The Express Entry system aims to identify skilled immigrant candidates, with priority given to individuals who meet Canada’s economic needs and labour shortages. IRCC recently held consultations with the public and stakeholders to adapt the Express Entry application management system to better target Canada’s economic needs and labour shortages. In order to do this, the government intends to create Express Entry categories that focus on important characteristics such as educational background, professional experience, or proficiency in an official language rather than just a high score within the Comprehensive Ranking System (CRS). According to the IRCC, it is evaluating inviting Express Entry applicants based on their professional experience, industries in need of employees, whether they have previously been to Canada as temporary foreign workers or international students, and their level of fluency in the French language. IRCC is thinking of adding a category for job experience in specific professions. IRCC requested respondents to identify sectors of the labour market where there are persistent shortages of workers as well as make recommendations for how immigration might supplement Canada's current labour force as part of the consultation process.
From 2019, the most common primary occupations for temporary and permanent residence candidates through Express Entry were:
The IRCC held a surprise draw Wednesday, marking the second Express Entry draw in two weeks. IRCC has already invited 11,000 Express Entry candidates for 2023, marking the fastest start to Express Entry in history. IRCC invited 5500 Express Entry applicants to apply for permanent residency. The cut-off score for the Comprehensive Ranking System (CRS) was 490. Last week's CRS cut-off was 507, implying that the CRS cut-off score has dropped 17 points between draws. As the global economy transitions toward greener, digital economies, and automation, some of the most significant labour shortages have become apparent. Skills gaps and rising employment openings in critical industries such as construction, healthcare, and professional, scientific, and technical services are contributing to the shortages. All of these fields need extensive and specialized training. Without increased immigration of qualified skilled professionals to sustain Canada's social services, such as healthcare, the population would face major challenges.
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Last year was a one of unique year for Express Entry. According to ministerial guidelines, 46,538 ITAs were issued to Express Entry candidates with total of 23 draws in 2022., Candidates from the Canadian Experience Class (CEC), the Federal Skilled Worker Program (FSWP), and the Federal Skilled Trades Program (FSTP) were invited in this draw. All of these invitations are part of the Express Entry System. A total of 5,500 Express Entry applicants were invited to apply for permanent residency by Immigration, Refugees, and Citizenship Canada (IRCC). The cut-off score for the Comprehensive Ranking System (CRS) was 507. This is the largest all-program Express Entry draw since they restarted in last July, with an increase in the amount of ITAs issued. There were 750 more invitations than the draw on November 23, which invited 4,750 applicants. The CRS score was also higher than it has been since the draw on September 28 which, was 504. This time the CRS score have increased 16 points since the last draw.
Canada is in the top three countries employers' choice to hire foreign talent. While there a long way to go, the country has an impressive track record of its own and is welcoming these workers from around the world. It is also a place where many new businesses are starting up every day thanks to our strong economy and strong tech sector that goes hand-in-hand with innovation, creativity, and business talent. One only needs to look at the global success of some of Canada's most successful companies. Hootsuite, Shopify and Zendesk are just a few examples of Canadian-founded and headquartered brand names that took off in both Canada and abroad. The Canadian success story continues to grow with a variety of companies that are driving customer engagement and loyalty. These companies have dominated their respective industries for years, and continue to do so today. Posting for jobs that aren't truly employment can be found on job boards all over the internet, disguising as genuine chances for unsuspecting job searchers. Though they won't pour ectoplasm at candidates after they submit a résumé, ghost jobs—advertising for opportunities that aren't actually open—are becoming more noticeable and condemned by applicants. Ghost jobs have existed for as long as I've worked in the [talent acquisition] industry. "At least the last 15 years," she explained. According to a recent Clarify Capital poll, 50% of managers keep advertisements up permanently just to watch who applies, even if there isn't a real position. If the listings remain up for an extended period of time, job applicants will notice clear signs: "They look at how long they've been up, they start looking at how detailed the job description is," Bailey made clear, recognizing that ghost listings are typically less comprehensive than their very little contemporaries. A ghost job is a position that doesn’t actually exist but gets advertised anyway. Companies may use ghost jobs to gather contacts or to funnel applicants through a specific system to see how it works. Job-seekers, meanwhile, often encounter these positions when they look for opportunities on social media, recruitment websites, or company career pages. They get lured in by the promise of a new career opportunity only to learn that the job was never available in the first place.
The practice is relatively common, particularly among larger employers that use sophisticated Applicant Tracking Systems (ATS). These systems can cost thousands per month, and companies want to ensure that they work well before rolling them out across their organizations. Ghost jobs let employers test ATS without actually filling any positions—and without even alerting potential candidates about what’s really going on. Many organizations have also done away with dedicated HR departments. Outsourcing HR is much more affordable than hiring an entire team just for recruitment—but it means that HR providers must be extra vigilant in their recruitment practices. If an organization wants to find candidates for one role and has posted ghost jobs for other roles previously, there’s a risk the candidate will end up being considered for one of the ghost positions instead of the real one. Ghost offers are basically fake job offers. Ghost offers are designed by unscrupulous recruiters who use bogus websites to lure potential employees into believing that they have received a genuine offer letter, but this is not the case. In fact, these offers will usually be untraceable and void, leaving you with little recourse when you discover their true nature. The ghost job offer option is a listing that sits unchanged for months, except for the occasional moderation of an application. A ghost job listing is like an exercise dummy that you can pull a lever on. If someone suddenly leaves an important position, a ghost job listing provides a pool of readily available talent that can be called upon in a pinch, at least theoretically. |
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