Blog

Taking the Leap into Full-Time Consulting

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Three years ago, I stood at a crossroads—one that many professionals face at some point in their careers. I had a fulfilling role in local government, a secure career path, and the unwavering support of an organization that truly valued me. And yet, something inside me kept whispering: there’s more for you to build.

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For years, I had balanced my passion for HR & immigration consulting with my government role. I loved the work, the people, and the mission—but deep down, I knew I wanted to create something of my own. Something that made HR accessible to businesses of all sizes and ensured that immigration processes were as smooth as possible for both businesses and individuals.

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Yet, leaving the security of a stable job to step into the unknown world of entrepreneurship was terrifying. Would I succeed? Would I find enough clients? Was I truly ready?

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The Reality of Entrepreneurship

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I wish I could say the journey has been perfect, but the truth is—entrepreneurship is a constant learning experience.

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• I’ve pivoted my business multiple times based on market demand.
• I’m still working on balancing business growth with life outside of work (yes, I still sneak into my home office during the evening and at the weekend!).
• While I know HR & immigration inside out, I’ve had to learn the business side of things—marketing, finance, operations, and more.

Every challenge has brought growth, and every lesson has shaped Evoke HR & Immigration into what it is today.

Why It’s Worth It

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Despite the ups and downs, I can say with absolute certainty that it has been worth it.

Evoke HR & Immigration has grown year over year. I’ve had the privilege of working with incredible clients, supporting businesses and individuals through complex HR and immigration processes, and reconnecting with colleagues who have reached out for guidance and support.

Most importantly, I’ve been able to make a difference across many organizations instead of just one—and that has been the most rewarding part of all.

If You’re Thinking of Taking the Leap…

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If you’re standing at the edge of a big career change, wondering if you have what it takes—I want to tell you this:

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✅ It’s okay to be scared. The fear means you’re stepping into something meaningful.
✅ You don’t have to have it all figured out. Business evolves, and so will you.
✅ Courage isn’t the absence of fear—it’s taking action despite it.

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There will be challenges, pivots, and moments of doubt. But if you’re driven by passion, purpose, and a willingness to learn, the rewards of building something that is truly your own are immeasurable.

Gratitude & Looking Ahead

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This blog isn’t just about my journey—it’s about the people who have supported me along the way. To my clients, colleagues, and friends who have believed in Evoke HR & Immigration—thank you. Your trust and encouragement have meant everything.

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As I step into the next chapter, I’m excited to continue growing, learning, and making an impact.

If you’re considering a career shift or taking a leap into something new, here’s my advice:

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✔️ Trust yourself. You don’t need all the answers to get started.
✔️ Be willing to pivot. Your path may change, and that’s okay.
✔️ Surround yourself with support. Find mentors, colleagues, and a network who believe in your journey.

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🚀 If your business needs HR or immigration support, check out Evoke HR & Immigration to see how we can help you navigate the complexities of people and work.

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📩 If this story resonated with you, connect with me on LinkedIn or reach out via email—I’d love to hear your thoughts!

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🙏 To everyone who has been part of my journey—thank you. I look forward to what’s ahead!

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What Workers, Students, and Employers Need to Know

Canada’s immigration policies are evolving in 2025, introducing significant updates for temporary residents, work permits, LMIAs, economic immigration programs, and international students. These changes reflect a strategic focus on addressing labour shortages, ensuring compliance, and managing infrastructure demands.

At Evoke HR, we’ve analyzed these updates to help individuals and employers stay informed and prepared.

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Major Updates to Work Permits for Temporary Residents

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Spousal Open Work Permits

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Eligibility for spousal open work permits has been refined to target specific roles. Principal applicants must work in TEER 0, 1, or select TEER 2 and 3 occupations experiencing labour shortages. View the complete list here. Additionally, the principal applicant must hold a valid work permit with at least 16 months of remaining validity at the time of their spouse’s application.

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Exemptions remain for spouses of workers under Free-Trade Agreements or those tied to PR programs.

Impact on Dependent Children

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The two-year pilot program for work permits for dependent children of temporary foreign workers has not been renewed. However, dependent children with existing permits tied to their parent’s status can still apply for renewals.

🚨 Important Deadline: End of Flagpoling

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As of December 24, 2024, flagpoling has been eliminated. Temporary residents must now submit applications online through IRCC instead of leaving and re-entering Canada for same-day processing. Applicants should expect longer processing times when seeking extensions or changes to their status.

LMIA Reforms: Stricter Compliance Rules

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Employers relying on the LMIA process must adapt to new requirements. A key change is the removal of attestations by lawyers or chartered professionals—as an alternative; employers may now provide direct bank attestations to prove business legitimacy and financial stability.

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Additionally, higher wage thresholds now require employers to pay 20% above the provincial or territorial median wage for high-wage LMIAs; in BC, this is $34.62 per hour to qualify as high-wage.

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For low-wage LMIA access, employment duration has been reduced to one year, down from two years. LMIAs for low-wage positions in census metropolitan areas with an unemployment rate of 6% or higher will not be processed. However, agriculture, food manufacturing, and healthcare roles remain exempt.

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⚠️ LMIA Activation Rule: Effective May 1, 2024, LMIAs must be activated within six months of issuance (previously one year), except for construction and healthcare professions due to longer recruitment timelines.

