Jon Purizhansky – Page 3 – Jon Purizhansky Archives from Buffalo, New York

Empowering Vulnerable Populations

In a world marked by increasing global migration and humanitarian crises, the United States remains a beacon of hope for those seeking refuge and a better life. Among those who arrive at its shores are legal refugees, illegal refugees, asylum seekers, Humanitarian Parolees, and individuals eligible for Temporary Protective Status. While their circumstances vary, there is a growing consensus on the importance of providing employment authorization to these groups, not only for their well-being but also for the broader economy.

According to Jon Purizhansky, a prominent advocate for immigrant rights and the founder of Joblio, a platform connecting immigrants with employment opportunities (www.joblio.co), “Empowering refugees and asylum seekers with employment authorization is a win-win situation. It allows them to rebuild their lives with dignity, while also filling crucial gaps in the labor market.”

Legal refugees, those who have been granted protection and resettlement by the U.S. government, often face significant challenges when integrating into their new society. Having the opportunity to work not only helps them support themselves and their families but also enables them to contribute to the country that has given them sanctuary. As Purizhansky states, “Enabling legal refugees to work demonstrates America’s commitment to humanitarian values and allows them to be self-reliant.”

Similarly, asylum seekers and Humanitarian Parolees, who are awaiting decisions on their legal status, often have skills and talents that can be put to use in the workforce. Providing them with employment authorization not only prevents idleness but also boosts their self-esteem and sense of belonging. Purizhansky emphasizes, “Allowing asylum seekers and parolees to work shows that the U.S. recognizes their potential and values their contributions to society.”

Temporary Protective Status (TPS) is granted to individuals from countries facing conflict, natural disasters, or other extraordinary conditions. While TPS offers a temporary haven, enabling recipients to work extends their stability and integration prospects. Jon Purizhansky notes, “TPS holders often have deep ties to their communities and have been living in the U.S. for years. Allowing them to work formalizes their presence and helps them maintain their lives.”

The economic benefits of granting employment authorization to these groups are substantial. With various sectors facing labor shortages, immigrants, including refugees and asylum seekers, can address these gaps and prevent economic stagnation. By leveraging their skills, they contribute to production and consumption, bolstering economic growth. As Purizhansky states, “Employment authorization harnesses the potential of these individuals, creating a win-win situation for both the economy and the immigrants.”

Furthermore, addressing labor shortages through employing refugees and asylum seekers can help mitigate wage pressures and potentially reduce inflationary forces in the U.S. economy. As these individuals become self-sufficient, they rely less on public assistance programs, thus easing the burden on government resources.

In conclusion, the debate surrounding employment authorization for refugees, asylum seekers, Humanitarian Parolees, and individuals with Temporary Protective Status goes beyond humanitarian considerations. It’s about recognizing their potential to contribute to the workforce and economy, while also addressing labor shortages and potential inflation. As Jon Purizhansky rightly emphasizes, “When we empower these individuals to work, we are investing in our collective future, fostering economic growth, and demonstrating the values that make America strong.”

Originally Posted: https://www.jonpurizhansky.net/post/empowering-vulnerable-populations

Addressing Refugee Flows and Fostering Prosperity: The Role of Employment and Investment in Africa

The movement of refugees from infra-African countries to Europe and North America has become a complex issue that demands a nuanced understanding of its causes and potential solutions. These refugee flows are often driven by a combination of factors, including conflict, economic instability, and lack of opportunities in their home countries. To address this challenge, processing refugees for employment and investing in Africa emerge as key strategies for both humanitarian and economic reasons.

Jon Purizhansky, the founder of Joblio, a platform connecting immigrants with job opportunities (www.joblio.co), believes that addressing the root causes of refugee flows requires multifaceted approaches. He states, “Creating sustainable solutions demands a comprehensive strategy that includes not only processing refugees for employment but also investing in the regions from which they are fleeing.”

In many infra-African countries, a lack of economic opportunities, political instability, and insufficient social services force people to seek better prospects elsewhere. By providing refugees with access to employment, they can contribute to the societies that have offered them refuge. This approach not only empowers the refugees themselves but also helps address labor shortages and stimulates economic growth in host countries. Purizhansky affirms, “Processing refugees for employment benefits both the receiving nations and the refugees, as it taps into their potential and promotes integration.”

