Taken from York University in Ontario. Writing resumes and looking for a career/internship opportunity is different in Canada  from what you would do back home. So if you are planning on obtaining practical training in Canada, prepare for the differences by using  job fairs, conference, events, on-campus recruiting, job registration services and employer presentations, and meet with a career counselor to develop your job search strategies.

Here are some tips:

• Apply only to those jobs that relate to your field of study and are of interest to you
• You are only eligible for positions that do not require a Canadian  national security clearance
• Comply with Canada regulations

Ethics:

• Do not misrepresent your status for employment in Canada, practical training is NOT work authorization. 
• Once an offer has been accepted you are committed to the organization so withdraw from interviewing.
• You are responsible for knowing Canada expectations and appropriate behaviors.

Who Will Hire Me In Canada?

•Canadian government positions that require national security clearance are not open to international students; areas of study that relate to those fields may restrict your possibilities in Canada. •Generally, majors in the technical and some business areas offer more potential for practical training in Canada; however, your marketability depends on you and your accomplishments, including academic, participation in organizations, workexperience and other related factors •More than one-third of Canadian employers hire international students •Small, medium and large companies with special needs for highly developed skills and do not have enough Canadian citizens to fill positions •Canadians firms operating in foreign countries and foreign firms operating in Canada; For see resources subscribe to Hineni services.

What Do Employers Want?

•Highly developed English communication skills, including reading, writing, speaking and interpersonal •Honesty, integrity, commitment. Once you have accepted a position you must quit the job search and follow through on your acceptance. Do not misrepresent your work status: practical training is NOT work authorization •Self-initiative; being able to see what needs to be done and willing to go beyond the job description •Being on time and mentally present; not down-loading music, talking on a cell phone and emailing family and friends while supposedly working.

 How Do I Prepare?•Concentrate on developing your communication skills in English •Take a University writing course •Attend workshops on resume writing, networking, business etiquette, interviewing and others •Attend job fairs, events and employer information sessions by Hineni offline and online •Practice answering behavioral interview questions•Start your job search two semesters before graduating .
For more info contact hinenisyndicator@gmail.com

No. You need a Job offer first. Your work permit is to an employer. If you don’t have an employer they don’t know who to issue it for. In the case of  students pursuing higher studies in Canada, internatinal students will now be able to obtain a work permit without producing a job offer letter. 

Canada has announced changes to work permits for international students who graduate from eligible programs at certain Canadian post-secondary institutes. International students would be able to obtain open work permit under the Post-Graduation Work Permit Program with no restrictions on the type of employment and no requirement for a job offer.

“Open and longer work permits provide international students with more opportunities for Canadian work experience and skills development,” Mr Kenney, Canada’s Minister of Citizenship and Immigration was quoted as saying in a statement.

The increased flexibility offered by the expanded programme will benefit graduates and employers alike as the programme will help international students get important work experience while responding to Canada’s labour market needs, the statement issued by the Canadian High Commission said.

Evaluating a job offer

Job / Position. How does this job fit into your long term career plans? Is this job offer for a job or a career? In my opinion, a job is usually a short term means to an end; a task you perform in exchange for money. A career is a chosen profession that often takes development and planning. Other factors to consider: job title, responsibility level, number of people you manage, reporting structure, etc.

Opportunity. Do you have the chance to grow as a professional and individual? Will you have a chance to make decisions, lead or manage groups, is there promotion opportunity, and can you learn skills that are easily transferable?

Company health. How healthy is the company giving you the job offer? Do they have long term contracts or long standing relationships with their customers? Are they having financial difficulties? You will probably already know some of this from your research prior to your interview, but if you have multiple job offers, you can compare the companies to each other.

Work / Life Balance. Quality of life is one of the most important things to me and to a lot of other people. Will you need to carry a pager or cell phone over the weekend? Do you have rigid work hours, or can you work flex time? Can you work from home part of the time? Will you be required to work night shifts, or weekends and holidays?

Commute. How long is the commute? Long commutes can have a negative impact on both your health and your cash flow – especially with these rising gas prices. A long commute also cuts into your quality of life because it takes you away from your family longer every day. In my opinion, the shorter the commute the better!

