Yes, absolutely. We are very pleased that this program is available, and we use it. We provide the information to the employers. When we meet them, the employers tell us that they do not care whether candidates are anglophones or francophones, so long as they have the skills they need. If they have to speak English in the enterprise, that is not a problem. Whether they come from Africa or India is immaterial. Employers are looking for someone.
In addition when we present this other advantage and tell them that with Mobilité francophone, they don't have to do the labour market assessment and the process is much quicker, they get onboard with us straightaway. We promote this and we disseminate this information as widely as possible. For instance, at Destination Canada, which takes place in November in France and Belgium, we bring along Canadian employers to recruit francophone immigrants. However, they come because we have dangled this carrot. They are interested.
The virtual job fair we will be organizing next February is also an essential tool we use so that these businesses can see from their offices that they can recruit competent people, and that in addition they have a significant advantage, as the former name of the program indicates, in the whole process. The immigration process is a headache for employers. They have to pay fees. They need an employee right away or in six months, and not in two or three years. That is always what happens. So this is really an asset.
However, as I was saying, the services have to be in place so that we can go and get these employers and tell them that in addition to all of the advantages, we already have candidates. Preselections have to be carried out to ensure that the candidates are qualified and available. In this way employers can find the skills they need in France or Tunisia, and not only in China.