Canada further strengthens its Temporary Foreign Worker Program to better protect live-in caregivers

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This month, the Government of Canada announced it is implementing stricter regulations with the aim of further improving the working conditions for temporary workers and live-in caregivers in Canada. According to the federal government, consultations held over the past two years revealed that employers were exploiting some live-in caregivers because the system made them vulnerable.
“Temporary foreign workers come to Canada in a very vulnerable position because they are dependent upon their employer,” said Canadian Society of Immigration Consultants (CSIC) Chair Nigel Thomson. “These new rules will help ensure that employers play by the rules.”
To address this, the federal government is tightening the regulations affecting live-in caregivers and temporary foreign workers, as well as the people who hire them. “The government is taking action to protect temporary foreign workers, including live-in caregivers, from potential abuse and exploitation,” explained Immigration Minister Jason Kenney.
New regulations came into effect in April 2010 that required employers to provide contracts that specify wages, benefits, accommodation, duties, hours of work, and holiday and sick leave entitlements.
Starting in April 2011, new rules will apply a more rigorous assessment to jobs for live-in caregivers and temporary foreign workers before the employers are given the authorization to hire. The assessment will address whether the employer has followed the rules in the past and has honoured their commitments to workers with respect to wages, working conditions and occupation. Failure to meet the commitments will result in a two-year prohibition on hiring foreign workers.
Other countries that host foreign temporary workers and live-in caregivers, including Hong Kong, Germany, Israel and other nations in Europe and the Middle East, do not allow these types of workers to become citizens. They are meant to stay in those host countries for years as temporary guest workers and any of their children born there are not considered as having rights to citizenship.
Under Canada’s innovative program, foreign live-in caregivers may become citizens of Canada. They are “fast-tracked” and can apply for permanent-resident status after completing 24 months of employment. Under the new Citizenship and Immigration Canada regulations, live-in-caregivers have four years, instead of three, to complete the required 24 months of full-time work. There will also be more flexibility with respect to the amount of time given to meet the requirements needed for permanent residence status. Any overtime worked may now be used to apply for permanent residency more quickly. Under the law, it will be possible for a person who works a lot of overtime to apply earlier, or the deadline may be extended if the person works less than full-time hours or needs time off due to illness, for example.
“We owe it to them, their employers and all Canadians to ensure that the program is fair and equitable. After all, they are an essential element of Canada’s economic success,” said Immigration Minister Jason Kenney.
Canada’s Temporary Foreign Worker Program helps address temporary labour shortages by allowing employers to hire foreign workers when sufficient numbers of Canadian workers are not readily available. Without access to temporary foreign labour, many small businesses in Canada would not be able to function and would be forced into insolvency.
These new regulations are seen as important because it demonstrates Canada’s position that temporary foreign workers and live-in caregivers should be encouraged to apply for permanent resident status and that they may become citizens in a timely fashion and move on to other forms of employment if they choose.

Source:http://www.cicnews.com/2010/08/canada-strengthens-temporary-foreign-worker-program-protect-livein-caregivers-08796.html 

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Tamils and the difference between immigrants and refugees.

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A common refrain regarding the arrival of the Tamil refugees aboard the MV Sun Sea is that
they have "jumped the queue" and taken the place of "legitimate" immigrants who await entry to Canada.
The accusation is emotive but it is just plain wrong. Immigrants and refugees are entirely different groups. Each has its own stringent set of rules for admission to Canada.
Immigrants are people who want to come to Canada and have the opportunity to meet with officials at a Canadian embassy and apply under the criteria established by law. They must meet certain requirements and quotas established by Canada's needs and circumstances.
Refugees are desperate people in flight. They have often been forced from their homes, subjected to human rights abuses, persecuted by the very authorities to whom they'd have to apply if they wished to obtain documents required to emigrate.
They often can't travel to a Canadian embassy to apply for immigration because it would put them at great risk from those they are fleeing in the first place. In fact, international law recognizes the reality that refugees often cannot meet the normal legal requirements for entry into a country of safe haven and international agreements signed by Canada prohibit governments from penalizing refugees who enter or remain in a country illegally.
Most have lost all their possessions. What money they do have is often taken from them by smugglers who promise to get them out of immediate danger in exchange for cash. There's no guarantee that they will be taken to safety. Sometimes they just get dumped at sea. Sometimes the boats sink. Sometimes they get killed by pirates. Sometimes they get betrayed to the authorities they flee. This is not a new phenomenon. It happened to United Empire Loyalists fleeing the American Revolution, it happened to Irish families fleeing the famine, it happened to Jews fleeing the Nazi Holocaust, it has happened to Vietnamese, Sikhs and North Koreans. So the Tamil refugees are not unusual. But that is why we don't have lineups for people in flight or expect them to travel to a Canadian embassy and apply along with other immigrants seeking to come to Canada from a safe country. The circumstances in Sri Lanka are said by some to be "improving." Here's what the Hong Kong-based Asian Human Rights Commission said in its last statement this year about conditions there:
"Looking for human rights in Sri Lanka is becoming increasingly like looking for water on the moon or in the desert ... Sri Lanka today is one of the most violent societies where there is great permissiveness of extrajudicial killings. In the recent decades extrajudicial killings have taken the form of disappearances or various kinds of killings after arrest and while in police or military custody."
On Aug. 19, Amnesty International issued the following statement: "Amnesty International recalls the many humanitarian workers who have fallen victim to human rights violations in Sri Lanka and the families of victims who have been frustrated in their pursuit of justice. Amnesty International calls on the UN to independently investigate violations of human rights and humanitarian law in Sri Lanka." Many of the workers slain, it points out, were Tamils.

Canada has a legal obligation under the Conventions Relating to the Status of Refugees and the Convention against Torture towards refugees from such conditions, including these Tamils. The Convention against Torture enjoins Canada -- without exception -- not to return a person to a country where there is such a risk.
Sometimes those seeking asylum don't qualify under the stringent rules for admission. When that's the case, they are denied refugee status and deported. Yet after rigorous hearings and reviews, Canada has been granting recognition of refugee status to most Tamil applicants, even though it turns down almost half of refugee claims overall according to the U.S. independent monitor RSD Watch.
So Canada is no pushover and these Tamils haven't jumped any queue. They've been dealt with as the law requires and have subjected themselves to the appropriate administrative reviews and assessments under Canadian law and which are now taking place.
shume@islandnet.com

© Copyright (c) The Vancouver Sun

Read more: http://www.vancouversun.com/life/Tamils+difference+between+immigrants+refugees/3454642/story.html#ixzz0xxG9Nx1I

