Portugal in 2025. How Inbound Labor Migration Is Supporting Economic Resilience

Portugal is seeing a historic shift: foreign labor has become a lifeline for sectors struggling to fill vacancies and support an aging population. With systemic reforms, digital integration platforms, and evolving public sentiment, inbound migration is repositioning Portugal as a destination for talent, essential front-line professions in construction, tourism, logistics, agriculture, and healthcare.

The Scale of Foreign Workforce Growth.

• In 2023, 329,000 new residence permits were issued boosting the registered foreign population to over 1.29 million. Nearly 1.55 million by late 2024, the equivalent of 14–16% of the national population.
• The number of foreign workers in formal employment rose from roughly 166,000 in 2017 to 534,000 by 2022; by 2023 it grew further to nearly 495,000, representing a nine fold increase over the past decade.
• As of mid‑2024, foreign workers made up about 17.4% of employees, with net hiring rates for migrants significantly higher than those for Portuguese nationals, especially in agriculture, construction, hospitality, and administrative services.

Economic Contribution & Public Services.

• Migrants injected €3.65 billion into the social security system in 2024 (about 12% of total contributions), supporting around 17% of pension payouts overall.
• A recent public survey revealed that 68% of Portuguese citizens see migrants as essential for the economy, particularly in sectors where domestic labor is scarce.

Key Sectors Driving Demand.

• Construction and civil works: labor shortages persist in both Lisbon and Porto regions.
• Tourism and hospitality: foreign staff fills critical roles in Eat & Drink and hotel services, especially in Algarve and Lisbon.
• Agriculture: some rural areas, such as Odemira, rely heavily on migrant labor — foreigners comprised up to 76% of income-earning agricultural workers in 2023.
• Logistics and warehousing: demand has surged, particularly for warehouse operators and last-mile delivery personnel.
• Healthcare: over 6,000 foreign nurses and doctors work in Portugal as of 2024, helping ease staffing gaps in public and private systems.

Legal Changes and Institutional Adaptation.

• In 2023, SEF (immigration and border service) was replaced by AIMA, consolidating migration, integration, and asylum processes. Permit backlogs reaching 300,000–450,000 were extended automatically through June 2025 to avoid legal gaps.
• New migration legislation introduced a six-month job-seeker visa, removal of quotas, and a digital application portal. CPLP‑country citizens (Brazil, Angola, Mozambique, etc.) enjoy simplified residence permits, often approved within 72 hours.

“Portugal has shifted from competing in lifestyle-based recruitment to building a functioning labor supply system. Sectors like hospitality and agriculture depend on reliable workers, which demands transparency in permits, contracts, and integration support,” says Jon Purizhansky, CEO of Joblio.

“The challenge now is to reduce under‑employment. Many foreign residents are skilled, yet end up in low‑paid or precarious roles. Good migration systems should unlock that potential,” adds Jon Purizhansky.

Public concern over perceived over-permissive migration is balanced by acknowledgement that certain industries simply cannot function without foreign labor. Cohesive inclusion programs in municipalities produce more favorable views where contact between communities is fostered.

Portugal’s demographic trajectory, declining birth rates and aging population, means that migration is more than a temporary fix. It’s a structural necessity to sustain economic growth. The migration Action Plan of 2024 outlines 41 measures to streamline permit processing, accelerate digital applications, and expand integration programming.

Challenges remain: underemployment, housing pressure, and public tensions in urban hotspots like Lisbon, where gentrification linked to remote workers and non-habitual tax residents has drawn criticism. But Portuguese authorities are seeking to balance growth and inclusion through targeted reforms and community engagement.

Jon Purizhansky notes: “Portugal must approach inbound migration as an inbound labor with all that entails in terms of rights, oversight, training, and dignity.”

Portugal’s transition is ongoing from a country of return migration and expatriate appeal to one heavily reliant on foreign labor in foundational industries. The country remains attractive for migrants, especially from CPLP nations. But retaining and raising the quality of that labor depends on integration systems that match economic ambition with social cohesion.