📌 Express Entry Change Coming in Spring 2025

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The government has announced plans to eliminate job offer points under Express Entry to reduce fraud and shift the focus to skills and qualifications. This change has not yet come into effect but is expected by spring 2025.  Until then, job offer points remain valid under Express Entry.

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Additionally, priority categories for 2025 will focus on healthcare, trades, and French-speaking applicants.

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Updates for International Students

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To manage intake and align with labour market priorities, Canada has capped study permits at 437,000 for 2025, down from 509,390 in 2023. Applicants must now obtain a Provincial Attestation Letter (PAL) for approval.

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Additionally, PGWP eligibility has changed with new language proficiency requirements:

• CLB 7 for university graduates.
• CLB 5 for college graduates.

PGWPs are now tied to programs in high-demand fields such as agriculture, healthcare, and STEM.

⚠️ Visitor-to-Work Permit Policy Ends

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As of August 28, 2024, visitors to Canada can no longer apply for employer-supported work permits from within the country. Work permit applications must be submitted from outside Canada or at a port of entry (where applicable).

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Exceptions: Certain categories of applicants may still be able to apply from within Canada, such as those eligible for Bridging Open Work Permits (BOWP) or open work permits under specific programs. Additionally, applications submitted before August 28, 2024, will continue to be processed.

Reinstatement of Visa Requirements for Mexican Citizens

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As of February 2024, Canada reinstated visa requirements for Mexican citizens. Exemptions apply to individuals holding valid U.S. non-immigrant visas or travellers with prior Canadian visas, provided they enter Canada by air.

📣 DIY Immigration Applications Are Becoming a Thing of the Past

With immigration policies changing rapidly and becoming more complex, self-managing applications is riskier than ever. Policies such as the end of flagpoling, new LMIA compliance rules, and Express Entry shifts require careful navigation. Seeking professional guidance ensures applications are accurate, timely, and compliant with the latest regulations.

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Practical Advice for Workers, Students, and Employers

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For Workers and Students

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To navigate these changes effectively:

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• Understand the Updates: Familiarize yourself with new eligibility requirements for work permits, Express Entry, and PGWPs.
• Plan Ahead: Budget for increased fees, adjust to new criteria, and prepare for potential processing delays.
• Seek Professional Guidance: Immigration policies are complex, and expert support can ensure compliance and success.

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For Employers

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• Ensure Compliance: Adapt to stricter LMIA rules, including direct bank attestations and increased wage thresholds.
• Strategize Recruitment: Focus on TEER occupations and align hiring practices with provincial and federal priorities.

How Evoke HR Can Help

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At Evoke HR, we specialize in guiding workers and employers through Canada’s evolving immigration policies. Our services include:

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• LMIA Applications: Helping businesses secure talent while meeting compliance standards.
• Work Permits and Economic Immigration: Assisting individuals in navigating the complexities of Canadian immigration programs.
• Customized Solutions: Tailored strategies for adapting to 2025’s changes.

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With policies changing rapidly, working with an expert is more crucial than ever. Contact us today to ensure your application meets the latest requirements and compliance standards.

‍The Workforce is Changing—Is Your Business Ready?

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Work is evolving at a rapid pace, and businesses that don’t adapt risk falling behind. From AI-driven automation to evolving leadership expectations, staying ahead in 2025 means embracing agility, technology, and workforce innovation.

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The organizations that thrive won’t just keep up with change—they’ll lead it. Here are the seven HR trends shaping 2025 and what businesses must do to stay competitive in an evolving workforce.

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1. AI, Automation & Emerging Technologies

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Artificial intelligence (AI) is no longer a futuristic concept—it’s a daily reality in HR operations. From AI-driven hiring tools to virtual reality (VR) and augmented reality (AR) training programs, automation is transforming the way businesses attract, onboard, and develop talent.

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✅ How AI & Emerging Tech Are Reshaping HR:

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• AI-powered hiring tools like SkyHive and Kira Talent use predictive analytics and machine learning to screen candidates, reduce bias, and improve hiring speed.
• Chatbots and virtual assistants (e.g., Paradox’s Olivia) provide 24/7 real-time support for employee inquiries and onboarding.
• VR & AR in corporate training—companies like Walmart and Accenture have adopted immersive VR onboarding and leadership training, significantly improving knowledge retention.

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💡 HR Action Step: Assess which HR processes can be automated or enhanced with AI-driven insights. Experiment with VR training pilots for high-impact skills development.

2. People Analytics & Data-Driven HR

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In 2025, HR decisions will be increasingly driven by real-time workforce data. People analytics help organizations understand employee behaviour, predict turnover risks, and optimize hiring strategies.

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✅ How Data-Driven HR Creates a Competitive Edge:

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• Predictive analytics can forecast workforce trends, enabling proactive talent planning.
• Engagement metrics help HR teams measure employee sentiment and improve workplace culture. 

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📌 Example: Royal Bank of Canada (RBC) has implemented comprehensive people analytics to align HR initiatives with business goals, improving employee engagement and workforce planning.

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·         Diversity & inclusion analytics allow companies to assess and improve representation in leadership roles.