We need immigrants as boomers retire

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Glen Hodgson

The baby boom generation in Canada is about to start retiring in growing numbers. Who will replace the boomers in the workplace? The answer, increasingly, will need to be more immigrants.
The economic situation is only going to get more demanding for Canadian employers. We expect that over the next three years the national unemployment rate will decline back toward 6 per cent, which is effectively full employment. Finding workers and containing wage pressures are already resurfacing as key issues for Canadian employers in some regions and sectors.
The role of immigration in Canada’s economic development over many centuries is generally appreciated by most other Canadians. Less well understood is the role that immigration will have to play in the coming years if Canada’s economic development and growth are to be sustained.
Around the world, there are significant differences in attitudes and policies toward immigration, with clear economic consequences. At one end of the spectrum is Japan, whose total population is already in decline. The share of its population over the age of 65 is expected to increase from 22 per cent in 2010 to more than 30 per cent by 2030. However, Japan has yet to introduce broad policies that actively encourage immigration. Although some controls on foreign workers have been relaxed, its underlying economic growth potential is being steadily eroded by this aging phenomenon and by a shrinking workforce.
Similarly, there are numerous countries in Europe that are now suffering the negative effect of an aging workforce and weak labour force dynamics. Much of Europe is struggling to find the right balance between economic and social objectives in its approach to immigration.
At the other end of the spectrum are Canada, Australia and the U.S. All three countries are actively encouraging immigration as one means of building their labour forces and economies over time.
The born-in-Canada population will continue to grow. Although the fertility rate rose slightly during the 2000s, to 1.66 in 2007, it is still well below what is needed to maintain the population through natural increase, which is 2.1 children per woman. Canada will need more immigrants if the labour force is to grow and remain vibrant. Other demographic groups that will be called on to contribute to Canada’s labour force stability are mature workers, aboriginal people, women, people with disabilities and youth.
If Canada is to increasingly rely on immigrants, obviously it needs a modernized, integrated and well-managed immigration policy.
What, then, should be the key attributes of that policy?
 • Increase the weight given to economic factors. A reinvigorated immigration policy will need to recognize the importance of skills-based immigration to address Canada’s labour market needs and to unlock immigrants’ potential for making a long-term economic contribution.
 • Ensure that we have an immigration system that is streamlined, coordinated and well-managed. Canada cannot afford to have an immigration system, or any national policy for that matter, where there is misalignment between the federal and provincial levels.
 • Be prepared to expand the use of temporary foreign worker (TFW) programs to fill short-term gaps in labour markets. As a matter of public policy, Canada should develop an array of tools to balance short-term labour market needs with the longer-term objectives of a growing and skilled labour force. TFW programs, delivered by provincial governments through their close contact with local business, are one such policy tool.
 • Increase employers’ upfront involvement. If a renewed immigration policy is to address Canada’s labour market needs appropriately, it stands to reason that employers need to be included in the decision-making and delivery process.
 • Create new and improved pathways to permanent residency for TFWs and foreign students.
 • Improve foreign credential recognition, access to language training, settlement services and opportunities to gain meaningful work experience. To be fully effective in the labour force, immigrants will need the same hard and soft skills and demonstrated competencies that other participants in the Canadian labour market have.
Labour supply is more plentiful now in many industries than it was two years ago, but the recession has provided only temporary reprieve from the tight labour market conditions faced during 2007 and much of 2008.
Failure to adequately plan for the coming deceleration in labour supply growth will likely leave organizations short of skilled employees and could dampen growth prospects for the entire Canadian economy.
Immigrants can come to the rescue, but only if the policy framework and the supporting infrastructure create the right conditions for success.
Glen Hodgson is the author of “Canada’s Future Labour Market: Immigrants to the Rescue?” published in the July-August issue of Policy Options ( www.irpp.org). He is senior vice-president and chief economist at the Conference Board of Canada.

Photos

Paul Lachine illustration.

Paul Lachine/Newsart

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Two immigration programs from Alberta are suspended.

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Carol Christian

Today staff
The Alberta Federation of Labour is commending Alberta's labour minister for suspending two immigration programs it says were being used inappropriately to fill job gaps.
Alberta Employment and Immigration Minister Thomas Lukaszuk announced Monday the Immigrant Nominee Program will not accept any new applications in its family stream and the U.S. visa holder category. The suspension is being called temporary until further notice.

"We are entirely behind him. We think that's the right thing to do," said Nancy Furlong, AFL secretary-treasurer. The INP was introduced to help augment the Alberta workforce with skilled immigrants. In 2008, the family stream and the U.S. visa holder category were added, both resulting in a large number of applications.

Lukaszuk cited the current job market conditions as the impetus for the suspension, and a
preference to keep Albertans employed as opposed to
unemployed outsiders looking for jobs.
The suspension impacts temporary foreign workers, a number of which can be found in Fort McMurray including the oilsands, but Lukaszuk called it a positive impact.

Though the temporary foreign worker program is a federal initiative, he explained the province manages the INP and has a "solid cap" on how many individuals Alberta is allowed to nominate and keep.

