 In past years, Canada has certainly become one of the most popular destinations for immigrants. One of the primary reasons people choose Canada as their preferred immigration destination is the benefits of Canadian immigration regulations. Furthermore, immigrants are tempted to Canada because of its high quality of living, medical benefits, safety and security, beautiful geographical areas, and various career possibilities. In 2018, IT was one of the fastest growing professional sectors in Canada. It will also continue to draw attention in 2022 owing to the developing technology scene, since programming and development talents are in high demand. Canada is ideally positioned to profit on the technology boom, having already begun to integrate emerging technologies such as Artificial Intelligence, Agile delivery, Analytics, Security, and Cloud services. The business-friendly regulations and economy have already enticed multinational corporations such as Google, Microsoft, Amazon, and Facebook to construct distribution facilities in Canada. For its rapid growth, Canada's technology sector has been named "the country's fastest developing industry." Some of the highest-paying positions are offered to the Software Developers in Canada. With an average yearly income of $81,000, Canada's IT business provides some of the top paid employment outside of US cities. Software developers that want to earn the best Canadian wages tend to flock toward places such as Vancouver, Toronto, or Montreal. As more and more talent is available in the different provinces of Canada, the federal government is focused on PNP draws at present. IRCC, Canada invited another 1070 Provincial Nominee Program (PNP) applicants h to apply for permanent residence on February 2, 2022 with a minimum Comprehensive Ranking System (CRS) score of at least 674. Canada initiates employment-friendly programs like the Global Talent Stream and Global Skills Strategy. If your occupation is in demand, such programs make it possible for new immigrants with necessary abilities to get pick among the best Canadian businesses!!
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Indians have emerged to be one of the most important contributors to Canada's flourishing economy1/20/2022 Top 10 jobs for Indians in Canada Canada is a country that largely relies on immigration to compensate for a scarcity of youthful workers. By 2023, the country is estimated to have accepted nearly 1.2 million migrants. Canada is one of the safest countries in the world, with a low average cost of living. Furthermore, Canadian residents have access to government-funded healthcare, and companies are required to offer adequate health coverage. Jobs in Canada pay an average of 42,450 CAD (INR 2,526,620) per year, or 22 CAD (INR 1,310) per hour for Indians. Let's take a look at the top most in-demand careers along with average annual salary for Indians in Canada.
It's worth noting that Canadian employers prefer university or college graduates with minimum 12-month experience who want to work in the country. If you are dreaming moving to Canada. Book a free consultation session with our team.  Express Entry Results & Statistics Cumulative ITAs
CRS Cutoff Score  Invitations  Expansion in immigration pathways should be the key priority to alleviate labour shortage in Canada.12/17/2021 The pandemic has aggravated Canada's long-standing labour shortages, and there is no easy remedy. In this context Trudeau unveils Canada's new immigration system priorities. According to the Canadian Federation of Independent Business (CFIB), labour shortages affect more than half of small Canadian organizations. These organizations may have been understaffed as a result of challenges in finding, retaining, or getting employees to work the required hours. As a result of these labour shortages, over one-third of firms reported cancelling or delaying projects, as well as rejecting down contracts and sales, in June. Additionally, the firms that report they have enough employees, but at a major additional expense owing to salary hikes, flexible hours, or recruiting bonuses, among other things. According to the CFIB, raising wages is not the solution because higher wages imply higher labour costs, which drive up prices and create inflationary pressure.  Finally, in order to overcome its labour shortages, Canada must tap into as many talent sources as possible, both in the short and long term. Canada now has over 1 million job openings and will continue to have labour market shortages as the country's 9 million baby boomers reach retirement age during the next decade. Since the 1990s, Canada's working-age population has been dropping, and future predictions predict that trend will continue. If nothing changes, Canada will have lost a huge portion of its working-age population by 2050. Addressing labour shortages will need a series of activities over a longer period of time. Improving in automation processes and enhancing the TFWP, may be done in the near run. The more focus must be on the long run labour shortages. This means that governments and businesses must do a better job of determining ways to link under-represented employment groups, newcomers in general, Indigenous peoples, people with disabilities, disenfranchised youth, and others, with relevant work opportunities. Governments have a role to play in alleviating labour shortages, solutions mostly lie with businesses improving salaries and training. But one solution is to expand immigration pathways for skilles workers either temporary or permanent – outside of Canada. Immigration programs can help businesses to overcome the labour shortages. Immigration programs aims to bring more employees into Canada more quickly while also ensuring a suitable fit between immigrants and the roles they fill. A better Immigration Program would be more accessible to a larger range of talents and industries, and would provide additional avenues to permanent residency. Canadian government should focus on increasing the number of pathways available to international worker, international students and temporary foreign workers via Express Entry. As evident Canada has a big shortage of nurses across the country. In this context NDP leader Mr. Jagdeep Singh and MP Jenny Kwan and some nurses trained overseas held a video conference to call on the Immigration Minister to speed up the processing of immigration applications filed by international trained nurses whose professional credentials have been accredited in Canada. Jenny Kwan said that shortage and overworking of nurses can cause harm to patient, delay surgeries and increased wait times. So, the liberal govt must increase resources to address the issue and grant permanent residency to qualified nurses.  