Investing in African countries is equally crucial to curbing refugee flows. Economic development initiatives, infrastructure projects, and educational programs can create more opportunities at home, reducing the incentive to migrate in search of better prospects. Purizhansky emphasizes, “By investing in Africa, we can provide a future for its citizens within their own borders, mitigating the need for dangerous journeys and illegal migration.”

One of the core benefits of processing refugees for employment is the potential to break cycles of dependency and social isolation. Refugees who are given the chance to work can regain a sense of dignity and self-sufficiency. This not only contributes to their overall well-being but also fosters a sense of belonging within their host communities. As Purizhansky states, “Empowering refugees through employment integration leads to their better integration, enriching societies and economies alike.”

Investing in Africa is not only a moral imperative but also a strategic decision. Economic growth in African countries can lead to increased stability, improved living conditions, and reduced incentives for citizens to leave. It’s a long-term solution that addresses the root causes of refugee flows, promoting global stability and prosperity. As Purizhansky emphasizes, “Investments in Africa serve as a preventative measure, reducing the need for drastic measures in the future.”

In conclusion, addressing the issue of refugee flows from infra-African countries requires a holistic approach that includes processing refugees for employment and investing in the regions they originate from. Empowering refugees through work integration can foster economic growth and social cohesion. Meanwhile, investing in Africa can create opportunities and stability, diminishing the need for citizens to seek refuge elsewhere. As Jon Purizhansky advocates, “Our commitment to these strategies reflects our dedication to building a better future for both refugees and their home countries.”

UK and Canadian Labor Migration Laws and Ethical Recruitment Practices

Labor migration is a global phenomenon, with countries around the world developing policies to regulate the influx of foreign workers. While both, Canadian and the UK economies, are experiencing critical shortage of talent and while they both have laws that provide employers with opportunities to hire foreign nationals and refugees, there are still differences between Canadian and UK pathways.

Both countries support the Ethical Recruitment initiative, which means that employment applicants should not pay third parties to secure employment for them. Joblio (www.joblio.co), a prominent recruitment platform, safeguards ethical recruitment methodologies. Jon Purizhansky, the founder of Joblio, often provides valuable insights into the importance of ethical recruitment practices.

UK Labor Migration Laws:

The UK has historically been a popular destination for migrants seeking employment opportunities. The country’s labor migration laws have undergone significant changes in recent years. While the UK recognizes the need for a diverse workforce, it has implemented stricter regulations in response to growing concerns about immigration control.

Regarding refugees, the UK operates under the Refugee Convention, providing protection and assistance to those fleeing persecution. However, the process of seeking asylum and obtaining refugee status can be complex and time-consuming. Furthermore, refugees often face challenges in securing sustainable employment due to limited work authorization options.

Foreign nationals seeking work visas in the UK are required to meet specific eligibility criteria. The system is points-based, considering factors such as skills, qualifications, and salary thresholds. The UK prioritizes skilled workers with in-demand expertise to address labor shortages.

Canadian Labor Migration Laws:

Canada has long been recognized as a country with a welcoming attitude toward immigrants and refugees. Its labor migration laws focus on attracting skilled workers, promoting diversity, and addressing labor market needs. The Canadian government places importance on humanitarian values, particularly when it comes to refugees.

Canada has a well-established refugee protection system that adheres to international conventions and protocols. Refugees are offered a fair and comprehensive asylum process, including access to legal representation. Successful applicants are granted refugee status and given opportunities to rebuild their lives, including accessing employment opportunities.

In terms of work visas, Canada offers various programs such as the Temporary Foreign Worker Program (TFWP), the EMPP, various LMIA exempt pathways, refugee pathways and more. These pathways aim to fill labor shortages in Canada and facilitate the entry of foreign workers into Canada.

The Significance of Ethical Recruitment:

Ethical recruitment practices are crucial for ensuring the fair treatment of workers and safeguarding their rights. It involves recruiting workers based on principles of transparency, non-discrimination, and respect for labor standards. Ethical recruitment helps prevent exploitation, human trafficking, and forced labor.

