilled Worker Program 11
3.2.2 Temporary Foreign Worker Program 12
3.2.3 Temporary Foreign Worker Program and international students 14
3.2.4 Canadian Experience Class 15
3.2.5 Provincial Nominee Program 1633 rt uc 19
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e m p l o y e r s r o a d m a p
4. a sc iy t Wk. . . . . . . . . . . . . . . . . . 214.1 Assessment 21
4.2 Assessment and verication of international credentials 22
4.3 Assessment and verication of competencies 23
44 lngug tn 23
4.5 Certication and licensure 24
46 succ fct in cting intntin tin wk 25
47 rt uc 25
5. i r iy t Wk . . . . . . . . . . . . . . . . 27
5.1 Bridge-to-work programs 275.2 Training, mentoring and career development 27
53 Uing u wk ki 29
54 Cting n incuiv wkc 29
55 evuting u ucc 30
56 rt uc 31
6. rc. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 32
Ntin ruc 32
rgin ruc 36
sct ruc 40
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1. WHY Hire internationallYtrained WorKers?
In this section you will nd information on:
1.1 Finding workers in a changing labour market
1.2 The benets of hiring ITWs
13 shing u ucc
1.1 Finding WorKers in a CHanging
labour MarKet
The Canadian-born work force is aging, baby
boomers are retiring and the number of young
wk nting th wk fc i cining
Many employers across the country are already
experiencing skilled labour shortages. Statistics
Cn ch inict tht bf th
middle of the next decade, almost all labour
force growth will come from immigration.
Many employers do not know that there are
ITW n wiing t wk in Cn Th
wh w uct n tin in
other countries and whose work experience was
gained outside of Canada. They may be:
immigrants;
refugees;
foreign students living in Canada;
citizens of other countries willing and able
to work in Canada; or
Canadians who trained or worked outside
f th cunt
As an employer, you may not be aware of the
ki n tnt tht ITW hv t ff, n
you may not know if and how intntin
skills and experience will transfer to the
Cnin wkc. You may also be unsure
about how to recruit these workers, or you may
anticipate difculties integrating them into
your organization.
1.2 tHe beneFits oF Hiring itW
You can benet in many ways from hiring and
retaining ITWs. They are often highly motivated
dedicated hard-working employees who can:
Hp m y .ski
Canadian-born workers are getting harder
to nd and, over the coming years, immi-
grants will play an increasingly signicant
in Cn bu fc
http://www.immigrantsandcareers.mb.ca/cdmb-newcomers/general/pages/home/http://www.immigrantsandcareers.mb.ca/cdmb-newcomers/general/pages/home/http://www.immigrantsandcareers.mb.ca/cdmb-newcomers/general/pages/home/http://www.immigrantsandcareers.mb.ca/cdmb-newcomers/general/pages/home/http://www.immigrantsandcareers.mb.ca/cdmb-newcomers/general/pages/home/http://www.immigrantsandcareers.mb.ca/cdmb-newcomers/general/pages/home/7/29/2019 Employers Roadmap
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e m p l o y e r s r o a d m a p
ic y cmp.mnITW hv th ki n tnt t h
your organization compete in the global
marketplace.
Hp p w mk. ITWs may
k ngug n hv knwg f
cutu tht cn h u v nw
local and global markets.
Mk y z m ffc.
ITW cn bing fh ctiv int
your organization, stimulating new thinking
and introducing more effective ways ofing buin
Cc y wh h wk
z. ITWs may be able to
link you to other prospective employees and
cnnct u buin t ufu ntin
or international organizations.
1.3 sHaring Your suCCess
Cnin cit i incing iv, n
the labour market is increasingly multicultural.
Intgting ITW int u wk fc
acknowledges the context in which your
organization operates and enhances the
cit in which u iv
You can contribute to your corporate image and
u cit b hing u ucc n
building on them
rp hw itW h c
y wkpc. Cbt u ucc
with stories in company newsletters,
press releases to community or trade
ubictin, t t hh
sh wh y h fm
c wk wh itW.
Cntibut bt ctic c tui
t u inut citin ct
cunci off t k t inut
workshops, community group meetings
or immigrant-serving organizations.
C wk wh c
y c tht
seek to improve skills training and foreign
credential recognition programs.
http://www.canadastop100.com/immigrants/http://www.canadastop100.com/immigrants/http://www.canadastop100.com/immigrants/http://www.canadastop100.com/immigrants/http://www.canadastop100.com/immigrants/7/29/2019 Employers Roadmap
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In this section you will nd information on:
21 pnning f iv wk fc
22 aing civ bi f ITW
2.3 The recruitment process
2.4 Dening the job to be done
2.5 Determining the importance of
ngug ki
26 ding with cutu iffnc
27 lg cnitin
2.1 Planning For a diverse
WorK ForCe
F pp kp hm
y wkpc h wcmy.
As an employer, you already engage in work-
force planning that includes:
determining job standards;
recruiting, orienting and training staff;
managing and evaluating staff; and
complying with the laws of the land.
Y c ccfy h ITW b
tailoring these activities to meet their needs.
Provide detailed job information and reach
ut t wi ng f tnti cuit
Become familiar with and use availablet n vic tht cn h u
international qualications.
Participate in bridge-to-work and mentoring
programs that include ITWs.
Get involved in language and job or skills
tining
Implement diversity and integration
programs.
2.2 addressing PerCeived barriersFor itW
t c h pp y ,
p y : w h
w.
ITWs face many barriers when theyre looking
for suitable employment.
2. tiPs on PreParing Fora diverse WorK ForCe
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e m p l o y e r s r o a d m a p
Y c k p fy mh in your recruitment, assessment
n ctin c
Make sure everyone involved in hiring is
w f th vu f intntin ki
n cnti
Provide diversity and cross-cultural training
to all employees, including those involved
in hiing
Focus on the skills and job experience of
th cnit th thn n wh th
came from or where they gained their
education and experience.
Outline the selection and interview process
in your job postings.
When advertising jobs, let workers know
tht u vu intntin cnti
and competencies.
Let potential candidates know that your
wkc i incuiv n tht it
welcomes diversity.
Post health, safety and employment
standards in multiple languages to make
employees feel welcome.
For background information on cultures around
the world, see Citizenship and Immigration
CnCultural Proles Project
2.3 tHe reCruitMent ProCess
W h p f h ? ac
h p c
h qfc fy ccy.
There are four steps in any recruitment process:
dening the job;
nding candidates;
assessing candidates credentials and
experience; and
selecting a candidate.
These steps are closely linked: how you dene
the job will affect the candidates you nd,
th w u thi biiti n u
nal selection.
imp y cm pc b king
three important points in mind.
Focus on what it takes to do the job. This
is what matters most.
Dont underestimate international
credentials and experience because they
are unfamiliar.
Be aware of barriers related to international
credentials, Canadian work experience and
ngug ki
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Mk m ffc m. If u ntknow how international qualications compare
to Canadian credentials, base your assessment
on other criteria. Consider asking candidates to:
describe their years of experience in a eld
or job, or in performing specic tasks;
explain their skills or demonstrate them in
practical tests; and
demonstrate their knowledge through
written examinations.
You can also turn to the many organizationsn uc tht cn h u n
verify international credentials. Some of
these resources are specic to a sector or
an occupation; others are more general.
2.4 deFining tHe job to be done
Your job description determines the sort of
cnit u k f n th n u
eventually hire. You can write more effective
job descriptions by:
Dening the k q f
h .Th ki vi th funtin
for learning and make it possible for
people to grow in their jobs and adapt to
wkc chng
Dening the duties, responsibilities andh qm f h .
The National Occupational Classication
(NoC) can help you dene the main
duties or responsibilities, employment
requirements and titles for a wide
ng f ccutin
u fm y
y. mn inuti hv v
ntin tn tht cn h u
vut wk
F ccp, cy
the licencing or certication required by
w.In some circumstances, it may be
ib t hi t w v f
nibiit n h th cnit btin
the required licencing while on the job. If
so, make this clear in your job postings.
http://www.hrsdc.gc.ca/eng/workplaceskills/essential_skills/general/home.shtmlhttp://www.hrsdc.gc.ca/eng/workplaceskills/essential_skills/general/home.shtmlhttp://www5.hrsdc.gc.ca/noc/http://www5.hrsdc.gc.ca/noc/http://www5.hrsdc.gc.ca/noc/http://www5.hrsdc.gc.ca/noc/http://www.hrsdc.gc.ca/eng/workplaceskills/essential_skills/general/home.shtml7/29/2019 Employers Roadmap
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e m p l o y e r s r o a d m a p
F - ccp, cvoluntary certication that may apply.