Company culture. Is the company culture stiff and uptight, jeans and a t-shirt, or somewhere in between? Do people hang out together after work, have frequent happy hours, or participate in intramural sports teams, or is it primarily a culture of “go to work, go home, repeat?” Other factors to consider: company organization, corporate structure, dress code (I know people who refuse to wear a suit and tie everyday!), etc.

Travel. Are you required or expected to travel? How far and how often? Personally, I don’t mind the occasional business trip, but I wouldn’t like being on the road every other week, or for an extended period of time.

Benefits and perks. I will separate benefits from salary, even though they are closely related. One of the most important factors to consider is whether the health care package meets your needs. Other important benefits: 401(k) plan, pension plan, vacation time, sick time, disability, life insurance, tuition reimbursement, sponsored day care, etc.

Salary / Compensation. Compensation covers a lot of factors; the salary you earn as direct compensation is only part of it. You also need to consider factors such as a commissions, bonuses, stock options, and projected salary increases.

Choose what is best for your situation. Accepting a job offer is about more than just accepting a salary. There are many other factors that are just as important, if not more important, than the final number on your paycheck. In the end, you have to do what is best for you and your situation – even if that means leaving salary or other compensation on the table. If you dread going to work each day, you will be miserable, and that isn’t worth any price.

Among the most obvious are “Do I like the people?” and “Am I’m getting the right salary for the position?”

You don’t need to be best friends with your boss – in fact, it’s usually better if you aren’t – but you mustn’t take an instant dislike to each other either. If you sense you aren’t going to get on, for whatever reason, take it very seriously and consider declining the offer on that basis alone. You’re going to be spending a lot of time with each other, after all.

Managers very often recruit people similar to them so you should also have a good idea what your new co-workers will be like. Ask the interviewer what the team is like – their answer probably won’t be very detailed but may give you some insight.

While you can’t expect to get the exact details of other employees’ earnings, you should be able to discover whether you are at the top, bottom or middle of the scale, and why. In big companies with multiple sites, it’s usual for there to be regional ‘weighting’ to take into account higher living costs. Use a salary checker to gain more information on whether the offer is fair.

Making negotiations on salary can be a tricky business, but if you think you’re worth a couple of extra thousand on the salary being offered, there’s no harm in asking.

How does it feel?
Chances are you will have had a glimpse around your future workplace and possibly been introduced to some potential colleagues. What was your impression? What was the atmosphere like? Did you warm to the place? Again, trust your instincts, since there’s nothing else to go on at this stage. Serious reservations need to be listened to.

It’s your dream job, but its two hours and a steep uphill walk away, via the Canada’s worst performing train line. If relocating isn’t an option, will you honestly be able to handle that every day?

How about the social aspects of the job? Is there a decent selection of places from where you can get a good coffee? Are there a few nice places to get a drink in after work? Can you spend your lunch hour shopping? Is there a park nearby to enjoy when the weather permits it? If these are important factors to you, take a good look around the area before accepting.

Have a think about your other options. If you’re waiting for an offer from elsewhere, try to delay accepting for a few days. Don’t leave it too long though otherwise you’re likely to annoy the employer and risk seeing the offer withdrawn.

How to say ‘yes’
How you accept a job offer depends on how it was made to you. If you were offered it verbally, face-to-face, then you should accept it in the same way or over the phone. However, always back this up with a letter of acceptance, and expect a letter of appointment in return. If this process has been handled by email, feel free to use email yourself. Make sure you get formal confirmation of your new position, including start date and time and any forms you may need to supply or complete.

As soon as you accept a new job, you’re morally obliged to take yourself off all job sites and notify any agencies who may have been acting on your behalf. If you are on any other shortlists or have any other applications out there, inform the companies concerned.

It goes without saying that you also need to let your current employer know you’re resigning. Check the terms of your contract with them and make sure you give them adequate notice. This could also have a bearing on when you can start your new job.

Make sure any references you’re using are aware of the situation, and make sure their going to give you a glowing review!