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⚠️ Ethical Consideration: As people analytics becomes more sophisticated, data privacy and ethical concerns must be addressed. Transparent communication on data collection, AI-driven decisions, and bias mitigation will be crucial.

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📈 HR Action Step: Implement people analytics platforms (e.g., Visier, Tableau) to measure key HR metrics. Ensure data privacy policies align with ethical AI practices.

3. Skills Over Degrees & Workforce Agility

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The demand for skills is overtaking the need for formal education. Businesses are realizing that hiring based on experience and competencies leads to better outcomes.

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At the same time, companies need agile workforce strategies to remain competitive—leveraging full-time employees, gig workers, freelancers, and fractional HR solutions.

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✅ Why This Matters in 2025:

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• Skills-based hiring expands the talent pool, attracting diverse candidates with relevant experience.
• Upskilling and reskilling programs help employees stay relevant in fast-changing industries.
• Fractional HR and flexible talent models allow companies to scale HR support without the risks of full-time hires.
• Plum.io (Waterloo) is redefining hiring by using AI-powered talent assessments to match candidates' natural abilities with job requirements, helping employers prioritize skills over traditional credentials.

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🎯 HR Action Step: Consider removing unnecessary degree requirements from job postings. Build on-demand talent pools and invest in micro-learning programs to upskill employees quickly.

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4. Longevity & Career Evolution

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With life expectancy increasing beyond 100 years, the traditional “work-then-retire” model is disappearing. Instead, employees are shifting between career phases—retiring later, transitioning into consulting roles, or pursuing portfolio careers.

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✅ What This Means for Organizations:

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• Phased retirement programs help companies retain experienced talent in advisory roles.
• Intergenerational mentorship fosters knowledge transfer between older and younger employees.
• Career path flexibility (including part-time, project-based, and gig work) will be essential.

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🔄 HR Action Step: Redesign career trajectories to accommodate longer work lifespans. Offer flexible retirement and mentorship programs to keep experienced talent engaged.

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5. Employee Experience as a Competitive Advantage

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Today’s workforce expects more than just a paycheck—they seek purpose, flexibility, and well-being. Organizations that prioritize employee experience (EX) will attract and retain top talent in 2025.

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✅ What Employees Want:

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• Meaningful work that aligns with their values.
• Growth opportunities through career development, mentorship, and skills-building.
• Flexible work arrangements that support work-life balance.
• Comprehensive well-being programs, including mental health resources and financial wellness tools.

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📢 HR Action Step: Conduct employee experience audits to assess engagement and workplace satisfaction. Develop a culture where employees feel valued, supported, and motivated to stay.

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6. The Rise of Human-Centric Leadership

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Leadership expectations are evolving. Employees are looking for leaders who are empathetic, adaptable, and transparent.

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✅ Real-World Example: Companies like Salesforce and Patagonia have embraced people-first leadership models, prioritizing employee well-being, transparent communication, and workplace flexibility.

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🔎 HR Action Step: Train leaders to adopt a coaching mindset. Encourage open dialogue, vulnerability, and people-first policies to strengthen trust within teams.

7. Transparency & Equity in Total Rewards

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Employees now demand greater transparency in compensation, benefits, and career advancement opportunities.

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🔎 Legislative Reference:

• The Pay Transparency Act (Canada) and Federal Pay Equity Legislation are pushing companies to disclose salary ranges and eliminate wage gaps.
• Companies operating in multiple jurisdictions must align compensation policies with emerging pay equity regulations.

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✅ Key Shifts in Compensation & Benefits:

• Pay transparency policies help build trust and reduce pay gaps.
• Personalized benefits packages cater to different employee needs.
• Equity-based incentives (e.g., profit-sharing, stock options) attract and retain top talent.

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💰 HR Action Step: Conduct pay equity audits and offer more customizable reward programs to attract and retain top talent.

The Business Risks of Not Evolving: Why Staying the Same is No Longer an Option

The workplace is evolving, and businesses that fail to adapt risk more than inefficiency—they risk their future success.

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📉 The Risks of Not Adapting:

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❌ Losing top talent to competitors who offer better flexibility and compensation.
🛑 Wasting time on outdated processes that could be automated.
⚠️ Falling behind compliance & pay transparency regulations.

✅ The businesses that succeed in 2025 will be those that embrace agility, automation, and people-first strategies.‍

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💡 Business leaders must ask themselves:

·         Are we attracting and keeping the right people to fuel our growth?

·         Are we running as efficiently as possible, or are we stuck in outdated processes?

·         Do we have the workforce strategies in place to compete in today’s economy?

How Evoke HR & Immigration Helps Businesses Stay Competitive

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🚀 The workplace is changing fast—your workforce strategy should, too. That’s where Evoke HR & Immigration comes in.

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We provide on-demand, strategic HR solutions that help businesses scale, adapt, and stay ahead—without the risks of full-time hiring.

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✅ Fractional HR Leadership – Senior HR expertise when you need it, without the full-time cost.

‍ ✅ Project-Based HR Solutions – Workforce transformation, hiring strategy, and compliance support.

‍ ✅ HR Team Augmentation – Expand your team’s capabilities with specialized expertise.
✅ Immigration & Global Talent Support – Secure and integrate top international talent.