If u f cnit wh hv thi
certication, make this clear in your
job postings.
ak f wk pc
f C wk pc.
For many jobs, relevant work experience is
what matters, not the country where the
wk w n
2.5 deterMining tHe iMPortanCeoF language sKills
Fc h cmmc
qm f h . H h
cmmc k f h c.
As an employer, you may be concerned that
ITWs are not procient enough in either
English or French to communicate effectively
in th wkc
Communication is important, but before you
cnit ngug ki, cnithe following:
Wh k y f
h ?Some jobs may not require a high
level of language prociency, while others
may need specic job-related language
biiti
Wk k c cmthugh ngug tining
on-the-job experience.
d f y cc. Some ITWs
may be very procient in English or French
but k with n ccnt u iffnt
vocabulary. Dont attach too much
importance to these supercial aspects
of communication.
Keep in mind that some positions require
minimal communication skills. Consider lling
th itin with cnit wh tilearning how to speak uent English or French.
2.6 dealing WitH Cultural
diFFerenCes
b h ffc w c
ch y wkpc.
You may wonder whether a worker from a
different cultural background will t in and
be able to do his or her job. You may be
concerned about how other employees willct t n intct with ITW
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yu cn th cncn b ingyour workplace to embrace diversity. Here are
some points to keep in mind.
Your assessment and selection process
should be designed to help you determine
if the worker can do the job regardless of
cutu bckgun
You can provide training in cross-cultural
communications to all your employees,
incuing ITW
Cultural differences can be bridged.Exposure to different cultures can be
niching
An inclusive workplace benets everyone.
2.7 legal Considerations
In Cn, f n vinci w tct
employers and workers. Laws set minimum
wg v, hth n ft tn n
hours of work. Human rights laws protect
employees from unfair treatment based on their
sex, age, race, religion or disability.
Familiarize yourself with these laws: they apply
t intntin tin wk yu hu
b w f n vinci w tht vi
itin tctin f fign wk
Fwing th w cn h nu tht
talented staff remain dedicated and loyal to
your organization.
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e m p l o y e r s r o a d m a p
In this section you will nd information on
the following:
31 Fining ITW in Cn
32 Fining ITW uti f Cn
3.2.1 Federal Skilled Worker Program
3.2.2 Temporary Foreign Worker Program
3.2.3 Temporary Foreign Worker Program
n intntin tunt
3.2.4 Canadian Experience Class
3.2.5 Provincial Nominee Program
33 rt uc
3.1 Finding itW in Canada
itW C h h k
pc y , h
my wy f hm.
th m f pc
c,including the following:
Immigrant-serving organizationsh
immigrants and newcomers settle in
Canada. These organizations can put you in
touch with the newcomers they serve.
d k chb wbit wh
agencies post ITW proles. Some also allow
employers to post jobs.
svic Cn Jb Bnk i f,
easy-to-use, online job listing and
recruitment service that connects
workers and employers across the
cunt
empy,including Canadian-born staff,
cn ftn f u t ITW
ac wk may have
programs aimed at placing internationally
trained workers in employment.
j fcn bing u fc t fc with
promising candidates in your region,
community or sector. You can join a job
fair as a participating employer.
u cprovide many
services, including bridge-to-work programs
and placement services that connect ITWswith employers.
3. Finding internationalYtrained WorKers
http://www.cic.gc.ca/english/resources/publications/welcome/wel-20e.asphttp://www.cic.gc.ca/english/resources/publications/welcome/wel-20e.asphttp://www.jobbank.gc.ca/intro_eng.aspxhttp://www.jobbank.gc.ca/intro_eng.aspxhttp://www.cic.gc.ca/english/resources/publications/welcome/wel-20e.asp7/29/2019 Employers Roadmap
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3.2 Finding itW outside oF Canada
t h f , y m
hh f f
pc mm pm.
This section is intended to provide you with
a quick overview of a variety of immigration
programs. It covers your responsibilities
as an employer or sponsor and provides
background information on the
responsibilities of the immigrant.
It is important that you do further
ch int u nibiiti if uchoose to support the immigration of an
ITW t Cn thugh n f th
immigration streams.
3.2.1 Federal sKilled WorKer PrograM
Th Federal Skilled Worker Program i f
foreign citizens who wish to immigrate to
Canada or become permanent residents of
th cunt
Wh y kw
The program uses six selection factors to
assess applications: education, language
skills, experience, age, arranged
employment and adaptability. Each factor
is allotted a maximum number of points,
and applicants must obtain at least
67 int in t quif f Cnin
immigration (permanent resident) visa.
Some countries require that their citizens
meet certain conditions to work abroad.
ak th fign wk t vif if
itin cnitin in hi
h cunt yu cn cntct th
cunt cnut in Cn viit
its website for more information.
http://www.cic.gc.ca/english/immigrate/skilled/index.asphttp://www.cic.gc.ca/english/immigrate/skilled/index.asphttp://www.cic.gc.ca/english/immigrate/skilled/index.asphttp://www.cic.gc.ca/english/immigrate/skilled/index.asphttp://www.cic.gc.ca/english/immigrate/skilled/index.asphttp://www.immigration-quebec.gouv.qc.ca/en/immigrate-settle/refugees-other/refugee-recognized/obtaining-csq.html7/29/2019 Employers Roadmap
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e m p l o y e r s r o a d m a p
If you plan to hire skilled workers forpermanent positions and support their
immigration, you can improve their
chnc f bing v b ing f
an arranged employment opinion (AEO)
from Human Resources and Skills
Development Canada.
o Note that Citizenship and Immigration
Cn cni aeo whn viwing
applications for permanent residence,
but tht n aeo nt gunt
that a work permit will be issued.
3.2.2 teMPorarY Foreign
WorKer PrograM
The federal governments Temporary Foreign
Worker Program w u t hi igib
intntin tin wk t wk in
Canada for an authorized period of time.
bf y c,you must
demonstrate that you are unable to nd
Canadians or permanent residents to ll
the jobs, and that the entry of new foreignworkers will not have a negative impact on
the Canadian labour market.
i m c, h f p in hiring a temporary foreign
worker from outside Canada.
o The number of steps will depend on the
specics of the job offer, and on the
foreign workers country of citizenship
and last place of permanent residence.
stePs For eMPloYers
http://www.cic.gc.ca/english/work/employers/index.asphttp://www.cic.gc.ca/english/work/employers/index.asphttp://www.cic.gc.ca/english/work/employers/index.asphttp://www.cic.gc.ca/english/work/employers/index.asphttp://www.cic.gc.ca/english/work/employers/index.asphttp://www.cic.gc.ca/EnGLIsh/work/employers/tfw-units.asphttp://www.cic.gc.ca/english/work/employers/index.asp7/29/2019 Employers Roadmap
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stePs For Foreign WorKers
steP 3: CoMPlete tHe WorK PerMit
aPPliCation
M f wk c m
ppy f wk pm from Citizenship and Immigration Canada before
th cn wk in Cn
Work permits are not required for all job
ctgi Chck Jb tht nt qui
work permit bf u vi cnit
but ing
Some countries do not require their citizens
to obtain visas to enter Canada on a tempo-
bi Chck Cunti n titiwhose citizens require visas in order to
nt Cn viit f it tht
covers all temporary visa types.
