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Improving Access to Labour market Information for migrants and employers 32 use of informal ethnic networks seems to be the most common recruitment practice for migrant entrepreneurs directing small firms, who very often employ co-ethnics. In Sweden, for example, the large majority of small- and medium-sized enterprises that recruit from third countries are employers originating from those countries, who use their personal networks in their countries of origin to identify recruits (Chapter 9). Similarly, according to the country study on the United States, immigrants own a majority of the SMEs that hire migrant workers in the country. For instance, in the leisure and hospitality industries, immigrants make up 47 per cent of hotel and motel owners and 37 per cent of restaurant owners; in taxi service firms, 65 per cent of owners, and in dry cleaning and laundry services, 54 per cent of owners, are immigrants. Approximately half of the fuel service stations and grocery stores in the country are owned by immigrants (Chapter 12). These immigrant SME employers use well-established social networks that allow them to identify the skills they need to hire migrant workers. Being migrants themselves, they are also familiar with the legal and irregular channels of hiring migrant workers. It is also likely that, in such cases, issues of cultural diversity and discrimination are not affecting migrants’ recruitment patterns. Patterns of access to information on available migration candidates abroad to fill unmet labour shortages also vary by sector. Indeed, each sector has specific characteristics of labour demand and supply which are likely to shape the way in which the employment matching occurs. Thus, across all firm sizes the recourse to the services of intermediary agencies, both operating in the country where the firm has its premises or from the migrants’ countries of origins, is more frequent for the recruitment of qualified workers with technical skills in regulated professions – including in the health sector – as those agencies generally also take care to verify the qualifications held by the foreign candidate and of facilitating the recognition process. Greater recourse to private intermediation services – both lawfully established and informal – is also observed in the case of seasonal employment. In Sweden, for example, where almost all seasonal workers from third countries come from Thailand, those workers are recruited through a few Thai staffing agencies, with well-established networks with Swedish berry-picking companies. Using Thai intermediary agencies has the advantage of exempting berry pickers from having to pay Swedish social security contributions. The services of private intermediary agencies are also often sought for the temporary recruitment of highly skilled workers. However, as will be discussed in section 2.2, online advertising, particularly through the websites of higher-education institutions, seems to be the prevailing practice here. Finally, consistently across the countries studied and with the relevant exception of Germany, public employment services seem to play a marginal role for matching employers with labour migrants, both in the case of foreign recruitment and in the recruitment of resident migrants. More than the availability of tailored services, it seems that a general issue of lack of trust between employers and the public employment service, on the one hand, and between migrants and the public employment service on the other, is responsible for this pattern. In Italy, the Excelsior survey showed that only 3 per cent of Italian firms hire through
the Public Employment Offices (PEOs). The Italian country study reports that this weak percentage is likely to be related to the fact that entrepreneurs in Italy continue to perceive the PEOs as a public sector agency with which they have to interact for mandatory bureaucratic requirements rather than an agency specialized in providing services to firms and employers (Censis, 2010). On the supply side and specifically on migrants, the IOM LINET monitoring report on the Czech Republic (IOM, 2013a) suggests a problem of mutual distrust between public employment institutions and migrants. 2.2. The migrants’ perspective On the supply side, the study identified asymmetries in the access to labour market information depending on the skills level of the migrants willing to move to an EU Member State or a settlement country for work purposes. Highly skilled migration candidates have more personal resources – notably in terms of language knowledge, IT literacy and general education – and social and professional networks that they can use to get information on the immigration procedures as well as for getting in contact with the employers abroad, compared with their less-skilled counterparts. These different capacities resulting from dissimilar levels of education, together with the specific characteristics of the occupations in which employment is sought, concur to shape the respective labour market information patterns of high-, medium-, and low-skilled migrants. Awareness of the legal requirements and procedures to migrate for work purposes Official websites maintained by the immigration authorities in the main countries of destination of economic migrants, detailing the national labour migration procedures, can be accessed by anyone who has an Internet connection, and thus by both national employers and prospective migrants abroad. In addition, in a number of EU Member States and non-EU settlement countries, dedicated immigration portals and online resources have been established targeting specifically prospective migrants in order to raise their awareness of labour migration opportunities and regulations. However, in most cases, information published online is offered only in the receiving country’s own language and in English. This limits the target audience, as it cannot be assumed that all prospective immigrants are proficient in the two languages proposed. Highly skilled migration candidates are more likely to be proficient in English and in the language of their expected country of destination, compared with the lesser skilled. They are also more likely to have access to internet facilities and to have computer literacy as well as the capacity to fully apprehend the legal and procedural requirements explained through the websites, compared with less-skilled migrants. In Germany, the website “Make it in Germany” www.make-it-in-germany.com was launched in mid-2012 as a joint initiative of the Federal Ministry of Economics and eXecutIve summAry – SUMMARY OF FINDINGS 33
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Page 5 and 6: tAbLe of contents EXECUTIVE SUMMARY
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Page 9 and 10: Acronyms ACS American Community Sur
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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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