How do I hire a temporary foreign worker in Canada?

How do I hire a temporary foreign worker in Canada?

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Content source: Government of Canada

How do I hire a temporary foreign worker?

There are 3 basic steps to hire a temporary foreign worker:

  1. Get an LMIA or submit an offer of employment
  2. Have the worker apply for a work permit
  3. Tell the worker what to expect from their application

Get an LMIA or submit an offer of employment

First, find out if you need a Labour Market Impact Assessment (LMIA). This assessment verifies that there is a need for the job you are offering and that there is no Canadian worker available to do it. Read about the Temporary Foreign Worker Program to find out more about LMIAs and where to apply.

If you don’t need an LMIA, submit an offer of employment and pay the employer compliance fee using the Employer Portal. Provide the offer of employment number you receive to the worker you want to hire so they can apply for their work permit.

Some employers don’t need to submit an offer of employment in the Employer Portal or pay the employer compliance fee. Find out if you are exempt.

Have the worker apply for a work permit

Once you have an LMIA number or offer of employment number, send those details to the worker with the job offer. They need to use this information to apply for a work permit.

If you are exempt from the employer compliance process, send the worker the employment contract. They can use it to apply.

Tell the worker what to expect from their application

Tell the worker that they will receive a letter of introduction when their work permit has been approved. The actual work permit is issued by a border services officer at the port of entry when the worker arrives in Canada. If the worker is already in Canada and eligible to apply, we will mail the work permit to them.

Find out more about hiring temporary workers.

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How often do people change jobs during a lifetime?

How often do people change jobs during a lifetime?

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Source: The Balance Careers

The old ideal of retiring after 40 years with one company, taking home a pension and a gold watch, is fading into the past. For many reasons, more Americans are changing jobs several times throughout their careers

For one thing, only 54% of workers think their employer is loyal to them, so that may lead to a greater willingness to change jobs.2 For another, employees may find it too expensive to be committed to one employer for years on end. Raises have been hovering around 3% on average, leading some employees to jump to a new job for a more significant pay increase. Staying at the same place over the long haul can cost workers thousands of dollars with no real reward in terms of job security.

It can be difficult to determine the number of times people have changed jobs throughout their working lives, due in part that there is no current consensus on what is considered a career change. For some, an internal transfer or a promotion may be considered a change, while others only consider it a job change if there is a jump to a new company.

Not only is the definition of a job change in and of itself complicated, but even seemingly minute details like the duration of time a person must stay in a role for it to be considered a career are up for debate.

 

The Average Number of Times People Change Jobs

Fuzzy definitions aside, the average number of jobs in a lifetime is 12, according to a 2019 Bureau of Labor Statistics (BLS) survey of baby boomers.

Many workers spend five years or less in every job, so they devote more time and energy transitioning from one job to another. In its 2018 Employee Tenure Summary, the BLS reported, the median employee tenure was 4.3 years for men and 4.0 years for women.

Because job changes are frequent, it’s more important than ever before for workers to be experts at job searching and networking. The successful worker is one who is up to date on trends in their industry, as well as practiced at interviewing and connecting with potential employers. Upgrading employment status has become an ongoing process, rather than something done once or twice during a career.

Job Changes by Gender

Remarkably, the BLS survey revealed that women held almost as many jobs as men throughout their careers, despite taking more time out of their careers for child-rearing activities. On average, men held 12.5 jobs, and women held 12.1 jobs.

Job Changes by Age

A worker’s age impacted the number of jobs that they held in any period. Workers held an average of 5.7 jobs during the six-year period when they were 18 to 24 years old. However, the number of jobs held declined with age.

Workers had an average of 4.5 jobs when they were 25 to 34 years old, and 2.9 jobs when they were 35 to 44 years old. During the most established phase of many workers’ careers, ages 45 to 52, they held only an average of 1.9 jobs.

Job Changes by Race

From age 18 to age 24, Whites made more job changes than Blacks or Latinos. Whites held 5.9 jobs between the ages of 18 and 24, while Blacks held 4.8 jobs, and Latinos held 5.1 jobs.

