Immigration authorities in the Canadian province of Manitoba once again opened doors to overseas skilled workers this week, issuing a new round of invitations through the Provincial Nominee Program (MPNP), though this round was highly targeted.

According to the latest information released by Manitoba Immigration (covering March 30 to April 5), the province conducted a draw on April 3rd targeting the "Skilled Worker Overseas stream." Unlike regular draws, candidates were not selected from the general pool but were directly invited by the MPNP through a pathway known as the "Strategic Recruitment Initiative."

This targeted draw issued a total of 4 Letters of Advice to Apply (LAA), with the minimum score for invited candidates (similar to a Comprehensive Ranking System score) being 721 points. A noteworthy detail is that all 4 candidates who received invitations did not declare a valid federal Express Entry profile number or Job Seeker validation code in their application. This suggests the invitation may focus on specific skilled talent attraction channels outside the federal Express Entry system.

Focus on the "Strategic Recruitment Initiative": An Employer-Driven Talent Attraction Model

The core mechanism of this draw – the "Strategic Recruitment Initiative" – is a key tool designed by the MPNP to assist Manitoba employers in addressing labour market challenges. The initiative aims to help employers who can demonstrate that the local labour market cannot meet their urgent and ongoing hiring needs to recruit eligible skilled workers internationally.

Manitoba employers wishing to participate in this initiative must first prove that the position they are recruiting for meets eligibility requirements and complete a procedure known as the "ABC Recruitment Process." This process is understood to have similarities to applying for a federal Labour Market Impact Assessment (LMIA), aiming to confirm that the employer has made sufficient efforts to recruit locally but was unsuccessful.

Once an employer's application is approved by the MPNP, they can then find or identify international candidates meeting MPNP program criteria, either independently or through designated pathways, and submit their profiles to the MPNP for further processing.

Candidate Eligibility Requirements: Multiple Criteria Ensure Match and Settlement Intent

Candidates recommended through the "Strategic Recruitment Initiative" must not only meet the basic eligibility requirements for the "Skilled Worker Overseas" stream but also satisfy a series of more specific conditions. This ensures their skills align with employer needs and that they possess the potential and genuine intention to successfully settle in Manitoba.

Key requirements include:

1. Settlement Ability and Intention: Must demonstrate the ability and genuine intention to settle in Manitoba.
2. Valid Job Offer: Must hold a full-time, permanent or long-term job offer from a Manitoba employer.
3. Age Limit: Typically required to be between 21 and 45 years old, although exemptions may exist if requested by the employer with sufficient justification.
4. Education: Must have completed relevant post-secondary education if required by the position or employer. Some pilot programs may accept on-the-job training as an alternative.
5. Work Experience: Minimum of 2 years of full-time work experience related to the nominated occupation within the past 5 years.
6. Language Proficiency: Must meet specific Canadian Language Benchmark (CLB) levels:
• For candidates in NOC TEER 0, 1, 2, 3 occupations: CLB 5 in all language skills (listening, speaking, reading, writing).
• For candidates in NOC TEER 4, 5 occupations: CLB 4 in all language skills (minimum CLB 4).

Prioritization and Potential Risks

When assessing applications submitted through this initiative, the MPNP prioritizes candidates planning to settle outside the Winnipeg Metropolitan Region, aiming to promote regional economic development within the province.

Furthermore, the MPNP explicitly notes that candidates with strong ties to other Canadian provinces (e.g., having previously worked long-term or completed studies in another province) may be assessed as having a "retention risk." This indicates the provincial nominee office's concern that the candidate might leave Manitoba after obtaining permanent residence, and such applications could consequently be refused.

This small-scale, high-score targeted draw once again highlights Manitoba's ongoing efforts to utilize the flexibility of its provincial nominee program to precisely meet specific local labour market needs.