In-Home Caregiver Recruitment and Advertisement High-Wage Positions

Minimum recruitment requirements

Before applying for a Labour Market Impact Assessment, you must conduct at least three different recruitment activities:

• Effective August 28, 2017, you must advertise on the Government of Canada’s Job Bank. If you choose to use an alternative method, you must submit a written rationale and explanation of the alternative method.
• You must also conduct at least two additional methods of recruitment that are consistent with the occupation (targets an audience that has the appropriate education, professional experience or skill level required for the occupation). One of the methods used must be national in scope, and easily accessed by residents of any province or territory, as people in high-wage positions are often mobile and willing to re-locate for work.

To be national in scope, Canadians and permanent residents must have the capacity to search advertisements for work locations across Canada in a single site, as opposed to referring to individual or regional sub-sites.

Note:

Prior to August 28, 2017: you were required to advertise either on Job Bank or its provincial or territorial counterpart in British Columbia, Saskatchewan and Quebec. These provincial and territorial job boards can still be used as an additional recruitment activity.

Job Match service

Effective August 28, 2017, you must use the Job Match service for recruitment purposes when advertising a position on Job Bank.

The Job Match service allows you to see anonymous profiles of registered job seekers which correspond to the skills and requirements outlined in your job posting. Each match is rated using a star system of one to five stars. The more stars received by the match, the greater the compatibility between your advertised position and the anonymous job seeker.

When creating your job posting, you must select the ‘’default’’ option. This option allows matches with job seekers from a wide variety of background as opposed to the ‘’strict’’ matching mode, where matches may be limited to fewer job seekers.

When seeking to fill a high-wage position, you are required to invite all job seekers matched within the first 30 days of your job advertisement to apply for the position if they are rated four stars or more.

Methods of recruitment

Acceptable methods of recruitment for a job advertisement include:

• general employment websites
• online classified websites
• specialized websites which are dedicated to specific occupational profiles (for example, accounting, marketing, biotechnology, education, engineering)
• local, regional and national newspapers or newsletters
• local stores, places of worship, and community resource centres
• local, regional and provincial or 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
• 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). A Human Resources Plan may outline the training opportunities for existing employees, and include:
  • a list of competencies for employees
  • workshops or programs for professional development and career management
  • specific programs to target specific employees for advancement

If the two additional methods of recruitment are online, they must each have unique value and reach different audiences. In cases where you advertise on multiple websites of the same type, the combined advertisements will only be considered as one additional method of recruitment.

Recruitment documentation retention

You must keep records of your recruitment and advertising efforts for a minimum of six years. You will also be asked to provide the results from the recruitment efforts you undertook to fill the position.

Job advertisement duration

 

You must ensure that the job advertisement:

• has occurred in the three months prior to submitting the Labour Market Impact Assessment application
• is for a minimum of four consecutive weeks within the three months prior to submitting a Labour Market Impact Assessment application

At least one of the three recruitment activities to seek qualified Canadians and permanent residents must be ongoing until the date a positive or negative Labour Market Impact Assessment has been issued.

Job advertisement information

The required job advertisement information includes:

• company operating name
• business address
• title of the position
• job duties (for each position, if advertising is for more than one vacancy)
• terms of employment (for example, project based, permanent position)
• language of work
• wage (must include any incremental raises, performance pay or bonuses)
  • a wage range can be used for the purposes of complying with the advertisements; however the minimum wage in the range must meet prevailing wage
• benefits package offered (if applicable)
• location(s) of work (local area, city or town)
• contact information, including telephone number, cell phone number, email address, fax number, or mailing address
• skills requirements (includes education and work experience)