On a very first day of appointing Cabinet’s new immigration minister IRCC Canada conducted another large PNP draw of this year, this was 4th consecutive draw in the row to invite PNP candidates. Total 888 Express Entry candidates to apply for permanent residence in the draw held on October 27, 2021. CRS cutoff for the invited candidates goes to 744 which includes the applications supported with Provincial Nomination hence awarded 600 additional points against the same. Applications without nomination, the lowest-scoring candidates would only have scores of 144. Throughout the COVID-19 pandemic, Canada has been holding Express Entry draws for PNP and Canadian Experience Class (CEC) candidates. Over the past one and half month IRCC has not issued the draw for CEC Candidates.  Even with decreased number of invitations issued this month, Canada has still invited a record number of Express Entry candidates this year. So far in 2021, Canada has invited 111,265 Express Entry candidate to apply for permanent residence. Last year, Canada invited a grand total of 107,350 immigration candidates, a record at the time. Let’s see how the new immigration minister Mr. Sean Fraser gives the new curve to Canada immigration system. Get the right consultation from a right consultant now, please contact us: Employment opportunities has started to emerge in Canada, and unemployment is decreasing, providing potential immigrants with several chances to resettle under the country's economic immigration policies. Unemployment rate has decreased for last few months in a row. In September it has dropped to the lowest level since the pandemic began to 6.9 percent, as more employees returned to the working population. Public & Private sectors both have seen a boom. Growth in employment can be seen in Manufacturing, administration and service sectors. Hotel and restaurants continue to show fall in generation of employment opportunities.  IRCC invited 681 Provincial Nominee Program (PNP) candidates with the Comprehensive Ranking Score (CRS) of at least 720 to apply for permanent residence on October 13, 2021. During the pandemic, border restrictions restricted immigration to Canada. Permanent immigration has decreased from almost 284,200 last year to approximately 226,200 this year. IRCC has held bi-weekly Express Entry draws throughout the year, inviting only PNP and Canadian Experience Class (CEC) candidates. Although international migration has not yet recovered to pre-pandemic levels, some indications of recovery have been observed since the beginning of 2021. The COVID-19 epidemic has undoubtedly changed people's lives, causing governments, society, businesses, and individuals to rethink how they live and work. Even for adaptable and crisis-preparedness organizations, a crisis is not a novel scenario. However, the Covid-19 epidemic presented unforeseen problems of unprecedented proportions. Throughout the world, organizations that have been particularly badly struck by pandemics are facing risks to their existence and viability. During the year 2020-21, the COVID-19 epidemic affected worldwide labour markets. The immediate and frequently severe repercussions were that millions of people were furloughed or lost their jobs, while others quickly adjusted to working from home when workplaces closed. Many additional personnel were judged necessary and continued to work in hospitals and grocery shops, on trash trucks, and in warehouses, but with new measures in place to limit the spread of the novel coronavirus.  The future of labour following COVID-19, demands to look into many elements of the post-pandemic economy. China, France, Germany, India, Japan, Spain, the United Kingdom, and the United States: the mix of industries and workforce skills necessary in eight nations with different economic and labour market patterns. These eight countries account for over half of the world's population and approximately 60% of GDP. We discovered that employment in work domains with higher degrees of physical interaction are more likely to change after the epidemic, causing ripple effects in other work arenas as business models adapt in response. During the pandemic, the virus impacted negatively on the industries with the highest total physical interaction scores: medical care, personal care, on-site customer service, leisure and travel. Work environments with higher physical connection ratings are more likely to be unsettled in the long run, however interaction isn't the sole factor. Human resource management (HRM) is generally put at the core of this turmoil, due to the influence of COVID-19 on workers and the necessity for organizations to prioritize employee health and safety, as well as the requirement to adapt employees in a new context. Employee health and safety will lead to increased productivity, higher quality work, greater worker morale, and lower employee turnover rates, all of which will improve quality of life. As Human Resources continue to grapple with how to keep employees safe and informed, the following are some key considerations to help companies manage this pandemic situation: - Follow up the government advisories: Due to a large amount of inaccurate information based on fake news, rumors, individual assumptions, and perceptions, it is difficult for an employer to make good judgments. As a result, it is critical for an employer to keep up with current news and information in order to make better decisions. As a result, employers should keep an eye on official information platforms like government advisories from state and center. Local authorities’ official website to ensure that the information received is accurate and based on the facts. Employers must also keep their employees up to date on benefits, incentive kinds, salary, work environment, and other pertinent information. Communicate with your employees: Employers should communicate with their workers freely and regularly so that they have the information they need to stay informed and educated about the COVID-19 problems. It is unrealistic to expect that all employees will be well trained and given access to trustworthy information. Getting everyone on the same page will help to decrease the amount of ambiguity in messages or information coming from reputable sources. Employees also want information about their working conditions, compensation, benefits, and how the company will safeguard and support their well-being. Open and timely information can assist to develop trust and reduce the spread of false information, which might contribute to workplace anxiety. Allow the employees to be flexible. Employers must recognize that the epidemic has created a difficult environment for all parties involved, including workers. When