Why Leading Organizations Choose Consulting Over Full-Time Hiring:

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✔️ Specialized Expertise – Access high-level HR knowledge and strategies that go beyond in-house capabilities.
✔️ Scalable & Flexible – Adjust HR support as your business grows, restructures, or faces new challenges.
✔️ Fast Impact, No Long Hiring Cycles – Get the expertise you need without the delays of traditional hiring.

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💡 The future of work is here—are you ready? Let’s build an HR strategy that drives results, strengthens your business, and positions you for long-term success.

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📩 Contact Evoke HR today, and let’s get started.

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Hiring Process Overview

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Employers must first register under the Temporary Foreign Worker Protection Act to hire foreign workers in British Columbia. Learn more about the registration process. This registration is essential for participating in programs like the Temporary Foreign Worker Program (TFWP) and must be renewed every three years to maintain compliance.

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The next step is obtaining a Labour Market Impact Assessment (LMIA), which verifies the need for a foreign worker when no qualified Canadian candidate is available. Visit Employment and Social Development Canada (ESDC) page for detailed information on LMIA requirements. This includes advertising the job locally as part of the requirement.
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"Did You Know? The Global Talent Stream (GTS) expedites the LMIA process, reducing the waiting period to around two weeks—perfect for businesses needing urgent access to specialized talent."

Once an LMIA is approved, employers can extend a formal job offer. This enables the foreign worker to apply for an employer-specific work permit, paving the way for them to join the company.

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Importance of the LMIA and Its Alternative

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The LMIA ensures that hiring foreign talent does not negatively impact Canadian job seekers. The process, managed by ESDC, involves proving local recruitment efforts.
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"The GTS is a specialized LMIA pathway that allows faster processing, which is ideal for businesses needing to secure highly skilled professionals quickly. However, some roles may be LMIA-exempt under the International Mobility Program (IMP), which benefits positions that contribute cultural or economic value. Learn more about the IMP."

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Success Story: Supporting PBF Pita Bread Factory Ltd.

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Evoke HR has supported PBF Pita Bread Factory Ltd. in recruiting nearly a dozen Maintenance Millwrights through multiple LMIA applications and work permit processes. This support provided PBF with the operational stability needed to maintain production and meet business demands. With a stable workforce in place, PBF was able to shift focus toward training and development initiatives, aiming to reduce future reliance on the TFWP. Evoke HR’s assistance also facilitated the workers’ transition to permanent residency and helped some bring their families to Canada, reinforcing PBF’s long-term growth and sustainability.

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Temporary and Permanent Hiring Pathways

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Employers can choose between temporary and permanent hiring options. The TFWP typically requires an LMIA, while the IMP may exempt certain roles from this requirement when they fulfill specific criteria, such as providing cultural or economic benefits.

For businesses looking to retain talent long-term, the BC Provincial Nominee Program (BC PNP) is a valuable option that helps foreign workers transition to permanent residency, enhancing workforce stability.  Find more information about the BC PNP.

In addition to the BC PNP, many temporary foreign workers find the Canadian Experience Class (CEC) an advantageous pathway for gaining permanent residency. Under the Express Entry system, this federal program allows foreign workers who have gained skilled work experience in Canada to apply for permanent residency. It recognizes the value of Canadian work experience and often prioritizes candidates who have successfully integrated into the Canadian workforce.

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"Supporting foreign workers’ transition to permanent residency can enhance loyalty and workforce stability, offering businesses a reliable talent pipeline for critical roles."

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For specialized industries in BC, such as tech, the BC PNP Tech Pilot offers expedited processing for eligible tech occupations, allowing employers to address skill shortages swiftly.

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"Did You Know? The BC PNP Tech Pilot offers weekly draws for eligible tech roles, enabling faster processing and quicker job fulfillment."

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Additionally, sectors such as agriculture can leverage the Agri-Food Immigration Pilot to help workers in food production and related fields transition to permanent residency, securing stable staffing solutions for long-term growth.

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Ensuring Compliance and Avoiding Penalties

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Compliance with BC’s Temporary Foreign Worker Protection Act ensures fair treatment and clear employment terms and prohibits practices such as withholding documents or charging recruitment fees. Check current BC employment standards. Non-compliance can lead to fines, suspension of hiring rights, or legal repercussions.

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"Did You Know? Employers must frequently review updates to BC and federal regulations to remain compliant and avoid penalties."

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Employers must stay proactive to maintain lawful hiring practices and safeguard their rights to recruit international talent.

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Supporting Integration and Onboarding

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Helping foreign workers settle in BC requires a strategic approach to relocation and onboarding. Employers should offer guidance on housing and use resources like WelcomeBC to facilitate smooth transitions. Effective onboarding programs that include mentorship and language assistance can enhance job satisfaction and productivity.

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"Key Point: Comprehensive onboarding practices can make a significant difference, ensuring new hires feel welcomed and valued."

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Business Advantages of Hiring International Talent

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Hiring foreign workers expands a company’s talent pool, giving access to specialized skills not always available locally. Additionally, employees with international backgrounds can offer diverse perspectives that drive innovation and connect businesses with global markets.

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"Did You Know? Multilingual employees can help businesses expand their reach and appeal to broader customer bases, creating new growth opportunities."

