International Organization for Migration (IOM)

Although given the nature and size of the case studies it is not possible to present
a formal analysis of categories by employer size, McKay (2009) notes that so-called
Absent HR practices tend to be most associated with small organizations, and more
formal procedures with larger ones, so chiming with the results outlined above from
the UK Employer Perspectives Survey.
A study by George et al. (2012) focusing on skilled immigration amongst 12
employers in two strategically important sectors for the United Kingdom economy
– aerospace and financial services – revealed some differences in approach. In the
aerospace sector recruitment from outside the EEA was generally dealt with inhouse
within the organization and involved general advertising on the organization’s
website and in trade journals. The rationale for this was that job-seekers with
required skills would be looking out for opportunities on websites and in specialist
magazines. In some instances specific Asian universities were targeted and the
entire recruitment process was undertaken in Asia, with candidates being tested for
technical and language skills during the recruitment process. Contracting out of
recruitment to specialist migration consultancies and use of headhunters was more
common in financial services. 127 The study notes that this is especially the case in
large organizations, but the scale of this particular study, and its focus on high-level
skills in two strategically important sectors for the United Kingdom economy, means
that a full categorization of recruitment methods according to size and skill level
is not possible. 128 Use was also made of ICTs to transfer knowledge and expertise
and also for business expansion purposes. Such transfers using ICTs, within large
internal labour markets, are by their very nature temporary in essence. The use of
ICTs for business expansion is of relevance to achieving growth in the economy
generally, which in turn means greater recruitment.
2.2. Supply side: prospective migrants
Use of information channels and instruments by prospective thirdcountry
migrants
There is no comprehensive source of information on the information channels used by
prospective third-country migrants to the United Kingdom. The general migration
literature highlights the use of social networks (by both prospective migrants at a
range of skills levels and by employers). A particular issue in the use of informal
networks is that they can lead to the reproduction of segregation on grounds of
nationality or ethnicity, such that some job roles come to be seen as associated
127 Use of specialist external organizations was also cited as having the advantage of ensuring compliance
with the immigration rules.
128 This study highlights how case studies can provide rich insights, but do not provide a comprehensive
picture of the channels used by employers to employ third-country migrants more generally. Given the
emphasis of United Kingdom Government policy on fostering growth, it is salient to note the focus of
this study on high-level skills in strategically important sectors, rather than on recruitment of thirdcountry
migrants more generally across the economy and in lower skilled jobs. (Comparable studies for
the latter are not available.)
country studIes – UNITED KINGDOM
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