Lukaszuk said he has just renegotiated that cap, increasing that number from 4,200 to 5,000. As a result, of those temporary foreign workers who want to stay and whom employers need to keep and have satisfied the federal requirements, "we get to keep 5,000 per year."
Until the suspension, which came into immediate effect, that number was "eaten up" by individuals entering Canada under the family stream and the U.S. visa holder stream who were not necessarily connected to any employment in Alberta.
The U.S. visa holders are people who entered the United States as temporary foreign workers but when the economy tanked in the U.S., they didn't want to go back to where they came from, he explained, so they were applying to enter Canada to look for work here.
"The odds of finding a job in Canada are still better than they are in the United States. Again, it's unemployed individuals; it's not Americans. By and large ... they're not from North America."
Under the family stream, it's bringing in family members such as a niece from another part of the world who have certain education and experience in a particular profession.
"The problem is that you do not have to have employment waiting for her so when she arrives, then she looks for work like you and I. So again, unattached to employers."
These people from both categories would simply arrive and then start looking for a job, competing with currently unemployed Albertans also looking for work, said Lukaszuk.
"Obviously my prerogative is to make sure that any and all jobs are first considered by Albertans and given to Albertans. Having external competition of unemployed people arriving here and competing with Albertans for jobs is simply wrong."
Under the INP program for 2009, a total of 4,216 certificates were issued. Out of that number, 450 were issued under the family stream category while 943 were issued under the U.S. visa holder category. The majority — 2,426 — were issued in the employment driven-stream to employer-nominated people.
With the suspension, that means those 5,000 spots are available for temporary foreign
workers already attached to an employer and are not competing with Albertans looking for a
job because they're already employed.
"We have always held the view that the temporary foreign worker program is being used inappropriately, that it's the wrong route," said Furlong. She pointed out the program was originally intended for a very small, boutique group of people where the skill level might equal 100 of them in the world.
"It worked fine for that and students, and it was only the advent of the huge boom that people started to abuse it."
Closing the door to unemployed people through the two categories is welcome news in opening the "premium" spots for TFWs already employed who want to stay in the country, she added.
Lukaszuk admitted there is a misconception out there that the TFWs are taking work from unemployed Albertans but that's not the case. In order for an employer to hire a TFW, the employer has to prove there is a need. The employers has to satisfy the federal government that the job was made available to local Albertans at the same rate of pay and employment conditions, and was to be advertised not only within Alberta, but coast to coast.
When that employer doesn't get qualified applications for that particular position, then the federal government will issue the employer a labour market opinion to hire a temporary foreign worker because there are no Canadians interested in that job.
There is a chance the programs will not be returned, but he noted that decision will be largely driven by Alberta's economy.
"My personal commitment is to Albertans. I was elected by Albertans and it would be unconscionable of me as Minister of Labour to have Albertans unemployed, collecting EI or social services while I'm letting in unemployed foreign workers coming here to look for work. I simply cannot allow (that) to happen so as soon as I could I quickly stopped that."
He said his policy, and that of the Alberta government is overall, Canadian immigration policies and laws should be primarily based on what is good for Canadians first.
"That should be our first consideration and all others should be secondary.
What's good for Alberta right now, he added, is not to have unemployed outsiders competing with unemployed Albertans, and to only bring in individuals for jobs that cannot be filled by Albertans and are instantly attached to employment.
"My ideal immigrant is a person who arrives on Saturday and goes to work on Monday."
Alberta will continue to accept immigration applications from skilled workers, semi-skilled workers in certain occupations, international students, compulsory trades, engineering occupations, and self-employed farmers.
carol.christian@fortmcmurraytoday.com

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Is Getting a Job Really About Who You Know?

According to real estate experts, the biggest influence on a person purchasing a home is location, location, location. Without the perfect view or close proximity to good schools, a great house can sit on the market for months.

In a job hunt, some experts say that connections are the most important influences on landing a job. Without a personal referral to pass your résumé along to a manager or who can put in a good word for you, your chances of landing a job are supposedly nonexistent. You'll hear this over and over again and advice givers will tell you to network as much as possible.

But is it true? Sure, networking seems like a likely aid for a job hunt, but not every person landing a job these days these days can have a direct contact at the company. Statistically it seems unlikely that the only people getting job offers are those with the right connections. Job seekers have enough to worry about without panicking that their lack of connections is dooming their hunt before it begins.

Rather than pretend to have a simple yes or no answer to this question, we asked job seekers, employers and experts to weigh in with their experiences.

"I would say without a doubt that it's not the number of connections, it's the physical connecting that gets you hired. You don't get referred if you don't connect with someone in a way that makes them trust you enough to refer you. Moreover, even if you are referred by 10 respected people to the hiring manager, if you don't connect with her or him, you won't get hired." -- J.T. O'Donnell, founder and president of Careerealism.com

"The last four jobs I've had I've gotten through some kind of networking-- all four through different circumstances:

1. A friend inside the company served as a referral.

2. A friend inside the company put my resume at the top of a 300-plus résumé pile by bypassing the recruiter and e-mailing it to the hiring manager directly (which she was able to see since she was internal and had the visibility).

3. A mentor at the previous job put me in touch with some of her connections, one of whom worked for a company that turned out to be looking for someone.

4. I cultivated a relationship with an industry peer/senior executive via e-mail and Facebook over a year and a half. When she took a job as a managing director at a new firm, we met in person for the first time for lunch turned out she was looking to build her practice group and I was looking for new opportunities. It was synergistic. I'm currently in this position." -- Meredith Obendorfer, account manager at SparkPR

"Fair or not, I don't know, but I can say from my own experience that having connections is the most important thing a person can have when looking for work. I'm only 25, but in the three jobs I had in college and one professional job after, I got every single one of them based on my connections. In fact, I've never sat through a formal interview in my life." -- Tyler Tervooren, author of Advanced Riskology

"Connections, or networking, is more important than ever because in this down economy there are so many applicants that employers don't have time to perform the culling and elimination processes they once did. They are also less inclined to take a chance on an employee who comes only through a traditional application process, without the endorsement of one or more valued associates or colleagues.

Job seekers, therefore, must hone their networking circuits to get themselves connected to the right employment opportunities." -- Sandra Lamb is a career expert and the author of "How to Write It, Personal Notes"

"No, not all people are getting their jobs via networking and connections - but that is the best way to do it. However, many people have some odd assumptions on networking:

1. Networking is not about reaching a higher-up person -- it's about reaching the right person. That's not always the top person or big cheese.

2. Sometimes effective networking does not involve networking in a company - it involves connecting people to recruiters and placement companies. Focusing your networking only on specific companies ignores the fact that recruiters are out there.

3. Networking requires definite planning and effort and tools. (A great reference are the books of Orville Pierson, which I strongly recommend anyone read).

4. Most people ignore the simplest networking start -- telling every friend, family, and co-worker or past co-worker they want a job." -- Steven Savage, a technology project manager, writer and blogger

"You can have all the same credentials under your belt as the person that got the job over you, but they knew someone in the department. There is nothing wrong with that, but it definitely helps if someone can put in a good word for you rather than going in not knowing a soul.

It's happened to me many times. I didn't get a job over someone because their dad or mom knew someone within the company even though I had more experience etc. than the other kid did. Just how it goes. But if you can network with others and let them know what you're interested in you never know what might fall into your lap. Luck has nothing to do with it; you can work hard and get places that's for sure too." -- Ashley Bodi, co-founder of Business Beware

"Word of mouth won't land you a job. But connections may help you get an interview at the places you apply to. For other jobs, connections are crucial. In freelancing, for example, it really helps if you know the editor well when you send your pitch letter. But in more conventional jobs, you still need to go the traditional route." - Berit Brogaard, associate professor of philosophy and psychology at University of Missouri, Saint Louis

"It's not so much about 'you knowing them' but more importantly, 'them

knowing you!'

It is rare that the person hiring you is your good buddy. In fact, in most organizations, that might come off as a conflict of interest. What I have experienced time and again is that when you know someone within the organization, they have the ability to put in a good word for you so that the hiring manager can get to know who you are." -- Arash Afshar, MrArash.com

"The only method that is a guarantee for getting a job is a method called 'luck.' Unfortunately, luck is not something that is easily created or designed and so, for most people many other methods are necessary. There is probably only one truth: never rely on any one method. All avenues for getting a job are needed.

