FORMS

Advertisement and Recruitment

Employers are required to conduct recruitment efforts to hire Canadians and permanent residents, before offering a job to Temporary Foreign Workers.

Recruitment Document Retention
Records of the employer’s efforts must be kept for a minimum of 6 years. The documentation can be requested at any time by ESDC/Service Canada,

IMPORTANT UPDATE! Effective January 12, 2022 and until June 30, 2024, Employment and Social Development Canada will suspend minimum advertising requirements for employers applying for a Labour Market Impact Assessment (LMIA) to hire temporary foreign workers in primary agriculture. Employers are expected to continue efforts to recruit Canadians and permanent residents. However, employers will not be required to meet TFWP minimum advertising requirements or submit proof with their LMIA application. Please see more information here:

IF ANY OF THE ADVERTISING REQUIREMENTS IS MISSING FROM YOUR AD, F.A.R.M.S. CANNOT SEND YOUR LMIA APPLICATION TO SERVICE CANADA. IT IS HELD UNTIL THE REQUIRED INFORMATION IS COMPLETE. AN ADDITIONAL 14 DAYS OF ADVERTISING MAY BE ASKED BY SERVICE CANADA IF INFORMATION IS MISSING.

 

ADVERTISING MUST INCLUDE:

  1. Company operating name – name of business/farm on LMIA
  2. Business address
  3. Title of position – (e.g. General Farm Labourer, Harvester, Fruit Picker, etc. as indicated on LMIA – Vague titles such as “help wanted” will not be accepted)
  4. Job duties – (for each position, if advertising more than one vacancy); (should be similar to LMIA, for Job Bank, duties are found under Special Categories/Specific Skills)
  5. Terms of employment – (seasonal full-time OR temporary full time OR permanent full time OR start/end date with full time hours per week specified)
  6. Wage – (must include any incremental raises, performance pay or bonuses); (must be current minimum wage or SAWP wage and must match wage on LMIA) – a wage range can be used for the purposes of complying with the advertisements; however the minimum wage in the range must meet prevailing wage
  7. Benefits package being offered – (if applicable)
  8. Location of work – (local area, city or town); (e.g. Leamington, Kijiji -lo postal code and general area specified OK, general area must be close to farm location)
  9. Contact information – telephone number, cell phone number, email address, fax number, or mailing address; (any one is acceptable)
  10. Skills requirements:
    1. Education (must match LMIA, state “no education required” if not required)
    2. Work experience (must match LMIA, state “no experience required” if not required, no experience on LMIA and “experience is an asset” on ads is acceptable)

CONTACT F.A.R.M.S. IF YOU NEED ASSISTANCE WITH JOB BANK

 

CRITICAL POINTS TO REMEMBER

PLEASE KEEP ADVERTISING ONGOING UNTIL F.A.R.M.S. HAS REVIEWED TO ENSURE ANY CHANGES CAN BE EASILY MADE.

2 Sources Required – Government Job Bank www.jobbank.gc.ca plus one other source (Kijiji or online job sites, newspaper, local stores or employment centers)

Ads must be posted for a minimum of 14 calendar days during the 3 month period prior to submission of the LMIA application to Service Canada, however we suggest advertising at least 20-30 days before you submit the LMIA application to F.A.R.M.S. to allow enough time for online sites to post advertising – it is the employer’s responsibility to ensure the ad is posted and visible to the public.

Mandatory to send CLEAR copies of Job Bank ad, secondary ads, proof of duration and dates ad appeared with LMIA.  Previews, pending or draft copies will NOT be accepted.

PROOF OF DURATION – ONLINE ADS such as Kijiji or Indeed – ACTUAL ad MUST be printed with the printed date clearly visible and submitted at least 14 days after ad was posted to the public to show proof of duration.  An email from Kijiji stating that your ad is active and your ad is about to expire is also acceptable. Handwriting on the online ad is not acceptable.

STORE/BULLETIN ADS – AFTER AD HAS BEEN POSTED FOR 14 DAYS – ads MUST include a signed, dated attestation from store or business manager/employee (also include printed name & title of employee) verifying start & end date of ad and if ad is still currently posted.