Recruitment Efforts under Labour Market Impact Assessment

Posted in Labour Market Impact Assessment LMIA Videos

Would you like to hire a temporary foreign worker but don't know where or how to start? There are many steps involved in the process of hiring a foreign worker. For example, the process of applying for a positive Labour Market Impact Assessment (LMIA). Additionally, there are certain steps that employers need to take even before they start their LMIA application process. Watch our video below on the Recruitment efforts under the Labour Market Impact Assessment (LMIA) which includes a definition of what a LMIA is, the eligibility requirements for an LMIA, and much more.

Recruitment Efforts under Labour Market Impact Assessment Video

A Labour Market Impact Assessment (LMIA), formerly known as a Labour Market Opinion (LMO) is a document that employers have to apply for and it is processed by Employment and Social Development Canada (ESDC) and Service Canada. In other words, this document is the proof that Canada lacks the kind of skilled work or labour that you as an employer might be looking for. A positive LMIA document will enable employers to hire temporary foreign workers as it enables individuals to apply for work permits. However, having a positive LMIA does not guarantee an approved work permit which is a separate procedure that should be conducted on it's own. Additionally, you will have to prove this labour shortage to the government of Canada by advertising to recruit a Canadian citizen, permanent resident card holder or even a work permit holder currently residing in Canada. For more information on eligibility requirements and advertising requirements for LMIA, please watch our video in it's entirety.

If you would like to apply for a Labour Market Impact Assessment (LMIA) but are unsure what documents to include with your application or how to get started then please don’t hesitate to contact us at 416-477-2545. Our immigration experts will be glad to assist you with your immigration matter.

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