th pc f cq h
cm my ff ning n th vi
ofce contacted. The foreign worker must
submit applications to the applicable visa ofce
the ofce that serves his or her country of
igin, th cunt in which h h g
i f t t n
To nd the applicable visa ofce, go to
Wh t n u ictin
Nt tht icnt wking in
Canada temporarily should submit their
applications to the visa ofce in
Buff, Nw yk
ifm h wk w p
usually includes:
information concerning his or her identity;
a copy of the job offer or signedemployment contract;
the labour market opinion;
photographs of himself or herself and any
accompanying family;
proof of his or her present immigration
status;
http://www.cic.gc.ca/english/work/apply-who-nopermit.asphttp://www.cic.gc.ca/english/work/apply-who-nopermit.asphttp://www.cic.gc.ca/english/work/apply-who-nopermit.asphttp://www.cic.gc.ca/english/work/apply-who-nopermit.asphttp://www.cic.gc.ca/EnGLish/visit/visas.asphttp://www.cic.gc.ca/EnGLish/visit/visas.asphttp://www.cic.gc.ca/EnGLish/visit/visas.asphttp://www.cic.gc.ca/EnGLish/visit/visas.asphttp://www.cic.gc.ca/EnGLish/visit/visas.asphttp://www.cic.gc.ca/english/information/offices/apply-where.asphttp://www.cic.gc.ca/english/information/offices/apply-where.asphttp://www.cic.gc.ca/english/information/offices/apply-where.asphttp://www.cic.gc.ca/EnGLish/visit/visas.asphttp://www.cic.gc.ca/english/work/apply-who-nopermit.asphttp://www.hrsdc.gc.ca/eng/workplaceskills/foreign_workers/temp_workers.shtml7/29/2019 Employers Roadmap
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e m p l o y e r s r o a d m a p
a medical examination; and a criminal background check.
An application fee will be collected from the
icnt
steP 4: obtain tHe WorK PerMit FroM
tHe Canada border serviCes agenCY
oFFiCer at a Port oF entrY
Th Cn B svic agnc (CBsa)
grants foreign workers their work permits at
t f nt
Workers may be denied a work permit
or entry into Canada if the CBSA ofcer
believes that they do not meet the
requirements of the Immigration and
rfug ptctin act
3.2.3 teMPorarY Foreign WorKerPrograM and international
students
TwTemporary Foreign Worker Programs
w u t hi intntin tunt t
wk in Cn
off-Cmp Wk Pm Pm
ThOff-Campus Work Permit Programw
certain foreign students to work off campus
while completing their studies.
To qualify, students must be enrolled at
participating publicly funded post-secondary
uctin intitutin in v
programs at eligible privately funded
intitutin
Students must apply for and receive work
permits before they can begin to work
off campus.
o Work permits authorize students to
wk u t 20 hu wk uing
regular academic sessions, and full-
time during scheduled breaks, such as
summer holidays and spring break.
http://www.cic.gc.ca/english/department/laws-policy/index.asphttp://www.cic.gc.ca/english/department/laws-policy/index.asphttp://www.cic.gc.ca/english/department/laws-policy/index.asphttp://www.cic.gc.ca/english/department/laws-policy/index.asphttp://www.cic.gc.ca/english/department/laws-policy/index.asphttp://www.cic.gc.ca/english/work/employers/index.asphttp://www.cic.gc.ca/english/work/employers/index.asphttp://www.cic.gc.ca/english/work/employers/index.asphttp://www.cic.gc.ca/english/study/work-offcampus.asphttp://www.cic.gc.ca/english/study/work-offcampus.asphttp://www.cic.gc.ca/english/study/work-offcampus.asphttp://www.cic.gc.ca/english/study/work-offcampus.asphttp://www.cic.gc.ca/english/work/employers/index.asphttp://www.cic.gc.ca/english/department/laws-policy/index.asp7/29/2019 Employers Roadmap
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P-g Wk Pm PmUn th Post-Graduation Work Permit Program
(PGWPP), employers may hire international
students who have graduated from participating
Canadian post-secondary institutions.
They can work for up to three years, in jobs
related to their elds of study, without the
need for the employer to obtain an LMO.
Graduated students who have worked
under the PGWPP may be eligible for
permanent residence under the CanadianExperience Class stream of immigration
cib bw
3.2.4 Canadian exPerienCe Class
ThCanadian Experience Class (CEC)program
allows temporary foreign workers and graduated
international students to apply for permanent
inc
t qfy, the candidates must:
o intend to live outside Quebec;
o be either:
n temporary foreign workers with at
least two years of full-time (or
equivalent) skilled work experience
in Cn,
n foreign graduates from a Canadian
post-secondary institution with at
least one year of full-time (or
equivalent) skilled work experience
in Canada;
o Have gained their experience in
Cn with th wk tu
authorization; and
a whi wking in Cn withinn f ving Cn
http://www.cic.gc.ca/english/study/work-postgrad.asphttp://www.cic.gc.ca/english/study/work-postgrad.asphttp://www.cic.gc.ca/english/study/work-postgrad.asphttp://www.cic.gc.ca/english/study/work-postgrad.asphttp://www.cic.gc.ca/english/immigrate/cec/apply-how.asphttp://www.cic.gc.ca/english/immigrate/cec/apply-how.asphttp://www.cic.gc.ca/english/immigrate/cec/apply-how.asphttp://www.cic.gc.ca/english/immigrate/cec/apply-how.asphttp://www.cic.gc.ca/english/study/work-postgrad.asp7/29/2019 Employers Roadmap
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e m p l o y e r s r o a d m a p
t c f pmcun th CeC, th cnit
work experience must fall within one of the
fwing Cnin Ntin occutin
Classication (NOC) categories:
o Skill Type 0 (managerial occupations);
o Skill Level A (professional occupations);
ski lv B (tchnic ccutin n
ki t)
C thi Cninskilled work experience, their prociency
in engih Fnch, n thi Cnin
post-secondary credential (if applicable).
3.2.5 ProvinCial noMinee PrograM
Th Provincial Nominee Programw
provinces and territories to nominate immigrants
wh wi tt within thi buni n
contribute to their economic development.
You can help foreign workers succeed by
advising them on the process.
stePs For Foreign WorKerssteP 1: aPPlY For ProvinCial
noMination
Workers who choose to immigrate to Canada
as provincial nominees must rst apply to
th vinc wh th wih t tt n
complete the provincial nomination process.
Each jurisdiction has its own criteria, so
intt wk hu viit th
it wbit
abt
British Columbia
mnitb
Nw Bunwick
Nwfunn n lb
Nthwt Titi
Nv scti
onti
pinc ew In
sktchwn
yukn
http://www5.hrsdc.gc.ca/noc/http://www5.hrsdc.gc.ca/noc/http://www5.hrsdc.gc.ca/noc/http://www5.hrsdc.gc.ca/noc/http://www5.hrsdc.gc.ca/noc/http://www.cic.gc.ca/english/immigrate/provincial/apply-who.asphttp://www.cic.gc.ca/english/immigrate/provincial/apply-who.asphttp://www.cic.gc.ca/english/immigrate/provincial/apply-who.asphttp://www.albertacanada.com/immigration/immigrate/ainp.htmlhttp://www.welcomebc.ca/en/index.htmlhttp://www2.immigratemanitoba.com/browse/index.htmlhttp://beinthisplace.ca/ImmigratingandSettling.aspxhttp://www.nlpnp.ca/http://www.iti.gov.nt.ca/businesseconomicdevelopment/nwtnomineeprogram.shtmlhttp://www.novascotiaimmigration.com/http://www.ontarioimmigration.ca/english/pnp.asphttp://www.gov.pe.ca/ial/index.php3?number=64578&lang=Ehttp://www.immigration.gov.sk.ca/http://www.immigration.gov.yk.ca/ynp_overview.htmlhttp://www.immigration.gov.yk.ca/ynp_overview.htmlhttp://www.immigration.gov.sk.ca/http://www.gov.pe.ca/ial/index.php3?number=64578&lang=Ehttp://www.ontarioimmigration.ca/english/pnp.asphttp://www.novascotiaimmigration.com/http://www.iti.gov.nt.ca/businesseconomicdevelopment/nwtnomineeprogram.shtmlhttp://www.nlpnp.ca/http://beinthisplace.ca/ImmigratingandSettling.aspxhttp://www2.immigratemanitoba.com/browse/index.htmlhttp://www.welcomebc.ca/en/index.htmlhttp://www.albertacanada.com/immigration/immigrate/ainp.htmlhttp://www.cic.gc.ca/english/immigrate/provincial/apply-who.asphttp://www5.hrsdc.gc.ca/noc/7/29/2019 Employers Roadmap
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steP 2: obtain and CoMPlete tHe
ForMs in tHe PerManent residenCe
aPPliCation PaCKage
After workers have been nominated by a
province or territory, they have to make a
separate application to Citizenship and
Immigration Canada for permanent residence.