Yes, networking and connections are probably the best way to go about getting a job and reflect the best use of time. But networking and who you know need to be combined with a strong sense of what kind of jobs to pursue. You really need a system for marketing

yourself to and through others. You need to have a solid set of connections complemented by a marketing program that promotes your brand and that promotes

why you are a more valuable employee addition than somebody else." -- Larry Chiagouris, author of "The Secret to Getting a Job After College: Marketing Tactics to Turn Degrees Into Dollars"

By Anthony Balderrama writer and blogger for CareerBuilder.com and its job blog, The Work Buzz. He researches and writes about job search strategy, career management, hiring trends and workplace issues. Follow him on Twitter at twitter.com/abalderrama.

What Happens if I Embellish My Salary History?

Talking about how much you earn is kind of like talking about how much you weigh. Both are uncomfortable subjects, so you might not always be 100 percent honest about either. (Who hasn't shaved 10 lbs off their physique or upped their salary by a few thousand dollars when hanging with their rich and skinny friends?) Most of the time, these little white lies are no big deal -- it's not like your friends are going to ask you get on a scale to verify your BMI.

However, while telling an occasional fib in daily conversation may be a misdemeanor offense, lying about your salary history on a job application can be a serious transgression.

"Unlike many soft skills, salaries are finite concrete numbers that can be verified through things like a W2, 1099 [or] tax return," says Paul Peterson, national talent resource manager for Grant Thornton LLP; Meaning that if you lie about your salary history on your resume, there's a good chance that your potential employer will find out. "If someone goes to extremes to embellish a salary prior to getting the job, one has to ask 'What will they embellish when they are actually performing the job?'" Peterson asks.

Though it's true that not all employers conduct background checks or delve as deep as checking a candidate's W2 forms, salary information can easily be verified through your references -- which most employers do check.

"Salary is one of the very few things that former employers are often willing to reveal in a reference check," says Barry Maher, author of "Filling the Glass: The Skeptic's Guide to Positive Thinking in Business." "Even if they won't give the exact amount, a question like 'If I placed his salary range with you in the area of $100,000 would I be in the ballpark?' usually yields the information."

Bottom line? "Lying about anything as part of a job search strategy is not a good idea," says Elaine Varelas, managing partner at Keystone Partners, a recruitment firm. "Starting a relationship with a company based on false pretenses may not hurt you in the short term, but chances are you will be exposed."

Yet what about job seekers who feel they were underpaid at their last job? Should they just continue to settle for less money than they think they're worth, just to avoid embellishing their salary history?

Not necessarily, say our experts. There are plenty of ways to get the salary you deserve without lying on a job application.

Here, they offer three ways to broach the subject of salary increase with a potential employer:

1. "If you're looking to make a significant jump in salary my advice to people is to convince the potential employer why you are worth what you are seeking and, where possible, quantify that number," Peterson says.

2. "It's perfectly acceptable to say something like 'I'm making $80,000 now. And though my present employer would certainly agree that I'm worth more, the simple fact is ...' then give the reason, [whether it be] a salary freeze, budget constraints, tough times in that industry, whatever. [Then continue with] 'Since the industry standard for someone with my skills and experience is $120,000, that's one of the reasons I'm looking to move on,'" Maher says.

3. "When you are asked about compensation, you can say: 'I was making in the mid- $70's which included a 20 percent performance bonus which I always got, and a very comprehensive benefits package.' Then ask 'What is the compensation range for this position?' Using this technique allows you flexibility and gets the employer to share compensation data. Be prepared to negotiate only after an offer has been made," Varelas advises.

Kaitlin Madden is a writer and blogger for CareerBuilder.com and its job blog, The Work Buzz. She researches and writes about job search strategy, career management, hiring trends and workplace issues. Follow @CBForJobSeekers on Twitter.

7 Industries in Need of Workers Now

Given the layoffs and unemployment woes that consistently make headlines, it may seem hard to believe that some industries are actually experiencing worker shortages. Yet despite a national unemployment rate that hovers near double digits, there are industries that are in need of well-trained, qualified employees.


According to CareerBuilder's 2010 Mid-Year Job Forecast:

One-in-five employers (22 percent) reported that, despite an abundant labor pool, they still have positions for which they can't find qualified candidates.


Forty-eight percent of HR managers reported that there was an area of their organization in which they lacked qualified workers.


Health-care employers were the most likely to report a skills deficit with 63 percent of HR professionals in large health-care organizations stating they have a shortage of qualified workers.

Here are seven industries currently in need of workers, the reasons behind each, and why you might consider directing your career path toward one of these employee-hungry sectors.

1. Skilled trade

According to a talent shortage survey conducted by staffing firm Manpower Inc., skilled trade jobs (HVAC, electricians, plumbers, pipefitters, etc.) are 2010's hardest jobs to fill.

Why there's a need: Many skilled trade positions fall into the "middle-skills" job category, or jobs that do not require a four-year degree, yet do require some education or training beyond high school. The shortage of qualified workers in this area has been largely attributed to a need for additional programs designed to attract high school students to the community colleges and trade school programs that train these workers.

Why you should consider it: You can get paid while you learn. Most skilled-trade professions require training, much of which can be done during a paid apprenticeship. Skilled trades can also be a good career option for the business minded, since many skilled-trade workers are self-employed and own their own businesses.

2. Transportation

According to a 2010 job outlook study done by online ad research firm Borrell Associates, the transportation, warehousing and utilities industry is expected to see 31.6 percent more job openings this year than it did in 2009. In-demand jobs will include transportation analysts, transportation managers, and transportation and warehouse coordinators.

Why there's a need: In June 2010, the U.S. manufacturing sector marked its 11th straight month of economic growth, according to the Institute for Supply Chain Management, and the sixth straight month of employment growth. An increase in manufacturing creates a domino effect that extends to both the warehouses that store manufactured products and the transportation used to distribute them.

Why you might consider it: The barrier to entry is low. A clean driving record, a Commercial Driver's License and an age restriction are the most typical job requirements.

3. Automotive

Though Michigan's unemployment rate is testament to how hard the recession hit the auto industry, there could actually soon be a shortage of workers in the recovering field. The Center for Automotive Research recently reported that new jobs created in the industry may top 15,000 by the end of 2010, and could be as high as 100,000 per year from 2011 through 2013.

Why there's a need: Nearly 228,000 workers were laid off when the industry hit its low point. Now that car companies are starting to see a rebound -- both Ford and General Motors surpassed expected sales in May -- the auto industry is looking to bring back its workforce.

Why you should consider it: The salaries of motor vehicle manufacturing workers are high compared to other manufacturing industries.

4. Education

While it's true that many school districts are facing budget cuts and layoffs, there are still many areas of education where teachers are in short supply. Each year, the U.S. Department of Education puts out a list of nationwide teacher shortages, and 2010 is no different in terms of the overwhelming need for qualified educators. Areas of education most in need include special education, mathematics, bilingual teaching and foreign language.

