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Employment and Social Development Canada Employ et D elopement social Canada Please Print PROTECTED WHEN COMPLETED — B Labor MARKET IMPACT ASSESSMENT APPLICATION HIGH-WAGE AND LOW-WAGE POSITIONS

How to fill out highwage and lowwage positions

How to fill out highwage and lowwage positions:

1. Identify the job requirements: Begin by understanding the specific skills, qualifications, and experience necessary for each type of position. This will help you attract the right candidates and ensure they are a good fit for the roles.
2. Create job descriptions: Clearly define the responsibilities and tasks associated with each position. Include details about the desired qualifications, required experience, and any specific certifications or licenses needed.
3. Advertise the positions: Utilize various channels to reach potential candidates, such as online job boards, social media platforms, industry-specific websites, and networking events. Craft compelling job postings that highlight the benefits and opportunities associated with the highwage and lowwage positions.
4. Screen applicants: Develop a screening process to evaluate candidates' resumes, cover letters, and application materials. Consider conducting phone or video interviews to further assess their qualifications, communication skills, and cultural fit.
5. Conduct interviews: Invite qualified candidates for face-to-face or virtual interviews. Structure the interviews to assess both the technical skills and the personal qualities needed for success in the highwage and lowwage positions.
6. Perform background checks and reference checks: As part of the hiring process, verify candidates' employment history, educational background, and professional references to ensure they have the required qualifications and a good track record.
7. Make a selection: Based on the interviews, background checks, and reference checks, choose the most suitable candidates for the highwage and lowwage positions. Consider factors such as experience, skills, cultural fit, and potential for growth within the organization.
8. Offer employment: Extend an offer to the selected candidates, outlining the job details, compensation package, benefits, and any other relevant information. Give them a reasonable timeframe to consider and accept the offer.
9. Onboard and train: Once the candidates accept the offer, guide them through the onboarding process. Introduce them to company policies, procedures, and culture. Provide training and support to ensure that they are equipped to excel in their highwage or lowwage positions.

Who needs highwage and lowwage positions:

1. Businesses: Companies across different industries require both highwage and lowwage positions to effectively operate their organizations. Highwage positions often encompass roles such as senior management, specialized professionals, or highly skilled technicians. Lowwage positions typically involve entry-level or less skilled jobs that contribute to the essential functions of the business.
2. Job seekers: Individuals seeking employment opportunities fit into the category of those who need highwage and lowwage positions. Job seekers may have varying levels of experience, education, and skill sets, making them suitable for different types of positions within the job market.
3. Economy: The presence of both highwage and lowwage positions contributes to a balanced economy. Highwage positions offer competitive compensation and attract skilled professionals, driving innovation and promoting economic growth. Lowwage positions provide opportunities for individuals with limited experience or specialized skills, allowing them to enter the job market and contribute to the economy.

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