Th Application for Permanent Residence: Guide
for Provincial Nominees ckg incu napplication guide and all the forms that need to
be lled out.
The applicant should print the following forms
from the website and carefully follow the
instructions for lling them out. All questions
should be answered carefully, completely and
truthfully, and the forms must be signed.
Application for Permanent Residence in Canada
Schedule 1: Background/Declaration
Schedule 4: Economic Classes: Provincial
Nominees
Additional Family Information
Use of anImmigration RepresentativeThis form is for foreign workers who get
advice and assistance from immigration
nttiv Uing nttiv i
n chic Th i uu f f
thi vic
steP 3: CHeCK tHe aPPliCation
beFore subMitting it
The foreign worker must make sure the applica-
tion is completed correctly, and that all the
necessary supporting documents are included.
There is a helpful checklist in the
Application for Permanent Residence:
Guide for Provincial Nominees
steP 4: subMit tHe aPPliCation to
tHe CorreCt visa oFFiCe
The foreign worker must submit applications to
the applicable visa ofce the ofce that
v hi h cunt f igin, th
cunt in which h h g i f t
t n
To nd the applicable visa ofce, go to
Wh t n u ictin
Nt tht icnt wking in
Canada temporarily should submit their
applications to the visa ofce in
Buff, Nw yk
http://www.cic.gc.ca/english/immigrate/provincial/apply-application.asphttp://www.cic.gc.ca/english/immigrate/provincial/apply-application.asphttp://www.cic.gc.ca/english/immigrate/provincial/apply-application.asphttp://www.cic.gc.ca/english/immigrate/provincial/apply-application.asphttp://www.cic.gc.ca/english/information/representative/index.asphttp://www.cic.gc.ca/english/information/representative/index.asphttp://www.cic.gc.ca/english/information/representative/index.asphttp://www.cic.gc.ca/english/immigrate/provincial/apply-application.asphttp://www.cic.gc.ca/english/immigrate/provincial/apply-application.asphttp://www.cic.gc.ca/english/immigrate/provincial/apply-application.asphttp://www.cic.gc.ca/english/information/offices/apply-where.asphttp://www.cic.gc.ca/english/information/offices/apply-where.asphttp://www.cic.gc.ca/english/information/offices/apply-where.asphttp://www.cic.gc.ca/english/immigrate/provincial/apply-application.asphttp://www.cic.gc.ca/english/information/representative/index.asphttp://www.cic.gc.ca/english/immigrate/provincial/apply-application.asp7/29/2019 Employers Roadmap
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e m p l o y e r s r o a d m a p
steP 5: PaY tHe aPPliCable Fees
Th fign wk hu viit th pvinci
Nominee Program Citizenship and Immigration
Cn website to determine the fees that will
have to be paid. Information on how to pay fees
i incu in th intuctin
a pc f f fign wk n
their dependants must be paid when the
application is submitted.
Thi f i nt funb, vn if th
ictin i nt v
a rh f Pm rc f f
applicants and accompanying spouses or
common-law partners may apply.
Th f hu nt b i unti th
application is processed, but must be
paid before Citizenship and Immigration
Canada issues a permanent resident
vi Thi f i funb if th
fign wk cnc th ictin,
if th ictin i nt v, if
th wk nt u th vi
oh c may include fees for a medical
examination, a police certicate and
ngug tting
o Medical examinations must be carried
out at pre-specied locations. The list
of authorized doctors, organized by
cunt, tit gin, i incu
in th Application for Permanent
Residence: Guide for Provincial
Nominees
http://www.cic.gc.ca/english/immigrate/provincial/apply-who.asphttp://www.cic.gc.ca/english/immigrate/provincial/apply-who.asphttp://www.cic.gc.ca/english/immigrate/provincial/apply-who.asphttp://www.cic.gc.ca/english/immigrate/provincial/apply-who.asphttp://www.cic.gc.ca/english/immigrate/provincial/apply-who.asphttp://www.cic.gc.ca/english/immigrate/provincial/apply-who.asphttp://www.cic.gc.ca/english/immigrate/provincial/apply-application.asphttp://www.cic.gc.ca/english/immigrate/provincial/apply-application.asphttp://www.cic.gc.ca/english/immigrate/provincial/apply-application.asphttp://www.cic.gc.ca/english/immigrate/provincial/apply-application.asphttp://www.cic.gc.ca/english/immigrate/provincial/apply-application.asphttp://www.cic.gc.ca/english/immigrate/provincial/apply-application.asphttp://www.cic.gc.ca/english/immigrate/provincial/apply-who.asp7/29/2019 Employers Roadmap
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http://www.cic.gc.ca/english/immigrate/provincial/apply-who.asphttp://www.cic.gc.ca/english/study/work-postgrad.asphttp://www.cic.gc.ca/english/study/work-offcampus.asphttp://www5.hrsdc.gc.ca/noc/http://www.jobbank.gc.ca/intro_en.aspxhttp://www.cic.gc.ca/english/resources/publications/welcome/wel-20e.asphttp://www.cic.gc.ca/english/immigrate/skilled/index.asphttp://www.hrsdc.gc.ca/eng/workplaceskills/essential_skills/general/home.shtmlhttp://www.cic.gc.ca/EnGLish/immigrate/cec/index.asp7/29/2019 Employers Roadmap
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e m p l o y e r s r o a d m a p
continued
tmpy F Wk Pm Czhp imm C (Pan-Canadian)
Information about the requirements and conditions for hiring temporary foreign workers.
http://www.cic.gc.ca/english/work/employers/index.asp
t f Wkpc e sk Hm rc sk dpm C
(Pan-Canadian)
Tests and training for three essential skills: reading text, document use and numeracy.
http://www.towes.com/home.aspx
Wk Pm emp Czhp imm C (Pan-Canadian)Information on job categories that may not require work permits.
http://www.cic.gc.ca/english/work/apply-who-nopermit.asp
http://www.cic.gc.ca/english/work/employers/index.asphttp://www.towes.com/home.aspxhttp://www.cic.gc.ca/english/work/apply-who-nopermit.asphttp://www.cic.gc.ca/english/work/apply-who-nopermit.asphttp://www.towes.com/home.aspxhttp://www.cic.gc.ca/english/work/employers/index.asp7/29/2019 Employers Roadmap
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4. assessing and seleCtinginternationallY trained WorKers
In this section you will nd information on
the following:
4.1 Assessment
4.2 Assessment and verication of international
cnti
4.3 Assessment and verication of
competencies
44 lngug tn
4.5 Certication and licensure
46 succ fct in cting intntin
tin wk
47 rt uc
4.1 assessMent
Mk h chc wh f
cc m pc.
As an employer, you have experience in
assessing the qualications of candidates for
a job. You know that accurately measuring
competencies, skills and language abilities is
the key to selecting candidates who meet the
job requirements.
You can improve your assessment process by
nuing tht it i fi, ccut n quitb
for all workers, including ITWs:
develop assessment criteria based on a good
job description; recognize the value of international creden-
tials and experience;
focus on the skills, behaviours and knowl-
edge required for the job; and
address barriers for ITWs.
The assessment process should also address any
certication requirements.
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e m p l o y e r s r o a d m a p
4.2 assessMent and veriFiCationoF international Credentials
F cfc, pm
my q C
c. i py f .
C m c cn
foreign credentials such as certicates,
diplomas and degrees and tell you how they
compare to Canadian standards. You can nd
some of these agencies through the Cnin
Information Centre for International
Cnti
yu cn h intntin tin wk b
uing th gnci, u cn k tnti
employees to have their credentials assessed
as part of their job applications.
oh c
Some regulatory bodies provide advice
and assistance on recognizing foreign
cnti
Some sectors have voluntary certicationsystems that can be used to assess the
biiti f intntin tin wk
in non-regulated occupations.