Why there's a need: Teacher shortages are not a new phenomena, and poor teacher retention rates and low salaries are often blamed. Troubled school districts and areas of education that attract fewer teachers have high turnover rates, leaving many schools in a constant search for new educators. Meanwhile, fewer college students are choosing teaching as a career path, due to an unappealing combination of advanced training requirements, complicated licensing procedures and low starting salaries.

Why you should consider it: Many states are now offering alternate certification programs to entice potential career-changers into the classroom. These programs allow non-education bachelor's degree holders to work in the classroom while taking the courses necessary to complete their teaching certificates.

5. Health care

Though there have been reports of leveling off in health care job growth, the industry continues to have a surplus of job openings. According to a December 2009 survey by AMN Health Care Services, 95 percent of hospital CEOs agreed that there was a shortage of physicians in the U.S.; and from 2008-2018, the BLS reports that 600,000 new jobs will be created in nursing alone. Job openings also abound for workers without advanced schooling; 2010's most wanted health care workers include home health aides, x-ray technicians and nursing home workers.

Why there's a need: In 2011, the baby boomer generation officially begins to turn 65, creating twofold implications for the health care industry. Not only will the aging U.S. population require more medical care than ever, but many of the baby boomers currently employed in health care will begin to retire, both factors that will contribute to an increasing gap between health care supply and demand. Additionally, with the passing of the Health Care Reform Bill, even more Americans will be eligible for health care in coming years, meaning that the need for providers will only continue to increase.

Why you should consider it: Ten of today's 20 fastest-growing occupations are in health care.

6. Engineering

In 2008 and 2009, the Manpower Worker Shortage Survey named engineering jobs the hardest to fill. While the 2010 title has gone to Skilled Trade positions, the engineering sector is still in need of well-qualified workers.

Why there's a need: Like health care, the engineering industry is seeing many of its workers reach retirement age. Additionally, fewer college students are graduating with engineering degrees. Adding to the need for engineers is last year's economic stimulus package, which prompted an upswing in transportation and infrastructure projects that demand the expertise of skilled engineers.

Why you should consider it: Depending on the concentration, average salaries for engineers can average well into the six-figures. While an engineering degree is required for most positions, those with a bachelor's degree in math or science fields may also be considered for open positions.

7. Sales and customer service

According to CareerBuilder's Mid-Year Job Forecast, 25 percent of hiring managers surveyed said they plan to hire workers for customer service positions in the second half of 2010, while 22 percent said they'd be hiring more salespeople.

Why there's a need: Companies are currently focused on building new client relationships and bringing in revenue, meaning that there is an increasing need for the people responsible for these functions -- customer service and sales representatives.

Why you should consider it: Many sales and customer service jobs don't require a college degree, just a strong work ethic and ability to build great relationships. Because a lot of sales jobs are commission-based, earning potential is high.

Brent Rasmussen is President of CareerBuilder North America and heads the company's day-to-day operations in the United States and Canada. Rasmussen is an employment expert who regularly interviews with national TV and radio and speaks at various industry forums discussing hiring trends and workplace developments. He has appeared on Nightly Business Report, FOX Business Countdown to the Closing Bell, CNN American Morning, BusinessWeek Weekend and National Public Radio among others.

Overqualified? The Pros and Cons of Accepting a Job with Less Money or Prestige

The employment market is still extremely tough, even for highly skilled individuals. The level of competition among job seekers has caused many professionals to consider applying for positions for which they may consider themselves overqualified. Sometimes, this approach may seem like the only way to land a job at all.

But should you do the same? Following are some pros and cons to help you decide whether you should seek a position that may not offer the money or prestige of your former job.

Pro: You can make a mark

If you take a job that you may perceive as a step down from where your career had been, one thing is virtually guaranteed: You won't be overlooked. Chances are you can bring valuable perspective, new ideas or suggestions for improvement to the role because of your professional experience. As a result, you're likely to gain a higher level of visibility than you might otherwise. You might even be first in line for a promotion if the right opportunity emerges.

Accepting a staff position when you were formerly a manager also could help you build certain aspects of your skill set that have been underdeveloped or overlooked. For instance, if you've been in a leadership role for several years, you may not have had a chance to do hands-on work in your field for some time. This could expose you to technologies or processes that have evolved since you were last in an individual-contributor role. If you go back to a management role at a later date, this experience in the trenches can be invaluable.

Con: You might be bored

If you accept a less challenging or demanding position than you had before, you could quickly grow bored with the job. Be sure you'll be comfortable and satisfied with less challenge and, likely, less reward.

Also keep in mind how your previous roles may affect your relationships with managers and co-workers. You may very well have more experience or more impressive credentials than your supervisor. Are you OK with being told what to do and how to do it, even if you feel more qualified than your supervisor to make decisions? Respect the chain of command, be open to others' opinions and avoid bragging about your advanced qualifications if you want to establish solid working relationships within your team.

Pro: You may reignite your passion

In the middle of a busy career where you've always been focused on the next move up, a step down can give you a new perspective. Working in a capacity you haven't for a while -- programming again after moving far enough up the IT ladder that you were managing people instead of code, for example -- can also give you fresh insight into what you enjoy most about your profession. You may even find, for instance, that you like programming more than managing others. Many people seek this kind of career change because it allows them to find a long-lost passion or improve their work/life balance.

Should you pursue a role for which you feel you may be overqualified? There's no right or wrong answer, and in many cases it comes down to economics. It's a complicated decision, and one that depends heavily on your personal situation and future career goals. Any experience is a learning experience, and weighing the pros and cons can help you make the right choice for you.

Con: You could set yourself back professionally

Prospective employers often do not hire workers with more experience than they seek because they worry these professionals will leave as soon as a better job offer comes along. If you are one of those people, you risk burning bridges with your new employer by confirming his initial fears about hiring you.

Consider also that employers look for a pattern of growth when hiring. Going backward a step or two could raise a red flag for future employers. They will likely understand that a difficult job market prompted you to accept the role, but just know that the topic will almost certainly come up.

Robert Half International is the world's first and largest specialized staffing firm with a global network of 360 offices worldwide. For more information about our professional services, please visit www.roberthalf.com. For additional career advice, follow us on Twitter at www.twitter.com/roberthalf.

Interviewees Say The Darndest Things

You can always depend on a young child to tell you exactly what they think, or precisely how they feel on any given topic. Want to know if your breath smells bad, if you should wear a different tie, or if you really look fat in that outfit? Find a five-year-old. They will give you an uncensored, honest answer.

Needless to say, we expect more from adults. Especially adults who are interviewing for a job.

