Employers Guide: "How to Advertise TIPS" to meet ESDC requirements.

Service Canada, (ESDC) is very strict dealing with LMIA applications. If they believe you didn’t try hard enough to find a Canadian worker, they will refuse your application. To help you succeed, we have compiled a simple, "audit-proof" checklist to ensure your job advertisements meet the highest standard of compliance.

The Golden Rule: 3 is the Magic Number:

To satisfy ESDC, you generally need to advertise in three different places. Relying on just one website—or using obscure, low-traffic job boards—is the fastest way to get a refusal.

Here is the formula for a compliant recruitment campaign:

1. The Government Job Bank (Mandatory)

This method is non-negotiable. You must post the vacancy on the Government of Canada Job Bank.

• The Rule: The ad must remain live for at least 30 continuous days before you submit your application to Service Canada.

• The "Match" Requirement: Don't just post it and forget it. You must log in and use the "Match" function to invite all registered candidates with a rating of 2 stars or higher to apply. Keep screenshots proving you did this!

2. A Major, Recognized Job Board

Service Canada officers want to see that you posted where real Canadian job seekers hang out. If you use a website that no one has heard of, the officer may suspect you aren't serious about hiring locally.

• Best Options:  Better you do your homework to find the right type of job board which has a national scope.

• Which sites to chose for job posting? The sites which have high traffic.

3. A Targeted Source

The third source should target a specific underrepresented group (like Youth, Indigenous people, or Newcomers) or be hyper-local to your region.

The Evidence: "If you didn't save it, it didn't happen"

We see many employers fail because their links expire. Once a job ad is taken down, the link is dead. You cannot send a dead link to Service Canada. You need a paper trail.

Your Evidence Checklist:

1. Day 1 Screenshot: On the day the ad goes live, take a full-screen screenshot. Make sure the date is clearly visible on your computer screen.

2. Mid-Campaign Screenshot: About 15 days later, take another screenshot to prove the ad is still active and hasn't been deleted.

3. Invoices & Receipts: Keep the credit card receipt showing you paid for the ad.

   • Pro Tip: The credit card used should ideally belong to the Employer company, not your immigration consultant. This proves you are the one paying for recruitment.

Tracking Applicants: The Recruitment Log

Service Canada will ask: "Why didn't you hire the Canadians who applied?" You need a specific answer for every single resume you received from a Permanent Resident or from a Canadian citizen.

Do not just say "No one was qualified." You must be specific.

Create a simple Excel sheet or document that tracks:

• Name of Applicant

• Date Applied

• Source (e.g., Applied via name of the job site)

• The Result (e.g., Interviewed, Not Selected)

• Specific Reason for Rejection.

Important: Save a PDF copy of every resume you receive. If an audit happens, the officer may ask to see the resume of a specific candidate you rejected to verify your decision.

Final Thoughts

Recruitment is not just a formality; it is the core of the LMIA program. By using recognized, high-traffic job boards and keeping meticulous records, you protect your business and significantly increase your chances of a positive result.

Disclaimer: This guide is for informational purposes only and does not constitute legal advice. ESDC requirements are subject to change. Always consult with a regulated professional regarding your specific case.