Originally Posted: https://jonpurizhansky.medium.com/portugal-in-2025-how-inbound-labor-migration-is-supporting-economic-resilience-a8048ae1747a

Which Sectors Need Immigrant Workers the Most in 2025?

As the European Union enters 2025, its job market continues to transform due to demographic shifts, technological advancements, and changing economic demands. Many sectors face labor shortages, and employers are turning to immigrant workers to fill these gaps. From healthcare to construction and IT, foreign talent is playing a key role in keeping industries functional and competitive.

With recent statistics highlighting workforce shortages across multiple EU countries, the demand for skilled and unskilled labor is increasing. Immigration policies and hiring platforms like Joblio are helping to streamline the recruitment process, ensuring a smooth transition for workers and employers alike.

Sectors with the Highest Demand for Immigrant Workers

1. Healthcare and Elderly Care

An aging population across the EU has led to a growing need for healthcare professionals. Countries like Germany, France, and Italy are seeing shortages in nurses, caregivers, and medical technicians. According to the European Commission, the EU could be short of one million healthcare workers by 2030 if current trends continue.

Foreign professionals from the Philippines, India, and Latin America are increasingly sought after to address these gaps. The demand is highest in hospitals, elderly care facilities, and home care services.

Jon Purizhansky, CEO of Joblio, explains: "The healthcare sector is struggling with shortages due to an aging workforce and increasing demand for services. Immigrant workers are essential to sustaining the industry, but hiring processes need to be more efficient to attract and retain talent.”

2. Technology and IT Services

Europe’s growing digital economy has created a significant demand for software developers, data analysts, cybersecurity experts, and AI specialists. Countries like the Netherlands, Sweden, and Ireland are leading tech hubs, yet struggle to find enough skilled professionals locally.

According to Eurostat, the EU currently lacks 600,000 IT specialists, and this gap is expected to increase as businesses accelerate their digital transformation. Many tech companies are actively recruiting from India, Eastern Europe, and North America to fill these roles.

Jon Purizhansky adds:"The demand for tech professionals continues to outpace supply. Employers need to focus on attracting global talent while ensuring fair and transparent hiring processes. Platforms like Joblio make it easier for companies to connect with the right professionals without unnecessary barriers."

3. Construction and Skilled Trades

The construction sector has long faced labor shortages, particularly in Germany, Belgium, and France. With large infrastructure projects planned across Europe, including green energy initiatives, the need for electricians, welders, and machine operators is higher than ever.

In Germany alone, the Federal Employment Agency reports a shortage of 250,000 skilled construction workers, with employers increasingly hiring from Turkey, Ukraine, and North Africa.

Jon Purizhansky emphasizes the importance of structured hiring in this sector:"Construction is a physically demanding field that relies on experienced professionals. By providing clear employment pathways and ensuring ethical recruitment practices, we can create long-term solutions for labor shortages."

4. Logistics and Transportation

The rise of e-commerce and global supply chain demands have placed pressure on the logistics sector. Europe is facing a severe shortage of truck drivers, warehouse workers, and supply chain specialists. The International Road Transport Union (IRU) estimates that Europe is short of over 400,000 truck drivers, with shortages especially severe in Poland, the UK, and Spain.

With fewer young people entering the profession, companies are recruiting from Southeast Asia, Latin America, and Eastern Europe to keep the logistics industry running efficiently.

5. Hospitality and Tourism

The hospitality sector has rebounded since the pandemic, but many countries, including Spain, Greece, and Portugal, are struggling to fill jobs in hotels, restaurants, and entertainment venues. Many seasonal positions remain vacant, affecting tourism-dependent economies.

To meet demand, businesses are increasingly hiring from North Africa, the Balkans, and South America. Immigration programs and work visa simplifications are expected to make hiring easier in 2025.

The Role of Hiring Platforms in Solving Labor Shortages

As employers struggle to find skilled and unskilled workers, digital hiring platforms like Joblio have emerged as essential tools for connecting global talent with European opportunities.