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Final Checklist for Employers

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Employers can use this checklist to navigate the process:

        ✓ Register under BC’s Temporary Foreign Worker Protection Act.
        ✓ Apply for an LMIA (if required) and meet local job advertising standards.
        ✓ Extend a job offer after LMIA approval.
        ✓ Ensure compliance with BC employment laws to avoid penalties.
        ✓ Support new hires with relocation resources and structured onboarding.

Staying proactive and thorough at every step helps businesses maximize the benefits of hiring international talent while maintaining compliance.

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Key Links

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For more detailed information and resources, check out these key links:

• BC Temporary Foreign Worker Protection Act: Registration and guidelines.
• Employment and Social Development Canada (ESDC): LMIA requirements and application process.
• International Mobility Program (IMP): Details about IMP and LMIA exemptions.
• BC Provincial Nominee Program (BC PNP): Information on BC PNP pathways.
• Canadian Experience Class (CEC): Eligibility and application process under Express Entry.
• WelcomeBC: Resources for settling and integrating in BC.
• Agri-Food Immigration Pilot: Overview of the pilot program.

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Simplify Hiring, Strengthen Your Team, and Achieve Lasting Growth

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Looking to enhance your recruitment strategy and streamline the complex process of hiring foreign workers? Don’t let recruitment challenges slow your business growth. Evoke HR is here to support you every step of the way. From securing LMIAs and recruiting skilled international talent to providing seamless onboarding, ensuring compliance, and maintaining workforce stability, we handle it all. Partner with us to build a diverse, effective team and drive sustainable growth.

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Contact Evoke HR today to simplify your recruitment and compliance processes—and focus on expanding your business with confidence.

Employment and Social Development Canada (ESDC) recently announced several updates to the Temporary Foreign Worker Program (TFWP), designed to improve worker protections and increase compliance standards for employers. These changes are especially important for businesses in British Columbia that rely on LMIAs to hire foreign workers or for individuals holding or seeking LMIA-based work permits.

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"It’s also worth noting that applications submitted before the changes take effect will follow the rules in place at the time of submission."

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Higher Wage Thresholds for High-Wage Stream

Starting November 8, 2024, the minimum wage for high-wage stream positions will increase to 20% above the provincial median wage. This adjustment means that many roles previously classified under the high-wage stream may now fall into the low-wage stream, which operates under different compliance requirements.

"Expect a significant increase in jobs being reclassified as low-wage positions due to the new wage thresholds."

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Low-Wage Stream: Reclassification and Requirements

With the new wage thresholds, many roles that previously met high-wage criteria will now fall under the low-wage stream. This shift means these roles will be subject to the existing low-wage requirements, including housing and transportation provisions, but will no longer need to meet the new, elevated high-wage thresholds. For businesses, this change requires a close look at workforce planning and compliance to adapt to the reclassification.

"More jobs moving into the low-wage stream may reduce compliance requirements around housing and transportation."

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New Compliance Measures and Business Legitimacy

Enhanced compliance checks will include random audits and more rigorous business legitimacy assessments. ESDC now relies on data-sharing agreements to validate employers’ eligibility, reducing the role of attestations from external accountants or lawyers. For businesses, this shift requires careful attention to documentation and compliance to avoid penalties.

"New compliance audits mean BC businesses must closely adhere to TFWP regulations to avoid penalties."

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Enhanced Worker Protections

The updated TFWP regulations emphasize worker protection, ensuring that foreign employees can report unsafe working conditions or unfair treatment without fear of retaliation. Employers are now held to higher standards for workplace safety and fair wages, emphasizing the need for a safe and equitable environment for foreign workers.

"Stronger worker protections mean businesses must ensure compliance with fair treatment and safety regulations."

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What This Means for BC Employers and Workers

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For industries such as construction, hospitality, and manufacturing in BC, these changes mean reassessing hiring strategies, wage planning, and compliance needs. Employers will need to plan around potential reclassification into the low-wage stream, which may bring about different workforce planning and management strategies.

For workers on or seeking an LMIA-based work permit. The maximum employment duration for low-wage roles has been reduced to one year, so individuals in these roles will need to plan for future extensions or new employment sooner than expected.

"More jobs falling under the low-wage stream mean tighter hiring conditions for businesses and workers alike."

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Final Thoughts

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The 2024 TFWP reforms signal a significant shift for BC businesses and workers. Staying updated on these changes will help employers remain compliant and support workers in navigating new conditions.

Need Help Navigating the Changes?

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We’re here to assist businesses and workers in understanding how these new regulations affect their LMIA applications and work permits. Contact us for guidance and support in navigating the TFWP updates.

If you’re finding it hard to hire locally, the Labour Market Impact Assessment (LMIA) is a great tool for bringing in foreign talent. It’s the Canadian government’s way of making sure that hiring internationally is only necessary when there aren’t qualified locals. But how does the LMIA process work, and how can it benefit your business in the long term?

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How to Get an LMIA: A Simple Breakdown
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Step 1: Post the Job Locally

The first thing you need to do is post your job on platforms like the Government Job Bank for a minimum of four weeks. You also need to advertise in other channels like industry-specific job boards or local newspapers. This step shows that you’ve made a genuine effort to hire locally.

