Recruitment and advertising documentation is the single most common reason LMIA applications are refused or delayed. ESDC requires precise adherence to posting duration, platform selection, and — as of 2026 — youth-targeted recruitment. We manage this process so your file is complete before it's ever submitted.
Navigating the complex advertising rules requires strict adherence to timelines and platform specifics. Avoid these common pitfalls.
Employers frequently apply the old 4-week standard to a low-wage role, resulting in an incomplete recruitment period and an outright refusal rather than a request for more information.
A Job Bank posting alone does not satisfy ESDC's recruitment standard. At least two additional, appropriate recruitment channels must be used and documented.
For low-wage roles, employers must be able to show — not just state — that youth recruitment was part of the process. Ad copy, platform selection, and timing all factor into this.
Ads posted more than 3 months before the LMIA application is submitted do not count toward the requirement.
We take the burden off your HR team by managing the complete advertising cycle to ESDC standards.
Determining whether High-Wage or Low-Wage advertising rules apply to your job offer.
Writing compliant job postings that match your LMIA job offer terms exactly.
Identifying appropriate additional recruitment channels for your industry and occupation.
Maintaining a clear, audit-ready record of posting dates, platforms, and applicant responses.
Building the documentation ESDC expects for low-wage filings to target youth applicants.