Joblio offers a transparent and efficient recruitment process that eliminates unnecessary intermediaries. This ensures that workers receive fair wages while employers benefit from direct communication with prospective employees. Joblio helps streamline cross-border hiring, making it easier for both companies and workers to navigate the complexities of immigration and employment laws.

The EU’s job market in 2025 is evolving rapidly, with immigrant workers playing a key role in sustaining essential industries. From healthcare to technology and construction, labor shortages continue to create challenges for employers.

Jon Purizhansky emphasizes that smart hiring strategies and ethical recruitment practices will be necessary to maintain workforce stability in the years ahead. By leveraging platforms like Joblio and improving immigration policies, European businesses can ensure they attract the talent needed to thrive in a competitive global economy. 

Originally Posted: https://vocal.media/journal/the-evolving-job-market-in-the-eu-which-sectors-need-immigrant-workers-the-most-in-2025

EU’s Blue Card Program: A Pathway for Attracting High-Skilled Workers

The European Union’s Blue Card Program is designed to help member states attract highly skilled workers from non-EU countries. As Europe faces a growing skills shortage, particularly in industries like technology, healthcare, and engineering, the Blue Card offers a structured, streamlined path for talented professionals to live and work in the EU. Introduced in 2009, the program has evolved significantly to meet the demands of the modern labor market, offering both workers and employers new opportunities.

The Rise of Talent Demand in Europe

The global labor market is undergoing rapid transformation. With an increasingly digital world, Europe’s demand for high-skilled professionals has never been greater. In 2024, the EU is facing a shortfall of approximately 3 million skilled workers, especially in sectors such as information technology (IT), engineering, healthcare, and natural sciences. While member states have implemented various strategies to close the gap, one of the most significant tools available is the EU Blue Card program.

Data from 2024 shows that Blue Card applications have risen by 15% compared to 2023, reflecting both the increasing demand for skilled talent and the program’s growing popularity. This surge highlights that the program is becoming an essential component of Europe’s immigration strategy, as employers actively seek international talent to fill gaps in critical industries.

Key Features of the EU Blue Card Program

The Blue Card allows highly skilled non-EU workers to live and work in an EU member state, with the opportunity to move between countries after a certain period. The program was designed to simplify the process for employers seeking to hire skilled workers from outside the EU, while also providing benefits for workers, such as the possibility of permanent residency.

Eligibility Criteria

To qualify for the Blue Card, applicants must have a higher education degree or a comparable qualification in a field that is in demand in the EU labor market. They also need a job offer with a salary that meets the minimum threshold set by the host country. In 2024, the salary threshold for the Blue Card typically ranges from €40,000 to €60,000 per year, depending on the country and the industry. However, specific industries such as healthcare and IT may have slightly lower thresholds to accommodate shortages in those fields.

Application Process

Applicants must submit proof of their qualifications, a valid job offer, and an employment contract that satisfies the minimum salary requirement. In most cases, employers must prove that they were unable to find a suitable candidate from the local or EU labor market before hiring a non-EU worker.

Family Reunification

The Blue Card allows workers to bring their family members to live with them in the EU, which is an important benefit for highly skilled workers looking to relocate with their loved ones. This aspect of the Blue Card program helps attract talent who might be hesitant to move alone.

Pathway to Permanent Residency

One of the most attractive features of the Blue Card is the pathway it offers to permanent residency. After holding the Blue Card for a certain period (usually 5 years, though this can vary), holders are eligible to apply for permanent residency in the host country. This provides long-term stability and a clear future for skilled workers looking to establish themselves in Europe.

Benefits for Employers

For employers across the EU, the Blue Card offers a straightforward mechanism to fill skilled positions that might otherwise be left vacant due to talent shortages. Companies can access a global talent pool and attract workers with specialized skills that are in demand but lacking within the EU.

Jon Purizhansky, CEO of Joblio, states: “The Blue Card program provides an invaluable opportunity for companies in the EU to tap into global talent. As businesses increasingly struggle with skill shortages, especially in tech and healthcare, this program helps fill those gaps efficiently and compliantly.”