Prior Learning Assessment Recognition(PLAR) services are available at many
cg n intitut
o PLAR is the identication and
measurement of skills and knowledge
acquired outside of formal educational
intitutin Th plar c cn
establish competency equivalencies for
ki n knwg gin uti f
Canada and determine eligibility to
cti in t fin
http://www.cicic.ca/415/credential-assessment-services.canadahttp://www.cicic.ca/415/credential-assessment-services.canadahttp://www.cicic.ca/415/credential-assessment-services.canadahttp://www.cicic.ca/415/credential-assessment-services.canadahttp://www.cicic.ca/415/credential-assessment-services.canadahttp://www.cicic.ca/415/credential-assessment-services.canada7/29/2019 Employers Roadmap
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4.3 assessMent and veriFiCationoF CoMPetenCies
Fc pfmc f wk
wh c really h .
Competency refers to the scope of skills,
knowledge and abilities needed to perform
specic tasks and duties. You can benet by
using competency-based testing to assess all
candidates for a job.
tp m cmpc
Mk f ccp
, which hv bn v b
ct cuncin fin citin
for many industries. You can assess the
competencies of ITWs against these
standards for specic occupations.
u h t f Wkpc e sk
(toWes) to assess entry-level skills. TOWES
uses workplace documents to accurately
measure the essential skills needed for safe
and productive employment. Sector-specic
TOWES assessments are also available. A
ntin ntwk f cg c Cn
conducts TOWES assessments.
dp pcc wh p.
p ign ctic tt w u
to see the candidate in action and assess
hi h ctu biiti
ocm cmpc wk pc. When advertising a job,
explicitly say that you recognize and value
experience gained outside of Canada.
Hp c m h cc
qm. If a job is regulated and
workers must have Canadian work
experience to be licenced, consider
cuiting cnit t w v unti
their licensure requirements are met.
4.4 language standards
Mk y h m ffc: fy
h k y , h
y c f.
ThCentre for Canadian Language Benchmarks
has developed national standards for measuring
the English or French language prociency of
adult immigrants and prospective immigrants.
You can use these standards to help dene
language requirements for job descriptions.
sv ct cunci, ntin citin
n gut bi hv v
sectoral or occupation-specic language testing
and training materials. You can nd links to
iniviu ct cunci t th ainc f
sct Cunci
http://www.councils.org/http://www.councils.org/http://www.cicic.ca/en/profess.aspx?sortcode=2.19.21.21http://www.towes.com/http://www.towes.com/http://www.towes.com/http://www.towes.com/http://www.language.ca/http://www.language.ca/http://www.language.ca/http://www.councils.org/http://www.councils.org/http://www.councils.org/http://www.councils.org/http://www.councils.org/http://www.language.ca/http://www.towes.com/http://www.cicic.ca/en/profess.aspx?sortcode=2.19.21.21http://www.councils.org/7/29/2019 Employers Roadmap
26/434
e m p l o y e r s r o a d m a p
tp dm h k f
h .Some jobs may require a high level
of language skills, while others may not.
Cni cting wk wh nt
speak uent English or French for positions
where basic language skills are sufcient.
ty cm wh
c.U in ngug, f f
jargon and slang, in your job postings and
ads. Consider casting a wider net by
vtiing in ngug th thn engihor French, especially for jobs that do not
qui high v f ki in th
ngug
g c m pp f
w. Keep in mind that a candidate
may be nervous during a job interview and
his or her language skills may appear worse
thn th mk wnc n giv
cnit vnc ntic f intviw
tht th cn
Cc wh h ppc y. Candidates may be procient in
engih Fnch but k with n ccnt
or express themselves differently. Make
wnc n t t fcu n th cntnt
Keep in mind that a good candidates
language skills can be improved through
training or on-the-job experience.
4.5 CertiFiCation and liCensure
Hp wk cq cc
cfc c,
-m mpy.
The job you are trying to ll may be in a
gut ccutin tht qui icnc t
cti If icncing qui Cnin wk
experience, consider hiring candidates at lower
levels until they meet the licensure require-
ments of the job for which they applied.
If the job you are trying to ll is not a regulated
occupation, you may be interested in voluntary
certication to establish job prociency.
Remember to communicate this preference to
candidates at the beginning of the job process.
rgut bi n fin citin
provide many resources on credential
assessment. Some industries have also
developed certication tools.
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4.6 suCCess FaCtors in seleCtinginternationallY trained
WorKers
F h c p
p, f pc.
Having good job descriptions, good recruitment
ctic n fi, quitb n ccut
assessment processes will give you the tools you
need to select the best workers for the job.
You may want to make a specic commitment
to hiring ITWs for your organization. You can
also allocate a number of positions to work
transition programs.
Other success factors include these approaches:
Be clear about how you will make the nal
ctin
Use a consistent, equitable set of criteria
for similar positions. For example, create an
vutin tb t u f ch cnit
t nu cnitnc
Base your selection on an assessment
process that recognizes the value and
tnfbiit f intntin ki n
cnti
Consider all aspects of a candidates prole,
bncing n cn
To ensure a fair and equitable selection
process, invite a human resources advisor
hi cnutnt t it in th
intviw c
When rejecting applicants, explain clearly
n hnt wh d nt ck f
Canadian experience if it is not the
n
http://www.cicic.ca/415/credential-assessment-services.canadahttp://www.capla.ca/http://www.councils.org/7/29/2019 Employers Roadmap
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e m p l o y e r s r o a d m a p
continued
C f C l bchmk (CClb) (Pan-Canadian)
Information on national standards for second-language prociency for immigrants and
prospective immigrants.
http://www.language.ca/
Cultural Proles Project Citizenship and Immigration Canada (Pan-Canadian)
Overview of life and customs in 100 foreign countries.
http://www.cp-pc.ca/
ec t sc C ic. (Pan-Canadian)The Canadian branch of the worlds largest private educational testing and measurement
organization.
http://www.etscanada.ca/
ehc l t Czhp imm C (Pan-Canadian)
Language training for newcomers to help them upgrade their English or French skills.
http://www.cic.gc.ca/english/newcomers/elt-newcomer.asp
e sk
Guiin n th nti ki n f v 250 ccutin
http://www.hrsdc.gc.ca/eng/workplaceskills/essential_skills/general/home.shtml
t cc f (Pan-Canadian)
Information on one of the standardized French language tests used in Quebec.
http://www.ciep.fr/en/tcf/index.php
t f Wkpc e sk Hm rc sk dpm C
(Pan-Canadian)
Tests and training for three essential workplace skills: reading text, document use and numeracy.
http://www.towes.com/home.aspx
http://www.language.ca/http://www.cp-pc.ca/http://www.etscanada.ca/http://www.cic.gc.ca/english/newcomers/elt-newcomer.asphttp://www.hrsdc.gc.ca/eng/workplaceskills/essential_skills/general/home.shtmlhttp://www.ciep.fr/en/tcf/index.phphttp://www.towes.com/home.aspxhttp://www.towes.com/home.aspxhttp://www.ciep.fr/en/tcf/index.phphttp://www.hrsdc.gc.ca/eng/workplaceskills/essential_skills/general/home.shtmlhttp://www.cic.gc.ca/english/newcomers/elt-newcomer.asphttp://www.etscanada.ca/http://www.cp-pc.ca/http://www.language.ca/7/29/2019 Employers Roadmap
29/43
5. integrating and retaininginternationallY trained WorKers
In this section you will nd information on the
following:
5.1 Bridge-to-work programs
5.2 Training, mentoring and career development
53 Uing u wk ki
54 Cting n incuiv wkc
55 evuting u ucc
56 rt uc
5.1 bridge-to-WorK PrograMs
Bridge-to-work programs help provide a bridge
between international training and experience
n wking in Cn Th incu
internships, occupation-specic training and
placement, and external mentoring programs.
The programs start with a work placement,
after which you may offer a more permanent
itin t th ITW
These programs give employers:
support by offering workplace training to
ITWs outside of work hours;
an opportunity to upgrade an ITWs skills to
meet specic needs; and
assurance that the ITWs skills meet
Cnin tn bf ciing whth
to make a more permanent hiring
commitment.