There were only minor differences in later age ranges among the different groups. Whites, Blacks, and Latinos held between 4.3 and 4.6 jobs from age 25 to age 34, and between 2.9 and 3.1 jobs from age 35 to age 44. From age 45 to age 52, all three groups held an average of 1.9 jobs.1

Average Duration of Jobs

The BLS Employee Tenure Summary notes that a high percentage of younger workers had short-duration jobs as of January 2018. Among jobs held by workers ages 25 to 34, the median tenure is 2.8 years.

From ages 35 to 44, the median job duration was 4.9 years, and from 45 to 54, the median tenure at a job was 7.6 years. Median tenure rose to 10.1 years for workers aged 55 to 64.

The job sectors with the highest median tenure include management, engineering, legal, and education. Workers in service occupations had the lowest median tenure.4

Reasons for Changing Jobs

Some examples of the common reasons that workers change jobs include:

  • Seeking higher pay
  • Better benefits and perks
  • Relocation to a different geographic area
  • Career advancement
  • Choosing a less stressful job
  • Escaping an incompetent or negative boss
  • Changing career focus
  • Better work-life balance
  • Reorganization at their company
  • Layoff due to duplication of their job resulting from a merger or acquisition
  • More interesting work
  • Better work schedule
  • Skills and abilities didn’t fit the job
  • Lack of recognition for accomplishments
  • Outsourcing of job function
  • Company moved to a new location
  • Better alignment between personal values and organizational priorities

 

If you would like a complimentary consultant please reach out today. We would love to post your job posting on our Women in Biz Network Diversity-Driven Career Board. 

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Ready to workforce trends impacting your hiring? Here are some tips to consider.

Ready to workforce trends impacting your hiring? Here are some tips to consider.

If you would like a complimentary consultant please reach out today. We would love to post your job posting on our Women in Biz Network Diversity-Driven Career Board. 

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Content courtesy of Monster.ca 

No matter the industry, if 2020 taught us anything, it’s that HR leaders and recruiters need to be ready to adapt and adjust their hiring plans. Using Monster data and expert insights, here are five key hiring trends to watch in 2021, along with tips on how to prepare.

  • For sales and related occupations, Monster is seeing month-over-month growth in new job postings.
  • Since June, there’s also been a steady increase month over month in new manufacturing job postings for roles including team assemblers, machinists, production workers, inspectors, testers, sorters, samplers and operating workers, assemblers and fabricators, all other, welders, cutters and welder fitters.
  • And with anticipation that virtual work and school are sticking around for a bit, there’s going to be continued demand for technology roles – Monster has started to see a renewed surge in new job postings in this sector.

1. Companies will focus more on diversity, equity & inclusion in hiring

According to Monster research, more than four in five (86%) candidates globally say diversity, equity and inclusion (DEI) in the workplace is important to them. Additional research found that 62% of people would go as far as turning down a job offer if came from a culture that didn’t support a diverse workforce.

It’s likely that this has to do with 2020 being a year of sweeping social justice movements. “There will be continued focus on DEI in 2021 – no change there,” predicts Tony Lee, VP of editorial at SHRM, who adds that companies will continue making efforts to look at candidates who are considered untapped talent. “People who may not have been considered before such as people with physical disabilities, criminal histories, those without a college degree,” says Lee. “Broadening the definition of what an effective successful candidate looks like can help make sure you’re more inclusive.”

It’s also good for business. According to the “Diversity Wins” Report by McKinsey, organizations in the top quartile for gender diversity on executive teams were 25% more likely to have above-average profitability than companies in the fourth quartile. For ethnic and cultural diversity, top-quartile companies were 36% more profitable.

TIP: In order to compete for top diverse talent, plan to amplify DEI efforts as part of your employer branding message and in job descriptions for 2021. That way, you can show candidates you’re committed to diversity and inclusion in hiring.

2. Remote work is here to stay

In case you were wondering if remote work was a passing pandemic fad, consider that the top keyword search from candidates on Monster over the last few months continues to be “work from home.” Plus, according to other Monster research, remote flexibility was the second biggest policy change reported by employers in 2020.

 The pandemic essentially forced many companies to do the unthinkable: manage a remote workforce. To a large extent, it was successful, proving that the work can still get done even without a physical office presence. In other words, even when things return to normal, there’s a good chance that many employees will prefer to remain off-site, at least some of the time.

