International Organization for Migration (IOM)

Recommendations

Info

Improving Access to Labour market Information for migrants and employers 66 Similar findings can be drawn from the pattern of international recruitment. Figure 1.4 displays the success rating of different international recruiting channels by firms in the federal state of Baden-Württemberg. Accordingly, personal contacts are perceived as the most successful international recruitment channel, followed by online job boards and the company’s website. When differentiating between firms oriented towards the domestic market and export-oriented companies, between firms with fewer than 50 employees and larger firms, and between industrial firms and firms in the service sector and construction, notable differences become apparent. For instance, export-oriented firms rate all international recruitment channels as more successful than firms that are geared towards the domestic market. There also exist differences in the ratings of industrial firms and of firms in the service sector and construction, but these differences are relatively small. In stark contrast, ratings differ enormously according to firm size. Whereas larger firms rate most international recruiting channels as relatively successful, firms with fewer than 50 employees perceive virtually all channels as rather unsuccessful. Personal contacts and public recruitment services stand out as two notable exceptions. These two channels are rated as relatively successful, yet not as successful as rated amongst the larger firms. Figure 6.4: Employers’ success rating of different international recruitment channels 45% 40% 35% 30% 25% 20% 15% 10% 5% 0% All firms Personal contacts Domestic market Exportoriented Less than 50 employees 50 employees and more Industrial firms Source: Bahrke et al. (2011, Table 5-13). Note: In per cent of all surveyed firms, weighted according to number of employees. Service sector, construction Online job boards Company website Ads in newspapers Public recruitment services Private recruitment services Student offers Unversity cooperation Career fairs abroad In contrast to other Western European countries such as the United Kingdom, private recruitment agencies are only of secondary importance to German firms. It is recommended to contact private head-hunters when attempting to fill very specific vacancies that require highly skilled specialist workers. But for the most part, employers’ associations recommend making full use of the wide variety of public job provision platforms or the increasingly available international online recruitment platforms. Aware of this tendency that German firms are rather reluctant to outsource (parts of) the hiring process, the FMET has introduced an information platform
about foreign educational systems, covering the full range from elementary schools to university and higher education. This condensed information should contribute to a less time-consuming and more reliable assessment of foreign qualifications. SMEs have less experience with the recruitment of foreign workers; they may not wholly benefit from the introduction of the Blue Card and they perceive basically all international recruitment channels as rather unsuccessful. SMEs clearly face a disadvantage of scale. Although these firms employ in total the majority of the labour force, because of their relatively small individual staff size, they are less experienced in filling vacancies with workers from abroad than large and often internationally operating companies. They are therefore also less aware of successful strategies and sources to recruit workers – this holds in general and not only for foreign workers. According to a recent survey, 89 per cent of German SMEs experience problems in finding employees who appropriately match their vacancy profiles (BVMW, 2011b). Approximately two thirds of SMEs state that they generally receive too few applications, and roughly one third attributes their recruitment problems at least to some extent to other people’s low awareness of their company (IW, 2010b). While problems are already existent in the domestic market, they are even stronger when recruiting foreign workers. SMEs also state that they lack experience in successfully integrating workers from abroad, and in particular low-skilled workers (DIHK, 2012). German employers face imminent shortages of skilled labour, to which they could respond with increased international recruitment activities. However, firms generally do not recognize this option as an important strategy. This could be related to the fact that firms are not aware of this channel and its legal framework, but a comparatively large share of firms already have experience in the recruitment of foreign workers, and public initiatives further raise awareness. In contrast, employers’ associations rather advise to focus on mobilizing internal capacities. Despite recent improvements, firms perceive Germany’s immigration policy as a primary restraint preventing them from intensifying foreign recruitment activities. This appears to be particularly relevant in SMEs. Consequently, at least under the current circumstances, international recruitment does not appear to be a serious option that could mitigate the impact of demographic change, at least not in SMEs. 2.2. Prospective immigrants on the supply side Only since 2005, when a new Immigration Act came into force, has Germany’s immigration policy been gradually oriented towards labour immigration of highskilled foreign workers. Germany’s resistance to implement free labour mobility after the EU Eastern enlargement in 2004 and 2007 was nevertheless remarkable – and it has resulted in negative effects (Rinne and Zimmermann, 2009). As the only country along with Austria, Germany had placed restrictions on labour mobility of immigrants from the accession countries until 2011, when those restrictions ultimately had to end. Therefore, Germany has quite intentionally avoided establishing itself as an immigration country in the enlargement process. And, although the number of country studIes – GERMANY 67
