International Organization for Migration (IOM)

Recommendations

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Improving Access to Labour market Information for migrants and employers 6 2. Overview of labour market information patterns in Canada . . . . . 230 2.1. Demand side: employers’ perspectives . . . . . . . . . . . . . . . . . . . . . 230 2.2. Supply side: prospective migrants . . . . . . . . . . . . . . . . . . . . . . . . 3. Informational barriers to the economic integration of 237 immigrants . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 249 3.1. Information barriers faced by employers . . . . . . . . . . . . . . . . . . . 3.2. Information barriers faced by immigrants and temporary 250 workers . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 252 4. Conclusions and recommendations . . . . . . . . . . . . . . . . . . . . . . . . . 4.1. Establish a national office for the recognition of foreign 254 credentials . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 4.2. Maximize the number of single-points-of-contact or onestop 254 shops . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 255 4.3. Provide pre-departure orientation and training . . . . . . . . . . . . . 255 4.4. Involve local stakeholders in implementation . . . . . . . . . . . . . . . 255 4.5. Maintain flexibility in regards to immigration policy . . . . . . . . . 256 References . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 256 12. united states of America . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 261 Abstract . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 261 1. Introduction . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 1.1. United States labour market: characteristics, past trends, and 262 forecast . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 262 1.2. Medium-term occupational outlook: role of migrant labour . . . 264 1.3. US labour migration: a mixed blend of supply- and demand-driven systems . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 2. Patterns of access, use, and perception of labour market 265 information . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 271 2.1. Demand side (employers) issues . . . . . . . . . . . . . . . . . . . . . . . . . 271 2.2. Supply side (prospective migrants) issues . . . . . . . . . . . . . . . . . . 3. Information-related barriers to recruitment of migrants 276 residing in the United States . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 278 4. Conclusions and recommendations . . . . . . . . . . . . . . . . . . . . . . . . . 279 References . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 281
Acronyms ACS American Community Survey AEO Arranged Employment Opinion ALLIES Assisting Local Leaders with Immigrant Employment Strategies ALMP Active Labour Market Policy BIP Business Immigration Program BLS Bureau of Labor Statistics BRP Biometric Residence Permit CBI Confederation of British Industry CBSA Canadian Border Services Agency CCLB Centre for Canadian Language Benchmarks CEC Canadian Experience Class CIC Citizenship and Immigration Canada CIPD Chartered Institute of Personnel and Development (United Kingdom) CLB Canadian Language Benchmarks COS Certificate of Sponsorship CV Curriculum Vitae CVA Canadian Visa Office Abroad DOL Department of Labor ECA Education Credential Assessment ECVET European Credit System for Vocational Education and Training EEA European Economic Area EEF Engineering Employers’ Federation EI Employment Insurance EIF European Integration Fund ELT Enhanced Language Training ESL English as Second Language ESOL English for Speakers of Other Languages EU European Union EU-15 European Union of 15 Member States (Austria, Belgium, Denmark, Finland, France, Germany, Greece, Ireland, Italy, Luxembourg, the Netherlands, Portugal, Spain, Sweden, and the United Kingdom) EU-27 European Union of 27 Member States (Austria, Belgium, Bulgaria, Cyprus, the Czech Republic, Denmark, Estonia, Finland, France, Germany, Greece, Hungary, Ireland, Italy, Latvia, Lithuania, Luxembourg, Malta, the Netherlands, Poland, Portugal, Romania, Slovakia, Slovenia, Spain, Sweden, and the United Kingdom) ACRONYMS 7
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GERMANY 6 Amelie f. constant and ul
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and Zimmermann (2012) explain the G
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Recent legal changes and amendments
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Some public initiatives that should
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to an unlimited time period. No fur
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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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