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Improving Access to Labour market Information for migrants and employers 244 Labour market information for potential economic immigrants and temporary workers to find employment This section will consider labour market information for potential economic immigrants not already in Canada, as well as those applying to become temporary foreign workers, live-in caregivers, or seasonal agricultural workers. The labour market information available to potential immigrants and temporary workers takes essentially three forms: job and data banks maintained by the Government of Canada and its partners that immigrants can use to gather information about opportunities and the Canadian job market; official documents and websites that guide immigrants and businesses through the immigration process; and outreach programmes that provide individual support to immigrants abroad. The last item of outreach resources will include details on three programmes, the Canadian Immigrant Integration Project (CIIP), Canadian Orientation Abroad (COA), and the Active Engagement and Integration Project (AEIP), which were very effective in facilitating access to labour market information for immigrants pre-departure. Job search methods used by temporary workers by worker type With the exception of arranged employment, where immigrants not already in Canada immigrate because of an offer of employment, the job search methods used by those immigrating permanently prior to arrival do not differ significantly. There is currently a gap in the literature with respect to Arranged Employment Offers (AEOs); several studies, most notably Carter (2010), note that the highest-quality data sources on immigration do not include information on AOEs, 153 and so the depth of knowledge on this front is limited. The 2010 evaluation of the FSWP is the only comprehensive source of data on AEOs, and it does not provide direct information on the job search methods used by those who received an AEO. For this reason, we focus on job search methods used by temporary workers for this discussion. Temporary foreign workers, live-in caregivers (who are only able to remain in Canada temporarily), and seasonal agricultural workers are set apart from those applying as economic immigrants to become permanent residents through the FSWP or PNP in one important way: they are required to have a job offer in order to enter Canada. Those applying to remain in Canada permanently, however, have arranged employment only in a minority of cases. We would expect different job search methods to be used. Live-in caregivers are unique in that it is common for employers to recruit a livein caregiver from an intermediary agency, often for a fee and on a for-profit basis. This also means that the foreign worker often pays a fee in order to be a part of the agencies recruiting process; this happens commonly enough that in Canada, employers are required to reimburse caregivers for any fees they may have paid to the recruiting agency which led to their hire. Optimum Childcare and Nannies Inc., NannyServices, and Nanny Canada Inc., are some examples of the private companies 153 Carter (2010) used the Longitudinal Immigration Database (IMBD), which does not contain data on AEOs. The other commonly used data set, the Longitudinal Survey of Immigrant to Canada (LSIC) surveyed three waves of immigrants. The last data release was for immigrants surveyed in 2005.
that provide this service. Some agencies provide their services to families hiring caregivers free of charge, but it is typically the case that the foreign worker would have to pay to be included in their database. Family and friends of current caregivers and previous employees are also common search methods, and are recommended as resources in CIC documentation (FCRO, 2011a). Seasonal and temporary workers are matched in a similar manner – the key difference between temporary workers and those immigrating permanently is the greater role played by employment agencies. Recruiting agencies that match workers to employers for a fee for temporary foreign workers include Workvantage and Diamond Global Recruiting Inc. Job and data banks maintained by government departments and partners The Working in Canada website is of particular use to both potential economic immigrants and temporary foreign workers, as it provides a great deal of detailed information not just on jobs available, but also on the steps immigration applicants must take both in order to legally enter and work in Canada. CIC’s guidebook (FCRO, 2011b) to entering and working in Canada directs potential immigrants specifically to a section on the Working in Canada website called the Working in Canada Report, a personalized report containing information directly relevant both to the occupation and desired destination of the potential applicant. The website also contains detailed information on the legal requirements to immigrate to Canada and work in any particular province or occupation; users can use the interactive tool to generate a personalized report, or simply browse the website and read the information. The report is only for informational purposes. 154 Box 11.2: The working in Canada report in focus the Working in Canada report takes applicants through the following steps (fcro, 2011a): 154 1. selecting on occupation a. many occupations can be identified by several names, and convention dictates which names are common in canada. cIc stresses that it is important to properly identify which occupation a potential immigrant is seeking to join. 2. determining whether or not the occupation is regulated a. resources are now clear in alerting potential immigrants that there are special licensing requirements for many regulated occupations, including trades and professional designations. this is an important addition to the resources for immigration applicants, given that credential recognition had been an unexpected challenge for some permanent residents in the past (Zietsma 2010). 3. determining who the regulator is (if applicable) a. the Working in Canada report guides potential applicants through determining whether or not they must obtain a credential or license to work in their occupation in canada and how to do so if they must. this is important because over 400 regulatory bodies are involved in regulating all occupations in canada, typically at the provincial level. 154 A Working in Canada Report can be generated interactively by visiting http://www.workingincanada. gc.ca. country studIes – CANADA 245
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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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the recession the average number of
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Medium-term employment outlook Look
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This demand-led scheme was suppleme
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