Immigration Canada

Ontario needs an immigration strategy to attract skilled new Canadians

Deutsch: Toronto: Royal Ontario Museum (Photo credit: Wikipedia)

There was a time when Ontario didn’t have to do much of anything to attract immigrants from around the world. People knew they could come here, get well-paying jobs in factories, even if they spoke little English, and fairly quickly make a better life for themselves and their families.

Not anymore. Ontario’s economy has shifted and needs more skilled people in our workforce. At the same time, other provinces have realized the immense value of skilled immigrants and are now actively luring them to the west and east of us.

Ontario still gets the largest number of annual immigrants — 99,000 last year — but our overall share has dropped almost one-third over the past decade.

As a nation, it’s a very good thing that immigrants are finding opportunity and welcoming communities in cities and towns right across the country. Newcomers shouldn’t be confined to Vancouver, Toronto and Montreal. But as a province, Ontario can’t sit back and do nothing in what is becoming an increasingly tough competition to attract talented immigrants who can help drive economic prosperity.

Ontario must become more attractive to skilled immigrants or we’ll face large-scale shortages of workers in the coming years because of our rapidly aging population. Indeed, an expert panel has just concluded that Ontario needs to attract 135,000 immigrants each year. And the bulk of them, about 70 per cent, should be coming from the skilled class of immigrants, who tend to be better educated and have an easier time finding employment than those sponsored by families or refugee claimants.

Ontario has seen those kinds of numbers as recently as 2005, but getting back to that level won’t be easy at a time when many of the skilled immigrants who do come here are frustrated in their efforts to get work in their chosen fields and are relegated to low-paying jobs.

That’s why most of the expert panel’s recommendations have to do with ensuring a better fit between the skill-set of immigrants and workforce needs. To do that, Ontario needs to renew — and dramatically improve — its partnership with the federal government.

As the panel points out, Ottawa’s federal skilled worker program — the main source of the province’s economic immigrants — is not delivering the kind of newcomers Ontario needs. Its reliance on a list of priority occupations makes it “too static to respond to the realities and dynamics of Ontario’s labour market.”

While Ottawa is failing to bring enough skilled immigrants to Ontario, it limits the province’s ability to select its own immigrants by capping the provincial nominee program at 1,000. That must also change.

Ontario’s Citizenship and Immigration Minister Charles Sousa says he will use the report’s recommendations to help develop the province’s “first-ever” immigration strategy.

That we don’t have such a strategy already shows how complacent Ontario has been. The time for that is over. Ontario must do more to earn the best and brightest new Canadians.

Source: http://www.thestar.com/opinion/editorials/article/1267479--ontario-needs-an-immigration-strategy-to-attract-skilled-new-canadians

Canada to Lebanese: No More Free Pass

English: Oath of citizenship ceremony (Photo credit: Wikipedia)

The Canadian government has begun the process of cracking down on passport holders who have claimed citizenship through falsely alleging residence in the country.

Many Lebanese citizens feel that they are in need of a second nationality, a safety net of sorts, given their country’s explosive history. They think of Fairouz’s song A Little House in Canada when they eat out-of-date food, or can’t find proper housing.

The song captured the sentiment of Canada as a haven and refuge for those looking to escape their troubled land.

Canada has become the top destination for those seeking a back-up citizenship after it opened its doors to immigrants from around the world.

The image of Canada provides peace of mind for immigrants who want to live without fretting about education, healthcare, housing, and retirement.

These are some of the many reasons why Lebanese have devised all sorts of ways to get their name on a Canadian passport. Often this involves a little trickery, whereby the person in question – through friends that reside there – fabricates the necessary paperwork that makes it appear as if he or she is employed and residing in Canada – paying rent, phone bills and taxes.

Jason Kenney declared that his government “will begin revoking the citizenships of thousands of naturalized citizens who are believed to have claimed to be in the country when, in fact, they were abroad.Perhaps Canada brought this upon itself by not stamping the passports of exiting travellers, as many countries do. On the Lebanese side, one has the option of stamping their entry and exit on a separate piece of paper. Thus a Lebanese can visit Canada and return home without any trace of them having departed the former.
It is surprising that the Canadian authorities overlooked this scheme for so many years. Only now are they beginning to take measures to crack down after minister of immigration Jason Kenney declared that his government “will begin revoking the citizenships of thousands of naturalized citizens who are believed to have claimed to be in the country when, in fact, they were abroad.”

