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Improving Access to Labour market Information for migrants and employers 238 with information and skills about living and working in Canada that they otherwise would have lacked, which usually take the form of training directly relevant to either the Canadian labour market or their profession of choice; we will also discuss a specific subset of training programmes, called bridge training programmes, which target more specific challenges in integration. Secondly, settlement services assist immigrants with any issues they encounter in relocating to Canada, such as filling out immigration forms and providing documentation, opening a bank account, improving their English or French, and directing them to bridging programmes that provide explicit job training. The dichotomy between bridging programmes and settlement services is not perfect; certainly some programmes would fit the description of both, but for the purposes of this sub-section, the distinction is a useful way of organizing services available to permanent residents. Additionally, the Working in Canada website is also an important tool for economic immigrants already living in Canada, but as the details are more directly applicable to those who have not yet immigrated, the next sub-section will describe the tools specifically for immigrants on the Working in Canada website, as well as other sources of information for potential immigrants and temporary workers. For those already in Canada, Working in Canada functions essentially as a job bank. Job search methods by occupational group There are significant differences in employment opportunities by occupation in Canada, reflected in the performance of different occupational groups after the worldwide recession that began in 2008. Most notably, while unemployment in Canada still remained above its pre-recession level at the end of 2011, over the period 2007–2011, employment in professional, scientific and technical services and public administration increased by 15.9 per cent and 12.3 per cent respectively. Additionally, in health care and social assistance, employment increased by 14.9 per cent over the same period. These three sectors together accounted for 107.1 per cent of employment growth in Canada from 2007 to 2011 (CSLS, 2012). It is therefore natural to examine whether job search methods differ in health care and social assistance from other occupations, both for Canadian-born workers and immigrants. Across almost all job occupations and types of workers, between a quarter and half of those with jobs report learning about jobs through a family member or friend, making informal networks the most common job search method by far (TIEDI, 2011). In healthcare and social assistance, however, the job search methods that those who are employed report having used to learn about their job differ between Canadian-born workers and immigrants; immigrants are less likely to report having found their job through personal initiative, despite personal initiative being a more common search method in this field for Canadian-born workers. Table 11.3 summarizes the findings of this survey. Among Canadian-born workers in health care, 35.4 per cent report finding their job through personal initiative, as opposed to 26.6 per cent through a family member or friend. Among immigrants, however, the corresponding figures are 33.4 per cent and 39.1 per cent, respectively. This is the only occupational group
where family or friends are a more common job search method for immigrants than for Canadian-born workers (TIEDI, 2011). It would be useful to further examine job search methods by education, but because most immigrants in Canada must have some post-secondary education in order to immigrate, there is little data on job search methods by immigrants with lower levels of education. Table 11.3: Reported job search methods for Canadian- and foreign-born workers by selected occupation and search method, per cent, 2005 Family or friend Personal initiative Directly recruited Recruitment agency Canada employment centre Canadian-born workers Management 32.7 17.3 19.6 4.7 1.5 Business, finance, and administrative 41.2 15.5 13.6 4.3 4.5 Health 26.6 35.4 17.6 - 0.8 Social science, education, government service, and religion 26.2 23.6 22.2 1.8 2.0 Processing, Manufacturing, and utilities 48.4 26.2 11.5 3.0 5.6 Foreign-born workers Management 30.8 21.4 17.8 5.9 - Business, finance, and administrative 39.9 17.1 15.2 9.5 3.9 Health 39.1 33.4 13.7 - - Social science, education, government service, and religion 20.8 26.1 11.8 - - Processing, Manufacturing, and utilities Source: TIEDI 2011. 56.7 16.1 8.3 3.2 3.1 Note: This study used survey data from the Workplace and Employee Survey (WES), run by Statistics Canada, collected in 2005. WES surveys workplaces and those working at those establishments. “Foreign-born workers” refers to anyone employed by a surveyed workplace that was a permanent resident, naturalized Canadian citizen, visa holder, or temporary foreign worker. The figures reported in this table are responses to a question asking what job search method workers used to find their current job. Training programmes and settlement services implemented by government departments Prior to 2008, Citizenship and Immigration Canada (CIC) funded three settlement services that were available across Canada. These programmes were Language Instruction for Newcomers to Canada (LINC), Enhanced Language Training (ELT), the Host Program (HOST), and the Immigration Settlement and Adaption Program (ISAP) (Alboim 2009; Smith 2010). As these programmes were settlement services, their aim was to provide immigrants with essential information needed to country studIes – CANADA 239
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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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UNITED KINGDOM Anne e. green and da
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