Optimize your business’s potential with Canada’s Global Talent Stream, a pivotal element of the Temporary Foreign Worker Program. Designed for Canadian companies, this stream expedites the hiring of international talent for specialized roles when local candidates are unavailable. It’s a game-changer for businesses needing unique skills not easily found in Canada’s job market. There are two distinct categories within the Global Talent Stream (GTS). Category A is for employers who have been referred to the GTS by one of ESDC’s designated partners; Category B is for employers hiring highly skilled foreign workers for the Global Talent Occupations List.
This category is for employers who have been referred to the Global Talent Stream by one of Employment and Social Development Canada’s (ESDC) designated partners. These employers typically need unique and specialized talent to innovate and grow.
Active Operation in Canada: Your company must be operational in Canada.
Innovation-driven: A strong focus on innovation is key.
Growth and Scaling Up: Your company should be poised and ready for growth or scaling up.
Filling Unique and Specialized Positions: You should look to fill unique and specialized positions.
Competitive Compensation: Offer at least $80,000 CAD annually or the prevailing wage for the role, whichever is higher.
Advanced Industry Knowledge: The candidate should possess a deep understanding of your industry.
Educational Qualifications: An advanced degree in a relevant field of specialization is preferred.
Experience Matters: At least five years’ specialized experience in the field.
Innovative businesses eligible for Category A usually fill very few unique roles annually (1 or 2 positions). This is due to the rarity of individuals with the necessary specialized skill set.
Beyond Two Referrals: ESDC may consider more than two referrals per year for companies meeting their Labour Market Benefits Plan commitments.
Reconfirmation by Referral Partner: The designated partner must reconfirm your eligibility for each additional position.
Higher Wage Threshold: For any additional role, offer a minimum of $150,000 CAD annually or the prevailing wage, whichever is higher. The wage requirement is strict and inflexible.
This category is for employers seeking to hire highly skilled foreign workers to fill positions in occupations found on the Global Talent Occupations List. This list is a compilation of professions that have been identified as in-demand and for which there is insufficient domestic labor supply.
This plan is your commitment to activities that bring lasting, positive impacts to Canada’s labor force. It’s an agreement to engage in specific actions that not only fill immediate labor gaps but also contribute to broader economic and workforce development in Canada. ESDC monitors the Labour Market Benefits Plan, ensuring your contributions align with national labor market goals.
Boosting Employment: Commit to increasing full-time and part-time employment opportunities for Canadians and permanent residents within your organization.
Educational Partnerships: Forge or strengthen collaborations with local or regional post-secondary institutions. This can involve offering resources such as free software licenses to develop skills in crucial industry areas.
Co-op and Internship Opportunities: Provide valuable paid co-op positions or internships specifically designed for Canadian students and permanent residents, offering real-world experience in your field.
Promoting Workplace Diversity: Actively develop and participate in initiatives aimed at increasing underrepresented groups’ participation in your workforce. This includes hosting and attending events that support their professional development and hiring.
Direct Training and Development: Offer in-depth training to Canadian employees, incorporating opportunities to attend industry conferences, enhancing their skill sets and knowledge base.
Mentorship and Knowledge Transfer: Establish mentorship programs where your skilled international workers directly supervise and mentor Canadian employees, fostering a rich environment of knowledge sharing and professional growth.
Business Growth: Focus on strategies that significantly increase your company’s revenue, employment rates, or investment levels, contributing to the overall health of the Canadian economy.
Improving Company Practices: Innovate and refine your company policies to attract and retain Canadian talent. This could include creative approaches like organizing code sprints and hackathons.
Building Strategic Partnerships: Cultivate strong ties with organizations that are instrumental in identifying top domestic talent and capital, enhancing your workforce and business opportunities.
Skill Development Workshops: Conduct regular workshops or seminars led by industry experts to upskill your Canadian workforce in the latest industry trends and technologies.
Career Advancement Programs: Implement career progression plans, including leadership training, to prepare Canadian staff for higher roles within the organization.
Remote and Flexible Working Options: Introduce flexible work arrangements to attract a diverse range of employees, including those unable to work in traditional settings.
Apprenticeship Programs: Partner with vocational institutions to offer apprenticeships, giving hands-on industry experience to Canadian students or recent graduates.
Employee Referral Incentives: Create a referral program that encourages your Canadian staff to recommend talented individuals, emphasizing diversity and inclusion.
Community Outreach: Engage in community programs that educate and inspire youth, especially in underrepresented communities, about career opportunities in your sector.
Research and Development Collaborations: Partner with Canadian universities or institutes for R&D projects, providing practical experience and learning opportunities.
Sponsorship of Industry Events: Actively sponsor and participate in industry events and job fairs to promote careers in your sector.
Environmental and Social Responsibility Initiatives: Launch projects focusing on environmental sustainability and social responsibility, involving employees in meaningful activities.
Employee Wellness Programs: Implement comprehensive wellness programs that support your employees’ physical and mental well-being.
Language and Cultural Training: Provide training to aid international workers’ integration and foster an inclusive workplace.
Performance Recognition Programs: Recognize and reward Canadian employees’ achievements and contributions.
Technology Upgrade Training: Conduct training sessions on the latest technological advancements relevant to your industry.