“We estimate that up to 3,100 Canadian citizens may have acquired their citizenship through deception. Therefore, we will begin the process of withdrawing it from them.”

These measures will not only involve Lebanese, according to the minister, for there are “11,000 people from 100 countries who are implicated in deceiving the authorities,” adding that, “the Canadian government has learned that thousands were residing outside the country, paying intermediaries up to $25,000, in some cases, to make it appear that they are living in Canada.”

According to the spokesperson for Citizenship and Immigration Canada (CIC), Nancy Caron, “the department of immigration only started using international file management system technology in 2004, which has helped us expose suspicious activity and deception.”

She added that the government campaign will not only involve revoking any violator’s citizenship, their case will also be referred to the Canada Border Services Agency (CBSA) for further action against the accused and those who abetted them.

“There is no time limit to our investigation and we intend to remove citizenship from all those involved,” she warned.

Caron explained that the problem “is international, and the cases we have before us includes up to 100 nationalities, most of whom live outside Canada. We suspect that that around 11,000 people may have lied, when they applied for citizenship or permanent residency, and we have already initiated action against 530 of them,” adding that “there may be up to 5,000 permanent residents who have forged their applications that we are in the process of investigating further.”

She noted that her agency has “devised new citizenship questions which will help expose those who may be trying to mislead the authorities.”

According to Stephen Handfield, a lawyer who specializes in immigration, the current Canadian government is taking a hard line on immigrants in accordance with the politics of the ruling Conservative Party.

It is worth noting that Canadian law stipulates that those seeking citizenship must reside in the country for at least three consecutive years before applying.

Abiding by the Law

Many Lebanese are indeed concerned about the new measures being taken by the Canadian government, but they insist that they will abide by the law.

Nada, for example, decided to move to Canada in order to get her citizenship there. She says that the whole process – including plane tickets, everyday costs, and fake bills – has cost her around $20,000.

She’s not too worried about the citizenship exam. She does, however, face some obstacles such as coming up with report cards and doctors’ bill, as was requested of some of her friends during the examination.

Her main concern is the future of her children who are already Canadian citizens due to the fact that they were born there.

the whole process – including plane tickets, everyday costs, and fake bills – cost around $20,000.Nada is just one among the many Lebanese who are seeking Canadian citizenship but not necessarily to live there.
They will be have to be more careful than in the past now that the Canadian government has adopted more restrictive measures which obligate them to reside in the country.

This article is an edited translation from the Arabic Edition.
http://english.al-akhbar.com/node/12821

Kenney announces upgrades to program aimed at attracting world's talent

Permanent Resident Card (2002-2007) (Photo credit: Wikipedia)

STEVEN CHASE
OTTAWA — The Globe and Mail

Canada has just welcomed its 20,000th permanent resident under a four-year-old immigration program that’s on track to become this country’s premier method for recruiting newcomers.

The Canadian Experience Class, launched only a few years ago, represents the future of Canada’s immigration system – one where the Harper government puts a hard-nosed emphasis on attracting the best and brightest skilled workers.

The program targets temporary foreign workers already in Canada and non-Canadians who have graduated from universities and colleges here – people who have proven they can integrate into society and meet labour market needs.

It removes immigration obstacles for a class of individuals that Immigration Minister Jason Kenney calls "the most likely to succeed."

The 20,000th permanent resident admitted through the four-year-old program is Gaurav Gore, originally from India.

He earned a master’s in business administration from the Unversity of Toronto, a program he began in 2008, and is applying his learning as a consultant with a major bank in Canada’s largest city.

Each year about 300,000 people such as Mr. Gore arrive in Canada. About 100,000 students and 200,000 temporary workers flood into this country annually – a group the Conservatives feel offers the best prospects for new immigrants.

“Mr. Gore completed a challenging, competitive university program,” Mr. Kenney said in a statement Friday. “He is now building a successful career, contributing to our economy and helping create jobs for Canadians here in Canada. Gaurav is exactly the sort of skilled worker that Canada hopes to attract and retain.”

The program fast tracks permanent residency applications for skilled foreign workers and graduate students who have spent time in Canada on temporary permits or student visas – those who can demonstrate they are proficient in either English or French.

Before it was created, highly-skilled outsiders could not become permanent residents from within Canada. Would-be applicants such as Mr. Gore would previously be told they had to return to their country of origin and wait at the back of a queue for about seven or eight years.