For the second year in a row, we asked hiring managers everywhere to tell us the craziest thing they've ever heard in an interview. Keep reading for 37 hilarious (and true) statements from the job candidates:

1. "I interviewed a gentleman who looked great on paper but said two things during the interview that made me think 'really?' When starting the interview I asked him what his hobbies were to lighten the mood. He replied 'I sometimes walk up to perfect strangers just to say hello. I also like to pick up trash if I see some when I'm walking around.' After I asked him how the position would contribute to his professional goals and future plans, he replied 'My main goal is to be a rock star; this is more of a backup plan.'" -- Jessica Harrington, marketing associate, Eastern Michigan University

2. "I remember interviewing a secretary some years ago and asking her 'What is important to you in a job?' Her answer was: 'I want to work close to Bloomingdales.'" -- Bettina Seidman, career management coach, SEIDBET Associates

3. "'When your work load is heavy and you are overwhelmed, how do you handle the stress?' 'I run in the bathroom and cry.'" -- Jessica Simko, Career Branding Guide

4. "We performed mock interviews where our clients were put in an interview session using their real backgrounds, interests; etc. When asked why the client left her last job, which was in a family buffet style restaurant, her response was 'I was hungry and didn't know it would be a problem so I had pizza delivered to the restaurant while was on the clock.'" -- Jacqueline Lisenby, chief visionary officer and president, StatusJ Entertainment Group

5. "I interviewed a senior engineer for one of our open positions. He demanded coffee and proceeded to spill coffee in his lap. Then he pointed to his groin area, laughed and said, 'It looks like I wet myself!' Needless to say, he didn't get the job." -- Lisa Hall, HR trainer and author, "Taking Charge of Your Own Health"

6. "I recently had the craziest interviewee ever come into our offices for a copywriter position. I wanted enthusiastic but this guy was so over the top, I almost laughed in the middle of the interview. He high-fived someone on my team after hearing that my team member just got engaged. He talked about how terrible his boss was for a good 20 minutes. He said he felt like he was already working with us. And then he left something behind so that he could come back and get it. He called wondering when he could come back and we [saw] him prepping in the parking lot." -- Amanda Halm, senior copywriter, editor, Bridezilla.com

7. "Without a doubt, the craziest thing I ever heard came from a candidate for an entry-level management position. He looked perfect on paper so we scheduled a phone interview for 3 p.m. He answered the phone and when I introduced myself he said, 'Hold on, I'm at a bar. Let me finish this shot and go outside.' Amidst the noise of an active game of pool and a rowdy bar crowd, he slipped outside and told me, 'You know what? I'm a little drunker than I thought. Can we reschedule?' Needless to say, we did not." -- Heather Lytle, senior partner, H&L Media Partners

8. "While I am not the interviewer for a corporation, having been in many interviews for opportunities, I have actually heard a number of interesting, crazy, less-tactful things said from the interviewer side. The worst was, I drove two hours to do an in-person, one-hour interview and the interviewer was 30-40 minutes late to the interview, even though she walked by me in the lobby six or seven times with a bag of chips talking about her personal life to the receptionist. When she finally came out to get me, she didn't even act shocked or sorry for the delay, and just said, 'I was munching on a bag of chips and time flies when you're eating chips.' Let's just say I knew then it wouldn't be a good fit." -- Chris Perry, founder of Career Rocketeer

9. "We recently asked a job candidate, 'what do you know about us?' He leaned back in his chair and replied, 'Not much. Why don't you fill me in?' He wasn't hired." -- John Kramb, Adams County Winery

10. "We always include a casual lunch or dinner portion during an interview to continue our discussions in a more informal manner. This candidate let their guard down, falling out of their 'interview mode', during the friendly and casual mealtime discussions. They went so far as to share that they installed an illegal second network in their office with coworkers and would spend their afternoons gaming on the clock. They then went on to further share how regularly in the mornings and afternoons they would sleep at their desk during working hours. Bragging that they had never once been caught in either of these acts. Needless to say, this candidate was not hired. Prior to this meal time, more casual discussions they were likely to be made an offer. The lesson learned and to be shared is that you are on the interview from before you arrive at a location until you have returned home. I was truly surprised that such a smart individual would make such a stupid mistake by sharing such obviously unacceptable work practices with a potential new employer." -- Zachary Z. Zguris, chief technology officer, Lime Design, Inc.

11. "The interview was for a highly visible administrative assistant position. Clearly, I was looking for someone who would exercise tact with top-caliber people who would come into our office. I opened the interview with a fairly standard question:

'What is it that attracts you to this job the most?' Without hesitation, she replied, 'My mother thinks this will be the right job for me.'" -- Bill Lampton, president, Championship Communication

12. "We have the standard lists of questions you'd expect to hear, but at any given moment, I'll interject with, 'If you were an animal, what animal would you be and why?' The most shocking response was, 'I'd be a cat so I can lay around all day and not have to do anything.'" -- Efrain Ayala, account executive, Walt Denny Inc., The Home Products Agency

13. "The man's phone kept ringing. Finally, he answered it and he said, 'Hello. No. I'm fine. OK.' Of course, it was rude and uncalled for in my opinion, but I gave him the benefit of the doubt and asked if everything was OK. He basically said nothing was wrong but that his wife was checking in. He had not flown in for the interview. He was local." -- T. Murray, author of "Stuck on Stupid: A Guide for Today's Professional Stuck in a Rut"

14. "The most bizarre experience I ever had was regarding a candidate who was offered a position with my client. Because she had disclosed that she had a college degree, she was required to produce proof in the form of transcripts, diploma, etc. She told us that she was unable to produce the required documentation because her identity had been changed and that the information the firm was seeking was in her previous name. Due to safety reasons, she was unable to produce proof (in any name she had or was using)." -- Cathleen Faerber, managing director, The Wellesley Group, Inc.

