International Organization for Migration (IOM)

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Improving Access to Labour market Information for migrants and employers 16 to-fill job vacancies employers may decide to hire under-qualified workers, increase workload for their staff, or delay/abandon business development plans, with adverse effects in terms of productivity, workforce retention and competitiveness. As stressed by the European Commission (EC) in the 2011 Communication on Migration and in the 2012 Employment package3 , international migration can contribute to meeting labour and skills shortages both through the recruitment of labour migrants from third countries, and through a better labour market integration of immigrants already resident in the EU, including family and humanitarian migrants. In most EU Member States, labour migration systems are predominantly demand driven, that is, immigration of workers from third countries is authorized in response to the existence of unmet labour shortages which may be identified in various ways, the more common being labour market tests and shortage lists. As a general rule, in demand-driven schemes, labour migrants are not legally permitted to enter the country without a job offer. On the other hand, employers willing to fill labour shortages which cannot be met with the recourse to resident or EU workforce, are expected to hire a worker who is still residing abroad. Those labour migration systems assume that the employment match between employers and the employee would generally happen without any previous meeting between the two counterparts. In this context, access to labour market information for both employers and prospective migrants is key if international migration is to play a role in responding to labour and skills shortages. On the demand side, difficulties in accessing information on the functioning of the procedures to recruit from abroad and on the availability of migration candidates with the appropriate skills may hinder the capacity of employers – and of small and medium-sized enterprises (SMEs) in particular – to fully tackle the potential of migration to address their labour needs. The study found that such information barriers, and the costs related to them, largely account for the limited recourse of SMEs to foreign recruitment and explain the frequency of informal network-based recruitment practices among those SMEs which hire from abroad. Using personal networks and referrals, however, may not represent the most efficient information strategy in terms of job-skills matching and productivity outcomes. On the supply side, prospective labour migrants often lack knowledge on legal migration channels and on the specific labour market requirements in destination countries. This might also be related to language barriers and to shortcomings in the systems of recognition of foreign qualifications and competences. In addition, limited access to networks, diversity-related issues in hiring practices and discrimination may also result in information barriers hampering the possibilities for migration candidates with appropriate skills to come to the EU to fill unmet labour shortages. 3 Communication from the Commission to the European Parliament, the Council, the Economic and Social Committee and the Committee of the Regions of 4.5.2011 Communication on Migration [COM(2011)248 final]. The Employment package was adopted by the European Commission on 18 April 2012 with the aim of supporting a job-rich recovery, addressing both the demand and supply sides of the labour market. This package also underlines the long-term role of economic migration for creating a genuine EU labour market.
Labour market bottlenecks related to networks and access to information may also represent a challenge for the employment of immigrants already residing in the country where the shortages arise. Even though information barriers seem to be greater in the case of sourcing from abroad, due to specific issues related to the awareness and functioning of the legal labour migration procedures, there also exist obstacles in the recruitment of resident immigrants. These include difficulties in access to information on, respectively, job openings and suitable candidates, as well as shortcomings in the procedure of recognition of foreign qualifications or attributable to perceptions and behavioural factors. Those obstacles may hamper the full utilization of the skills of immigrants already in the country. In this context, facilitating employers’ and migrants’ recourse to efficient labour market information channels would contribute to strengthening labour market integration of immigrants while, at the same time, addressing growing labour and skills shortages in the EU and OECD countries. Under the Europe 2020 strategy, the European Commission has identified improving labour market outcomes of resident immigrants as being one of the key steps for meeting the headline employment target. eXecutIve summAry – INTRODUCTION 17
Page 1: International Organization for Migr
Page 5 and 6: tAbLe of contents EXECUTIVE SUMMARY
Page 7 and 8: 3.1. Assessment and validation of f
Page 9 and 10: Acronyms ACS American Community Sur
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about foreign educational systems,
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of the total net immigration. Afric
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country, the number of high-skilled
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International migration largely occ
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provide indirect evidence on this i
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the placement of such persons into
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caution since their positive effect
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youths require more time to turn su
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largely prevents easy and comprehen
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DIHK 2012 Integration sichert Zukun
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ITALY 7 francesco fasani 26 Abstrac
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1.1. Labour market trends Current t
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only in 1998 with the Turco-Napolit
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Table 7.1: Legal provisions for the
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The situation is different for medi
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training institutions, and so forth
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Table 7.4: Planned non-seasonal hir
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Allasino, Reyneri, Venturini, and Z
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share of positive answers of Italia
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Table 7.5: Job search strategies of
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Table 7.7: Job search strategies of
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Table 7.9: Main channels used to fi
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As far as formal channels of job se
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level of education, undocumented mi
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How did you find your current or la
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other network members are already e
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of legally accessing the Italian la
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for instance, for positions where c
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Bertrand, M. and S. Mullainathan 20
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Moual, K. 2012 August 28 Immigrati,
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POLAND 8 maciej duszczyk 61 Abstrac
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may not be deemed sufficient for co
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Any evaluation of the scale of empl
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e deemed as easy to follow for both
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Assessment of the present awareness
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foreign national does not acquire t
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Activities of employers’ organiza
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(it is at its lowest in micro-busin
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2.2. Supply side: prospective migra
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option to recruit such foreigners.
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demonstrated that the process of se
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ooted opinion within Polish society
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do so mainly through informal chann
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Annex Annex 3.I: Interviews on acce
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SWEDEN9 henrik emilsson and karin m
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share of employment has halved sinc
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orn abroad between the ages of 16 a
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driven by demand. The biggest chang
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to 2011. Considering that the numbe
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At the same time there are several
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Employment organizations and indivi
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(TUCW, 2012). The work permit is co
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TS; 2012). Another recruitment chan
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The Swedish Institute’s portal is
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3.1. Assessment and validation of f
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2006). To strengthen their competit
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Theoretically, this change may have
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surplus of native workers. Labour m
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Interviews BMC: Kundu, P. CEO, BeeM
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UNITED KINGDOM Anne e. green and da
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the recession the average number of
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Medium-term employment outlook Look
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This demand-led scheme was suppleme
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Table 10.4: Details of the United K
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(LFS). 99 Administrative data (for
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Table 10.7 reveals that amongst thi
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date with the latest changes and po
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It was generally thought that illeg
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seeking personal recommendations fr
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Although given the nature and size
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The EU immigration portal131 serves
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is required for indefinite leave to
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3.3. The role of public employment
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The United Kingdom government has e
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Davies, M. and J. Owers 2012 Immigr
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country studIes edited by maria vin
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Improving Access to Labour market I
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