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ARRIMA and the Employer Portal

Long awaited, the section for employers on the ARRIMA interface is now operational.

First of all, the section dedicated to individuals allows candidates for permanent immigration wishing to settle in Quebec, to make a declaration of interest. The Ministère de l’Immigration, de la Francisation et Intégration (MIFI) invites candidates with the best integration potential and who best meet the needs of the labor market, to apply for permanent selection.

Then, the section dedicated to companies allows them to access the profiles of candidates registered in the pool and to start the recruitment process (via the Employer Portal). By becoming operational, the Employer Portal provides the premises for achieving the goal of the program, who is to match candidates whose academic and professional skills meet the best Québec employers’needs. For a detailed demonstration of the Employer Portal registration process, search criteria, consultation of profiles and contact with candidates, we invite you to consult the tutorials prepared by the MIFI available here.

While keeping in mind that the Employer Portal is not just a bank of candidates or an aggregation of CVs, it could:

  1. Allow SMEs which do not currently have the budgets for international recruitment or who want to try a first experience in this direction, to have access to qualified candidates motivated to settle in Quebec. We remind you that the use of the Employer Portal is free;
  2. Be an alternative to the Journées du Québec type recruitment activities (an activity also organized by the MIFI) but which can be costly and which also has its limits, such as competition for the same candidates in the same interval;
  3. Facilitate the arrival in Canada of these skilled workers. It is important to mention that the Employer Portal does not create a third channel for the arrival of temporary foreign workers. We remind you that we are still in the presence of two programs: Temporary Foreign Worker Program (TFWP) and International Mobility Program (PMI), with the distinctions seen in our previous articles. This little nuance can make the difference in managing the expectations of all parties, employers and candidates alike.
    • First of all, if at the end of a hiring process, you decide to make a job offer, you must have it validated according to the procedure required by the MIFI. Roughly speaking, this is a commitment taken with the MIFI to hire the candidate once he becomes a permanent resident. However, this is an obligation of means and not of results!
    • This would increase your candidate’s chances of being invited to submit an application for permanent selection that will result in the issuance of a Permanent Selection Certificate (CSQ) –to be issued within 6 months- , the first step in obtaining permanent residence. For an overview of the invitation rounds and the criteria taken into consideration, we invite you to consult this MIFI page;
    • In parallel with the previous step or after obtaining the CSQ, you can start the process of applying for an LMIA according to the requirements of the TFWP. If the position in question requires posting, it is in your interest to wait for the CSQ to be issued, since you will be exempt! If the position is covered by the Simplified Process (without posting), the advantage is that, probably, you will not have to renew the work authorizations, hoping that your employee would become a permanent resident within the period of validity of the work permit. However, you must calculate the date of arrival of your employee. For more information, please feel free to contact us!

In conclusion, the Employer Portal can be an instrument for your international recruitment strategies. It is up to you, however, to adapt it well according to your needs, to understand the selection requirements of permanent workers via the Regular Program and to always keep in mind that as soon as you submit an LMIA application and work permit, you and your candidates must meet the requirements for temporary foreign workers. And finally, the portal’s services could be used in conjunction with other measures aimed at facilitating international recruitment.

We will finish this article with the recall of financial aid measures available to international recruitment since summer 2019 and announced by the Ministère du Travail, de l’Emploi et de la Solidarité sociale (MTESS) in the Grande corvée 2.0, a campaign aiming to map the needs of Quebec businesses, whether in terms of access to technologies or skilled labor. To access it, contact Services Québec in your region and you may be guided by an MTESS agent.

Questions about the best strategy to establish in order to be successful in hiring temporary foreign workers? Contact us.

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