The Strategic Advantage of a Labour Market Benefits Plan: By incorporating these diverse and impactful activities into your Labour Market Benefits Plan, you not only adhere to GTS requirements but also play a crucial role in enriching the Canadian labor market. These initiatives will enhance the skills of the Canadian workforce, foster a more inclusive and diverse work environment, and ultimately contribute to the overall growth and competitiveness of the Canadian economy. Your commitment through this plan showcases your dedication to nurturing a skilled, diverse workforce, supporting your growth on the Canadian and global markets. From enhancing educational partnerships to fostering diversity in the workplace, each action under this plan plays a vital role in shaping a resilient and competitive labor market in Canada.
There is no mandatory minimum recruitment requirement. The employer is encouraged to hire Canadian citizens and permanent residents before considering TFWs. As part of the application process, employers may be asked to describe their recruitment efforts. Employees must be compensated at the prevailing wage, defined as the higher of the regional median hourly wage on Job Bank or the salary range paid to current employees in the same role.
Category A: For up to 2 unique and specialized positions annually, a minimum of $38.46 per hour ($80,000 annually) is required. Beyond these two positions, the wage increases to at least $72.11 per hour ($150,000 annually).
Category B: For occupations with set wage floors, employers must meet the minimum hourly rate.
Can X offer specialized and expert assistance in navigating the complexities of the Labour Market Impact Assessment (LMIA) process, which is a pivotal aspect of Canada’s Global Talent Stream (GTS) under the Temporary Foreign Worker Program (TFWP). Our services are tailored to support Canadian companies in expediting international talent hiring for specialized roles. We ensure compliance with the latest regulations and requirements. Here’s how we can assist your business:
Up to Date LMIA Regulation Monitoring: Can X continuously tracks and researches the latest LMIA changes, keeping our clients informed about impacts on various job categories, durations, exemptions, etc. This is crucial for businesses needing to stay current with Canadian immigration and employment laws.
Eligibility Assessment and Advice: Our team at Can X expertly evaluates your business profile, providing personalized advice on LMIA eligibility and guiding you through the complexities of both Category A and B of the GTS.
Assistance with Advertisement Posting: Can X run the advertisement on behalf of employers, ensuring they meet Canadian advertisement standards.
Comprehensive Application Support and Legal Representation: Our experienced professionals at Can X assist in preparing and submitting LMIA applications and represent your interests before Employment and Social Development Canada (ESDC).
Work Permit Application Assistance: Can X help in securing work permits for your international talent, providing full support throughout the process to ensure a smooth and successful experience, regardless of where the foreign worker is located.
Compliance Services: Our commitment at Can X extends beyond a positive LMIA. We offer comprehensive solutions to maintain compliance, including preparation for ESDC inquiries and audits.
Proven Success with a Diverse Clientele: Can X has a track record of securing positive LMIA outcomes and work permits across various industries, for both major corporations and small businesses.
100% Success Rate for Qualified Employers: Can X is proud of our 100% success rate in obtaining positive LMIA outcomes for qualifying employers, a testament to our expertise and commitment to excellence.
The GTS is a part of Canada’s TFWP, designed to help Canadian companies quickly hire international talent for specialized roles not readily available on the Canadian job market.
GTS has two categories: Category A for employers referred by ESDC’s designated partners, and Category B for employers hiring for in-demand occupations on the Global Talent Occupations List.
Eligibility includes active operations in Canada, a strong focus on innovation, readiness for growth or scaling up, and the need to fill unique and specialized positions.
Positions must offer competitive compensation (minimum $80,000 CAD annually), require advanced industry knowledge, prefer an advanced degree, and need at least five years’ specialized experience.
Yes! Under exceptional circumstances and meeting specific conditions like a higher wage threshold of $150,000 CAD annually, companies can receive more referrals.
Category B includes various high-skill occupations like Computer and Information Systems Managers, Civil Engineers, Software Engineers, Web Designers, and several others in the technology and engineering sectors.
A commitment from employers to enhance workplace diversity, increase employment, promote educational partnerships, and boost educational partnerships.
Employers must compensate employees at the prevailing wage, with a minimum of $38.46 per hour ($80,000 annually) for Category A and respective minimum hourly rates for Category B occupations.
There’s no mandatory recruitment requirement, but employers are encouraged to prioritize hiring Canadian citizens and permanent residents and may need to describe their recruitment efforts.
Companies can fill up to 2 unique and specialized positions annually. Beyond that, under special circumstances, more positions can be filled with higher wage requirement.
Candidates should preferably hold an advanced degree in a relevant field of specialization.
Key activities include increasing employment, forming educational partnerships, offering co-op positions, promoting workplace diversity, and providing direct training and development.
Yes! While the GTS is for temporary foreign work, hired individuals may explore permanent residency options through other immigration programs.
Yes! Experience gained while working under the GTS can be a contributing factor in your application for Canadian permanent residency through various immigration programs.
Yes! Under the GTS, you are eligible to sponsor your family, including your spouse and dependent children, to join you in Canada during your employment through an international mobility program.
The GTS is known for its expedited processing, typically completing applications within two weeks, which is significantly faster than many other immigration pathways.
While the GTS doesn’t explicitly state language requirements, proficiency in English or French is often essential for the roles and for integration into the Canadian workplace and society.
GTS workers may switch employers, but the new employer must also meet the GTS requirements and potentially submit a new LMIA.
While the GTS is open to various sectors, there’s a significant focus on technology, engineering, and other highly specialized fields where skill shortages are more pronounced.
