Last updated: May 31, 2026
Learn Canadian high-wage recruitment advertising requirements, job posting strategies, and best practices to attract qualified candidates.
When you apply for a High-Wage LMIA under the Temporary Foreign Worker Program (TFWP), your recruitment must show that you genuinely tried to hire Canadians and permanent residents first. Service Canada expects clear, verifiable advertising and records.
This guide explains the minimum recruitment requirements, what “national in scope” means, what must be included inside the job ad, and what proof you should keep.
Please note that this information is for educational purpose only (not legal advice). Always confirm stream-specific exceptions or variations before you file.
1) Minimum recruitment activities (the “3-method rule”)
Before applying for a High-Wage LMIA, you must complete at least 3 recruitment activities:
Advertise on Job Bank (or provide a written rationale if using an alternative method)
Two additional recruitment methods consistent with the occupation (right audience by skill/education/experience)
At least one of the additional methods must be national in scope
What “national in scope” means (in plain language)
A recruitment method is “national in scope” when Canadians/PRs can search for jobs across Canada on a single site, not by being sent to separate regional sub-sites.
Important: “National in scope” is about access and searchability across Canada—it does not mean you can’t encourage equity groups to apply (you just shouldn’t restrict who can apply).
2) Job Bank “Job Match” and “Direct Apply” (newer expectations)
When you advertise on Job Bank, you must use Job Match and select “default/basic” matching (not strict), to allow matches from a broad range of job seekers.
For High-Wage positions, you must invite all matched candidates rated 4 stars or more (within the first 30 days of the ad) to apply.
Job Bank Direct Apply is enabled by default and you must consider applications submitted via Direct Apply—disabling it or ignoring those applicants may be treated as not meeting recruitment efforts.
3) How long must you advertise?
Service Canada expects your advertising to meet timing rules:
Advertising must occur within the 3 months before you submit the LMIA.
Your ad must run at least 4 consecutive weeks within that 3-month window.
At least one of the recruitment activities must remain ongoing until the LMIA decision (positive or negative).
4) Mandatory fields: what must be inside the job advertisement
Your job ad must include the following required information:
Company operating name
Business address
Job title
Job duties (per position if multiple vacancies)
Terms of employment (e.g., permanent, project-based)
Language of work
Wage (include incremental raises, bonuses/performance pay if applicable; wage range allowed but minimum must meet prevailing wage)
Benefits package (if applicable)
Location(s) of work (local area/city/town)
Contact information (phone/cell/email/fax/mailing address)
Skills requirements (education + work experience)
Language note: English or French are the only languages that can be identified as a job requirement, unless you justify why another language is essential.
Hours/week: While the high-wage page lists the required ad fields above, best practice is to also state hours per week and schedule clearly (it strengthens clarity for applicants and your recruitment file).
5) Proof and record-keeping: what to save for Service Canada
You must keep recruitment records for at least 6 years and you’ll be asked for recruitment results.
Your proof package should include:
A copy of each advertisement and evidence of where/when/how long it ran
Proof the sites/media used reached the right audience for the occupation
Proof of other recruitment activities (e.g., invoices, job fair confirmations)
If your 2 additional methods are both online, they must have unique value and reach different audiences—multiple similar sites may be treated as only one method.
6) A note unique to High-Wage: Transition Plan
A transition plan is a mandatory requirement for High-Wage positions (with limited exemptions).
This is separate from advertising, but it’s often reviewed closely—so align your ads, recruitment activities, and plan.
Sample “safe” wording to invite equity groups without restricting applicants
Use welcoming language, but avoid wording that excludes others.
Use compliant style wording while inviting underrepresented groups;
“We welcome applications from all qualified candidates. Canadians and permanent residents will be considered first. We encourage applications from underrepresented groups such as Indigenous Peoples, newcomers, youth, persons with disabilities, and refugees/asylum seekers authorized to work in Canada.”
Disclaimer: Again, above information is for educational purpose only (not legal advice). Always confirm stream-specific exceptions or variations.