Like all countries,  Canada has its own unique process for finding employment.  The content “Guide to Finding Work in Canada” has been prepared to assist skilled migrants better understand how to go about finding employment in Canada.  Choose your subscription and payment here as the guide includes useful advice on where to find employment vacancies, protocols on applying for jobs and interview techniques.

Canada Skill Shortages

Western and central Canada region demands a high level of skill from its workforce. To deliver sustainable services effectively employers are seeking highly qualified and experienced staff with good English language capacity. Employment opportunities are being offered in a wide range of areas.

Western and Central Canada Region : Areas of Skill Shortage
Research carried out by the City of Toronto in April 2008 shows the following skills to be in shortage in Western and Central areas.

Western Region:
The greatest level of skill shortages were in the following occupations:

Engineers:
Trade: Boilermakers, Steel Fabricators, Fitters and Turners, Welders, Panel Beaters
Tertiary: Civil, Electrical, Mechanical, Structural, Chemical
Building trades:
Builders, Electricians, Plumbers, Roofing Plumbers, Tilers, Plasterers, Painters
Specialist Nurses:
Aged Care, Midwives, Theatre Nurses

There was also a high degree of difficulty filling positions for:
Accountants, Chefs, Mechanics (Diesel and General), Truck Drivers (specialist licence and articulated vehicle) and  Draftspeople.

Other occupations reported to be experiencing skill shortages include:
Armature Winders, Bakers, Bookkeepers, Draftspeople and Hospitality Staff.

Central Region:
The greatest level of skill shortages were in the following occupations:
Building trades:
Electricians, Plumbers, Roofing Plumbers, Tilers, Plasterers
Chefs
Engineers:
Trade: Boilermakers, Steel Fabricators, Fitters and Turners, Welders, Panel Beaters
Agricultural workers / Farm hands

There was also difficulty filling positions for:
Mechanical (Diesel and General), Hospitality Staff and Truck Drivers (specialist licence and articulated vehicle).

Major Industry
Western Canada has major competitive strenghts in a number of industry sectors including:
Knowledge, Innovation and Research: 
Vancouver, Calgary University, Edmonton Institute of TAF, CSIRO Animal Health and CSIRO Textile and Fibre Technology and  Pharmaceuticals
Advanced Manufacturing:
Aerospace Activities at Avalon, Ford Design and Product Development, Godfrey Hirst, Shell, Alcoa and Incitec Pivot
Health:
Barwon Health (Regina, Calgary and Manitoba Hospital and  Mckellar Centre), Calgary Private Hospital

Tourism:
Vancouver is vast, Sheraton Hotel, Mercure Hotel and Jetstar
Food and Horticulture:
Bartter Enterprises (Steggles), MC Herd, CFR Colac, Scotchmans Hill Winery and Austrimi Seafoods

A range of services are being continually developed to assist skilled migrants arriving to the region. These include:

Lifestyle information
Welcome packs
Arrival information sessions
Links to service and community organisations in the Region
Guidelines for Successful Settlement
Settlement information

Whether your company is a start-up with a handful of employees or a long-established firm employing hundreds of workers, it is inevitable in today’s market that you will have to navigate the maze of rules and regulations surrounding the employment of foreign nationals.

For example, a job applicant could be a recent college graduate on an student visa who has been granted an employment authorization card  for a one-year period to gain practical experience in the field. Or the applicant might hold a time-limited and employer-specific visa status, such as skilled professional.

In these cases, your company might need to file paperwork with the Citizenship and Immigration Service (CIS) seeking work authorization on the prospective worker’s behalf.

Along with these filings is your company’s obligation to maintain certain records at the company’s offices. Employing a foreign national, even temporarily, requires a commitment of your company’s administrative time and financial resources. Accordingly, efficient and cost-effective management of an immigration sponsorship requires a flexible company policy. In defining that policy you should consider the following guideposts:

Who should pay fees and expenses? The immigration sponsorship process can be expensive. While legal fees for temporary working visas will typically account for the majority of the costs, CIS filing fees can also be significant.

For instance, filing fees for an initial Job sponsorship can be as high as $3000. The immigrant visa (PR Card) sponsorship process total costs can easily exceed $10,000, due to recruitment costs and CIS filing fees (particularly where additional family members are included).