15. "I was interviewing an older women for a position in my company. I thought she had a great personality and was considering hiring her. Then at the end of the interview she asked if I would be able to give her a ride to work and then back home again everyday! Umm, no." -- Janice Celeste, president and CEO, Celeste Studios Film & Video

16. "I had a women come in and tell me that she ran a business around the corner and that she would be working this job, as well as managing her business during business hours. I wanted to be sure that I understood her correctly -- that she would be taking time away from the position with me to 'check in' on her store periodically. But when I asked her a few questions to clarify, she became upset with me and ended up storming out of my office." -- Shay Olivarria, speaker and author of "Bigger Than Your Block"

17. "One job candidate arrived late for the interview, in a not-so-gracious mood. 'The commute is terrible,' she said. 'I'm so glad I don't have to do this every day.'" -- Sammie Samuella Becker, CEO, TigressPR

18. "I had a candidate in the final interview stages. He pretty much HAD the job. He was invited to interview with a couple of people who would become peers as last step in the process. One would-be peer asked my candidate to demonstrate to them his work ethic and drive, to which he replied, 'You can just strap a saddle on my a** and ride me!' Apparently, he was hoping to show what a work horse he is. As you might imagine, he did not get the job." -- Jenny Foss, recruiting agency owner, recruiter and job search consultant


19. "I interviewed a candidate over the phone for a sales position. Less than five minutes into the call, I began to hear water swishing and realized that the candidate was taking a bath during the phone interview." -- Jessica Miller-Merrell, SPHR, owner, Xceptional HR

20. "I had a candidate come into my office with her child and proceed to breast feed her baby boy during the interview. There was no acknowledgment or mention from the woman I was interviewing about the baby or him eating." -- Miller-Merrell

21. "While interviewing a young lady who was wearing a revealing top, at the end of the interview, she leaned forward and said in a sultry voice, 'I'll do anything to get this job.' She got people's attention, but eliminated herself from getting hired." -- Ronald Kaufman consultant, author "Anatomy of Success"

22. "One [candidate] came in dressed very professionally and really looked like she had made an effort to look the part. Some people assume because we are laid back and bring our pets to work, that we are extremely casual and will show up for an interview dressed in jeans, so this was a nice change. Toward the end of the interview, I complimented her on how professional she looked. She got this huge smile and looked down at her clothes and said, 'I know... I think I look like Mary Tyler Moore, that's why I wore this!' We ended up hiring her and she was such a quirky, fun, enthusiastic employee with a style all her own." -- Cindy Lukacevic, owner/vice president of marketing, Dinovite, Inc.

23. "While wrapping up a seemingly decent interview with a young lady for an administrative assistant position, I asked her if she had any questions. She asked one or two default questions about the company then ... drum roll ... she says, 'I used my last bit of change to put gas in my car to make it here. Is there any way that you could help me out?' Needless to say, I was floored and the candidate did not get the job." -- Clorissa Wright, senior publicist, WrightWay Marketing and Consulting

24. "'I like to date the young ones, is that bad?' and 'I love older women, do you really only have women working in your organization?' Those are the two I will never forget." -- Greg Palomino, CWP, CEP, CRE8AD8, LLC

25. "I was working for a private investigator and interviewing applicants for a decoy position, in which they could possibly be confronted with various situations while investigating everyone from potentially cheating wives to drug dealers. I asked a guy in his early twenties, 'What would you do if you were working undercover and someone you were investigating starting using drugs?' He laughed, 'Oh, it wouldn't bother me. I mean, I have a medical marijuana card and all. You know, anxiety and stuff.' 'Oh, really?' I noticed his eyes were slightly glassy. 'Yep.' He grinned. 'So, are you high now?' I asked. A chuckle. 'Just a little!' 'Oh, just a little?' I replied. 'When did you last smoke?' 'Oh, before I left my place to come here.' He didn't get the job." --Lauren Gard, Infinite Public Relations, LLC

26. "Over a nice dinner, the president of a company conducted a final interview with a vice president of sales candidate. At the end of the interview, the job was going to be offered to the candidate. The waiter brought the bill and the candidate, who was employed at the time, took it, pulled out his company credit card and said, 'Don't worry about this, I'll put it on my company's expense account.' The president later said he didn't know which shocked him more, the lack of ethics or the candidate's stupidity. Obviously the job offer was never extended." -- Brian Marchant-Calsyn, Health Career Agents

27. "An executive search recruiter was explaining the qualities needed for the job: multi-tasking, hard-working, time management skills, attention to detail, etc. The candidate responded with 'I can't do that. I'm not a robot.'" --Andrea Friedman, public relations coordinator, The LaSalle Network, a Chicago professional staffing and recruiting company>

28. "A recruiter was in the midst of an interview, when the candidate asked 'Do you mind if I use your kitchen to eat my turkey sandwich?'" -- Friedman

29. "An executive search recruiter asked the candidate, who was previously an accounting manager, what their ideal job would be. The candidate responded with 'A playboy photographer.'" -- Friedman

30. "I had to interview for a position that required organization, time management and attention to detail. My candidate was young, in his early 20s, and wore all black to the interview. We were a very casual office, so I thought nothing of it. But when I asked him to describe for me an instance when he had managed his time effectively, he cited managing his time in dungeon raids in the online game 'World of Warcraft.' When I said I knew the game and had even played it a bit, he took that as his cue to answer all my questions with 'World of Warcraft' examples. The word 'necromancer' came up far too many times. Needless to say, I was looking for real-world examples and he didn't get the position." -- Jennifer Escalona

31. "One of the funniest things an applicant said to me was in response to my question, 'What do you like in an office environment?' The applicant said, 'I like 42nd and Broadway.' Needless to say, that wasn't what I was asking, and that wasn't anywhere near our office location." -- Sharon Armstrong, author of "The Essential Performance Review Handbook"

32. "'I have a hunch that someone in your office is dating an ex-boyfriend/acquaintance of mine and I feel that's too awkward of a conflict of interest. I will not accept any job based on this kind of porkchop recommendation.' Especially amusing because no one in our office at the time was dating any men. We still have no idea where the candidate came up with this theory, or what exactly she means by 'porkchop recommendation,' for that matter." -- Anne Howard, Lynn Hazan & Associates

33. "In an interview, the oddest thing has to be a candidate asking if we had any
food that she could have." -- Howard

34. "When I interview candidates I always ask the following questions in this order: What are you most proud of? What do you enjoy doing? Why did you leave your previous jobs? Here are the answers I received from one candidate: 'I am most proud of my wife and children.' 'The thing I enjoy most is spending time with my family.' 'I decided to quit. I had an affair with a co-worker and when we broke up there was too much tension in the office.' And he said it without batting an eye." -- Bruce, executive recruiter and career counselor, Hurwitz Strategic Staffing, Ltd.

