IN-HOME CAREGIVER RECRUITMENT AND ADVERTISEMENT LOW-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 rational and explanation.
• 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 and or skill level required for the occupation). Effective August 28, 2017, each of the methods used must target a different underrepresented group: Indigenous persons, vulnerable youth, newcomers, and persons with disabilities.

 

Vulnerable youth is defined as young people who face barriers to employment, developing basic employability skills and gaining valuable job experience to assist them in making a successful transition into the labour market or to return to school. These barriers for youth may include but are not limited to: challenges faced by recent immigration youth, youth with disabilities, lone parent youth, youth who have not completed high school, Indigenous youth, and youth living in rural or remote areas.

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. While you can still use a provincial or territorial job board as a recruitment method, it does not meet the underrepresented groups requirement.

 

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 low-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 two 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/territorial employment centres
• magazines and journals (for example, national journals or magazines, professional associations magazines, specialized journals)
• participation at job fairs
  partnering with training institutions or offering internships/bursaries
• professional recruitment agencies
• consultations with unions for available labour
• advertising through professional associations
• recruitment within the company (for example, considering internal candidates for the position)

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 should be considered only 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: telephone number, cell phone number, email address, fax number, or mailing address
• skills requirements (includes education and work experience)

Proof of advertisement