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"Struggling to find local talent? The LMIA can open doors to hiring top foreign workers."

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Step 2: Keep Track of Your Recruitment Efforts

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You’ll need to document everything—from where you posted the job to the interviews you conducted. It’s important to show that you did your best to hire Canadian citizens or permanent residents and explain why those candidates weren’t a fit.

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Step 3: Submit the LMIA Application

Once your recruitment period is over, it’s time to submit your LMIA application to Service Canada. You’ll include all your documentation, and yes, it can feel like a lot! But here’s the good news: after approval, you’ll be able to hire a foreign worker. This part of the process can take around 8 to 16 weeks, so plan accordingly.

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The Benefits of an LMIA for Your Business

Here’s where it gets interesting. Hiring through the LMIA process doesn’t just fill your open roles—it offers some unique benefits that can have a lasting impact on your company.

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"Boost retention with closed work permits—foreign workers hired under an LMIA are more likely to stay long-term."

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"Knowledge transfer is a powerful benefit of hiring globally—bring fresh skills and perspectives to your team."

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1. Employee Retention Through Closed Work Permits
   When you hire a foreign worker with an LMIA, they receive a closed work permit, meaning they can only work for your company. This provides stability because your new hire is committed to working with you for the duration of their permit, typically one to two years. It’s a great way to reduce turnover and increase retention, especially for roles that are hard to fill.
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2. Knowledge Transfer
   When you bring in global talent, you’re not just filling a job—you’re enriching your team. Foreign workers often bring unique skills and perspectives that can lead to knowledge transfer within your company. Whether it’s new ideas, methods, or technical expertise, your local team can benefit from the fresh perspective your new hire brings.
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3. Bridging Skills Gaps
   Some industries in Canada face chronic skills shortages, like tech or construction. By using the LMIA to hire internationally, you can bridge these gaps and keep your business running smoothly. It’s a strategic way to bring in specialized talent that might not be available locally.
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4. Long-term Planning
   Many foreign workers aim to become permanent residents, which means that while you’re filling an immediate need, you’re also potentially gaining a long-term employee. This offers stability for your team and helps you avoid constantly filling the same positions over and over.

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Timelines to Expect

The LMIA process can take a bit of time, so it’s important to plan ahead. Here’s a rough timeline:

• Job Posting: 4 weeks minimum.
• Recruitment Documentation: 1 to 2 weeks to organize all your records.
• Service Canada Processing: 8 to 16 weeks, depending on the role and region.
• Work Permit Processing: After LMIA approval, it can take another 1 to 2 months, depending on the worker’s country of origin.

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"Plan ahead: the LMIA process takes around 3 to 4 months from start to finish."

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All in all, you’re looking at a total timeline of about 3 to 4 months from start to finish. While it takes time, the long-term benefits—like retention and access to specialized talent—can make it well worth the effort.

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"The LMIA isn’t just about filling vacancies, it’s a strategic solution for long-term growth."

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Need Help Navigating the LMIA Process?

If you’re ready to hire globally but need help navigating the LMIA process, contact us today. We can streamline the process and ensure you’re set up for success.

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Hello!

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I’m Katrina Miller, the founder of Evoke HR. If you’re reading this, you’re probably curious about who I am, why I started this journey, and what makes Evoke HR special. Let’s get to know each other a little better.

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My Journey to Canada

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I made the move to Canada from England in 2006, and it was the best decision my family and I have ever made. We truly feel we are living our best lives here in beautiful British Columbia. With my husband and three children, we’ve put down firm roots and can’t imagine living anywhere else. The move was challenging but incredibly rewarding, and it gave me a profound appreciation for the immigrant experience—a perspective that deeply influences my work today.

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Professional Background

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With over 20 years of experience in Human Resources (HR), I’ve worked in progressively more responsible positions and continue to thrive in this field because it’s my first love. My career has taken me through various industries, where I’ve gained insights into the diverse challenges businesses face. In 2019, I became a Regulated Canadian Immigration Consultant (RCIC). I love the diversity immigration brings to my practice, and given the skills shortage, I can do more to help BC businesses thrive by broadening the talent pool to international candidates. I thoroughly enjoyed the process and am thrilled to guide others looking to make the same move and start a life in Canada.

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Why Evoke HR?

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Evoke HR was born out of a desire to provide tailored, high-quality HR and immigration solutions. Throughout my career, I noticed that many businesses, especially smaller ones, lacked access to essential HR expertise and suffered because of it. I believe every business should be able to access HR support, which is why we offer excellent core services. Our mission is to empower businesses and individuals to achieve their goals with confidence and efficiency.

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Our Mission, Vision, and Values

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• Mission: To help BC-based businesses navigate HR challenges and individuals navigate the immigration process.
• Vision: To share a thriving tomorrow for businesses and individuals.
• Values: Building Relationships, Professionalism, Dependability, Making a Difference.

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Client Success Stories

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One of our most rewarding projects involved bringing a much-needed HR strategy to a rapidly growing Indigenous emergency services organization. We developed and implemented a comprehensive HR framework that addressed their unique challenges, improved employee engagement, and supported their expansion efforts.