Under the new program, applicants can apply from within Canada and expect a quicker decision, normally within one year.

This type of economic immigrant class, unveiled three years ago, was the first new avenue to obtaining a permanent residency card in decades.

Upgrades to the program, announced by Mr. Kenney Friday, will make it easier for applicants to qualify for entry under the Canadian Experience Class.

All applicants will now require 12 months of Canadian work experience gained in the three years prior to their application. Previously, some needed 24 months experience.

This change will make it easier for international student graduates to apply for permanent residency under the program.

Canada was forced to bring in the new program because of a global race for talent with rival destinations such as Australia and the United Kingdom, which had similar programs.

The coming storm: 9 million retiring Baby Boomers in Canada

The Baby Boomers’ 50th birthday 3 (Photo credit: Christchurch City Libraries)

Jonathan Chevreau, Financial Post · Jul. 14, 2011 | Last Updated: Jul. 20, 2011 7:23 AM ET

Perhaps it’s just as well Baby Boomers enjoyed a taste of retirement when they tuned in and dropped out in the 1960s. Most have been working ever since and — apart from the exceptions who enjoy spectacular entrepreneurial success — seem fated to work well into old age.

A Canadian Imperial Bank of Commerce poll this week found only half of Canadian Boomers aged 45 to 64 have regular savings programs in place. And a TD Waterhouse survey found 31% of retirees aged 55 to 70 are spending more in retirement than expected.

Those who neither save nor have old-fashioned employer-provided defined-benefit pensions seem destined to toil at least until the traditional retirement age of 65. Many may opt for 70, since by waiting the extra five years, annual benefits paid out by the Canada Pension Plan will be 42% higher.

That’s assuming you can even find a place to toil in this depressingly stagnant economy. There’s an emerging trend called “unretirement,” as practised by — here’s a term you may not yet have encountered — “workampers.” That’s a contraction of “work camping,” which refers to an increasingly popular practice whereby aging Baby Boomers sell their principal residences and hit the road, often in recreational vehicles.

Couples or families travel across America and work a few days or weeks at or near minimum wage and/or exchange their labour for a place to stay (or a place to park the RV), according to Steve Anderson, president of Arkansas-based Possibilities Workamper News.

For Workampers, home is where the RV is and the RV is parked wherever they can generate short-term cash. Jobs include gigs at parks, fisheries, amusement parks, hotels and even high-tech giants like Amazon.com.

It seems we’ve come full circle with a lifestyle similar to what the first wave of Boomers enjoyed in their youth, when they lived in communes or rainbow-coloured minibuses in the psychedelic ’60s. For movie buffs, this may conjure up Jack Nicholson’s About Schmidt, where the veteran actor plays a widowed retired actuary who hits the road in a Winnebago.

Actuaries are shrewd about pensions and retirement, which is why we’re hearing from a lot of them in the current round of pension reform debates. The focus is on impecunious Baby Boomers, judging by a 2010 Liberal white paper entitled Canadian Pension Security, Adequacy and Coverage: Public Policy Challenges and the Baby Boom Generation.

“The undeniable fact is that, over the next 20 to 30 years, Canadian pension regimes will face a perfect storm of an aging population and longer life spans,” it says.

The storm analogy is not misplaced. Many Boomers have failed to batten down the hatches in anticipation of the coming 3-D hurricane of demographics, debt and deficit. The term 3-D hurricane has been popularized by Research Affiliates’ chief investment officer, Jason Hsu. He says the ‘new normal’ is an extended period of lower economic and return expectations for the aging and debt-ridden developed world.

The height of the Boomer retirement cycle in the United States will be 2025, Hsu says, at which point there will be 10 new retirees for each new entrant to the workforce. In 1970, the ratio was closer to 5 to 1.

Boomers should have anticipated these untenable support ratios looming in their old age and saved aggressively in their working years by delaying pre-retirement consumption. But of course, “what we observe today is inadequate retirement savings.”

Hsu frets there are not enough young workers to keep pay-as-you-go Social Security (in the United States) afloat. Employer pensions and forced retirement savings should have protected workers from the demographics of aging but employers have been dismantling DB pensions while Boomers have not embraced voluntary savings as much as they should have.

As we’ve seen in France, Greece and other countries, these tensions are spilling over.

“Serious problems arise when countries have become so indebted that they are unable to raise debt to bail out retirees who have, by and large, undersaved.”

