Attracting Skilled Immigrants: An Overview of Recent Policy Developments in Advanced Countries

Abstract

In this paper we review the policies put in place by the main Western destination countries to attract highly skilled migrants. Two main systems can be identified. On the one hand, employer-driven schemes typically call for the migrant to meet a set of minimum skill requirements and to have a job offer before a work visa can be issued. On the other, employee driven schemes typically do not require a job offer, and instead select the migrant based on a set of characteristics chosen by the policy maker. Employer driven schemes are the dominant policy tool in the sample of countries we consider in the analysis, and only Australia, Canada and New Zealand have made employee-driven schemes the mainstay of their skill selective immigration policy. The preliminary evidence we review suggests that the latter are more effective in increasing the skill level of the immigrant population, and casts doubts on the usefulness of new initiatives like the EU blue card that are still based on an employer driven system. JEL: F 22, J61

Are They Deterred by Welfare? Digging into the Drivers of Highly Skilled Temporary and Long‐term Migrants in Europe

“…This explains the growing European interest in understanding what attracts educated migrants. Some analysts and policymakers value policy innovations to improve the skill composition of migration flows heading to certain countries (Papademetriou et al, 2008;Chaloff and Lemaitre, 2009;Peri, 2009;Czaika and De Haas, 2013;Facchini and Lodigiani, 2014), while others are rather sceptical (Bhagwati and Hanson, 2009). Beyond the policy debate, it is unanimously recognized that the attractiveness of destination economies is a crucial driver of HSM.…”

Prior host-country work experience and immigrant labor market outcomes: evidence from Canada

“…1 In particular, countries use an employer-driven system, a migrant-driven system, or a combination of the two systems (Facchini and Lodigiani 2014). The primary difference between the two systems is that the former requires the applicant for immigration be employed or have a job offer in the host country but the latter typically does not.…”

Population, Migration, Ageing and Health: A Survey

“…The selection process is based on the stipulation of a 'pass rate' and points are attributed based on a set of five main criteria: occupation; work experience; education; destination country language proficiency and age. A second set of criteria might also be used, including: employer nomination/job offer; prior work in the destination country; education obtained in the destination country; settlement stipulations; and presence of close relatives and prior earnings (Facchini and Lodigiani, 2014).…”

“…US H1-B scheme is a well-known example, and the literature has emphasized the role of immigrants admitted through this programme in promoting innovation (Kerr and Lincoln, 2010). As for other destinations less successful in attracting foreign students, such as some continental European countries, the employerdriven model has shown important limits, in particular when it comes to the identification of suitable candidates (Facchini and Lodigiani, 2014).…”

“…To systematically regulate and promote high-skilled migration by allowing access to the EU wide labour market, the European Council has introduced in 2009 a Directive on 'the conditions of entry and residence of third-country nationals for the purpose of highly qualified employment' (Directive 2009/50/EC), but its effect has not yet been thoroughly investigated (Facchini and Lodigiani, 2014).…”