Bridge-to-work programs also help ITWs
integrate effectively into the workplace with:
structured guidance through coaches or
mentors during the placement;
opportunities for professional developmentand networking; and
regular evaluations and feedback.
5.2 training, Me ntoring and
Career develoPMent
e y w cc hp y
wk , w cc.
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e m p l o y e r s r o a d m a p
t pmYou can provide training courses or peer-to-peer
ctic tining in th wkc t u
wk knw wh tining i vib
Training options include the following:
sk . ski tining i ff b
community organizations, municipal public
libraries and community centres. Colleges
n intitut ff viu cu t
upgrade technical and language skills. Some
programs combine technical training with
occupation-specic language training andbridging programs.
l . ITWs can benet from
ngug tining in engih Fnch,
occupation-specic language training, or
customized business English or French
cu
C cmmc .
Cultural and communications training helps
all workers to be more effective. Cultural
training helps workers interact more
ffctiv with cgu, ui
customers. Communications training
v nttin ki n h
workers to communicate their ideas
more clearly.
oz . lik nw
employees, ITWs will benet from training
that focuses on your organizations norms,
practices and expectations.
Your organization can also benet by helping
community organizations and training institutesdevelop job-related training.
M pmProviding mentors dedicated and experienced
staff members to answer new workers
questions will help them integrate into your
workplace faster. Mentoring programs can help
all new employees but may be particularly
vub t intntin tin wk
C pm
Career development opportunities are
important for all employees and for yourorganization. Be sure to make these
tuniti vib t intntin
tin wk
Include ITWs in formal leadership
development programs.
Be open to new forms of leadership and
cbtin dnt vk th biiti
of ITWs just because they dont reect the
norm in your workplace.
Provide coaching and courses to developcommunications and leadership skills.
Remember that ITWs may have special
n b n thi cutu bckgun,
abilities, training and work experience.
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Support workers who are pursuing certica-tion or licensure. Your organization could
benet by providing nancial support for
examinations, or by offering workers paid
time off to prepare for and write important
examinations.
5.3 using all Your WorKers sKills
M y wk fc ckw
y wk k .
There are many ways to make the best use of
u intntin tin wk
Include them in the development of new
c, uct vic Thi
unique perspectives may present unusual
but ffctiv nw i
Watch for hidden skills that may not have
been identied during the hiring process.
Thi iv bckgun cn b ich
uc f ki n tnt Fin w t u
th ki it
Recognize and use their cultural knowledge,ngug ki n intntin ntwk
t v intntin buin
marketing programs aimed at specic local
markets.
Use their language skills to translate
materials and to provide customer service
in multiple languages.
5.4 Creating an inClusiveWorKPlaCe
Mk y wkpc y C
mk wcm y.
There is no better way to improve the morale
of your organization and ensure the dedication
of your employees than by creating a welcoming
workplace. Make sure that welcome extends
t ITW
Employ workers with different backgrounds.
Create a unifying vision for your organiza-tion that brings together workers from all
cutu
Create a climate where all workers are
welcomed by their colleagues and
managers, and let all workers know
that this is important to your organization.
Provide a formal orientation program
that makes new workers feel valued
n incu
To put newcomers at ease, pair them withexisting staff members: if possible, with
people who share the same cultural
bckgun
Connect newly arrived ITWs with people and
community supports that will help them and
their families settle.
Provide diversity and cross-cultural training
t tff
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e m p l o y e r s r o a d m a p
Celebrate your cultural diversity in posters,newsletters or other communications.
H ci vnt tht cbt
iffnt cutu
Create opportunities to communicate the
value of diversity, with specic mention
f ITW
Participate in and support initiatives
related to hiring, mentoring, promoting
n tining ITW encug vn
in your organization to participate.
Identify workers to champion diversity inyour organization. Include them in decision
making, and give them the scope and
resources to implement special initiatives
t ct n incuiv cutu
Ensure access to management and
higher-level opportunities for ITWs.
5.5 evaluating Your suCCess
H h m f y m
ff h itW whwh?
Dont forget to evaluate and celebrate u ucc
tck hw my itW y mpy.
If youve made a commitment to hire ITWs,
hv ct itin t wk tni-
tion programs, assess your progress on a
gu bi
Kp ck f hw itW y
wkpc.a th wk it
employed for their skills and qualications?
Are they advancing within your organiza-
tion? (Keep in mind that it should not becompulsory for workers to participate in
n tcking c)
rp hw itW h c
y wkpc.Cbt u ucc
with stories in in-house newsletters,
press releases to community or trade
ubictin, t t hh
sh wh y h fm
c wk wh itW.
Cntibut bt ctic c tui t
u inut citin ct cuncioff t k t inut wkh,
community group meetings or immigrant-
serving organizations.
7/29/2019 Employers Roadmap
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http://www.thiagi.com/email-intercultural101-tips.htmlhttp://www.cic.gc.ca/english/newcomers/elt-newcomer.asphttp://www.cp-pc.ca/http://www.canlearn.ca/http://www.maytree.com/integration/allies7/29/2019 Employers Roadmap
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6. resourCes
2
e m p l o y e r s r o a d m a p
National Resources
Regional Resources
Sectoral Resources
http://www.cme-mec.ca/shared/upload/on/reference_piece.pdfhttp://www.clbc.ca/files/Reports/Immigration_Handbook.pdfhttp://www.cicic.ca/http://www.cic.gc.ca/english/immigrate/cec/apply-how.asphttp://www.capla.ca/http://www.canadastop100.com/immigrants/http://www.biotalent.ca/http://www.maytree.com/integration/allieshttp://www.cic.gc.ca/english/immigrate/provincial/apply-application.asphttp://www.councils.org/7/29/2019 Employers Roadmap
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continued
Cl
http://www.canlearn.ca
C f C l bchmk (CClb)
http://www.language.ca
Cultural Proles Project Citizenship and Immigration Canada
http://www.cp-pc.ca
ec t sc C, ic.http://www.etscanada.ca
empym acc sy f imm lk ah i
http://www.iecbc.ca/
ehc l t Hm rc sk dpm C
http://www.hrsdc.gc.ca/en/cs/comm/hrsd/news/2005/050425ba.shtml
e sk Hm rc sk dpm C
http://www.hrsdc.gc.ca/eng/workplaceskills/essential_skills/general/home.shtml
F sk Wk Pm Czhp imm C
http://www.cic.gc.ca/english/immigrate/skilled/index.asp
F Wk Hm rc sk dpm C
http://www.hrsdc.gc.ca/eng/workplaceskills/foreign_workers/index.shtml
