Announcing “How to get a job offer and work permit in Canada”online course, Now on Udemy

How to get a job offer and work permit in Canada.

Please take advantage of our 92-lecture online Udemy course.

This course has been developed to assist International trained workers like you to learn how you can become eligible to apply for a work permit and eventually for Canadian Permanent Residency via the Express Entry System under the different immigration programs available In Canada and what you will require in order to begin your application.

It also covers some resources like LinkedIn, Interviewing skills, Job search strategies and Canadian Resume templates that are designed to assist professional immigrants to navigate the Canadian labor market and secure employment. Checking other sources besides the Job Bank in Canada.

This course also prepares you for the settlement process, from getting your things across the border to finding a job in Canada. 

What you'll learn

• Learn the basic of the work permit/ visa application process.

• Learn about the different Canadian Immigration Programs that foreign workers can apply to work in Canada.

• Learn how to research the Canadian Labor Market and the different tools available for foreign workers.

• Learn how to Implement job search strategies in order to increase their possibilities of getting a job in Canada
• Initiate the steps to get licensed or upgrade your skills and start your job search.
• Learn how to assess their readiness for the Canadian Job Market.
• Learn how to effectively search for a job in Canada from your abroad.
• Learn how to create a Canadian resume and cover letter.
• Learn how to get ready for an interview with a Canadian employer.

During this course, we will review information such as:

Open work-permit in Canada, Canada work permit jobs, Canada work permit eligibility, Canada work visa cost, temporary work permit Canada ,how to get job offer from Canada for express entry ,job offer from a Canadian employer, Canadian work permit with job offer, Post Graduate work permit, Live-in caregiver, Rural Canada, the Atlantic Immigration Pilot Program, Labor market initial assessment (LMIA), processing times, NOC codes, Canadian resume, NAFTA: Intra-companies transfers, Francophone Immigration and much more...

You're going to get over 12 hours of video lectures, access to the recommended resources, our student discussion forum, and the ability to ask me any questions you may have as you progress through the course. 

On top of all that, you get lifetime access.

In summary, this course is a good do it yourself guide for working and immigration to Canada.

By the end of this course, you will know some of the strategies and resources used in your immigration journey, job search in Canada and how to integrate into the Canadian labor market and start your new life in the True North.

This course is for internationally trained workers with an intermediate level of English or French.

So take the course, tell your friends and send me some feedback, because I will be adding more material based on your feedback.

In celebration of the course’s launch, I’m offering up a limited time offer for the first 100 readers to enroll!

 Use the coupon code BONUS50 for a 50% discount on the original price. Not too shabby, right?!

I’m looking forward to seeing how this goes, so don’t hesitate to holla back!

 And thank you in advance for your support and feedback!

What are you waiting for? Take my course now!

Alberta targets mature workers to combat future labour shortage

Image via Wikipedia

EDMONTON - The Alberta government wants aging workers to put off retirement instead of putting golf balls as a way to stave off a looming labour shortage.

Employment and Immigration Minister Thomas Lukaszuk released Wednesday a strategy aimed at encouraging more mature workers to stay on the job.

It’s one way to avert the worker, skills and knowledge crunch expected when the forecasted economic upturn crashes into Alberta’s aging population.

“We’re walking into a perfect storm,” Lukaszuk said, after announcing the report Engaging the Mature Worker: An Action Plan for Alberta at a human resources conference.

“2011 is the first year during which officially baby boomers are turning 65, so we’re looking at a large exodus of workers, not only in numbers but experience.”

Alberta faces a shortage of at least 77,000 workers in the next decade, he said. “That means no doctors, that means no coffee shops open, that means no daycare.”

Lukaszuk said he wants to maximize groups which are under-represented in the workforce — aboriginals, youth, immigrants and older people. A similar government report on engaging aboriginals is on the way.

Mature workers now account for about 16 per cent of the workforce and fewer than one in four employers have strategies in place to address the aging workforce.

In 2010, 17,400 Albertans retired, 2,300 more than in 2009. About 190,000 workers are expected to retire during the next 10 years.

Lukaszuk said the government wants to tap into mature workers — age 55 and above — who don’t want to stop working.

“We’re finding that our pre-retirees and retirees no longer follow the pattern of turning 65 and instantly hitting the golf course and never working again. Most mature workers want to stay engaged in the labour force in some capacity — maybe doing what they were doing all their lives but on a part-time or casual basis or changing careers altogether.”

The strategy was met with mixed reviews at the Seniors Association of Greater Edmonton.

“Sixty-five is too young to retire,” said one senior, who declined to give her name.

Diana Bacon, 77, retired as a kindergarten teacher when she was 58 and said that as it turned out, if she had kept working, it would have robbed her of a blessing.

“I retired early because my husband retired early and I’m glad I did because we had a few trips and things before he died,” Bacon said.

“If I’d have kept on working, I’d have missed that. And after he died, I could have gone back to work but I have enough to live on and I don’t require a lot.”

Bacon, who volunteers at the centre preparing taxes for seniors, says encouraging people to work longer will have another unintended consequence.

