After two years of intensive research and international cooperation, we conclude the Recruit4Tomorrow project with a clear message: the employment of third-country nationals in EU Member States is no longer a question of the future - it has become an everyday reality that requires a systemic, inclusive and long-term approach.
Over two years, the project linked general awareness and dissemination activities with specific research and training activities. Initially, a secondary analysis was carried out in the five partner countries (Slovenia, Slovakia, Hungary, Bulgaria and Croatia), which provided a deeper insight into the current situation in the field of employment of third-country nationals. This was followed by the implementation of focus groups (in each of the countries concerned), in which the initial findings were examined in more detail. The final stage of the research was a quantitative survey of more than 500 businesses in the participating countries.
The results of the research showed that the employment of third-country nationals has become an essential part of labour market strategy. To bridge labour shortages, companies are increasingly employing third-country nationals and face a number of challenges. Findings from the research phase pointed to:
1. Labour shortages are forcing economies to look beyond their national borders for solutions. The need for faster, more transparent and digitised recruitment processes for third-country nationals to reduce unnecessary bureaucracy and administrative time was expressed in all participating countries.
2. Disparities between institutions and complex bureaucratic procedures lead to uncertainty and inefficiency. Employers call for closer coordination between ministries, administrative units and employment services.
3. Integration and inclusion of foreign workers remain weaknesses. The lack of systemic solutions and the absence of a clear division of responsibilities between the state and employers often lead to social exclusion. Without a comprehensive approach, there is a risk of the emergence of gated communities.
4. Trade unions are often less active than employers in the employment of third-country nationals, mainly due to the short-term nature of the employment relationship and the low interest of foreign workers in joining. Where they are active, they play an important role in protecting the rights and dignity of all workers.
5. Cultural tensions and language barriers remain pressing problems that receive insufficient attention in current policies. In some cases, practices emerge that make domestic workers feel second-class.
6. A change of narrative is needed. Countries of origin of foreign workers are not only a source of labour but also an opportunity for economic growth, increased diversity and long-term stability of European labour markets.
The project has also developed recommendations to improve the employment process for third-country nationals, which are cross-border in nature and therefore applicable in all participating countries. At the same time, they can also be beneficial for other countries facing challenges related to the employment of third-country nationals. These recommendations include:
| 🛂 Streamlining the employment process Current challenge: Complex, slow and inconsistent licensing systems What is needed: - Introduce one-stop-shop application services and fully digitized application systems - Speed up and unify permitting processes with real-time status tracking - Improve coordination between institutions to increase transparency - Spread the workload evenly between authorities to eliminate delays 🔄 Objective: To make the employment process easier, faster and more transparent for both employers and third-country nationals. |
💼 Simplifying access to the labour market The current challenge: Tight rules restricting job mobility and slowing down hiring What's needed: - Introduce flexible rules allowing third-country nationals to change jobs or sectors more easily - Ease or abolish quotas in sectors and occupations with labour shortages - Ensure equal rights and stronger protection for SNEs against abuse by recruitment agencies - Provide targeted support to SMEs in the employment of SSCTs - Strengthen international cooperation to accelerate recruitment 📈 Aim: To empower workers, support businesses and make the labour market more dynamic and fair. |
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🎓 Faster recognition of skills and qualifications Current challenge: Skilled third-country nationals are often stuck in low-skilled jobs What is needed: - Speed up the process of recognition of diplomas and professional qualifications, especially in sectors and occupations with labour shortages - Allow the use of temporary licences for the duration of formal recognition - Promote the recognition of practical experience and non-formal learning - Provide financial support to cover the costs of the recognition process 🔍 Aim: Ensure that skills match jobs - don't waste talent. |
🌍 Promoting education, training and integration Current challenge: Language and cultural barriers slow down integration What is needed: - Free language courses before and after arrival - Cultural orientation and mentoring programmes in the workplace - Employer-funded vocational training with incentives - Improved housing support, provided by joint measures between employers and local authorities - Make residence and work more attractive for international students through clearer opportunities 💡 Goal: Enable long-term inclusion, development and social cohesion. |
Through the Recruit4Tomorrow project, we have expanded the concept of raising awareness about the employment of third-country nationals, as well as the relevant national and European legislation in this area. The project partners are convinced that the results and findings of the project will be a valuable tool for the social partners - both at company and national level - in improving the processes of employment of third-country nationals.