Canada is twice blessed in having largely dodged the 2008-2009 financial crisis and in the fact the CPP was put on a firm footing in the 1990s. While partly pay-as-you-go, CPP is strong enough that in the recent election, the NDP and the Liberal Party both advocated expanding it.

However, the ruling Conservatives are not committed to a “big CPP” beyond perhaps a “modest” enhancement of the system. In an interview this week with Ted Menzies, the Minister of State (Finance), I could get no precise definition of “modest” except that it’s well below the doubling of CPP benefits some have called for.

In a recent article in this paper, the Fraser Institute’s Neil Mohindra warned against using a battering ram to swat a fly. Once interest rates move back to their higher historical levels, he believes Canadians will be able to save more, borrow less and buy annuities with much better payouts.

Still, there’s little doubt the self-employed and workers in small businesses need help setting up employer pensions resembling those enjoyed by employees in large corporations and government.

True to their roots, the Conservatives prefer a private-sector, market-oriented defined-contribution pension model that will be managed by the nation’s banks, fund companies and insurance companies. It’s called pooled retirement pension plan, or PRPP.

With a four-year electoral mandate, the Harper administration has plenty of time to implement this program and prove it’s serious about closing the retirement income gap. Whether the PRPP arrives in time to save the Boomers remains to be seen. Until then, my general advice to them is: “Don’t quit your day job.”

Joe O’Connor: Canada’s baby blip won’t save us from skyrocketing health-care costs

Film poster for Baby Boom - Copyright 1987, Un...

Tuesday was my daughter’s first birthday, a celebration that kicked-off at about 5:20 a.m. A few hours later, Statistics Canada reassured us we were not alone in our bleary-eyed joy.

The 2011 census offered us a showstopper of a statistic, a number that injects new life into our greying population while shattering the notion that Canadians are not having kids anymore.

We are having kids, lots of kids. The number of Canadian tots aged four and under increased by 11% between 2006 and 2011, a baby boom not seen since the Baby Boom.

Boom 2.0 marks the highest five-year rate of growth among the Mini-me crowd since 1956 to 1961.

And the birthing trend is national in scope. Fertility rates nudged to within a whisker of 1.7 kids per family, up from 1.5 in 2001.

Albertans, with a robust economy and young families aplenty, are the nation’s most productive reproducers with a birth rate of 1.8, reflected by a 20.9% jump among kids under four.

Saskatchewan (19.6%) and Quebec (17.5 %) are likewise beefing up on tots.

Why the boom? Demographics. Baby Boomers’ kids, the so-called Echoes, may not have jobs for life but they have a zest for creating new life and an army of potential new Moms to do it. The number of women in the 21-34 age bracket is ballooning, a numeric reality any parent hoping to secure a daycare slot in a major Canadian city without putting their name on a waiting list at the moment of conception can fill you in on.

There is more at play here, though, a deeper societal shift, a reawakening of a yearning to go forth and multiply. It ebbed away in the 1960s when women joined the workforce in ever-greater numbers, the cost of living increased and family photos featuring three or four or more kids became the preserve of the rich and the nanny-supported, or poorer immigrant families bound by custom and kept afloat by social welfare.

“Women were doing more paid work, so they didn’t have time to have children,” Roderic Beaujot, a demographer at the University of Western Ontario, said. “Having children has become more positive.”

And practical. Things like parental leave, $7-a-day daycares in Quebec, RESPs and the Universal Child Care Benefit have softened the economic blow of feeding a growing brood. Another factor is the changing nature of work.

“With the way that technology is advancing, it is increasingly easy to seek out alternative work arrangements like working from home, starting your own online business, and so on,” says Amber Strocel, a Vancouver-based writer/Mommy blogger. “With more flexibility around work-life balance, it becomes easier to have children. The same technology also makes it easier to stay connected with friends and family, which means a better support network.

“That also makes it easier to have children.”

Doug Norris, the former director of social and demographic statistics with Statistics Canada, cautions against reading too much into the numbers. We are getting older, he says, not younger as a country, and our current baby blip is a passing bump, an accident of demography that will not save us from our greying selves — from skyrocketing healthcare costs — postponed retirement parties and underfunded Canadian pension plans.

“In 20 years, one in four of us is still going to be up over the age of 65 almost inevitably,” he says. “There would have to be a substantial increase in the fertility rate and I don’t see that coming.”