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Another memorable experience was assisting a healthcare organization in navigating complex immigration processes to bring in much-needed skilled professionals. By facilitating the hiring of international talent, we helped the organization improve its service delivery and meet the growing demand for healthcare services.

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Our Unique Approach

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At Evoke HR, we take a personalized approach to each client, understanding that every business and individual has unique needs. We are committed to providing tailored solutions that address specific challenges, ensuring that our clients receive the best possible support. Our expertise spans a wide range of HR and immigration services, from talent acquisition and employee development to compliance and risk management.

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Vision for the Future

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Looking ahead, my vision for Evoke HR is to continue expanding our reach and impact, helping even more businesses and individuals navigate the complexities of HR and immigration. We aim to stay at the forefront of industry trends and deliver innovative solutions that drive success for our clients. Our goal is to be the go-to resource for businesses and individuals looking for trusted, effective HR and immigration support.

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Why Work With Us?

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At Evoke HR, we believe in building strong, lasting relationships with our clients. Our approach is personal, and we tailor our services to meet your unique needs. Whether you need help with HR strategy, immigration processes, or anything in between, we’re here to support you every step of the way. Our clients appreciate our dedication, expertise, and the personalized touch we bring to every project.

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Starting Evoke HR has been an incredible journey, and I’m excited to continue helping businesses and individuals succeed. Thank you for being a part of our story, and I look forward to working with you!

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Welcome to Beautiful British Columbia

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British Columbia, Canada, is renowned for its welcoming stance on immigration, making it a top destination for individuals seeking new opportunities. At Evoke HR, we're here to guide you through the process and help you find your perfect pathway to a new life in BC.

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Why Choose British Columbia?

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British Columbia consistently ranks as one of the best places to live globally. With its stunning natural beauty, vibrant cultural scene, and strong economy, it’s an ideal destination for newcomers. The province’s commitment to diversity and inclusion makes it a welcoming place for immigrants. Whether you’re drawn to the bustling tech industry, the robust healthcare sector, or the growing construction and childcare fields, BC offers endless opportunities for skilled professionals.

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Navigating Federal and Provincial Programs

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Canada offers a range of federal immigration programs designed to attract skilled workers from around the world. Programs like the Federal Skilled Worker Program and the Canadian Experience Class, accessible through the Express Entry system, provide excellent pathways to permanent residence for qualified individuals. These programs are a great starting point for those looking to establish themselves in Canada.

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However, as a BC-based business, Evoke HR specializes in helping individuals and employers navigate the immigration landscape specific to British Columbia. Our deep understanding of the province's unique needs and opportunities allows us to provide tailored support to those looking to make BC their new home.

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Our Favorite Pathways to Support:

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British Columbia’s immigration policies are designed to attract skilled workers who can contribute to the province’s economic and cultural diversity. Here are some of our favourite pathways to support:

• BC Provincial Nominee Program (PNP): Utilizing the BC PNP to help skilled workers, especially those in healthcare, technology, construction, childcare, and veterinary care, settle in British Columbia.
• Labour Market Impact Assessments (LMIAs): Helping employers navigate the LMIA process to hire foreign workers when no suitable Canadian candidates are available.
• LMIA Work Permits: Assisting workers in obtaining the necessary permits to start their Canadian journey.
• Open Work Permits: Supporting individuals in gaining work permits that allow them to join their family members and work for any employer in Canada.
• Federal Skilled Worker Program: Guiding skilled workers through the Express Entry system for permanent residence.
• Canadian Experience Class: Helping individuals with Canadian work experience transition to permanent residence.
• Super Visa: Facilitating long-term visits for parents and grandparents of Canadian citizens and permanent residents.
• Family Sponsorship: Assisting families in reuniting by navigating the sponsorship process.

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Success Stories from Our Clients

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At Evoke HR, we’ve had the privilege of working with many clients across various industries. One notable example is our work with a large food manufacturer in the Greater Vancouver area. We have supported this company in hiring over a dozen temporary foreign workers through the LMIA process. Beyond helping these workers obtain their initial work permits, we assisted many of them individually with spousal open work permits and guided them through the pathway to permanent residence. This comprehensive support has allowed the company to fill crucial roles while providing workers and their families with the opportunity to build stable, long-term lives in Canada.

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This case study demonstrates how businesses can access international workers and how Evoke HR can facilitate their smooth transition and permanent settlement in Canada. We are committed to connecting businesses with the talent they need and helping individuals find a place they can call home.

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Why Trust Evoke HR?

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At Evoke HR, we specialize in simplifying the immigration process, ensuring a smooth transition for you and your family. Our passion for supporting skilled professionals in making British Columbia their home drives us to provide personalized, comprehensive services. We believe in building lasting relationships and delivering dependable, professional support to make a difference in your immigration journey.

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Start Your New Chapter with Us

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Navigating British Columbia’s immigration pathways can be complex, but with the right guidance, it becomes an exciting journey towards a new life in one of the best places to live. Whether you’re a local business seeking to hire temporary foreign workers through the LMIA process or an individual looking to immigrate, Evoke HR is here to support you every step of the way. Let’s explore how we can help you start your new chapter in beautiful British Columbia.