a result, it's critical to recognize that employees' demands vary depending on their circumstances. For example, working parents with school-aged children may require additional time off as lessons are transferred to online platforms. This period of uncertain conditions will pass, but employees will recall how their bosses handled them after the virus threat had passed. A disgruntled employee may strive to disseminate negativity around the globe as a result of their employer's poor treatment of them. This might harm the company's reputation and make it more difficult to recruit and retain talent. Provide emotional support and secure environment for workers: Employers should offer a secure environment for workers to express their concerns regarding work-related issues such as emotional stress and mental health, as well as the risk of contracting Covid-19. This not only helps to build excellent employee relationships, but it also aids in early identification and identifying strategies to stop the spread of viruses, as well as overcoming mental health difficulties caused by emotional stress. Furthermore, when distant work and family life intersect, people struggle to cope with the stress that both responsibilities bring. This emphasizes the significance of employees' well-being, since they are struggling with anxiety as a result of the stress of balancing work and family life, as well as the Covid-19 epidemic. Employers put their faith in successful workers: Employees have succeeded for decades in environments where they are given autonomy over how they execute job and get regular constructive feedback. Employees are under a lot of strain when they move from regular office work to working from home, which leads to insecurity due to trust concerns. Employers must build confidence in their employees by showing that they care about their work and that they will perform to the best of their abilities even if no one is watching over their shoulder. As a result, companies should refrain from micromanaging their workers and instead begin to trust and assist them through successful collaborations. The underlying fact is that the Covid-19 pandemic is changing the nature of job as we know it, and these changes are likely to continue long after the virus is gone. As a result, HR professionals and businesses must educate their employees to embrace the organization's work-related possibilities in order to combat the Covid-19 pandemic.
The optimal consultant is one which has experience in the particular industry of its customers and can provide insight into how other industries have addressed analogue challenges or decisions. The most important reason for using consultancy services is that something significant to the organization or project is kept away for a substantial period due to an emergency or engagement. Obstructed staff, coming project deadlines, abrupt changes in project direction and other similar occurrences might affect your business unless you are prepared for it. Any knowledge necessary for your company should be kept close. However, in areas beyond your core emphasis for a particular project you occasionally require know-how. This is a classic situation, in which you can have an expert jump in, do your job and jump again in order to either get the missed knowledge (and take it time) that is hard for you in the future. Using or hire a consultancy services to recruit somebody as a permanent employee who will not only help you but will have good influence in your team in a small time. This will also save your permanent cost. The advantages of hiring consultants include: Unique solutions reflecting the client's situation and objectives. Speed, since the consulting personnel is not preoccupied by other important functions unlike in-house administration. Knowledge and effective solutions in the industrial/commercial sector of the client organization. The Benefits of using a Human Resource Consultant! Entrepreneurs have a number of opportunities to hire an external consultant, the most essential being the beneficial influence it may have on the company's future - you can save money with an HR consultant! You may outsource your HR services and utilize the HR Consultant on a required basis instead of engaging a highly compensated HR Manager. If you do not have an HR department, this may very beneficial. Consulting services for human resources may be recruited or employed on an hourly basis or ad-hoc basis, for the purpose of performing temporary jobs in the administration or HR. Either arrangement will benefit your company simply depending on the consultant's degree of skill. Since those HR experts have worked with a broad array of companies during their employment, your company benefits from such extensive knowledge and expertise. Below are few steps an HR consultant may benefit your company: Minimizing cost-per-hire - Effective recruitment consultants, specialized in recruitment and selection, offer organization owners guidance on the finest recruiting strategies and sensible employment. They will also help establish a recruiting and selection strategy that shows companies how to construct and conduct an interview that guarantees that the appropriate applicant arrives. Organizations are frequently not able to squander money with inefficient recruiting practices and so an HR consultant may eventually save your firm thousands by minimizing your costs by building a professional productive employee base. HR consultant helps organization in recruitment in following ways:
A human resources consultant can create an efficient performance management system by:
Common objectives of having HR consultant as trainer include:
Every business requires HR expertise, regardless of size. This can sometimes be difficulty for small firms, because many organizations do not have a professional HR staff however they still need to address employee’s problems as they emerge. Having an outsourced HR representative allows organization to leave HR operations in their power, while focusing on the overall business growth. We create access to specialized HR services which typically fall well inside the organization budget. We provide simple, practical and proven solutions to ensure that you have a finest assistance for growth of your business. Contact MAXIC ARROW team to see how we can help in recruiting, retaining and rewarding a cost effective team with cost effective solutions.
Canada came very close to this mark last year, when it had a record-breaking year for Express Entry, issuing a total of 107,350 permanent residence invitations. If you are desire migrating to Canada in 2021! Book your consultation with our professionals and spreads your wings. |
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