Instead of taking over, Canada’s army of tots appears to be just passing through town. Marching through the statistics, celebrating first birthdays, making mornings foggily perfect for a new generation of Moms and Dads.

National Post, with files from news services
• Email: joconnor@nationalpost.com | Twitter:

Canada heating up as a destination for tech employers

WALLACE IMMEN
The Globe and Mail

Computer engineer Bryan Gislason had his eyes on California as he graduated from the University of Victoria this spring.

“I wanted to work for a company that was innovative, growing and at the cutting edge of technology and I was focusing on Silicon Valley,” said Mr. Gislason, 24.

They were looking for him as well. “A lot of the large companies in the States, including Google and Facebook, are constantly recruiting for Canadian talent at Waterloo, Toronto, and in the West,” he found.

But rather than having to move to Silicon Valley, Kontagent, a San Francisco-based software company, placed him in its new Toronto-based engineering and support division. Kontagent has hired 15 Canadian software specialists for the office in the past year and is looking to bring another nine on board by the end of the year, said Jeff Tseng , Kontagent’s chief executive officer.

To drum up interest, Kontagent launched a worldwide contest in September for potential employees for the Canadian division, with a $10,000 cash prize for the person who does the best data analysis.

“We’ve already seen hundreds of entries from around the globe. In our view Toronto is a growing epicentre of innovative technology development, and this challenge is putting a global focus on Canada’s place in technology innovation,” Mr. Tseng said.

Information technology is among the most competitive fields for talent, according to a market analysis by job site CareerBuilder.com. Job listings for software engineers on the site are up 74 per cent year over year and postings for social media managers are up 48 per cent, according to CareerBuilder CEO Matt Ferguson.

“The world’s dependency on technology, the pervasiveness of social media, and the need to drive sales and expand into new markets are all driving double-digit growth,” Mr. Ferguson said.

The trend is expected to continue, with the U.S. Bureau of Labor projecting that IT jobs are destined to grow much faster than most other fields until at least 2020.

U.S. employers are looking far afield and finding rich veins of talent in Canada, but a countertrend is making Canada an attractor of tech talent, industry advisers say.

“Until recently we were seeing a brain drain, but now there is a growing flow of candidates from the U.S. into Canada as well as applicants from countries facing more financial uncertainty than Canada,” said Mike Winterfield, president of Randstad Technologies, the IT hiring division of recruiter Randstad Professionals in Toronto.

Canadian companies are willing to devote a lot of time and effort sponsoring work visas for immigrants to fill roles that are in high demand, such as people who have governance skills or executive-level advisory experience, in addition to their technical capabilities, he said. Among specialists Randstad has recruited to Canada this year are candidates from New York, England and India who are skilled in Java and also experienced in capital markets.

The demand is not just in Ontario but also Alberta, Saskatchewan, and Quebec, said Joanne Boucher, general manager of recruiter Bagg Technology Resources in Toronto.

“Across all industries, as technology becomes more and more ingrained in all aspects of business and as companies look for production gains and efficiencies, the demand for top IT talent is continuing to rise.”

That creates opportunity for people in other fields who want to retrain for a career with a technology component, said Mary Lynn Manton, co-chair of the school of information and communications technology at Seneca College in Toronto.

Seneca’s two-year diploma and three-year advanced diploma programs have seen a steady increase in demand, with a sharp spike in enrolment from people in business careers who, in the aftermath of the recession, want to retrain in a tech specialty, she said.

Constant career development is a good way to stay on top of the job market by ensuring your skills are constantly in demand, said Robert Howden, an instructor at the Computer Systems Institute in Chicago that specializes in upgrading the technology skills of people who want to change their careers.

There’s strong growth in specialties that analyze social media to spot trends, that provide tech support for data bases and develop corporate websites, he said.

*****

Know what these mean?

Technology titles in growing demand and shortest supply, according to a Randstad Canada survey:

Microsoft SharePoint 2010, .net 4.0 specialists

Java and Core Java developers

Specialists in cloud computing

SAP and Peoplesoft implementation consultants – particularly those willing to travel throughout North America on assignments

Capital markets business system analysts – people who understand products, but can also handle full technical implementations

PHP developers with distributed computing experience

Ruby on Rails developers

Senior quality assurance analysts who are also skilled in automated test tool script development

Source: Randstad

*****

Most in-demand job titles for computer science majors:

1. Software engineer

2. Systems engineer

3. Software developer

4. Java developer

5. Business analyst

6. .NET developer

7. Web developer

8. Systems administrator

9. Project manager

10. Network engineer

Source: Indeed.com

Alberta Crackdown on Employment Agencies: Could Atlantic Canada Be Next?