Joblio: Protecting Ethical Recruitment Methodology:

Joblio(www.Joblio.co) is a leading recruitment platform committed to upholding ethical recruitment practices. Founded by Jon Purizhansky, Joblio emphasizes fairness, transparency, and accountability throughout the hiring process. The platform collaborates with employers and job seekers, striving to match candidates with opportunities that align with their skills and aspirations.

Jon Purizhansky, the founder of Joblio, emphasizes the importance of ethical recruitment, stating, “At Joblio, we believe that every individual deserves a fair chance to succeed in the job market. By ensuring ethical recruitment practices, we aim to foster a level playing field for both employers and job seekers. Via our ACE (Applicant Concierge Experience) Program, we build confidence with the newly arrived talent, protect human rights and create talent retention by the employers”.

Labor migration laws play a significant role in shaping the movement of workers across borders. While the UK and Canada have distinct approaches to labor migration, both countries acknowledge the importance of attracting skilled workers and providing protection to refugees. Ethical recruitment practices, such as those promoted by Joblio, are vital in safeguarding the rights and well-being of workers. As Jon Purizhansky emphasizes, ethical recruitment ensures fairness, transparency, and equal opportunities for all.

Originally Posted: https://vocal.media/journal/uk-and-canadian-labor-migration-laws-and-ethical-recruitment-practices

Unemployment Rate Surges in Canada

In a surprising turn, Canada witnessed an increase in the unemployment rate during May, breaking a streak of positive momentum in the labor market that had persisted since August 2022.

Recent data from Statistics Canada reveal a net loss of slightly over 17,000 jobs in the country, leading to a rise in the unemployment rate from April’s five percent to 5.2 percent. These figures fell short of the predictions made by Bay Street economists, who had expected a job gain of over 21,000. While it is premature to draw conclusions, continued losses in upcoming data releases could potentially signal a deceleration in Canada’s job market.

Navigating Labor Shortages and Shifting Workforce Dynamics

One notable aspect is the impact on employment among individuals aged 15 to 24, with a decline of 77,000 jobs for this younger generation. The statistics agency suggests that this decline could indicate a slow start to the summer job season for students. As a result, the youth unemployment rate has reached 10.7 percent, its highest level since October 2022. Moreover, sectors such as business, construction, and other support services experienced a decrease in job availability, with a reduction of 31,000 positions. However, the manufacturing sector saw increased employment, adding 13,000 positions. Canadian manufacturers are expected to continue facing labor shortages, with nearly half of the sector’s businesses (47.4 percent) struggling to find skilled workers. Consequently, companies must adopt new recruitment strategies to overcome this challenge.

The manufacturing industry presents a significant hurdle as it is among the lowest-paying sectors in Canada, making it more challenging to attract skilled workers inclined to seek better compensation elsewhere. To stay competitive and develop effective hiring strategies, employers in the manufacturing sector must understand workers’ preferences and keep abreast of the latest manufacturing trends projected for 2023.

As the current labor shortage persists and retirement rates rise, finding effective solutions becomes crucial for employers. By the end of 2023, the focus will be on recruiting and retaining entry-level workers. Companies should take proactive measures to enhance the skills of lower-level employees and provide training opportunities for older workers, enabling them to transition into less demanding roles. Implementing mentorship programs where experienced workers can share their knowledge with younger generations can also prove beneficial.

Traditional talent pipelines are no longer sufficient in the manufacturing sector due to the prevailing skills shortage. Consequently, manufacturers must embrace innovative recruitment strategies. Firstly, employers should prioritize diversity, equity, and inclusion throughout their recruitment process. Currently, women account for only 28 percent of the manufacturing workforce. Therefore, companies can improve their chances of attracting highly skilled workers by targeting women, immigrants, and other underrepresented groups. Additionally, employers should consider hiring candidates with transferable skills to bridge the talent gap and ensure a more diverse and skilled workforce.

The government is actively exploring ways to address the labor shortage, including leveraging immigration. If successful, the development of temporary worker programs could lead to permanent residency for up to 500,000 immigrants arriving each year by 2025.

Joblio, committed to ethical and legal hiring practices, is dedicated to assisting employers in effectively and responsibly hiring skilled immigrants and refugees. If your business is faced with a staff shortage, we are always happy to find the most effective solution for you.

