Building an Eu Talent Pool

Description

How can the European Union become more attractive for talented professionals looking for job opportunities worldwide? Can EU-level action support employers, private and public stakeholders in each Member State to better leverage international recruitment into the Single Market? This report presents a new overview of the obstacles that continue to hamper the attraction and recruitment of skills from outside Europe, and discusses the role of both public and private initiatives to help overcome these barriers. It provides a comparative analysis of the Expression of Interest (EoI) system of migration management as implemented in Australia, Canada and New Zealand, and assesses its potential to address the needs of the European labour migration system. The report presents several options and variants for adapting the EoI, step by step and EU-wide, and examines their feasibility, constraints and advantages Foreword Acknowledgements Acronyms and abbreviations Executive summary Key findings Chapter 1. International job matching for labour migration: bridges and divides Introduction Labour migration management aims to address economic and skills needs Labour migration plays a limited role in migration to the EU International job matching is undermined by practical difficulties Marketplaces and intermediaries may facilitate international job matching Online job boards and platforms Job fairs Informal networks and diaspora ties University and alumni networks Private recruitment agencies and immigration consultants Market size, reliable information and connection with the migration process are key to success of international employment intermediation tools The case for public involvement in international job matching Publicly-led international job matching initiatives may reach broader user-groups and ensure equity Publicly-led international job-matching initiatives can offer greater guarantees on a smooth labour migration process Publicly-led international job-matching initiatives: typology and overview Initiatives that create smoother regulatory conditions and opportunities for job search More favourable migration regulations Smoother labour market testing Smoother recognition of foreign qualifications Initiatives that provide targeted information and matching Assisted recruitment programmes Engaging with employers Benefits of making international job matching easier Conclusions Notes References Chapter 2. Building blocks of a migration management tool 2.1. Introduction What is an EoI: Definition and objectives Why EoI systems have been introduced: rationales and development in New Zealand, Australia, Canada New Zealand Australia Canada EoI elements in New Zealand, Australia and Canada Attracting candidates to the pool Vetting candidates Pre-selecting candidates: list of requirements and point-based systems Screening method: self-declaration or supporting documents Setting the pre-selection threshold right Pool management Static and dynamic pools Employers and sub-federal entities’ access to the pool Selection methods: Automatic ranking and desired characteristics Needs, solutions and consequences of the EoI model Success factors and shortcomings Expanding the pool of candidates Reducing processing time (at the same cost) Improving candidate quality Employer involvement Involvement of sub-national actors Conclusions Notes References Annex 2.A. Supplementary table on EOI systems Chapter 3. Scenarios for the adaptation of the EOI System to the EU context Introduction Overview of the scenarios Basic option: Creating an EU-wide pool of pre-screened candidates for highly-skilled migration Pool entry under the Basic Option The matching mechanism: selection from the pool. Exit from the Pool and migration procedure Feasibility Added value The sector option Example: A regulated occupation under the EU PQD Pool entry under the sector option: regulated professions The matching mechanism Exit from the Pool Example: an unregulated occupation Pool entry under the sector option for unregulated professions The matching mechanism Exit from the Pool Recruitment for less skilled occupations Pool entry under the sector option for less skilled occupations The matching mechanism Exit from the Pool Skills development under the sector option Feasibility Added value Linking the two-step selection to specific EU legal instruments Pool entry The matching mechanism Exit from the Pool A supply-driven variant of the option Feasibility Added value Mainstreaming the supply-driven element in the three scenarios: added value Design features of the EoI Information on the candidate to include in the EoI Educational Credential Assessment Certification of language skills Matching in the pool Access of employers to the EoI platform Involvement of private employment agencies (PEAs) Conclusion Notes References Chapter 4. Conclusion: rethinking the EoI for European challenges