Welcome to Bienvenue à Nova Scotia (Photo credit: Wikipedia)

September 21, 2012
Written by Lana MacLellan

Alberta is cracking down on unscrupulous provincial employment agencies with some of the strictest rules to date in Canada.

New regulations under Alberta’s Immigration Act came into effect on September 1st and are primarily designed to protect temporary foreign workers. However, they also protect any worker who uses and employment agency in Alberta. They build on existing rules that require employment agencies to be licensed, and prohibit them from charging employees a fee to find a job.

Most significantly, the new regulations require employment agencies to:

Keep better records;
Operate under a licensed name;
Register agents; and
Have written contracts with job seekers.
In addition, agencies recruiting internationally will be required to provide the government with a $25,000 security.

The new regulations also make it illegal to mislead temporary foreign workers about their chances of becoming permanent residents or Canadian citizens. Agencies cannot mislead workers about their rights, intimidate or threaten them, ask for a performance bond, or pressure them to lie to Canadian officials.

Under the Fair Trading Act, companies that break the rules can expect to be fined up to $100,000, repay up to three times the profits earned in an offense, and/or forfeit the $25,000 security.

So why should employers in Atlantic Canada pay attention to what is happening in Alberta? Because it may very well be an indication of new rules and regulations that could be headed our way.

More and more Canadian provinces are implementing new rules for employment agencies and employers recruiting overseas that aim to protect temporary foreign workers. Manitoba was the first province to enact this type of legislation in April 2009 with the introduction of the Worker Recruitment and Protection Act (WRPA). Under WRPA, all Manitoba employers wanting to recruit temporary foreign workers are first required to register with the province and anyone engaged in foreign worker recruitment, including agencies, is required to obtain a license from the province. Recruiters must provide an irrevocable letter of credit in the amount of $10,000 and employers and recruiters are prohibited from charging fees from foreign workers to find them work. Fines for breaching obligations under WRPA are as high as $25,000 to $50,000.

Variations on the Manitoba model have been implemented by British Columbia and Alberta, and will soon be implemented in Nova Scotia though Bill 53, which makes a series of amendments to the Labour Standards Code. The details of the Nova Scotia regime have yet to finalized, however, they will likely be based on the Manitoba model.

We anticipate draft regulations will go to Cabinet sometime this fall, and be proclaimed shortly after. It appears the new regulations will require every employer who recruits foreign workers to register with the province. The registration process is designed to be as facilitative as possible for employers, and will likely be done online without a fee. In addition, recruiters will be required to have a license to recruit Nova Scotian employers, whether the recruiter is based in Nova Scotia, elsewhere in Canada, or overseas. A nominal fee will be charged for the license and a security will be required. Again, the details of this process will not be known until the regulations are before Cabinet later this fall. However it seems the license fee will be approximately $100 and the security will be roughly $5000. After the registration and licensing regimes are introduced, there will be a transition period before each becomes a requirement for employers and recruiters.

These new regulations in Nova Scotia will create additional immigration hurdles for prospective and current employers of foreign workers. Employers that recruit and hire foreign workers must ensure they are registered and that they only work with licensed recruiters. Employers must comply with provincial laws to remain eligible to hire foreign workers and avoid fines.

Although Nova Scotia is currently the only Atlantic province with this type of legislation in the works, employers in other provinces may want to turn their attention to the new changes. Given the rate at which provinces across Canada are implementing similar rules, it may be just a matter of time before New Brunswick, Prince Edward Island, and Newfoundland and Labrador develop their own provincial regimes.

Source: http://www.stewartmckelveyblogs.com/HRLaw/alberta-crackdown-on-employment-agencies-could-atlantic-canada-be-next/

Immigration Canada

Ontario needs an immigration strategy to attract skilled new Canadians

Canada to Lebanese: No More Free Pass

Kenney announces upgrades to program aimed at attracting world's talent

The coming storm: 9 million retiring Baby Boomers in Canada

Joe O’Connor: Canada’s baby blip won’t save us from skyrocketing health-care costs

Canada heating up as a destination for tech employers

Alberta Crackdown on Employment Agencies: Could Atlantic Canada Be Next?

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