In addition, the Blue Card offers several benefits to employers:

• 
  
• Access to a Wider Talent Pool: Employers can recruit from countries outside the EU where there is a surplus of qualified professionals.
• 
  
• Simplified Process: The program streamlines the recruitment process by creating a clear path for non-EU workers to obtain employment in Europe.
• 
  
• Employee Retention: Blue Card holders are more likely to stay long-term, as the program provides a pathway to permanent residency, increasing retention rates.

The Blue Card’s Impact on High-Skill Talent Mobility

The Blue Card has also helped increase mobility for skilled workers within the EU. After holding a Blue Card in one EU country for 18 months, workers are eligible to move to another EU country for employment without losing their Blue Card status. This flexibility makes the EU an attractive destination for skilled workers who may want to experience life in different countries without starting the immigration process from scratch each time.

This mobility feature is particularly important in industries like tech, where professionals may seek opportunities to work in a variety of environments and gain international experience. It also provides companies with the ability to access a wider pool of candidates, as workers are no longer limited to a single EU country.

Challenges and Opportunities in 2024

Despite its success, the Blue Card program faces several challenges. One of the key issues is the inconsistent implementation across EU member states. While some countries have adopted the Blue Card with enthusiasm, others have been slower to embrace the program, resulting in uneven access to skilled labor. Countries like Germany, France, and the Netherlands have seen high demand for Blue Card holders, while some Eastern European nations still have untapped potential in attracting skilled workers through the program.

In addition, the high salary thresholds for the Blue Card may limit its appeal to workers in certain sectors or countries where salaries are lower. Although this helps ensure that the program targets highly skilled professionals, it also excludes workers who may have valuable expertise but do not meet the financial criteria.

Despite these challenges, the EU Blue Card remains an essential tool for addressing skill shortages in Europe. As demand for skilled labor continues to rise, the program will likely expand and evolve to meet the needs of both employers and workers.

The Future of the EU Blue Card Program

Looking ahead, the EU is likely to continue refining the Blue Card program to attract top talent from around the world. In 2024, discussions are underway to simplify the application process, reduce salary thresholds in certain sectors, and make the program more accessible to workers from countries with lower levels of income. These changes would open up new opportunities for both employers and non-EU workers.

Jon Purizhansky adds, “The future of the Blue Card looks promising, particularly as the EU continues to face skill shortages in critical industries. For companies, being proactive in utilizing the Blue Card program is key to securing the talent they need for long-term success.”

The EU Blue Card program has proven to be an effective solution for attracting high-skilled talent from outside the European Union. With its streamlined process, benefits for workers and employers, and potential for mobility across EU member states, the Blue Card is a key component of Europe’s strategy to close skill gaps and drive innovation. In 2024, as businesses continue to face challenges in securing top talent, the Blue Card provides a pathway to fill critical positions in sectors that are essential to the region’s economic growth.

By understanding the benefits and challenges of the Blue Card program, employers can make informed decisions about how to utilize this valuable resource. As Jon Purizhansky concludes: “The Blue Card offers a clear and structured way for businesses to thrive in a competitive labor market. With the right tools and knowledge, companies can tap into a global pool of talent to drive their success.”

Originally Posted: https://jonpurizhanskybuffalo.com/eus-blue-card-program-a-pathway-for-attracting-high-skilled-workers/

Navigating Biggest Challenges in Modern World of Work: How Joblio is Making a Difference

The world of work is undergoing profound transformations, driven by technological advancements, globalization, and shifting societal expectations. While these changes bring about opportunities for growth and innovation, they also present significant challenges that impact workers, employers, and economies worldwide. Understanding and addressing these challenges is crucial for creating a more equitable, sustainable, and resilient workforce for the future. In this context, Joblio, a technology-powered social enterprise, is playing a pivotal role in mitigating some of the most pressing issues in the labor market.