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
Page 11 and 12:
NOC(S National Occupation Classific
Page 13 and 14:
LIst of tAbLes Table 7.1: Legal pro
Page 15:
ImprovIng Access to LAbour mArket I
Page 18 and 19: Improving Access to Labour market I
Page 59 and 60: GERMANY 6 Amelie f. constant and ul
Page 61 and 62: and Zimmermann (2012) explain the G
Page 63 and 64: Recent legal changes and amendments
Page 65 and 66: Some public initiatives that should
Page 67: to an unlimited time period. No fur
Page 71 and 72: of the total net immigration. Afric
Page 73 and 74: country, the number of high-skilled
Page 75 and 76: International migration largely occ
Page 77 and 78: provide indirect evidence on this i
Page 79 and 80: the placement of such persons into
Page 81 and 82: caution since their positive effect
Page 83 and 84: youths require more time to turn su
Page 85 and 86: largely prevents easy and comprehen
Page 87 and 88: DIHK 2012 Integration sichert Zukun
Page 89 and 90: ITALY 7 francesco fasani 26 Abstrac
Page 91 and 92: 1.1. Labour market trends Current t
Page 93 and 94: only in 1998 with the Turco-Napolit
Page 95 and 96: Table 7.1: Legal provisions for the
Page 97 and 98: The situation is different for medi
Page 99 and 100: training institutions, and so forth
Page 101 and 102: Table 7.4: Planned non-seasonal hir
Page 103 and 104: Allasino, Reyneri, Venturini, and Z
Page 105 and 106: share of positive answers of Italia
Page 107 and 108: Table 7.5: Job search strategies of
Page 109 and 110: Table 7.7: Job search strategies of
Page 111 and 112: Table 7.9: Main channels used to fi
Page 113 and 114: As far as formal channels of job se
Page 115 and 116: level of education, undocumented mi
Page 117 and 118: How did you find your current or la
Page 119 and 120:
other network members are already e
Page 121 and 122:
of legally accessing the Italian la
Page 123 and 124:
for instance, for positions where c
Page 125 and 126:
Bertrand, M. and S. Mullainathan 20
Page 127 and 128:
Moual, K. 2012 August 28 Immigrati,
Page 129 and 130:
POLAND 8 maciej duszczyk 61 Abstrac
Page 131 and 132:
may not be deemed sufficient for co
Page 133 and 134:
Any evaluation of the scale of empl
Page 135 and 136:
e deemed as easy to follow for both
Page 137 and 138:
Assessment of the present awareness
Page 139 and 140:
foreign national does not acquire t
Page 141 and 142:
Activities of employers’ organiza
Page 143 and 144:
(it is at its lowest in micro-busin
Page 145 and 146:
2.2. Supply side: prospective migra
Page 147 and 148:
option to recruit such foreigners.
Page 149 and 150:
demonstrated that the process of se
Page 151 and 152:
ooted opinion within Polish society
Page 153 and 154:
do so mainly through informal chann
Page 155 and 156:
Annex Annex 3.I: Interviews on acce
Page 157 and 158:
SWEDEN9 henrik emilsson and karin m
Page 159 and 160:
share of employment has halved sinc
Page 161 and 162:
orn abroad between the ages of 16 a
Page 163 and 164:
driven by demand. The biggest chang
Page 165 and 166:
to 2011. Considering that the numbe
Page 167 and 168:
At the same time there are several
Page 169 and 170:
Employment organizations and indivi
Page 171 and 172:
(TUCW, 2012). The work permit is co
Page 173 and 174:
TS; 2012). Another recruitment chan
Page 175 and 176:
The Swedish Institute’s portal is
Page 177 and 178:
3.1. Assessment and validation of f
Page 179 and 180:
2006). To strengthen their competit
Page 181 and 182:
Theoretically, this change may have
Page 183 and 184:
surplus of native workers. Labour m
Page 185 and 186:
Interviews BMC: Kundu, P. CEO, BeeM
Page 187 and 188:
UNITED KINGDOM Anne e. green and da
Page 189 and 190:
the recession the average number of
Page 191 and 192:
Medium-term employment outlook Look
Page 193 and 194:
This demand-led scheme was suppleme
Page 195 and 196:
Table 10.4: Details of the United K
Page 197 and 198:
(LFS). 99 Administrative data (for
Page 199 and 200:
Table 10.7 reveals that amongst thi
Page 201 and 202:
date with the latest changes and po
Page 203 and 204:
It was generally thought that illeg
Page 205 and 206:
seeking personal recommendations fr
Page 207 and 208:
Although given the nature and size
Page 209 and 210:
The EU immigration portal131 serves
Page 211 and 212:
is required for indefinite leave to
Page 213 and 214:
3.3. The role of public employment
Page 215 and 216:
The United Kingdom government has e
Page 217 and 218:
Davies, M. and J. Owers 2012 Immigr
Page 219:
country studIes edited by maria vin
Page 222 and 223:
Improving Access to Labour market I
Page 224 and 225:
Page 226 and 227:
Page 228 and 229:
Page 230 and 231:
Page 232 and 233:
Page 234 and 235:
Page 236 and 237:
Page 238 and 239:
Page 240 and 241:
Page 242 and 243:
Page 244 and 245:
Page 246 and 247:
Page 248 and 249:
Page 250 and 251:
Page 252 and 253:
Page 254 and 255:
Page 256 and 257:
Page 258 and 259:
Page 260 and 261:
Page 262 and 263:
Page 264 and 265:
Page 266 and 267:
Page 268 and 269:
Page 270 and 271:
Page 272 and 273:
Page 274 and 275:
Page 276 and 277:
Page 278 and 279:
Page 280 and 281:
Page 282 and 283:
Page 284 and 285:
show all

International Organization for Migration (IOM)

Create successful ePaper yourself

Delete template?

Save as template?