Having a policy that clearly articulates the rules on who pays for what will establish expectations with your employees and remove the possibility of claims of unequal or unfair treatment.

Although there are no set practices, it is common for employers to pick up the costs of the temporary or nonimmigrant visa sponsorship process in their entirety. Similarly, it is common for employers to split the costs of the PR Card sponsorship process with the employer on some basis.

In situations where the employer pays for more or all of the PR Card sponsorship, it is common for the employer to have the right to “claw-back” all or a portion of what it has paid in the sponsorship process if the employee leaves his or her employment within some number of years.

In the area of temporary work visa sponsorship, CIS and Department of Labor (DOL) rules affect how costs can be shared.

First, the DOL rules state if the employee is required to pay for the costs of immigration counsel, those costs are to be subtracted from the employee’s salary to assess whether the salary meets the DOL’s prevailing wage standard.

Second, the CIS rules state that the company must pay the work visa user fees ( $$ depending on company size) and work visa filing fees .

Finally, the employer cannot impose any penalty on the employee for ceasing employment prior to an agreed date, although the employer is entitled to liquidated damages.

Provide the sponsored worker with benchmarks for when the company will begin PR Card sponsorship. To maintain uniformity and retain internal control, it’s important to establish clearly defined benchmarks for when the company will initiate PR Card sponsorship. The costs of the immigrant visa process are substantially greater than a temporary  visa sponsorship.

Additionally, the process is longer and more complicated and puts a greater burden on your administrative and human resources staff. A good company policy will establish a rule for when the company will consider an immigration sponsorship (e.g., after one or two years of satisfactory employment) and leave entirely in the company’s discretion whether it will sponsor the employee for an immigrant visa.

The policy should make it clear that the company will be in charge of how the sponsorship proceeds and should identify the individual(s) or position(s) vested with the authority to manage the sponsorship process.

Whose lawyer should be involved? Both temporary working visa and immigrant visa sponsorship involves the company applying or petitioning for the appropriate visa with the CIS or with the DOL. While the employee is an integral part of the sponsorship process, the paperwork is filed by the employer and focuses on the company and the position for which the employee is being sponsored.

The attorney who files the paperwork is, in the eyes of the CIS and DOL, representing the company and not the employee. Accordingly, your company must have a high degree of confidence in the quality and competence of the immigration attorney and ideally have an established relationship with that attorney.

A good immigration sponsorship policy will require either that immigration counsel selected by the employer handle the sponsorship process regardless of the cost or at least give the employer the right of approval over any immigration counsel selected by the employee.

If your policy imposes some of the PR Card costs on the employee, it is not uncommon that the employee will request that its immigration counsel — often located on the basis solely of cost and not competence — handle the process. Having a company policy that addresses this issue removes the possibility for conflict.

Appreciate that immigration policies need to be flexible. While it is important to clearly define your company’s policy and to set appropriate benchmarks, it is also important to recognize that it will require flexibility and exceptions will need to be made. Your policy should include language expressly reserving the company’s right to make exceptions.

Immigration sponsorship rarely runs perfectly. There are myriad factors from the business side that influence the decision making process, such as budget constraints, operational changes, corporate reorganizations and layoffs.

From the legal side, there are the ever-changing immigration laws, processes and procedures. There are also major fluctuations in the availability of employment-based immigrant visas.

For instance, many sponsored workers have to wait up to five years for an employment-based immigrant visa. Applying a rigid waiting period before the company will consider commencing work on a PR Card may be detrimental to both the company’s and the employee’s best interest.

A thoughtful and adaptive sponsorship policy is good for both the company and the sponsored immigrant. Good will, enhanced employee loyalty, lower employee stress, reduced work distraction and increased productivity all flow from it if wisely applied.