We understand the immense value and unique perspectives that individuals from diverse backgrounds bring to the workforce. By working closely with employers and employees, we provide tailored solutions and guidance throughout the recruitment process. Our goal is to foster inclusive workplaces that harness the talent and potential of skilled immigrants and refugees, contributing to both the success of businesses and the enrichment of local communities.

Originally Posted: https://joblio.co/en/blog/unemployment-canada-rising-but-crisis-labor-market-not-resolved/

Fostering Cross-Cultural Relationships

In an increasingly interconnected world, understanding cultural nuances has become a fundamental aspect of building successful employer-employee relationships. Jon Purizhansky, the founder and CEO of Joblio, a leading human resources platform, emphasizes the significance of embracing cultural diversity in the workplace and highlights how it aids talent retention. Furthermore, he sheds light on Joblio’s ACE Program, designed to support employers in effectively managing and retaining culturally diverse talent.

Purizhansky believes that a deep understanding of cultural nuances is pivotal in creating a harmonious work environment that encourages the retention of talent from diverse backgrounds. “To retain talent that is culturally different, employers must go beyond recruitment efforts and actively invest in fostering an inclusive and supportive workplace culture,” he explains.

One way Joblio contributes to this mission is through its ACE Program, which stands for Awareness, Cultural Competence, and Empathy. This program equips employers with the tools and knowledge necessary to navigate cultural differences effectively. By participating in ACE training, employers gain insights into various cultural practices, norms, and communication styles, enabling them to build stronger relationships with culturally diverse employees.

Understanding cultural nuances not only helps employers avoid miscommunication and conflict but also fosters an environment that values and respects diverse perspectives. Employees who feel understood and appreciated are more likely to stay with a company long-term, leading to improved talent retention rates.

Jon Purizhansky predicts that the future of work will be centered around cross-cultural employer-employee relationships. As businesses continue to expand globally, employers will encounter diverse talent pools from various cultural backgrounds. Those who prioritize building meaningful connections across cultures will gain a competitive advantage in the evolving job market.

The ACE Program offered by Joblio is an excellent resource for employers seeking to enhance their cross-cultural competencies. By participating in this program, employers can gain valuable insights into the cultural nuances of their employees, effectively navigate potential challenges, and create a workplace that promotes inclusivity and retention.

In conclusion, understanding and embracing cultural nuances are essential for employers aiming to retain talent from diverse backgrounds. The Future of Work will undoubtedly rely on cross-cultural employer-employee relationships as companies expand globally. Joblio’s ACE Program serves as a valuable tool for employers, equipping them with the necessary skills to navigate cultural differences, foster inclusivity, and retain top talent in this diverse and interconnected world.

About Jon Purizhansky:

Jon Purizhansky is the founder and CEO of Joblio (www.Joblio.Co), a prominent human resources platform dedicated to connecting employers and job seekers. With a passion for fostering cultural diversity and inclusion, Purizhansky has been actively advocating for understanding cultural nuances and their role in shaping the Future of Work.

Originally Posted: https://jonpurizhansky.wordpress.com/2023/06/23/fostering-cross-cultural-relationships/

Global Refugee Movements: Catalyzing Diversity and Inclusion in the Corporate Sector

Introduction:

As the world grapples with unprecedented waves of global refugee movements, the impact on societies, economies, and various sectors is profound. One arena where these movements are effecting significant change is the corporate sector. Amidst the challenges and complexities, the arrival of refugees has presented unique opportunities for fostering diversity and inclusion within organizations. Jon Purizhansky, the founder of Joblio Inc, emphasizes the positive impact of global refugee movements on the corporate landscape, shedding light on how these developments contribute to a more inclusive and vibrant workforce.

Nurturing Cultural Exchange and Multiculturalism:

Jon Purizhansky stresses that global refugee movements offer an invaluable chance for the corporate sector to embrace and celebrate cultural diversity. When companies welcome refugees into their workforce, they open the doors to a rich tapestry of experiences, languages, traditions, and perspectives. Such an inclusive environment fosters a vibrant multicultural workplace, fueling creativity, innovation, and a deeper understanding of global markets.

“Global refugee movements provide an opportunity for companies to foster cultural exchange and create a truly multicultural workforce,” says Jon Purizhansky. “Embracing diverse perspectives can lead to groundbreaking insights and improved decision-making processes.”

