International Organization for Migration (IOM)

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Improving Access to Labour market Information for migrants and employers 36 private staffing agencies to find highly skilled recruits in third countries. The recourse to private intermediation agencies is more common for those highly qualified thirdcountry nationals willing to work in regulated occupations abroad, such as, typically, doctors. Here, the possibilities of direct matching with the prospective employer abroad are lowered as a consequence of the requirement to obtain the recognition of foreign qualifications and accreditation by the relevant professional bodies prior to starting work. Private intermediation agencies generally take care of recognition and accreditation procedures, thus ensuring that there are no additional costs involved for the prospective employer in waiting for the selected migrant to go through complex and often cumbersome procedures. Similar patterns are observed also for mediumskilled migration candidates willing to take up employment abroad in specialized, technical occupations, such as nursing. As a matter of fact, an issue of demand-driven labour migration systems is that they require prospective migrants to be job-ready before departure. This characteristic seems to hinder the possibility of direct international jobs-skills matching between the prospective employer and the prospective migrant in those segments of the labour market which are highly regulated (that is, in regulated professions). In the United States, a study by the Academy of Health (reported in Chapter 12) found that direct overseas recruitment is not the preferred option for companies hiring in specialized occupations, such as nursing, teaching, science, technology, and engineering. The recourse to private intermediation agencies implied by the need to verify the foreign qualifications held by the migration candidate translates into relatively high costs for the employer. For example, the study (Pittman et al., 2007) reported that recruiters typically charge hospitals and nursing homes a standard fee of USD 15,000–25,000 per foreign-trained nurse. Thus, it is not surprising that even in an occupation like nursing where a vast network of international recruiters exists, direct overseas recruitment is not the primary source for hiring foreign trained workers, especially in a largely supply-driven labour migration system such as that of the United States, where skilled migrants can be admitted on migration streams other than those requiring a job offer. In this context, it seems less expensive and less risky for United States employers to hire foreign workers already in the country, who obtained the required accreditation in the United States. Even in an entirely demand-driven labour migration system as the one implemented in Sweden, it is very rare that employers in the formal health and care sector (which in Sweden are mostly public employers) recruit directly from third countries, and this despite a growing unmet demand for doctors and nurses. Receiving the validation for health professions is a long and complicated procedure in Sweden, which can take years even for EU nationals (Chapter 9). To be able to recruit doctors and nurses from third countries the employers would need to set extensive programmes for predeparture training, for them to be job-ready before a work permit can be granted. Currently such initiatives do not exist in Sweden. Pre-departure training and accreditation measures in migrants’ countries of origin represent an interesting tool for facilitating employment matching in specialized
and technical occupations – both regulated and non-regulated – and should be promoted. Pre-departure information and training programmes publicly funded by the national government, and run in partnership with immigrant-serving organizations in one or more countries of origin of migration flows directed to the funding country, have already been implemented in some of the countries studied. They are often implemented in the context of bilateral agreements between the funding country and the country of origin of migrant inflows. In consideration of their high potential for jobs-skills matching through migration, these programmes should be promoted. The IMIS (Integrated Migration Information System) project, funded by the Italian Cooperation for Development and the Italian Ministry of Labour and Social Policy and run by IOM together with the Egyptian Ministry of Manpower and Emigration (MoME) since 2001, is an interesting example of public initiative to facilitate international employment matching in the context of a bilateral agreement between a country of origin and a country of destination of economic migration flows. The project has established an online database where Egyptian job-seekers can upload their curricula vitae and Italian employers can post their job vacancies. To reduce the information risks which may result from the provision of uncorrected data by job-seekers in their profiles, the project currently integrates skills’ assessment procedures as well as a referral mechanism, and offers information on bridging courses for those who failed the assessment. In addition, IOM in cooperation with the MoME and with the financial support of the Italian Development Cooperation has implemented a project providing pre-departure orientation to prospective migrants from Egypt willing to work in Italy. By the end of 2011 the Italian Ministry of Labour had also launched a programme aimed at the creation of an integrated system of labour mobility between Italy and the 15 most important countries of origin of migrant inflows to Italy, in the context of bilateral agreements. The initiatives foreseen under the International Labour Mobility programme – which is run by IOM in partnership with the agency of the Italian Ministry of Labour, Italia Lavoro – include the establishment of local Labour Coordination Offices in the target countries, the identification in those countries of private and public agencies able to select the most appropriate migration candidates for the Italian labour market and their connection with Italian employers, the delivery of consular services facilitating the fulfilment of the migration procedure, as well as of pre-departure vocational training and cultural orientation curricula adapted to the requirements of the Italian labour market. To date, Local Labour Coordination Offices have been established and are operating in Albania, Sri Lanka, Moldova and Egypt. In Canada, the Canadian Immigrant Integration Project (CIIP) aims at providing potential applicants to the Federal Skilled Worker Program (FSWP) and to the Province Nominees Programs (PNP) with essential orientation pre-immigration, including knowledge of the Canadian labour market, realistic expectations about post-immigration outcomes, and the ability to fully prepare for immigrating to eXecutIve summAry – SUMMARY OF FINDINGS 37
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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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