35. "One time during an interview, a candidate removed his flip-flops and literally stuck his foot in my face. Another time, I was interviewing a candidate who asked me out on a date three times in five minutes. I had to remind him that he was on an interview ... not speed dating." -- Heather Araneo, branch manger, Snelling Staffing - The Wyckoff Group

36. "Interviewer (president of a mid-sized company): Do you plan on having children?
Answer (me/candidate): Yes, at some point.
Interviewer: Do you intend to continue working then?
A: Yes.
Interviewer: 'What are you going to do, be a like a cow and drop it in the middle of a field?'"-- Janice Warren, director, OneReport, SRI World Group

37. "One day, I met with a candidate who, on his résumé, had good experience and education. I was going through the normal interview questions with him when I asked him which accounting system he had implemented. His response was immediate: 'PEACHTREE!' But then he started shaking his head and saying "No, no, no' and then he slapped himself across the face and said 'NO! QUICKBOOKS!'" -- Meghan Norman
corporate recruiter

By Rachel Farrell, CareerBuilder.com writer

A Brave New world

Image via WikipediaV Radhika (Canada Calling)

20 August 2010 Emigrating to Canada is seen as an attractive option for thousands of Gulf residents, but many underestimate the challenges involved

It was over a year ago, but the collective memory of their first Canadian vista is ineffaceable — a city blanketed by snow. The stark contrast to their previous home in a desert landscape only made the scene more vivid. Fresh from the sands of Saudi Arabia, this family of four now placed its first tentative steps on the snow white carpet of Canada — the country they would now call home. The Ali family footprints in the -20°C temperature marked yet another addition to the growing number of Gulf immigrants in the maple leaf land.

It is estimated that more than 6,000 Asian and other expatriates working in the United Arab Emirates apply for immigration to Canada every year in the hope of a better life. Among the more than 1.1 million recent immigrants who arrived between 2001 and 2006, almost 6 in 10 (58.3 per cent) were born in Asian countries including the Middle East. And for the first time in 2006, amongst the proportion of foreign-born population, those who were born in Asia and the Middle East surpassed their European counterparts at 40.8 per cent to 36.8 per cent respectively.

The Ali family are part of the burgeoning immigrant statistics from the Middle East. Apprehensions about the future added a chill to the resolutely sub-zero February temperatures, but the Alis were luckier than most. They walked to the comforting warmth of siblings and parents who were already ensconced in Toronto. This is how the patriarch greeted them: “Don’t look back. Look forward and remain focused.” The advice was given for good reason.

Everyone was only too aware of many Gulf immigrants who landed in Canada only to return to their jobs in the Middle East on finding out that their adopted land did not recognise their professional credentials, which in turn resulted in a lack of job offers in their profession. It is a known fact that Ontario has a large number of foreign trained doctors driving cabs to eke out a living.

According to a 2002 Statistics Canada report, one in six male immigrants leaves Canada for better opportunities elsewhere within the first year of 
arrival. Those who leave are the ‘cream of the crop’ — businessmen and skilled workers.

Migrants from Hong Kong and the United States were the most likely to leave, followed by those from South America, 
Central America, the Middle East and Australia, in that order.

In the case of the Middle East, examples abound where one parent (almost always the mother) lives in Canada with the children while the other returns to work in the Gulf, earning enough to support the family overseas. And there are numerous instances of others who, unwilling to tear the family apart, return to the UAE.

Salma Faheem Ali, has friends from both groups, and so would almost every other immigrant from the Gulf. A school teacher with several years of teaching experience in Jeddah, Salma attends workshops and other free community services offered by the government for newcomers, while pursuing her Canadian teaching license. Her husband, who did a career flip (from sales to travel) when he moved to Saudi Arabia, is bracing for yet another professional change. But that struggle, he says, will start once his wife is working.

In a rented apartment in another corner of the city, Neha Gandhi, who moved from a small Middle Eastern kingdom two years back is concerned at their depleting finances as her husband fishes for assignments and she taps into government services offered for new immigrants in the hope of finding office or administrative work.

Ever the optimist, she keeps her hopes high but acknowledges the rough ride, especially on her husband’s professional front. “He is a chemical engineer with solid professional experience, but that just does not seem to count in this country,” she says.

A trained media professional in India, Gandhi settled initially into a homemaker’s role when her husband moved to the Gulf and then took up a teaching assignment. It was when her son entered high school that the family decided it was time to move on.

Returning to India, she says, was not an option because, “though the children went to an Indian school, they did not learn Gujarati and they would have had to learn it if they went to stay with my parents in Gujarat. Sending them to another province was also not an option as we did not have any close family. And most importantly, we wanted to stay together as a family.”

That was the driving force for Geetha Manohar too. Like the Gandhis, the Alis and other Asian immigrants, she misses the lifestyle, food, friends and proximity to home of the Gulf life. 

A single parent of two children, Manohar found it cumbersome to provide annual proof of her single status and when her daughter was in grade 7, she considered moving. “I would have to start all over if I went back to India and good education there is expensive. I was not keen on sending them to their grandparents either. I wanted us to be together as a family and Canada was my option. It seemed immigrant-friendly,” says this MBA from India who moved from a senior managerial position in Abu Dhabi to an administrative job in Canada almost a decade ago and has now worked her way up.

The twin factors pulling South Asians from the Middle East is children’s education and the impossibility of obtaining citizenship in a region where residency itself is contingent on work permits.

“There is always an air of uncertainty. You can stay in a Gulf country as long as you have a job and till recently you could not even own property in the Gulf. These factors are constantly at play and therefore the Gulf’s work force is transient. Most use it as a springboard to get elsewhere,” says Tarek Chaudhary, a Pakistani Canadian who moved to Toronto from Dubai in 2005.

And for many, “elsewhere” is Canada — a distant, cold country that welcomes immigrants and offers universal health care and free schooling. That support notwithstanding, the immigrants’ rollercoaster ride is well-documented and an oft-narrated anecdote. Madhav Kochunni, who moved to Toronto over a decade ago, says, “I was not hit by the reality of the situation till I landed here. It is when you start looking for jobs that reality hits you. Canada is not what you had imagined it to be.” But, he adds, immigrants now are more aware thanks to the Internet and increased reporting about their plight.

Like others, Kochunni (Madhu to his friends) too went through his share of struggles. An advertising professional, he landed a job as a telemarketer (like many immigrants do), but “hated it” and re-invented himself as a web designer.

In retrospect, for Kochunni (as for others), the move, while fraught with uncertainties and apprehension, also entailed a discovery of untapped potential as they venture into new professional domains. It takes time, he admits, but also maintains that immigrants can achieve success if they have the drive and a strategy in place.

And when it comes to kids, the verdict (paraphrased here) is a unanimous echo: “This was the best possible move for the kids. They have access to good education, community resources and the world has opened up for them.”

Kochunni has this advice for Gulf residents eyeing Canada as a future home: “Do all your research, save enough money, buy a condominium and plan your arrival during spring/summer when companies are in a hiring mode. And last but not least, do not give up. Be prepared to reinvent yourself.”

The advice holds greater significance in the light of a new requirement that calls on permanent residents to spend at least two out of every five years in Canada to retain their status. This means thousands of “phantom” residents will face a tough option: stay in Canada or forego their status.

A move to Canada is no easy decision; the rewards can be massive, particularly for young children, but the country now demands a commitment. It’s one more aspect to consider before making a move to the snow-swept plains of this welcoming country.

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