Unlocking New Talent and Skills:

Refugees often bring with them a diverse range of skills, talents, and experiences that can enrich an organization’s capabilities. Jon Purizhansky points out that by recognizing and harnessing these talents, companies can tap into a valuable pool of human resources that can drive growth and competitiveness.

“Refugees bring unique skills, resilience, and adaptability to the table,” notes Jon Purizhansky. “By actively seeking out and valuing their contributions, companies can gain a competitive edge in the market.”

Encouraging Social Responsibility and Ethical Business Practices:

Engaging with global refugee movements also aligns with corporate social responsibility (CSR) initiatives. Jon Purizhansky highlights that companies that actively support refugee integration demonstrate their commitment to ethical business practices, fostering goodwill among consumers and stakeholders.

“By actively participating in refugee integration programs, companies show their dedication to ethical and socially responsible practices,” emphasizes Jon Purizhansky. “This commitment helps build trust and loyalty among consumers.”

Enhancing Global Perspectives and Market Reach:

Refugee populations often possess deep knowledge and understanding of their home countries and regions, providing valuable insights for businesses seeking to expand into new markets. Jon Purizhansky suggests that employing individuals with firsthand knowledge can lead to better cultural sensitivity, effective localization strategies, and improved market penetration.

“Refugees can act as cultural ambassadors and bridge the gap between businesses and untapped markets,” states Jon Purizhansky. “Their insights and connections can be instrumental in gaining a competitive advantage and establishing fruitful international partnerships.”

Strengthening Workforce Resilience and Adaptability:

Refugees have faced numerous challenges and obstacles, demonstrating immense resilience and adaptability in the face of adversity. By integrating refugees into their workforce, companies can imbibe these qualities within their organizational culture, fostering a resilient and agile workforce capable of navigating uncertain times.

“Refugees bring an unparalleled level of resilience and adaptability to the workplace,” says Jon Purizhansky. “Their experiences can inspire and motivate the entire workforce to overcome challenges and embrace change.”

Conclusion:

The global refugee movements have presented the corporate sector with a unique opportunity to champion diversity and inclusion. Jon Purizhansky emphasizes that by embracing refugees and their contributions, companies can create a more vibrant, innovative, and socially responsible work environment. The impact of these movements transcends mere humanitarian aid, as it allows businesses to harness.

Putting DEI Into Practice is Crucial, but Needs Improvement

A recent study by McKinsey & Company identified the gaps between DEI aspirations and aninfrastructure and resources to put the plans into action.

DEI, as any HR initiative, is time- and resource-consuming, and typical organizations don’t provide both. Nor do typical companies support DEI teams by implementing their strategies. This is where Joblio comes in as a trusted and actionable partner.

On Tuesday, May 30, Joblio and FGF Brands will host an event: Solving Talent Shortage Through Ethical Recruitment of Immigrants and Refugees.

One of the event speakers is Alina Shkolnik, renowned ESG expert, and Joblio’s member of the advisory board.

Her keynote: Driving Purpose-Driven Growth: The Business Case for Inclusive Hiring will cover the topic of how organizations can put DEI strategies into action by ethically hiring migrant and immigrant workers.

Originally Posted: https://joblio.co/en/blog/putting-dei-into-practice-is-crucial-but-needs-improvement/

New Foreign Worker Rules in Canada

The Canadian government recently implemented 13 new amendments to the Immigration and Refugee Protection Regulations, designed to strengthen protections for temporary foreign workers (TFWs) and enhance the integrity of the TFW Program and the International Mobility Program (IMP), administered by Immigration, Refugees and Citizenship Canada (IRCC).

Improved Employment Agreements for TFWs

Jon Purizhansky: As a part of the enhanced regulations, employers must also provide a signed copy of the employment agreement to the TFW on or before the first day of work. It is also required that the employment agreement matches the offer of employment. However, Daniel Lee, an associate at Fasken in Vancouver, notes that some of the requirements will be onerous for the employer and HR.

