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Improving Access to Labour market Information for migrants and employers 236 Employers who wish to recruit economic immigrants from abroad, who would not be entering Canada temporarily, are advised to seek an Arranged Employment Offer (AEO) from HRSDC if they wish to offer a permanent full-time position to a skilled worker. AEOs are an important feature of the FSWP; they are worth up to 15 points of a possible 100, with 67 needed to qualify for immigration, in the FSWP. As of the most recent evaluation of the FSWP, 13.5 per cent of principal applicants in the FSWP from 2002 to 2010 received an AEO (CIC, 2010b). Immigrants who enter Canada with arranged employment enjoy substantially better labour market outcomes compared to those who do not across every indicator of labour market performance. Employment earnings three years after landing were nearly twice as high for those with arranged employment, for example. However, there is comparatively little research on the pre-departure characteristics of those who receive AEOs, or the origin of AEOs. We do know that the most common positions recruited were, by large margins, senior management positions or associate/assistant professor positions (CIC, 2010b). This implies that immigrants who receive AEOs usually have existing ties to the Canadian labour market, Canadian firms, or access to a strong international social network (for instance, academia). Online resources maintained by government departments The Foreign Credentials Referral Office (FRCO) has published a document called Employer’s Roadmap to Hiring and Retaining Internationally Trained Workers (FCRO 2011a), designed to provide small and medium-sized enterprises (SMEs) with essential information and guidance on legally hiring foreign workers. The document also emphasizes that long-term vacancies in skilled occupations are likely to persist unless Canadian businesses, particularly SMEs, actively recruit immigrants. In order for any of these matches to take place, however, employers must be in a position not only to contact those living abroad, but have enough information to make a job offer. Otherwise, recruitment of those applying for permanent residence would be a matter for the previous sub-section, since they would not be recruited until after they arrive in Canada. The methods used are varied; for multinational corporations with locations overseas, their recruitment practices do not differ significantly for this class of worker, since they have direct contact with any potential permanent resident or temporary worker. However, SMEs do not have the human resources or staff to devote to international recruitment to the same extent, nor are they as likely to have locations or contacts abroad. These organizations often use intermediaries to recruit foreign workers, both formally and informally. Immigration consulting services Formally, there are a number of consulting services and agencies that offer their services to employers, both on a for-profit and non-profit basis. The Canadian Association of Professional Immigration Consultations 150 (CAPIC) connects businesses with 150 See http://www.capic.ca/index.php?page=main for CAPIC’s website.
professional immigration consultants that can guide those unfamiliar with the process through hiring a temporary worker or potential economic immigrant from outside Canada. Approximately 36 per cent of applicants to the FSWP use immigration consulting services or an immigration lawyer (CIC, 2010b). Additionally, most provinces engage employment consultants, who can either arrange hiring events or put businesses in contact with organizations that can guide them to workers abroad. Industry and professional or occupational groups, such as for engineers or caregivers, also provide contacts to businesses and individuals interested in hiring immigrants, temporary workers, and live-in caregivers. 2.2. Supply side: prospective migrants Firms represent one side of the labour market matching process. The other side of the matching process is immigrants and temporary workers. Again, we will make the same distinction, considering separately the resources available to economic immigrants already living in Canada, who are able to remain in Canada indefinitely and can legally work, and potential economic immigrants and temporary workers, who have either yet to begin the immigration process, or have yet to complete it. Labour market information for immigrants ranges from informal networks to services facilitated by SPOs and government departments in Canada, much as it did for businesses. The resources for those already in Canada are considerably more developed in this case as well, but there have been a number of interesting pilot projects and programmes co-managed by SPOs and government departments that appear to have had a significant impact on access to Canadian labour market information abroad. Labour market information and job search methods for economic immigrants already living in Canada to find employment This sub-section will focus on other job search strategies, information sources, and integration programmes for those who have already immigrated to Canada and can remain in the country permanently, including bridging programmes, settlement services, and language training, all of which operate with the goal of enabling immigrants to develop the formal and informal contacts that most often lead to employment. Research has identified that the most common problems preventing recent immigrants from integrating into the labour market are difficulties obtaining recognition for credentials, education, and previous work experience (Alboim and McIsaac, 2007; Zietsma, 2010; Houle and Yassad, 2010; Derrick, 2010); and difficulties learning about job opportunities because of a lack of personal contacts and networks (Carter et al., 2010). Language barriers, a third difficulty, are also commonly cited by the same literature. The labour market information that has been made available to recent immigrants for their use directly addresses these issues. The existing services to support the labour market integration of economic immigrants already in Canada, and especially recent immigrants, fit broadly into two categories. First, there are educational programmes designed to equip immigrants country studIes – CANADA 237
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tAbLe of contents EXECUTIVE SUMMARY
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3.1. Assessment and validation of f
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Acronyms ACS American Community Sur
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NOC(S National Occupation Classific
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LIst of tAbLes Table 7.1: Legal pro
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GERMANY 6 Amelie f. constant and ul
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and Zimmermann (2012) explain the G
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Recent legal changes and amendments
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Some public initiatives that should
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to an unlimited time period. No fur
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about foreign educational systems,
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of the total net immigration. Afric
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country, the number of high-skilled
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International migration largely occ
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provide indirect evidence on this i
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the placement of such persons into
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caution since their positive effect
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youths require more time to turn su
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largely prevents easy and comprehen
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DIHK 2012 Integration sichert Zukun
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ITALY 7 francesco fasani 26 Abstrac
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1.1. Labour market trends Current t
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only in 1998 with the Turco-Napolit
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Table 7.1: Legal provisions for the
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The situation is different for medi
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training institutions, and so forth
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Table 7.4: Planned non-seasonal hir
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Allasino, Reyneri, Venturini, and Z
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share of positive answers of Italia
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Table 7.5: Job search strategies of
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Table 7.7: Job search strategies of
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Table 7.9: Main channels used to fi
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As far as formal channels of job se
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level of education, undocumented mi
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How did you find your current or la
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other network members are already e
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of legally accessing the Italian la
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for instance, for positions where c
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Bertrand, M. and S. Mullainathan 20
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Moual, K. 2012 August 28 Immigrati,
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POLAND 8 maciej duszczyk 61 Abstrac
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may not be deemed sufficient for co
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Any evaluation of the scale of empl
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e deemed as easy to follow for both
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Assessment of the present awareness
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foreign national does not acquire t
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Activities of employers’ organiza
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(it is at its lowest in micro-busin
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2.2. Supply side: prospective migra
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option to recruit such foreigners.
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demonstrated that the process of se
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ooted opinion within Polish society
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do so mainly through informal chann
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Annex Annex 3.I: Interviews on acce
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SWEDEN9 henrik emilsson and karin m
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share of employment has halved sinc
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orn abroad between the ages of 16 a
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driven by demand. The biggest chang
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to 2011. Considering that the numbe
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At the same time there are several
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Employment organizations and indivi
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(TUCW, 2012). The work permit is co
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TS; 2012). Another recruitment chan
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The Swedish Institute’s portal is
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3.1. Assessment and validation of f
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2006). To strengthen their competit
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Theoretically, this change may have
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surplus of native workers. Labour m
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Interviews BMC: Kundu, P. CEO, BeeM
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