Canada: Les Employeurs Doivent Faire Leurs Devoirs Avant D'embaucher Un Travailleur Étranger | L'Espace RH

Last Updated: November 2 2017
Article by Arlin Sahinyan

Avant de recruter un travailleur étranger qui requiert un permis de travail appuyé d'une Étude de l'impact sur le marché du travail (« EIMT »), les employeurs doivent tout d'abord faire de réels efforts pour trouver des demandeurs qui sont canadiens ou des résidents permanents. Ces efforts de recrutement doivent avoir été faits  avant d'offrir un emploi à un travailleur étranger temporaire et de faire une demande d'EIMT. Emploi et Développement social Canada (« Service Canada »), qui est responsable du traitement des demandes d'EIMT, surveille plus rigoureusement que jamais les affichages de postes à pourvoir. Tout écart par rapport aux exigences suivantes peut entraîner le refus d'une demande d'EIMT.

Renseignements sur les exigences minimales en matière de publicité

Au moins trois activités de recrutement distinctes doivent être effectuées pendant au moins quatre semaines consécutives dans les trois mois précédant la soumission d'une demande d'EIMT dans le cas d'un poste à haut salaire.

Le poste à pourvoir doit être annoncé sur Guichet-Emplois et sur deux autres plateformes comme des sites d'emplois provinciaux ou territoriaux (en Colombie-Britannique, en Saskatchewan et au Québec), des sites Web généraux, des sites Web de petites annonces, et des journaux (locaux, régionaux et nationaux). Les méthodes de recrutement comme la participation à des salons professionnels, l'établissement de partenariats avec des établissements de formation, le recours à des agences de recrutement professionnelles, la publicité par l'entremise d'associations professionnelles ou le recrutement interne constituent pour leur part des affichages d'emplois secondaires. Au moins une de ces méthodes doit avoir une portée nationale et être facilement accessible aux résidents canadiens de différentes provinces et de différents territoires et ne pas se limiter au lieu du poste à pourvoir. Les affichages d'emplois sur Guichet-Emplois doivent demeurer en ligne jusqu'à ce qu'une EIMT positive ou négative ait été émise.

Afin de satisfaire aux exigences de Service Canada, tous les affichages d'emploi doivent comprendre les renseignements qui suivent : le nom commercial de l'entreprise, l'adresse de l'entreprise, le titre du poste, les fonctions liées au poste, les conditions d'emploi (par projet, poste permanent), la langue de travail, le salaire et les avantages sociaux, le lieu de travail, les coordonnées et les compétences requises (formation et expérience professionnelle).

Les employeurs doivent soumettre une preuve d'affichage de poste avec leur demande d'EIMT, à savoir, des copies des affichages d'emploi et la confirmation de l'endroit, du moment et de la durée de l'affichage du poste. Les autorités exigent également une preuve que les annonces visent un public qui a le niveau d'éducation, l'expérience professionnelle ou les compétences requises pour le poste et une preuve que d'autres activités de recrutement ont été déployées (pouvant inclure des salons de l'emploi et des contrats de service avec des agences de recrutement). Ces documents doivent être conservés pendant au moins six ans, car les employeurs peuvent devoir les fournir en cas d'inspection de conformité.

Les exigences en matière d'affichage s'appliquent également aux demandes d'EIMT pour les travailleurs étrangers temporaires et les demandes de résidence permanente.

Même si ces règles générales sont établies par Service Canada, il existe certaines variations dont il faut tenir compte au moment de la préparation d'une demande d'EIMT et des règles particulières qui s'appliquent à certaines professions au Québec.

Modifications au processus d'embauche depuis le 28 août 2017

Il est d'une importance cruciale de vérifier les exigences les plus récentes au moment de préparer une demande d'EIMT, car Service Canada émet régulièrement de nouvelles règles et instructions. Les modifications les plus récentes, entrées en vigueur le 28 août 2017, ont des répercussions sur la façon dont les employeurs doivent publier leurs offres d'emploi et dont ils doivent évaluer les demandes d'emploi. Plus particulièrement, les employeurs doivent désormais faire une annonce sur Guichet-Emplois, sans égard à la province et au territoire. Les sites d'emplois provinciaux peuvent être utilisés comme méthode de recrutement supplémentaire. Les employeurs doivent également avoir recours au service Jumelage emploi offert par Guichet-Emplois afin de satisfaire aux exigences de Service Canada. Ce service identifie les profils anonymes de demandeurs d'emploi inscrits dont les compétences correspondent aux exigences décrites dans les affichages d'emploi et les classe à l'aide d'un système allant d'une à cinq étoiles. Pour les postes à haut salaire, les employeurs doivent, dans les trente premiers jours de l'affichage,  inviter tous les demandeurs d'emploi qui ont reçu une cote de quatre étoiles ou plus à postuler pour le poste.

Les exigences et les changements susmentionnés s'appliquent aux « postes à haut salaire », à savoir, les salaires qui dépassent le salaire horaire médian de la province ou du territoire. Les employeurs doivent garder à l'esprit que les exigences ne sont pas les mêmes pour les postes à bas salaire. Vous trouverez des renseignements plus détaillés sur ceux-ci au lien suivant.

Les demandes d'EIMT fructueuses commencent par des efforts soutenus en matière de recrutement. Il s'agit de la première et de la plus importante étape du processus. Les employeurs doivent s'assurer que leurs affichages d'emploi ont des assises solides s'ils veulent limiter le risque de  refus entraînant une perte considérable de temps, d'efforts et d'argent.

The content of this article is intended to provide a general guide to the subject matter. Specialist advice should be sought about your specific circumstances.

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