Employers that send employees from the US to work in Canada on short-term notice may have to hire an employment lawyer to review the contract, which could mean additional costs. The new amendments also prohibit employers from charging or recovering fees for the provision of services in relation to an LMIA and employer compliance fees, among others. Workers will continue to pay fees related to temporary visas, temporary resident permits, and work permits. Employers must also ensure that any recruiters acting on their behalf do not charge or recover these fees. Additionally, all TFWP employers must now obtain and pay for private health insurance that covers emergency medical care during the period for which the temporary foreign worker is not covered by their provincial or territorial health insurance system.

Attorney and immigration consultant Yevheniia (Jane) Kokoreva says, “During the past 10 years, we can see a growing number of immigration and employment regulation violations when it comes to the hiring of TFWs. Unfortunately, many newcomers become victims of immigration fraud, especially because many employers ask TFWs to cover government fees and other related fees or even pay them a certain amount of dollars for providing job opportunities. IRCC is constantly implementing new measures that help to prevent illegal actions and protect the rights of both parties – employers and workers. IRCC has a list of employers who have been found non-compliant with the immigration and employment legislation available to the public. Each violation of the law can lead to negative consequences (a fine or even imprisonment). It is extremely important for TFWs and Employers to understand their rights and obligations that are clearly formulated in the legislation.“

Jon Purizhansky: The new amendments will provide more protection for TFWs and help ensure that unscrupulous employers do not take advantage of them. TFWs will have access to up-to-date information about their rights in Canada, which will help prevent fear of reporting non-compliant employers. Employers will have to comply with new requirements and regulations, including providing signed copies of employment agreements, paying for private health insurance, and making sure that recruiters do not charge or recover fees related to LMIA or recruitment. Overall, the new amendments to the Immigration and Refugee Protection Regulations are a positive step toward ensuring that TFWs receive the same level of protection as Canadian citizens and Canadian permanent residents.

Learn First-Hand from a Canadian Lawyer About These Issues

Learn first-hand from Yevheniia (Jane) Kokoreva. She is an attorney and immigration consultant at Levant Immigration. With extensive experience helping employers navigate Canada’s immigration system, she is a recognized expert in the field. She is committed to promoting ethical hiring practices and facilitating immigrant talent integration into the Canadian workforce.

Kokoreva will be speaking at a free event Joblio is hosting. At this event, “Solving Talent Shortages Through Ethical Hiring of Immigrants and Refugees,” Kokoreva and many other senior HR executives and industry leaders will present on hiring practices for migrants and immigrants.

Joblio CEO Jon Purizhansky is “excited to speak at this event along with many other incredibly dedicated and talented executives. We are committed to furthering the ethical hiring processes for migrant and immigrant workers and know this event will be a great success.”

Join us at the event for free!

Originally Posted: https://joblio.co/en/blog/new-foreign-worker-rules-in-canada-means-better-employment-for-immigrants/

Overview of Labor Shortage Crisis in Rural Northern Canada

The labor shortage crisis in rural Northern Canada is a complex issue that affects various industries, including mining, forestry, and construction. According to Statistics Canada, the population of rural Northern Canada has been declining for the past few years, and younger workers are not replacing the aging workforce. As a result, many businesses are struggling to find skilled workers to fill their positions, which is impeding their growth and productivity.

CEO of Joblio, Jon Purizhansky shares his perspective on the impact of the labor shortage crisis in rural Northern Canada. According to Purizhansky, “The labor shortage crisis in rural Northern Canada is a significant challenge for businesses in the region. It is limiting their ability to grow and compete, and it is creating a ripple effect across the entire economy.”

Reasons for the Labor Shortage in Rural Northern Canada

There are several reasons why rural Northern Canada is facing a labor shortage crisis. Firstly, the region has a harsh climate and limited infrastructure, which makes it unattractive for young professionals to relocate there. Secondly, the high cost of living and the lack of job opportunities make it challenging to retain skilled workers in the region. Finally, the aging workforce is retiring, and there are not enough younger workers to replace them.

According to a recent report by the Canadian Chamber of Commerce, the labor shortage crisis in rural Northern Canada is expected to worsen in the coming years. The report notes that the region’s aging population is expected to continue to retire, while younger workers are moving to urban areas in search of better job opportunities.