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Investing in HR: Transforming Your Business

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Human Resources (HR) isn't just a department; it's the heartbeat of any thriving organization. Yet, many businesses underestimate the profound impact a robust HR function can have. Investing in HR can truly transform your business.

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Key Areas of HR Impact

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HR goes beyond hiring and firing. It's about fostering a positive workplace culture, ensuring compliance with laws and regulations, developing employees, and much more. Here’s how HR makes a difference:

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• Talent Acquisition and Retention: Effective HR practices attract top talent and keep them engaged, reducing turnover and saving hiring costs.
• Employee Development: Continuous training and development programs enhance skills and keep employees motivated and loyal.
• Conflict Resolution: HR professionals are skilled in resolving workplace conflicts, fostering a harmonious and productive environment.
• Compliance and Risk Management: Ensuring compliance with employment laws protects the company from legal issues and financial penalties.
• HR Strategy: Developing long-term strategies that align HR initiatives with business goals to drive success and growth.
• Workplace Accommodations: Creating inclusive environments by providing reasonable accommodations for employees with diverse needs.

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Why Fractional HR Services?

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Not every business can afford a full-time HR department, but that doesn’t mean they should miss out on expert HR support. Fractional HR services offer a flexible, cost-effective solution, providing access to top-tier HR expertise without the overhead of a full-time hire. This approach allows businesses to scale their HR needs according to their growth and specific challenges.

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Our Passion for the Public Sector

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At Evoke HR, we work with a wide variety of clients but have a special passion for the public sector, including local government, emergency services, education, and Indigenous organizations. We are dedicated to supporting both Indigenous and non-Indigenous organizations in these critical areas, ensuring they have the HR support they need to thrive.

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Real-World Impact: Case Studies from Evoke HR

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Case Study 1: Fractional HR for a Professional Services Firm

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One of our longstanding clients, a professional services firm, sought expert HR support but preferred an external partner due to their small size. Despite having internal HR in the past, they needed more expertise to handle complex situations and stay up to date with legislation. Over the years, Evoke HR has provided invaluable support, enhancing performance, addressing workplace accommodations, resolving interpersonal conflicts, and drafting and implementing workplace policies. This partnership has allowed the firm to focus on its core business while ensuring its HR needs are expertly managed.

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Case Study 2: Compensation Review and Job Evaluation Project

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Another example is a comprehensive project we undertook for a client needing an external compensation review and job evaluation implementation. The client had no job evaluation system, and their compensation structure lacked alignment with the market. Here’s what we achieved:

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• Data Collection: We gathered detailed information on over 200 unique positions to understand the roles and responsibilities accurately.
• Designing the Job Evaluation System: We recommended and created a job evaluation system tailored to the client’s needs, ensuring it was fair and equitable.
• Market Review: We conducted an extensive external compensation review to align the client’s pay structure with market standards.
• Job Evaluation Implementation: Each position was evaluated and placed within the new system, ensuring consistency and fairness across the organization.
• New Salary Framework: We developed a comprehensive new salary framework that addressed market competitiveness and internal equity.
• Guidelines and Documentation: Created and provided guidelines, documents, forms, and workflows for both employees and managers to facilitate the new system.
• Communication and Consultation: Throughout the project, we maintained regular communication and consultation to ensure organizational understanding, buy-in, and support change management.

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The outcome of this project was a competitive pay structure and a fair, equitable job evaluation system that brought consistency and equity across the organization. The client now benefits from a robust compensation framework that supports their strategic objectives and enhances their ability to attract and retain top talent.

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Don’t wait for challenges like tricky terminations or habitual absenteeism to seek HR help. Start a proactive relationship with Evoke HR today. By implementing sustainable people practices now, you can prevent issues before they arise, ensuring a smoother, more efficient operation. Contact us to get started and experience the transformative power of expert HR support.

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Exciting Projects at Evoke HR

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At Evoke HR, we’ve had the pleasure of working on a variety of impactful and engaging projects:

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• Compensation Reviews: Helping businesses ensure their pay structures are competitive and fair.
• Job Evaluation Implementation: Developing systems to evaluate and define the value of various roles within an organization.
• Workplace Investigations: Conducting thorough investigations to resolve conflicts and promote a safe working environment.
• Policy and Employee Handbook Development: Crafting detailed policies and comprehensive handbooks that align with company values and legal requirements.
• Job Description Drafting: Creating clear and effective job descriptions that attract the best candidates.
• Recruitment: Helping businesses find and hire top talent to drive their growth.
• How-To Guides: Developing practical guides to assist managers and employees in navigating various HR processes.
• Organizational Design: Structuring organizations to optimize efficiency and effectiveness.
• Workplace Accommodations: Implementing accommodations to support employees with disabilities, ensuring a more inclusive and supportive work environment.

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The Risks of Neglecting HR

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Ignoring HR can lead to high turnover rates, low employee morale, legal troubles, and, ultimately, a decline in business performance. Investing in HR is investing in the future of your business. By prioritizing HR, you ensure compliance, resolve conflicts, and foster a culture of growth and innovation.

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Transform Your Business with Evoke HR

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HR is not just an operational necessity; it's a strategic asset that can transform your business. At Evoke HR, we’re here to support you with a range of services designed to meet your unique needs and drive your success. Let’s work together to create a thriving, productive workplace.

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