g C P Czhp imm C
http://www.goingtocanada.gc.ca
H imm
http://www.hireimmigrants.ca
Hm rc Mm C
http://www.hrm.ca/jobs.htm
Immigration Programs Foreign Credentials Referral Ofce Citizenship and
imm C
http://www.cic.gc.ca/english/immigrate/index.asp
imm-s oz Czhp imm C
http://www.cic.gc.ca/english/resources/publications/welcome/wel-20e.asp
http://www.canlearn.ca/http://www.language.ca/http://www.cp-pc.ca/http://www.etscanada.ca/http://www.iecbc.ca/http://www.hrsdc.gc.ca/en/cs/comm/hrsd/news/2005/050425ba.shtmlhttp://www.hrsdc.gc.ca/eng/workplaceskills/essential_skills/general/home.shtmlhttp://www.cic.gc.ca/english/immigrate/skilled/index.asphttp://www.hrsdc.gc.ca/eng/workplaceskills/foreign_workers/index.shtmlhttp://www.goingtocanada.gc.ca/http://www.hireimmigrants.ca/http://www.hrm.ca/jobs.htmhttp://www.cic.gc.ca/english/immigrate/index.asphttp://www.cic.gc.ca/english/resources/publications/welcome/wel-20e.asphttp://www.cic.gc.ca/english/resources/publications/welcome/wel-20e.asphttp://www.cic.gc.ca/english/immigrate/index.asphttp://www.hrm.ca/jobs.htmhttp://www.hireimmigrants.ca/http://www.goingtocanada.gc.ca/http://www.hrsdc.gc.ca/eng/workplaceskills/foreign_workers/index.shtmlhttp://www.cic.gc.ca/english/immigrate/skilled/index.asphttp://www.hrsdc.gc.ca/eng/workplaceskills/essential_skills/general/home.shtmlhttp://www.hrsdc.gc.ca/en/cs/comm/hrsd/news/2005/050425ba.shtmlhttp://www.iecbc.ca/http://www.etscanada.ca/http://www.cp-pc.ca/http://www.language.ca/http://www.canlearn.ca/7/29/2019 Employers Roadmap
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e m p l o y e r s r o a d m a p
continued
ic ih
http://www.thiagi.com/email-intercultural101-tips.html
i-n Czhp imm C
http://www.integration-net.ca
i rc C
http://www.integrationresourcescanada.com
j bk sc Chttp://www.jobbank.gc.ca/intro_en.aspx
l Mk op appc Czhp imm C
http://http://www.hrsdc.gc.ca/eng/workplaceskills/foreign_workers/fwp_forms.shtml
l Mk op bc Czhp imm C
http://www.cic.gc.ca/english/work/employers/lmo-basics.asp
l ic f nwcm C (linC) Czhp imm C
http://www.cic.gc.ca/english/resources/publications/welcome/wel-22e.asp
National Occupational Classication Human Resources and Skills Development Canada
http://www5.hrsdc.gc.ca/NOC/English/NOC/2006/Welcome.aspx
off-Cmp Wk Pm Pm Czhp imm C
www.cic.gc.ca/english/study/work-offcampus.asp
P-g Wk Pm Pm Czhp imm C
www.cic.gc.ca/english/study/work-postgrad.asp
Pf ac C ifm C f i C
http://www.cicic.ca/en/profess.aspx?sortcode=2.19.21.21
Pc nm Pm Czhp imm C
http://www.cic.gc.ca/english/immigrate/provincial/apply-who.asp
tmpy F Wk Pm Czhp imm C
http://www.cic.gc.ca/english/work/employers/index.asp
http://www.thiagi.com/email-intercultural101-tips.htmlhttp://www.integration-net.ca/http://www.integrationresourcescanada.com/http://www.jobbank.gc.ca/intro_en.aspxhttp://http//www.hrsdc.gc.ca/eng/workplaceskills/foreign_workers/fwp_forms.shtmlhttp://www.cic.gc.ca/english/work/employers/lmo-basics.asphttp://www.cic.gc.ca/english/resources/publications/welcome/wel-22e.asphttp://www5.hrsdc.gc.ca/NOC/English/NOC/2006/Welcome.aspxhttp://www.cic.gc.ca/english/study/work-offcampus.asphttp://www.cic.gc.ca/english/study/work-postgrad.asphttp://www.cicic.ca/en/profess.aspx?sortcode=2.19.21.21http://www.cic.gc.ca/english/immigrate/provincial/apply-who.asphttp://www.cic.gc.ca/english/work/employers/index.asphttp://www.cic.gc.ca/english/work/employers/index.asphttp://www.cic.gc.ca/english/immigrate/provincial/apply-who.asphttp://www.cicic.ca/en/profess.aspx?sortcode=2.19.21.21http://www.cic.gc.ca/english/study/work-postgrad.asphttp://www.cic.gc.ca/english/study/work-offcampus.asphttp://www5.hrsdc.gc.ca/NOC/English/NOC/2006/Welcome.aspxhttp://www.cic.gc.ca/english/resources/publications/welcome/wel-22e.asphttp://www.cic.gc.ca/english/work/employers/lmo-basics.asphttp://http//www.hrsdc.gc.ca/eng/workplaceskills/foreign_workers/fwp_forms.shtmlhttp://www.jobbank.gc.ca/intro_en.aspxhttp://www.integrationresourcescanada.com/http://www.integration-net.ca/http://www.thiagi.com/email-intercultural101-tips.html7/29/2019 Employers Roadmap
37/43
continued
tmpy F Wk u Czhp imm C
http://www.cic.gc.ca/english/work/employers/tfw-units.asp
t cc f
http://www.ciep.fr/en/tcf/index.php
t f
http://www.etscanada.ca/t/index.php
t f eh F l (toeFl)http://www.toe.org
t f eh f i Cmmc (toeiC)
http://www.etscanada.ca/toeic
t f Wkpc e sk Hm rc sk dpm C
http://www.towes.com/home.aspx
Visa Ofces Citizenship and Immigration Canada
http://www.cic.gc.ca/english/information/ofces/index.asp
Wk rh Mmm W r g C Czhp imm
http://www.workingincanada.gc.ca/content_pieces.do?content=worker_rights&lang=en
Wk C t Hm rc sk dpm C
http://workingincanada.gc.ca
Wk tmpy C Czhp imm C
http://www.cic.gc.ca/english/work/employers/index.asp
Wk Pm emp Czhp imm C
http://www.cic.gc.ca/english/work/apply-who-nopermit.asp
v appc Czhp imm C
http://www.cic.gc.ca/english/information/ofces/apply-where.asp
v emp Czhp imm C
http://www.cic.gc.ca/EnGLish/visit/visas.asp
http://www.cic.gc.ca/english/work/employers/tfw-units.asphttp://www.ciep.fr/en/tcf/index.phphttp://www.etscanada.ca/tfi/index.phphttp://www.toefl.org/http://www.etscanada.ca/toeichttp://www.towes.com/home.aspxhttp://www.cic.gc.ca/english/information/offices/index.asphttp://www.workingincanada.gc.ca/content_pieces.do?content=worker_rights&lang=enhttp://workingincanada.gc.ca/http://www.cic.gc.ca/english/work/employers/index.asphttp://www.cic.gc.ca/english/work/apply-who-nopermit.asphttp://www.cic.gc.ca/english/information/offices/apply-where.asphttp://www.cic.gc.ca/EnGLish/visit/visas.asphttp://www.cic.gc.ca/EnGLish/visit/visas.asphttp://www.cic.gc.ca/english/information/offices/apply-where.asphttp://www.cic.gc.ca/english/work/apply-who-nopermit.asphttp://www.cic.gc.ca/english/work/employers/index.asphttp://workingincanada.gc.ca/http://www.workingincanada.gc.ca/content_pieces.do?content=worker_rights&lang=enhttp://www.cic.gc.ca/english/information/offices/index.asphttp://www.towes.com/home.aspxhttp://www.etscanada.ca/toeichttp://www.toefl.org/http://www.etscanada.ca/tfi/index.phphttp://www.ciep.fr/en/tcf/index.phphttp://www.cic.gc.ca/english/work/employers/tfw-units.asp7/29/2019 Employers Roadmap
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e m p l o y e r s r o a d m a p
http://www.speatbc.org/http://www.sitebc.ca/http://www.helpinghouse.org/http://www.bcit.ca/iceshttp://www.aved.gov.bc.ca/industrytraininghttp://www.iecbc.ca/http://www.bcitp.net/http://alberta.ca/home/jobs.cfmhttp://employment.alberta.ca/immigration/4512.htmlhttp://www.alberta-canada.com/immigration/employers/index.htmlhttp://www.centralalberta.ab.ca/index.cfm?page=WelcomingCommunitiesEmployerGuide7/29/2019 Employers Roadmap
39/43
continued
Manitoba
acmc C am sc (aCas)
http://www2.immigratemanitoba.com/browse/work_in_manitoba/work-recognition-acas.html
C d Manitoba f nwcm