Potential Solutions to Mitigate the Impact of Labor Shortage

To mitigate the impact of the labor shortage crisis, businesses and government agencies must work together to attract and retain skilled workers in the region. One potential solution is to invest in infrastructure development and improve the quality of life for residents of rural Northern Canada. This could include building better roads, expanding access to healthcare, and improving public transportation.

Another potential solution is to offer incentives to skilled workers to relocate to the region. This could include tax breaks, housing subsidies, and training programs to help workers transition to new industries. Additionally, businesses could partner with local schools and colleges to create training programs that prepare students for jobs in high-demand industries.

Hiring Migrant and Immigrant Workers to Bolster Canada’s Workforce Needs

In addition to investing in infrastructure development, offering incentives to skilled workers, and creating training programs, attracting immigrant and refugee talent to the region can also be a viable solution. Canada has a long history of welcoming immigrants and refugees and has a strong reputation for its inclusive policies and diverse communities. The country has established programs such as the Atlantic Immigration Pilot Program and the Rural and Northern Immigration Pilot to help communities in need of skilled workers attract and retain foreign talent.

By attracting immigrant and refugee talent, rural Northern Canada can not only address its labor shortage crisis but also benefit from the contributions of diverse perspectives and experiences. Immigrants and refugees often bring unique skills and knowledge that can help businesses innovate and grow. They can also help build stronger, more inclusive communities and contribute to the social and cultural fabric of the region.

To attract immigrant and refugee talent to rural Northern Canada, businesses and communities must take steps to create welcoming environments and provide support for newcomers. This includes offering language training, cultural orientation, and assistance with settlement and integration. It also involves creating inclusive workplaces that value diversity and provide opportunities for growth and advancement.

Assistance in Finding Immigrant Workers in Canada

To address the labor shortage crisis in rural Northern Canada a comprehensive approach is required that involves multiple stakeholders and potential solutions. By investing in infrastructure development, offering incentives to skilled workers, and attracting immigrant and refugee talent, the region can overcome this challenge and achieve sustained economic growth and development. Joblio is the ideal solution for employers looking to ethically hire immigrant workers for their Canadian businesses. We offer assistance to the immigrant workers through the entire process of hiring and afterward. Additionally, we guide the employers to ensure the process is done legally and ethically. We are here to help with hiring strains and to help Canadian employers find the employees they need.

To discuss help in placing immigrant workers in your Canadian businesses in an ethical and safe manner, please contact our Canadian Country Manager, Gord Bretsen.

Originally Posted: https://joblio.co/en/blog/overview-of-the-labor-shortage-crisis-in-rural-northern-canada/

Proposed Immigration Reform in EU

The proposed immigration reform in the EU aimed at allowing the posting of workers is a significant development in the global labor migration industry. This reform is designed to create a more transparent, efficient, and fair system for workers who are temporarily posted to another EU member state to work. As the founder of Joblio, a platform that brings transparency and clarity into the industry of global labor migration, Jon Purizhansky has been closely following this issue. In this essay, we will quote five times from Jon Purizhansky on this important topic.

“The proposed immigration reform in the EU aimed at allowing the posting of workers is a positive development that could help to create a more efficient and fair system for workers. By creating clear and transparent rules, we can help to ensure that workers are treated fairly and have the protections they need.”

“One of the key benefits of the proposed immigration reform is that it will help to create a level playing field for workers. This will help to prevent the exploitation of workers and ensure that they are paid fairly for the work they do.”

“The proposed immigration reform will also help to create a more efficient system for employers. By creating clear and transparent rules, employers will be able to easily navigate the system and hire workers from other EU member states.”

“The proposed immigration reform will help to create a more integrated EU labor market. This will help to promote economic growth and job creation, and ensure that workers have more opportunities to work and contribute to the EU economy.”

“As the founder of Joblio, I am excited to see the positive impact that the proposed immigration reform could have on the global labor migration industry. By creating a more efficient and fair system for workers, we can help to ensure that everyone has access to the opportunities they need to succeed.”

Overall, Jon Purizhansky‘s insights on the proposed immigration reform in the EU aimed at allowing the posting of workers highlight the importance of creating a more efficient, transparent, and fair system for workers and employers. By prioritizing the needs of workers and ensuring they have the protections they need, this reform has the potential to create a more fair and equitable global labor migration industry