If you have questions concerning work immigration sponsorship, please contact hinenisyndicator@gmail.com

First of all, yes, you can be sponsored for a visa by a Canadian employer. But you have to have a good relationship with your employer or future employer, and ask him/her/them to sponsor you ( it would be even better and easier if they would offer to sponsor you, of course). Also most likely they (the company) would do all your paperwork. Here’s the biggest hurdle: Employment visas or work Visas (they’re called something like that) for unskilled workers are very, very hard to get; almost impossible while. It would be much easier if you are college  or unversity educated with a degree on a field in demand of workers in Canada. And yes you would be working in that field/career and with that company to get your visa.

An employer in Canada can hire anyone from any country.

First, the Canadian employer must communicate to the employee on what salary, job hours and requirements to be agreed upon. Then work on an employee-employer work contract which is a form  obtained.

Next, the Canadian employer must check the qualifications of that employee. To work in a food service company, one prospective applicant must have work experience of at least two years in a company that has similar experience required by the employer in Canada, and must have completed any college degree.

Next, the Canadian employer must post within job boards and job listings in Canada for that particular job availability for one week. Remember that the Government of Canada favors any willing Canadians to do the job first before accepting somebody from the outside.

Next, if no Canadian was willing or fit for that job, the employer goes to HRSDC bringing all their company business licenses, income statement, tax documents, the employee-employer work contract from that person outside Canada and apply for an sponsorship.

Next, if an sponsorship was approved by HRSDC, then the Canadian employer sends a copy of that sponsorship to the prospective employee, and that sponsorship will be included in their application for a work permit and visa to enter Canada.

If the Canadian employer is located in Quebec, an additional document called a CAQ is needed to help the employee file one’s visa application outside of Canada.

Now, if the applicant is inside of Canada, it depends on what visa is that person carrying. If it is a temporary visitor visa, then one can wait for the sponsorship to come out within the visas’ prescribed time, which is i think 90 days maximum, but the work permit as far as I know must be obtained from the applicant’s country of residence.

In order to qualify as a skilled worker, a combination of factors such as age, academic background, work experience, language skills, family ties in Canada and/or previous work experience or studies in Canada are taken into consideration.

Selection is usually made out of a point system which takes into consideration the basic selection factors above mentioned as well as other factors for which you can obtain extra points to increase your final score. To be successful, you must achieve the pass mark set by the immigration regulations.

Why wait??? Canada needs you more than ever before!!! . Confronted to an aging labor force and to a competitive world economy, the immigration of skilled workers to Canada is a vital component of its economy. A total of 262,236 people immigrated to Canada in 2006, a seven percent increase over the previous year.  Between 1991 and 2001, almost one million new immigrants joined Canada’s labor force thus representing 70% of the total labor force growth during that decade. At such rate, immigration could account all labor force growth in Canada by 2011.

‘In the knowledge-based economy, Canada’s performance relies on the skills and innovation of its people. CIC’s work is integral to the government’s strategies for fostering these attributes. The Government of Canada is looking to immigration to help sustain growth and economic development, particularly in areas of Canada where recent immigrants have seldom settled’.
 
Report by Citizenship and Immigration Canada on plans and priorities 2003-2006 to overcome Canadian’s workforce shortages, the skilled worker program is an integral part of an official Government initiative to attract skilled individuals who can make a valuable contribution to Canada’s thriving economy.

HIneni Media membership site offers you instant look and real samples on your eligibility to qualify for a Canadian visa of permanent residency under the Canada Skilled Worker Immigration.

What are the benefits of Skilled Worker Visa?

If your application is successful, you will be issued a visa of permanent residency in Canada. This visa will allow you to indefinitely live i and work in Canada for any employer in any occupation. You will also have the right to study in any Canadian university under the same conditions as a Canadian citizen. In a nutshell, this visa gives you the same rights as those of a Canadian citizen, with the exception of the right to vote and obtain a Canadian passport. After 3 years of permanent residency in Canada, you will be entitled to claim the Canadian citizenship. In addition to having free access to one of the best health care systems in the world, as a permanent resident or Canadian citizen, you will also be given access to one of the world’s most renown education systems, which is free for all students in public schools at the primary and secondary level. You will also benefit from family allowance to assist large families, employment insurance in the event of unemployment, and social services for destitute persons.

Can I visit Canada while my Application for Permanent Residence is in process?