“If you allow people to work endlessly, you’re going to cut back on the people available to do volunteer work. It’s very well-known that the best volunteers are the seniors.”

The plan calls on government to work with employers to retain mature workers by developing age-friendly workplaces, succession planning and phased retirements.

Mature workers who want to keep working should have more employment and career services and post-secondary education options.

The plan also calls for educating employers on the value of older workers and to revise pension and tax policies.

It suggests employers consider reducing hours and responsibilities of mature workers, move some to part-time work, recall retirees for busy times, use them for mentoring and consulting and redesign their jobs.

“There’s nothing magical that happens to us at 65,” Lukaszuk said.

“We don’t lose our capabilities. We not only could be as productive but frankly, could be even more productive because of the wealth of experience that we have.”

Gil McGowan, president of the Alberta Federation of Labour said he supports mature workers staying on voluntarily but worried some may be coerced to stay on.

“If (Lukaszuk’s) talking about forcing people to work past retirement age against their choice, then he’s going to have a war on his hands. Working Albertans won’t take kindly to having their retirement dreams undermined or taken away.”

He was also skeptical that employers would go out of their way to accommodate older workers.

“We in the labour movement have been calling on both governments and employers for years to discuss more flexible approaches to retirement for mature workers, but the truth is we’ve met a lot of resistance especially from the employers’ side.

“I’m not as convinced as the Minister seems to be that employers will get behind a more flexible approach.”

Charlotte Bouchard, chair of the Human Resources Institute of Alberta, said employers are looking at ways to retain older workers and reviewing their retirement policies.

“That’s a lot of experience that’s going out the door,” Bouchard said.

But employers face some challenges when it comes to retaining mature workers. “Is there the desire for them to stay? Secondly, what initiatives do you need to put in place to get them to stay? Do you need to help them more with benefits? Do you need to give more life balance?

“You need to have some flexibility.”

Lukaszuk said the province will work with the federal government to make sure tax rules and other policies don’t deter people working past retirement age.

“If you’re collecting your pension and choose to work part-time, you will just jump yourself one bracket over and everything you’re earning will be deducted in income tax and making it a futile exercise.”

Lukaszuk said keeping aging people working could boost workforce numbers by 40,000 but it still isn’t a long-term solution to Alberta’s labour shortage.

“At the end of the day, if we were to be 100-per-cent successful with persons with disabilities, mature workers, aboriginals, women and those who are chronically unemployed or underemployed, that still won’t suffice.

“At the end of the day, our population growth is still not catching up with our labour force requirement to our economic growth.”

Lukaszuk urged the federal government to revamp Canada’s immigration policies to better address the economic needs of provinces.

bmah@edmontonjournal.com

twitter.com/mahspace

© Copyright (c) The Edmonton Journal

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Study Shows Vast Skills, Labour Shortages Looming for Canada’s Tech Sector

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20 April 2011

March 29, 2011
Canada’s ICT sector, representing the country’s information, communications and technology employment base, is facing alarming skills and labour shortages in the next five years. Today’s release of Outlook for Human Resources in the ICT Labour Market, 2011-2016 by the Information and Communications Technology Council (ICTC) , in partnership with the Information Technology Association of Canada (ITAC) , underscores the shortages, and paints a picture of a new job market for ICT that has radically changed. ICTC also reported that all stakeholders in the sector—industry and education, the associations that represent them, and government—recognize the looming shortages and are poised to act.

The new report underscores that in most regions in Canada and for most ICT occupations, demand will far exceed supply.  Employers will encounter systemic shortages when recruiting for ICT jobs that require five or more years’ experience. The severity of these shortages will increase when employers are seeking to recruit ICT people with leading edge skills such as marketing, accounting and finance competencies.

The results also show a new job market for ICT, one that has radically changed. Industry now needs workers with the leading edge package of skills, for example systems analysis and design combined with marketing, operations management and HR management, or people with particular combinations of domain experience (such as e-health, e-finance and digital media) together with ICT expertise.

Over the next five years, Canadian employers will need to hire an estimated 106,000 ICT workers.

“The potential skills and labour shortage crisis has been identified as one of the most defining issues facing the ICT sector in Canada today, said Bernard Courtois, President and CEO of ITAC. Global job mobility, technological change, demographics, declining enrolments, and shifting investment patterns have combined to create a pending shortfall among skilled ICT workers. “ITAC and other sector stakeholders asked ICTC to help us understand the reasons for these trends and offer regional and occupational forecast,” said Courtois, “and we are now armed with this fresh survey information and ground-breaking analysis by leading Canadian experts to assess current and forecasted trends, and to recommend and implement corrective actions.”

http://www.ictc-ctic.ca

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Hiring new Canadians is a solution

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According to a recent research, labour shortages prevalent in the food and beverage industry in the mid 2000s will once again emerge as the Canadian economy continues to recover.

Staff writer CanadianImmigrant.ca

The Canadian Tourism Human Resource Council (CTHRC) recently published a compendium of “best practices” used in recruiting and retaining new Canadians as one potential solution to difficulty finding employees. 