Take working parents of school children, for example. When asked in a Monster survey what they think a company could do to best support parents with school children, 75% said work schedule flexibility would go a long way.

Of course, remote work can only apply to selected skill segments where people can work from home. Of four industries examined by SIA (Staffing Industry Analysts), IT and office/clerical showed a boom in remote work, whereas industrial and healthcare staffing firms did not.

The bigger implications of remote work on hiring is that companies can hire from anywhere, globalizing recruitment, says Jon Osborne, VP Strategic Research at SIA.  “In the world as it historically has been, our lives revolved around employment and because of that we were tied to the location of the employer – life may change a great deal as we are liberated from that locational anchor,” he says.

Then again, there are also some leaders who still feel productivity is “less” from remote workers versus those in office, says Herman. Hence why many companies that plan to return to the workplace sometime in 2021 are sticking with sourcing individuals who live close to physical offices.

But for the companies that are “all in” on remote, they can enjoy the ability to hire from any geo-location, adds Herman. “This has allowed them to hire quicker and in some cases, upgrade their talent.”

TIP: It’s important for hiring managers to learn how to interview remotely and look a little deeper into past history and past performance, says Lee. “Talk to people who have worked with them. Look at work samples.”

3. Upskilling will help companies—and staffing firms—fill hard-to-hire positions

Despite so many people out of work, 87% of employers say they are struggling to fill positions as a result of skills gaps, according to Monster data.

“Even though there are tens of millions unemployed, we still have a skills gap for a highly skilled workforce – that’s not going to go away,” says Bob Melk, chief commercial officer, Monster. “If employers are investing in establishing a dialogue with candidate pools, they will be in a much stronger position when they are ready to hire again.”

Staffing agencies have been leading the way in this arena, using training programs to reskill candidates who demonstrate leadership, teamwork and problem-solving skills into computer programmers, says Tim Robbins, VP of staffing and recruiting, Monster. “There’s an opportunity to upskill candidates, helping to change candidates’ lives with significant new career and growth opportunities,” he says.

Though upskilling has been commonplace in certain industries, 2021 may see it adopted in other fields. “Industries with talent shortages may recognize the value of upskilling,” says Lee. Big-name companies already have such plans in the works, including Amazon, which said publicly they were going to upskill 100,000 people in the next few years. “They have made the effort and investment to upskill for the job of the future,” says Lee.

Whether the onus is on the employer to train workers or on the workers themselves to maintain skills can vary by industry. However, a recent Monster survey shows that a third of candidates expect employers to step up versus just 19% of employers who said they should be responsible.

TIP: If you’re looking to fill the roles you have, you may have to look to an underskilled workforce to identify transferable talent. “We have seen staffing firms take candidates that were in the restaurant/hospitality industry with excellent customer service skills and repurpose them into other roles created by the pandemic, such as contact tracers and temperature checkers,” says Lenore Convery, director of enterprise staffing, Monster. She points to a need for recruiters and in-house talent acquisition professionals to become adept at identifying transferable skills. “The mortgage industry has exploded with opportunity due to the low interest rates, requiring talent that doesn’t have mortgage industry experience,” says Robbins. That’s one sector that could benefit from broadening qualifications to include candidates with crossover skills.

4. Candidates will continue to need assurance that workplaces are safe

As Monster data shows, 58% of Candidates feel their job search expectations have shifted during the pandemic, and projections for 2021 indicate further change ahead. Among their top priorities: safety.

“Employers are very concerned and conscientious about the importance of this issue,” says Herman. Some have added verbiage in their job descriptions along those lines, while others are spelling out their COVID-19 safety plans on their career sites, she adds.  Besides sanitation and social distancing protocols, many employers are giving employees an option to return when they feel safe or have a hybrid schedule.

“Companies understand how they handle this speaks volumes about their brand and employees and prospective candidates are watching how they handle this and expect them to take action,” says Herman.

The bottom line: With the pandemic still expected to rage on for at least the first quarter of 2021, you can expect that candidates will be concerned about how serious an employer takes workplace safety.  “This will be critically important,” says Lee. “Candidates won’t want to go into a physical workplace if the company is not taking safety seriously.”

TIP: Recruitment advertising efforts must talk about the ways in which the company values the health and safety of its workforce. This can include specifics regarding workplace safety practices including sanitizing, social distancing protocols, and more.