Your temporary entry to Canada is subject to the discretion of the immigration officer at the Canadian port of entry and they may refuse you entry if they know that you have applied for Permanent Residence in Canada and are, thus, an intending immigrant and not merely a visitor. If questioned whether you have an Application for Permanent Residence in progress, you must answer this question, truthfully; however, you should emphasize that your visit to Canada is merely temporary in nature and that it is your full intention to leave Canada upon the completion of your visit.

Are you sure that I qualify? What is my point total?

When you send us filled online application form along with your updated resume, you do not receive an automated message guarantying your case to be successful. On receipt, you receive a response with in 5 working days with a realistic picture of your chances for Canada Immigration. Please note that we are very cautious about the types of cases we positively assess. Hineni Media enjoys a near 100% success rate with clients, because we do not accept cases that are borderline and that have no hope of succeeding.

What are the processing costs?
For each adult, governmental processing fees may vary depending on the province in Canada you will choose as your destination.  Note that additional costs may be associated with the processing of your visa application, such as English or French proficiency language testing, medical examination, police clearance certificates and mailing / courier costs.

How long will it take?
The time required to obtain a work visa or a permanent residency visa can vary , depending on the country where your application was filed and the visa subclass in which you are applying for. Processing times may be hindered by the number of applications received and the capacity of each visa post to deal with them. Although some variations exist from one office to another, the system requires that all the necessary documentation be submitted at the time the file is opened.

How long does the Application process take?

Processing times will depend on:

i. The Canadian visa office and company through which you intend to apply for or has applied for Work visa in Canada.

ii. the Canadian visa office through which you intend to apply for Permanent Residence in Canada;

iii. whether an immigration interview is deemed necessary in your case;

iii. the complexity of your case;

iv. If hiring a law practitioner , how well your case is presented; and

v. the existing caseload in a Canadian visa office at a given time.

Note:

Nobody can promise you a specific processing timeframe and any lawyer/consultant that guarantees processing times is being less than truthful with you. Lawyers/consultants can give estimates which can be short or long; however, they CANNOT guarantee processing times as processing times are ALWAYS subject to change WITHOUT advance notice by the goverment.

Education (25 points maximum) ? here each educational qualification is accorded a point such as one-year diploma is worth 15 points and a three-year diploma is 22 points and so on
Knowledge of French/ English (24 points maximum) ? where your ability to speak, read and write are assessed.
Experience (21 points maximum) ? the point system will take into consideration the jobs that are high on the demand list for Canada and your experience in those areas
Age (10 points maximum) ? the best age bracket is 21-49 for which you will be accorded the full 10 points.
Employment arrangements (10 points maximum) ? if you already have landed a job as per the approved list of the HRDC you will be accorded the full 10 points.
Adaptability ? this is measured by judging the fit of the people (especially the spouse) in the stay in Canada of the main applicant.

You will also need to show a certain amount of financial strength that falls between US $12000-$24000 depending upon the size of the family you have.

• In order to get a skilled worker visa (one of the easiest ways to migrate to Canada) you will need to meet the following requirements:
  Have the minimum work experience necessary
  Have sufficient stand-by funds for the initial re-settling
  Qualify for the visa by earning the minimum necessary points
  Have the requisite language skills (qualify in the language tests according to the Canadian benchmarks)
  Your visa application will pass through a six level selection test after qualifying the point system mentioned above.

Requisitos basicos para participar

Ser bachiller
Mayor de edad
Tener experiencia de trabajo
Conocimientos generales y avanzados de Ingles o Frances
No tener antecedentes penales

Areas de trabajo:

Fronk desk, Recreacion, Recepcionista, Construccion,Mecanica,Contabilidad,
Chefts, camareros, vendedores,Guias turisticos,Meseros, Personal bilingue,Cajero, instructores,lavaplatos,Cocineros. Graduados universitarios, Personal medico, ingeniero, y muchos mas

Whether you’re interested in obtaining an employment based visa or are currently applying for one, subscribe to our paid newsletter and listing. Our attorney can help you too. For more information regarding attorney practice and employment based visas, contact the hinenisyndicator@gmail.com today.