Does this LMIA job ad meet ESDC's advertising rules?

No: advertise on Job Bank, or explain in writing why not

“You must advertise the position on the Government of Canada's Job Bank . If another website or method is used instead, you must submit a written rationale and explanation.”

No: advertise on Job Bank, or explain the alternative in writing

“you must advertise on the Government of Canada’s Job Bank . If you choose to use an alternative method, you must submit a written rationale and explanation of the alternative method”

No: a low-wage ad must run 8 consecutive weeks within the 3 months before applying

“is for a minimum of 8 consecutive weeks within the 3 months prior to submitting an LMIA application”

“has occurred in the 3 months prior to submitting the LMIA application”

ESDC: variations to the advertising requirements

No: a high-wage ad must run 4 consecutive weeks within the 3 months before applying

“is for a minimum of 4 consecutive weeks within the 3 months prior to submitting an LMIA application”

“has occurred in the 3 months prior to submitting the LMIA application”

ESDC: variations to the advertising requirements

No: the ad must carry all of ESDC's required information

Employer: “company operating name”

Employer: “business address”

The job: “title of the position”

The job: “job duties (for each position, if advertising is for more than 1 vacancy)”

The job: “terms of employment (for example, project-based, permanent position)”

The job: “language of work”

Pay: “wage (must include any incremental raises, performance pay or bonuses)”

Pay: “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”

Pay: “benefits package offered (if applicable)”

Where: “location(s) of work (local area, city or town)”

Contact: “contact information”

Requirements: “skills requirements (includes education and work experience)”

“The required job advertisement information includes:”

No: the ad must carry all of ESDC's required information

Employer: “company operating name”

Employer: “business address”

The job: “title of the position”

The job: “job duties (for each position, if advertising is for more than 1 vacancy)”

The job: “terms of employment (for example, project-based, permanent position)”

The job: “language of work”

Pay: “wage (must include any incremental raises, performance pay or bonuses)”

Pay: “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”

Pay: “benefits package offered (if applicable)”

Where: “location(s) of work (local area, city or town)”

Contact: “contact information”

Requirements: “skills requirements (includes education and work experience)”

“The required job advertisement information includes:”

No: 2 more methods, each aimed at a different under-represented group

Under-represented group: “vulnerable youth”

Under-represented group: “Indigenous peoples”

Under-represented group: “newcomers to Canada”

Under-represented group: “persons with disabilities, and”

Under-represented group: “asylum claimants with valid work permits”

“You must also conduct at least 2 additional methods of recruitment that are consistent with the occupation (targets an audience that has the appropriate education, professional experience and or skill level required for the occupation). Each of the methods used must target a different underrepresented group, such as:”

“You can use a provincial or territorial counterpart to Job Bank as a recruitment method; however, it won’t meet the underrepresented groups requirement.”

“If the 2 additional methods of recruitment are online, they must each have unique value and reach different audiences. In cases where you advertise on multiple websites of the same type, the combined advertisements should be considered only as 1 additional method of recruitment.”

No: low-wage recruitment must reach and encourage youth aged 15 to 30

Youth: “posting on Job Bank (youth section) and youth job boards”

Youth: “working with schools or colleges”

Youth: “participating in youth employment programs, or”

Youth: “using other platforms popular with youth”

“You must demonstrate recruitment efforts to reach and encourage youth (ages 15-30) to apply for the job to ensure that they were provided with every opportunity to obtain employment. This can include:”

“Youth-focused job advertisements: Post job vacancies on youth-oriented platforms, such as Job Bank (youth section), provincial or territorial youth employment programs and post-secondary career centres. Job advertisements should clearly encourage youth to apply”

No: 2 more methods, one of them national in scope

“you must also conduct at least 2 additional methods of recruitment that are consistent with the occupation (targets an audience that has the appropriate education, professional experience or skill level required for the occupation). One of the methods used must be national in scope, and easily accessed by residents of any province or territory, as people in high-wage positions are often mobile and willing to relocate for work”

“To be national in scope, Canadians and permanent residents must have the capacity to search advertisements for work locations across Canada in a single site, as opposed to referring to individual or regional sub-sites.”

“If the 2 additional methods of recruitment are online, they must each have unique value and reach different audiences. In cases where you advertise on multiple websites of the same type, the combined advertisements will only be considered as 1 additional method of recruitment.”

No: 1 recruitment activity must continue until the LMIA decision

“At least 1 of the 3 recruitment activities to seek qualified Canadians and permanent residents must be ongoing until the date a positive or negative LMIA has been issued.”

“If a Job Bank posting remains active after the LMIA is submitted, all advertising requirements—including mandatory Job Match and Direct Apply features—must still be met. Service Canada will review all recruitment activities up until a decision is made on the LMIA application.”

No: 1 recruitment activity must continue until the LMIA decision

“At least 1 of the 3 recruitment activities to seek qualified Canadians and permanent residents must be ongoing until the date a positive or negative LMIA has been issued.”

It meets the minimums you checked; send proof of advertisement with the application

“You must demonstrate that you've made efforts to recruit qualified Canadians and permanent residents by providing these documents as proof of advertisement with your application:”

“a copy of the advertisement and information to support where , when and for how long the position was advertised”

“If a Job Bank posting remains active after the LMIA is submitted, all advertising requirements—including mandatory Job Match and Direct Apply features—must still be met. Service Canada will review all recruitment activities up until a decision is made on the LMIA application.”

“You must keep records of your recruitment and advertising efforts for a minimum of 6 years. You'll also be asked to provide the results from the recruitment efforts you undertook to fill the position.”

ESDC: variations to the advertising requirements

It meets the minimums you checked; send proof of advertisement with the application

“You must demonstrate that you've made efforts to recruit qualified Canadians and permanent residents by providing these documents as proof of advertisement with your application:”

“a copy of the advertisement and information to support where , when and for how long the position was advertised”

“You must keep records of your recruitment and advertising efforts for a minimum of 6 years. You'll also be asked to provide the results from the recruitment efforts you undertook to fill the position.”

ESDC: variations to the advertising requirements