Hire a temporary worker through the Seasonal Agricultural Worker Program – Recruitment and advertisement

Recruitment

Recruitment is the process of finding and selecting qualified employees. All employers are encouraged to conduct ongoing recruitment efforts, including advertising the job or contacting the underrepresented groups that face barriers to employment.

Employers don’t need to use the services of a third-party representative to hire a TFW; however, if they choose to do so, they must pay for all the fees associated with this service.

In addition, under the Seasonal Agricultural Worker Program (SAWP), the recruitment of TFWs is the responsibility of the government of the participating countries. As a result, employers cannot use the services of a private recruiter to select workers.

Advertisement

A job posting is an announcement of a vacancy in a public medium such as newspapers, job posting Internet site, bulletin boards, etc. It provides a broad exposure of the vacancy to Canadians and permanent residents in Canada who would be potential candidates for the position.

To meet the minimum advertising requirements, employers must advertise on the national Job Bank or its provincial/territorial counterpart in British Columbia, Quebec or Saskatchewan. The advertisement must be posted:

• for a minimum of 14 calendar days starting from the first day the ad appears and is accessible to the general public;
• during the 3-month period prior to the employer applying for a Labour Market Impact Assessment (LMIA).

Employers must also conduct recruitment activities consistent with the normal practice for the occupation for a minimum of 14 calendar days. To meet this requirement, employers can choose one or more of the following methods to advertise:

• on recognized Internet employment sites
• in local and regional newspapers, newsletters
• in ethnic newspapers and Internet sites
• in local stores, places of worship, community resource centres
• in local and regional employment centres.

The advertisement must include the:

• company operating name
• business address
• title of position
• job duties (for each position, if advertising more than one vacancy)
• terms of employment
• wage (must include any incremental raises, performance pay or bonuses)
  • a wage range can be used for the purposes of complying with the advertisements; however, the minimum wage in the range must meet prevailing wage
• benefits package being offered (if applicable)
• location of work (local area, city or town)
• contact information: telephone number, cell phone number, email address, fax number, or mailing address
• skills requirements:
  • education
  • work experience