Canada is talking about big projects. The proposed West Coast Oil Pipeline, for example, could have employment impacts peaking at about 140,000 jobs at the height of construction and upstream development. That is a projection—not 140,000 vacancies waiting to be filled today. But it raises a practical question: are we preparing the people who will do the work?
Start with training and retention
Schools should give young people a clearer picture of trades and technical careers. Employers and training providers can make apprenticeships easier to enter. Adults need retraining options that fit around work and family responsibilities.
Wages, working conditions and career progression matter too. If we want more people to enter and stay in the trades, we cannot rely on immigration instead of investing in the workforce already here. At the same time, training takes years. Some projects may need experienced workers sooner. A sound plan must make room for both domestic training and immigration.
An invitation is only the beginning
Trades-focused Express Entry invitations are a welcome sign that Canada recognizes the value of these skills. Still, an invitation to apply for permanent residence is not a job offer, an admission to Canada or a provincial trade certificate.
Express Entry’s trades category considers qualifying work experience. Whether someone can perform particular work after arrival is a different question. Some trades have restricted activities, and requirements vary by province and occupation. In Alberta, for example, the Skilled Trades and Apprenticeship Education Act, s. 23(4) limits restricted activities to authorized people.
That does not mean everyone invited through a trades round will face a certification barrier. Some may already have recognized credentials; others may qualify through an available route. But if we select people for their trades experience, we should ask whether they can use it. A worker employed outside their field may still contribute to Canada. The concern is whether we are making full use of the skills that informed their selection.
Build the workforce plan alongside the project plan
A headline job forecast does not tell us which occupations will be needed, where, or when. Employers, training providers, provinces and the federal government need regional estimates that separate immediate vacancies from demand several years away. That would help us decide where to expand apprenticeships, where retraining is most useful and when recruitment from abroad may be necessary.
Immigration planning should also account for the steps between an invitation and a person working in their trade. Candidates need clear information about provincial certification before they arrive. Where assessment or additional training is required, the route should be understandable and timely. We should then measure outcomes: how many selected tradespeople obtain recognition, find work in their field and remain there?
My suggestion: judge the success of a trades draw by more than invitations issued. Invest in training at home, plan for genuine regional gaps, and make it easier for qualified newcomers to put their skills to work. That is how a project announcement becomes a workforce plan.
Written by:
Martine Varekamp-Bos
Regulated Canadian Immigration Consultant