5. More companies will turn to gig workers

In a recent Monster poll, 92% of job seekers said they think now is a good time to look into the gig economy. On the employer side, with state and local lockdowns still on the table in some areas as we approach 2021, many industries are, in fact, hesitant to bring back staff or add to their workforce in a permanent way just yet.

“Uncertainty is indeed one of the drivers of non-permanent work, so the degree that uncertainty is an issue in 2021, it will contribute to higher usage rates,” says Osborne.

In fact, according to research by ProUnlimited, a contingent workforce management software and services firm, it’s expected that over half of skilled workers will be contingent by the end of 2021.

Jobs that fueled the initial gig wave are also morphing, says Danny Ashraf, director of sales, Monster.  For example, Uber shared that their rideshare business was down 75% in Q2 2020 and 53% in Q3 2020 YoY. “Since legacy rideshare drivers have had fewer passengers, they are looking to supplement their income by joining food delivery apps like UberEats or personal shopping/delivery programs like Shipt by Target,” says Ashraf.

Another sector to watch is events. “Everyone is hoping that 2021 will be different. Events will be more intimate in size, but temperature checkers and other new job types will be established for event staffing,” says Ashraf.

TIP: Gig workers consider salary, flexibility, and fair treatment when considering which companies they want to work with. For hiring teams looking to bring on freelancers, focus on those key elements.

If you would like a complimentary consultant please reach out today. We would love to post your job posting on our Women in Biz Network Diversity-Driven Career Board. 

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Learn more about Leigh Mitchell

Learn more about Leigh Mitchell

Leigh Mitchell is a Career and Business Brand Strategist and the founder of Bee Happy HR Co. which builds buzz for diversity and equality-driven brands. She works with busy recruiters & HR departments with a personal mission to humanize HR and recruitment services. Leigh is also the founder of Women in Biz Network, she coaches clients, speaks with interesting guests on her Time to Thrive Podcast, curates mentorship initiatives, promotes Women in Biz Network’s diversity-driven career board, and delivers skill-building events to a variety of audiences. Throughout her career, Leigh has worked with brands such as Microsoft Canada, TELUS, TD Canada Trust, Staples Canada, and Chevrolet Canada. Leigh has been featured in the CBC News, The Globe and Mail, Toronto Star, Canadian Living, Wall Street Journal, and a speaker at numerous industry events.

Services provided:

  • Business and personal branding strategy & execution
  • Career strategy coaching
  • HR services:  recruitment, job role, or company promotion, diversity and inclusion consulting, “creating happy culture” consulting

Book a call to discuss your needs:

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Should I connect with my competitors on LinkedIn?

Should I connect with my competitors on LinkedIn?

(Advice from INC magazine)

LinkedIn is giving its users bad advice.

Especially if you want to generate more business or discover new sales opportunities using the platform.

Here’s the rub: By suggesting users only connect with people they already know, LinkedIn is actually doing the opposite of what makes the platform so powerful – the depth and breadth of your connection list.

Put simply, the more people you are connected to on LinkedIn, the more visibility and reach you have on the platform.

Show Up and Stand Out

Here’s just one example: With 433 million members in 200 countries, LinkedIn has one of the planet’s most powerful internal search engines.

And the more people you’re connected to on LinkedIn, the better chance your profile has of showing up high on searches related to the products or services you provide.

Think about it this way: If a Small Business Owner (let’s call him “John Doe”) hops on LinkedIn because he need to find a CPA in Chicago, John is likely to type “CPA Chicago” into the LinkedIn Search bar to see what results come up.

If you’re a CPA in Chicago, having those keywords (“CPA” and “Chicago”) in your LinkedIn headline, summary and profile sections tells LinkedIn’s Search Engine that your profile is a relevant result for John’s search.

However, LinkedIn will give preference to 1st and 2nd degree connections of John Doe, because in LinkedIn’s mind someone that John Doe knows (meaning a 1st or 2nd degree connection) is going to be more relevant.

So LinkedIn filters John Doe’s “CPA Chicago” search result in this order:

  • Do any of John Doe’s 1st degree connections have those keywords (“CPA” and “Chicago”) in their profile?
  • Do any of John Doe’s 2nd degree connections have those keywords in their profile?
  • Do any of John Doe’s 3rd degree connections and everyone else have those keywords in their profile?