According to a recent research, labour shortages prevalent in the food and beverage industry in the mid 2000s will once again emerge as the Canadian economy continues to recover. Projected shortages in the Food and Beverage industry could reach more than 142, 000 year-around jobs by 2025, the study indicates. Lessons learned during the previous labour shortages will be a valuable tool to Canadian businesses as new shortages emerge.

A&W Food Services of Canada Inc. has already begun acting, learning from those lessons, thanks to a meeting organized by the Canadian Restaurant and Foodservices Association (CRFA.) It was in the fall of 2007, during the height of the national labour shortage. At the meeting where stakeholders and the government congregated, workforce solutions were explored. Instead of targeting temporary foreign workers from overseas, restaurants were encouraged to consider the large pool of immigrants already in Canada.

Thus the opportunity emerged to work with immigrant teens already in Canada with their families and A&W restaurants in Manitoba quickly acted upon it. It started working with a local immigrant and refugee agency to address labour shortages.

While the restaurant chain has found a solution for its workforce shortage, the teen immigrants take pride in starting their Canadian careers as well as help their families make ends meet.
 The idea really took off when Newcomers Employment Education and Development Services (N.E.E.D.S.) Inc. — a local nonprofit agency that offers services to immigrant and refugee youth — created a training program in hospitality industry that would offer newcomers to Canada an opportunity to acquire essential workplace skills.

It seemed like a natural partnership that would benefit both sides: A&W commits resources and employment opportunities, while N.E.E.D.S. Inc. manages the pre-employment training and placement process. “We realize that for most of our employees, working at A&W is not a career,” admits Dean, Fuller Restaurant Franchisee responsible for four restaurants in Winnipeg. “But our young immigrant employees take full advantage of how much they learn about Canadian customer service and work culture while in our employment.“

“This employment program has had a dramatic positive effect on the families and communities that have participated,” states Robyn Andrews, N.E.E.D.S. Inc. Employment Program Coordinator. “Immigrant-serving agencies are always looking to identify employers where there is an awareness that internationally trained workers (ITWs) make a significant contribution to the labour market. Getting involved in a work training program allows your company to be more competitive in hiring and retaining ITWs.”

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Canada holds immigration levels steady

Image via WikipediaThe federal government wants to keep Canada's immigration levels steady next year but change the mix of newcomers, limiting economic immigrants and boosting the number of spouses and children.
In its annual report to Parliament on immigration, the Conservative government says it aims to take in between 240,000 and 265,000 new permanent residents next year. That's the same target as this year and last.


But Immigration Minister Jason Kenney is looking to cut the economic class of immigrants by about 5,000 people – despite highlighting the growing dependence of the Canadian workforce on immigrant labour.
“Canada's post-recession economy demands a high level of legal immigration to keep our workforce strong,” Mr. Kenney said in a news release.
Provinces are taking a growing role in selecting economic immigrants, the report notes. As the number of federally selected newcomers in the economic class drops back, the number of provincially selected workers is climbing.
Mr. Kenney is increasing the target range for spouses and children, to a high of 48,000 – up from 45,000 in 2010, and back to the historical norm.
He is also expecting the number of refugees to rise, partly because the government has committed to doubling the number it resettles from overseas refugee camps.
“These refugees are selected and screened by Canada, and come here legally,” Mr. Kenney said. “We look forward to giving them a safe, new beginning.”
By keeping immigration levels steady, Mr. Kenney is walking a fine line between those who want levels to rise steadily to deal with an expected worker shortage, and those who want to cut back dramatically on newcomers until well after the recession.
Glen Hodgson, chief economist at the Conference Board of Canada, argues that the recession prompted a temporary glut in workers. As the economy recovers, and as retirements soar, he figures Canada will require about 350,000 immigrants a year by 2030 in order to keep its workforce growing.
Plus, Ottawa needs to make sure those immigrants meet the labour market's needs, Mr. Hodgson says.
“A reinvigorated immigration policy, growing toward 350,000 by about 2030, will need to recognize the importance of skills-based immigration to address Canada's labour market needs and to unlock immigrants' potential for making a long-term economic contribution,” he writes in a recent article.
But a new, conservative group of immigration experts wants Mr. Kenney to go the other way.
“It makes no sense to maintain high levels of immigration when large numbers of Canadians are unemployed,” the Centre for Immigration Policy Reform says.
Canadians can confront the coming skills shortage by themselves, by improving their own training and working later in life, the centre's website states.
“There will be no such shortages if more Canadians acquire the needed skills, which can be accomplished if wages, government policies and other conditions encourage them to do so and the jobs are not filled by immigrants.”
For Mr. Kenney, the answer for now is to keep the immigration levels the same, but to focus on integrating newcomers more effectively so that the Canadian workforce can benefit fully from their training and expertise.
“Immigrants arrive in Canada with degrees and experience in skilled occupations such as medicine or engineering. Yet, many are unable to fill the critical positions our labour force desperately needs,” Mr. Kenney said in a speech on Monday.
“It isn't because they are unqualified or that they don't have the skills these positions demand, it's just that they are unable to transfer their international education and experience into Canadian workplaces in a timely manner.”

Source: The Globe and Mail

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