http://www.immigrantsandcareers.mb.ca/cdmb-newcomers/general/pages/home/
ephp, t t gm f M
http://www.gov.mb.ca/tce/edu_train/index.html
M l imm/imm Mcm
http://www2.immigratemanitoba.com/browse/employers
M Wkfn
http://mb.workinfonet.ca
neWFoundland and labrador
empym dpm spp gm f nwf l
http://www.hrle.gov.nl.ca/hrle/ndajob/developmentsupports.html
neW brunsWiCK
Pscy ec, t l gm f nw bwck
http://www.gnb.ca/0311/index-e.asp
nortHWest territories
ec, C, empym gm f h nhw t
http://www.ece.gov.nt.ca
International Qualications Assessment Service (IQAS)
(a, skchw nhw t)
http://employment.alberta.ca/immigration/4512.html
nova sCotia
l Wkfc dpm gm f n sc
http://www.nsworkplaceeducation.ca
http://www2.immigratemanitoba.com/browse/work_in_manitoba/work-recognition-acas.htmlhttp://www.immigrantsandcareers.mb.ca/cdmb-newcomers/general/pages/home/http://www.gov.mb.ca/tce/edu_train/index.htmlhttp://www2.immigratemanitoba.com/browse/employershttp://mb.workinfonet.ca/http://www.hrle.gov.nl.ca/hrle/findajob/developmentsupports.htmlhttp://www.gnb.ca/0311/index-e.asphttp://www.ece.gov.nt.ca/http://employment.alberta.ca/immigration/4512.htmlhttp://www.nsworkplaceeducation.ca/http://www.nsworkplaceeducation.ca/http://employment.alberta.ca/immigration/4512.htmlhttp://www.ece.gov.nt.ca/http://www.gnb.ca/0311/index-e.asphttp://www.hrle.gov.nl.ca/hrle/findajob/developmentsupports.htmlhttp://mb.workinfonet.ca/http://www2.immigratemanitoba.com/browse/employershttp://www.gov.mb.ca/tce/edu_train/index.htmlhttp://www.immigrantsandcareers.mb.ca/cdmb-newcomers/general/pages/home/http://www2.immigratemanitoba.com/browse/work_in_manitoba/work-recognition-acas.html7/29/2019 Employers Roadmap
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e m p l o y e r s r o a d m a p
continued
ontario
acc C f r empym (aCre) (suthwtn onti)
http://www.accesscentre.ca
b wk o imm
http://www.ontarioimmigration.ca/english/bridge_other.asp#professions
Cmp ec sc (Ces)
http://learn.utoronto.ca/ces.htm
i C am sc f C (iCas)
http://www.icascanada.ca/
iy t Wk Php (ottw)
http://www.itwp.ca
lasi W sk (ow)
http://www.ottawa-worldskills.org
l-M imm empym Cc (lMieC) (lnn)
http://www.lmiec.ca
M Php (Tnt)
http://www.thementoringpartnership.com
g epc Wk i o Chm f Cmmc
http://www.ontarioimmigration.ca/ENGLISH/geo.asp
o My f Czhp imm
http://www.citizenship.gov.on.ca/english/working/employers
o sk Pp: sk Wk H f h Wkpc
http://skills.edu.gov.on.ca/OSPWeb/jsp/login.jsp
sk f Ch (e, e tchc, tch ifm
tchy Pf) (Gt Tnt a)
http://www.skillsforchange.org/elt/index.html
sk Wh b (Brampton Board of Trade)
http://www.skillswithoutborders.com
http://www.accesscentre.ca/http://www.ontarioimmigration.ca/english/bridge_other.asp#professionshttp://learn.utoronto.ca/ces.htmhttp://www.icascanada.ca/http://www.itwp.ca/http://www.ottawa-worldskills.org/http://www.lmiec.ca/http://www.thementoringpartnership.com/http://www.ontarioimmigration.ca/ENGLISH/geo.asphttp://www.citizenship.gov.on.ca/english/working/employershttp://skills.edu.gov.on.ca/OSPWeb/jsp/login.jsphttp://www.skillsforchange.org/elt/index.htmlhttp://www.skillswithoutborders.com/http://www.skillswithoutborders.com/http://www.skillsforchange.org/elt/index.htmlhttp://skills.edu.gov.on.ca/OSPWeb/jsp/login.jsphttp://www.citizenship.gov.on.ca/english/working/employershttp://www.ontarioimmigration.ca/ENGLISH/geo.asphttp://www.thementoringpartnership.com/http://www.lmiec.ca/http://www.ottawa-worldskills.org/http://www.itwp.ca/http://www.icascanada.ca/http://learn.utoronto.ca/ces.htmhttp://www.ontarioimmigration.ca/english/bridge_other.asp#professionshttp://www.accesscentre.ca/7/29/2019 Employers Roadmap
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continued
t r imm empym Cc (trieC) (Tnt)
http://wwwticc
W r imm empym nwk (Wrien) (Wt)
http://www.wrien.com/main.cfm
W ec sc
http://www.wes.org/ca/employers/index.asp
PrinCe edWard island
C ec t gm f Pc ew i
http://www.gov.pe.ca/infopei/index.php3?number=790&lang=E
QuebeC
ac f imm v M gm f Qc
http://www.emploiquebec.org/individus/immigrants-minorites/index_en.asp
C p fm cq h Qc (CeFaHQ)
http://www.immigration-quebec.gouv.qc.ca/en/education/comparative-evaluation/index.html
Certicat de slection du Qubec Immigration et Communauts culturelles Qubechttp://www.immigration-quebec.gouv.qc.ca/en/immigrate-settle/refugees-other/
refugee-recognized/obtaining-csq.html
imm Cmm c Qc
http://www.immigration-quebec.gouv.qc.ca/en/employers/index.html
sasKatCHeWan
International Qualications Assessment Service (IQAS)
(abt, sktchwn n Nthwt Titi)
http://www.immigration.alberta.ca/iqas
js F sk gm f skchw
http://www.aeel.gov.sk.ca/jsfs
YuKon
ac ec gm f h Yk
http://www.education.gov.yk.ca/advanceded
http://www.triec.ca/http://www.triec.ca/http://www.wrien.com/main.cfmhttp://www.wes.org/ca/employers/index.asphttp://www.gov.pe.ca/infopei/index.php3?number=790&lang=Ehttp://www.emploiquebec.org/individus/immigrants-minorites/index_en.asphttp://www.immigration-quebec.gouv.qc.ca/en/education/comparative-evaluation/index.htmlhttp://www.immigration-quebec.gouv.qc.ca/en/immigrate-settle/refugees-other/http://www.immigration-quebec.gouv.qc.ca/en/immigrate-settle/refugees-other/http://www.immigration-quebec.gouv.qc.ca/en/employers/index.htmlhttp://www.immigration.alberta.ca/iqashttp://www.aeel.gov.sk.ca/jsfshttp://www.education.gov.yk.ca/advancededhttp://www.education.gov.yk.ca/advancededhttp://www.aeel.gov.sk.ca/jsfshttp://www.immigration.alberta.ca/iqashttp://www.immigration-quebec.gouv.qc.ca/en/employers/index.htmlhttp://www.immigration-quebec.gouv.qc.ca/en/immigrate-settle/refugees-other/http://www.immigration-quebec.gouv.qc.ca/en/education/comparative-evaluation/index.htmlhttp://www.emploiquebec.org/individus/immigrants-minorites/index_en.asphttp://www.gov.pe.ca/infopei/index.php3?number=790&lang=Ehttp://www.wes.org/ca/employers/index.asphttp://www.wrien.com/main.cfmhttp://www.triec.ca/7/29/2019 Employers Roadmap
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e m p l o y e r s r o a d m a p
http://www.skillsforchange.org/elt/index.htmlhttp://www.petrohrsc.ca/http://www.ictc-ctic.ca/en/http://fc2i.engineerscanada.ca/e/index.cfmhttp://www.brightfutures.ca/resource-centre/reports.htmlhttp://www.csc-ca.org/pdf/Strategy-english-2.pdfhttp://www.cthrc.com/http://www.cthrc.ca/http://www.celban.org/celban/display_page.asp?page_id=1http://www.camc.ca/en/35.htmlhttp://www.cars-council.ca/http://www.caf-fca.org/en/reports/accessing_apprenticeship.asp7/29/2019 Employers Roadmap
43/43
continued
scy f iy t e f bh Cm
http://www.sitebc.ca
scy f P e tch f bh Cm
http://www.speatbc.org
t Hm rc Cc g sk Cc
http://www.thrc-crhit.org/en/programs/development-en.asp
http://www.sitebc.ca/http://www.speatbc.org/http://www.thrc-crhit.org/en/programs/development-en.asphttp://www.thrc-crhit.org/en/programs/development-en.asphttp://www.speatbc.org/http://www.sitebc.ca/Top Related