See how this works?

The more people you’re connected to (especially other Small Business Owners in Chicago), the better chance you have of showing up on the first or second page of search results that John Doe sees when looking for a CPA in Chicago.

And keep in mind, this is just one example of the power of your network’s depth and breadth on LinkedIn. There are many others (such as publishing content on LinkedIn or appearing in the news feed of your connections with status updates, comments, likes, shares, etc.) that I don’t have time to dive into here.

Who Should You Connect With on LinkedIn

So unless the person inviting you to connect is an obvious spammer, you should accept his or her invite.

More important, you should be proactively searching for and connecting with key prospects in your niche or industry.

Long story short, the more people you are connected to on LinkedIn, the better.

And, lest you fret, you can adjust your user settings to “protect” your connections so that nobody else can see or access them (even your 1st degree connections), along with your personal email, phone and so on.

Go ahead and connect with your competitors, too – they can see everything you’re doing on LinkedIn anyway. In addition, being part of a competitor’s LinkedIn network means now all of his or her customers are one step closer (as 2nd level connections) to getting to know you.

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Women are Selling themselves Short on LinkedIn

Women are Selling themselves Short on LinkedIn

After analyzing data from more than 141 million of its U.S. members, LinkedIn identified a key difference in the way men and women present themselves in profiles: Women promote themselves and their successes considerably less.

The report suggests that men talk themselves up more, and list more information in general:

When looking at LinkedIn member data, we found men tend to skew their professional brands to highlight more senior-level experience, often removing junior-level roles altogether.

Women are more likely to have shorter profile summaries.

In the U.S., women on average include 11% less skills than men on their LinkedIn profile, even at similar occupations and experience levels.

It’s not the first evidence that implies self-promotion comes easier for men. In 2011, the American Psychological Association published a cover story that explored how men and women differ in their approaches to self-promotion and salary negotiation in the workplace, titling the article “Are men better at selling themselves?”

The answer, in short, is yes.

In a study mentioned in the story, a group of about 200 students participated in a mock job interview, answering questions like “What are some of your best qualities or strengths?” and “Overall, why someone hire you as opposed to another candidate?”

The group was then asked to consider how they came off during the interview by answering questions like “Would you worry that people thought you were too confident?” and “Would you worry about being called vain?”

The results showed that both men and women worried about the consequences of appearing overconfident, however only women let that fear stop them from self-promoting.

“It’s not that women are inherently lacking the ability to self-promote, but it’s a stereotype violation for them,” said study author Corinne A. Moss-Racusin, PhD, a professor at Skidmore College, to the American Psychological Association.

That stereotype – that women aren’t (or shouldn’t be) assertive – puts women in a unique situation professionally

“Women face a double bind. They’re penalized socially for behaving in ways that might be perceived as immodest, and they’re penalized professionally for behaving in ways that aren’t self-promoting,” said Marie-Helene Budworth, an associate professor at York University’s School of Human Resource Management, to the American Psychological Association.

And this seems to be costly, considering that a growing body of research indicates that women are far more reluctant than men to negotiate salaries and job offers. An analysis published in the book Women Don’t Ask: Negotiation and the Gender Divide estimated that misplaced modesty in salary negotiations cost the average working woman more than $500,000 in lost wages throughout her career.

Self-promotion on LinkedIn

Based on data from LinkedIn and some tips from Inc. and Zippia, here’s what seems to improve profiles for both men and women:

  • Include more skills – profiles that list five or more skills receive about 17 times more views.
  • Lean toward positive language – “Don’t use don’ts. Rather than talking about the things that your job has kept you from experiencing or the dangers you’ve avoided, bring up the wonderful things about your job,” writes Ryan Morris for Zippia.
  • Keep it succinct and stick to the facts.
  • Use professional photos (and smile, with teeth).

And if you’re still shy about promoting yourself? Lisa Thomas, PhD, in an interview with the American Psychological Association, relayed some advice that helped her decide to reach out to a potential employer — a decision that scored her a paid internship while studying as an undergraduate.

“Do it anyway. Because I was as scared as the next person.”

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