Since 2018, Immigration, Refugees, and Citizenship Canada (IRCC) have been supporting a variety of pilot projects geared at assisting minority immigrant women. According to IRCC, One of the programs' goals is to "help minority immigrant women find good, well-paying jobs that set them up for success in the country, by trying to address the hurdles they may face–gender- and race-based discrimination, uncertain or low-income employment, a lack of affordable child care, and poor social supports." For a variety of reasons, the topic of women's job prospects is extremely important to immigrants. Women are just as eager as men to work in occupations that are a good fit for their skills and to advance up the socioeconomic ladder. In context to invite more and more immigrants, Canada IRCC held the biggest PNP draw ever inviting 1032 candidates to apply for permanent residence on December 10, 2021. Candidates invited required a minimum Comprehensive Ranking System (CRS) score of at least 698. This is 7th PNP draw in a row. Short-term and long-term labour shortages are now plaguing Canada. In order to overcome labour shortages, the Canadian government and employers must use diverse talent sourcing channels. They must improve and simplify job opportunities for foreign workers. If you are considering relocating to Canada, contact our team of experts. Get in touch for more detail
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Canada, Most of the ITAs has been issued by IRCC to PNP candidates this year. Here is another round of invitations held on Thursday, November 24, 2021. in this draw Total 613 PNP candidates has been invited to apply for Permanent Residence. Since beginning of the year 2021 Canada has now held 22 Express Entry draws just for PNP candidates. This was the 6th PNP specific draw in the row. PNP draws (CRS) since January 6, 2021 has ranged from the low 813 to 685 till previous draw held on November 10. As per our experts’ prediction, most awaited FSW draw is likely to come on December 8, 2021. The probability of it happening on this day is currently 13%. Get your application prepared, book a free consultation session with us. Get in touch for more detail
☎ +91 (0) 11-47587090 ✉ info@maxicarrow.com Follow us: Canada, IRCC invited 775 Express Entry applicants to apply for permanent residence on November 10. All of the candidates who were invited should have already been nominated through a Provincial Nominee Program (PNP). The cut-off (CRS) dropped this time to 685. This means this is low -scoring draw and candidate would just need 85 points in order to receive the nomination. (IRCC) has only inviting PNP applicants from the Express Entry pool. This is fifth Express Entry draw in a row targeting candidates only from the PNP class. IRCC invited 888 applicants with scores of at least 744 in the last draw. Since IRCC began holding PNP-only draws in March 2020, the CRS requirement for the today's draw had the second-lowest cut-off score in this category. The lowest score required for a PNP draw was in March 2021. Things have begun to come back in track after the pandemic. At this point of time, Immigration Canada intends to admit 110,500 Express Entry candidates in 2022. However, this might change once the new immigration targets are revealed. If you are aiming to get PR by 2022, our team is here to help you out along the away, get connected: Get in touch for more detail
☎ +91 (0) 11-47587090 ✉ info@maxicarrow.com Follow us: 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: Get in touch for more detail
☎ +91 (0) 11-47587090 ✉ info@maxicarrow.com Follow 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. Get in touch for more detail
☎ +91 (0) 11-47587090 ✉ info@maxicarrow.com Follow us: 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. Get in touch for more detail
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Immigrants' participation in Canadian democracy grows as they spend more time in the country9/16/2021
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☎ +91 (0) 11-47587090 ✉ hr@maxicarrow.com Follow us: Canadian government have eased border restrictions to fully vaccinated international travelers now9/15/2021
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