 

Automation and Job Displacement

 

One of the most pressing issues is the rise of automation and artificial intelligence (AI), which are fundamentally altering the nature of work. Technologies like robotics and machine learning are increasingly capable of performing tasks that were once the exclusive domain of human labor. While this can lead to increased efficiency and productivity, it also threatens jobs, particularly those involving routine and repetitive tasks. The fear of widespread job displacement is real, as entire industries may see a significant reduction in demand for human workers. This shift necessitates a focus on reskilling and upskilling the workforce to ensure that workers can transition into new roles that leverage their uniquely human capabilities, such as creativity, problem-solving, and emotional intelligence.

 

Workplace Inequality

 

Despite significant strides in promoting diversity and inclusion, workplace inequality remains a persistent problem. Gender, racial, and economic disparities continue to manifest in the form of pay gaps, limited opportunities for career advancement, and systemic discrimination. Women, minorities, and marginalized groups often find themselves underrepresented in leadership positions and high-paying industries. Addressing these inequalities requires comprehensive strategies, including equitable hiring practices, transparent pay structures, and targeted mentorship and development programs aimed at empowering underrepresented groups.

 

The Gig Economy and Job Security

 

The rise of the gig economy has introduced a new level of flexibility into the labor market, allowing workers to take on freelance, part-time, or short-term roles. While this model suits those who value flexibility, it often comes at the cost of job security and benefits. Gig workers are typically classified as independent contractors, which mean they do not receive the same protections as traditional employees. This lack of security extends to areas like healthcare, retirement benefits, and unemployment insurance, leaving gig workers vulnerable to economic instability. As the gig economy continues to expand, it is imperative to develop new policies and protections that ensure these workers are not left behind.

 

Remote Work and Work-Life Balance

 

The COVID-19 pandemic has accelerated the adoption of remote work, offering employees unprecedented flexibility in where and how they work. However, this shift has also brought new challenges, particularly in maintaining a healthy work-life balance. The blurring of boundaries between personal and professional life can lead to burnout, stress, and mental health issues. Employers must recognize the importance of supporting their remote workforce by promoting a culture that values work-life balance, providing mental health resources, and ensuring that remote workers remain engaged and connected to their teams.

 

The Skills Gap

 

As industries evolve, the demand for new skills is growing, but the supply is not keeping pace. This skills gap creates a disconnect between the capabilities of the workforce and the needs of employers, leading to challenges in filling key roles and potential unemployment or underemployment for workers. Addressing the skills gap requires a concerted effort to invest in education and training programs that equip workers with the skills needed for the jobs of the future. Lifelong learning and continuous professional development must become integral parts of career paths to ensure workers remain adaptable and competitive.

 

Globalization and Labor Exploitation

 

Globalization has interconnected economies and opened up new markets, but it has also led to labor exploitation, particularly in developing countries. Companies often seek to minimize costs by outsourcing production to regions with lower labor standards, resulting in poor working conditions, low wages, and a lack of worker protections. To combat this, there is a growing need for stronger enforcement of labor rights, ethical sourcing practices, and corporate accountability. Consumers and investors are increasingly demanding that businesses adhere to higher standards of social responsibility, creating pressure for change.

 

Mental Health and Well-being

 

The growing recognition of mental health as a critical component of overall well-being has highlighted the importance of addressing stress, burnout, and mental health issues in the workplace. The pressures of modern work, coupled with long hours and high expectations, have led to a mental health crisis in many industries. Employers must prioritize the mental health of their employees by fostering supportive work environments, offering access to mental health resources, and promoting a culture that values well-being alongside productivity.

 

Aging Workforce

 

In many developed countries, populations are aging, leading to a shrinking workforce and increased pressure on social safety nets. This demographic shift presents challenges in maintaining productivity and supporting older workers who may face difficulties in adapting to new technologies and work practices. To address this, it is essential to implement policies that support the inclusion of older workers, such as flexible working arrangements, opportunities for retraining, and initiatives that leverage the experience and knowledge of older employees.

 

Climate Change and Sustainability

 

The urgent need to address climate change is reshaping industries and labor markets. The transition to a more sustainable economy is essential but poses challenges for workers in sectors reliant on fossil fuels and traditional practices. Job losses in these industries are a concern, underscoring the need for retraining programs and the creation of new jobs in green industries. At the same time, businesses must adopt sustainable practices that reduce their environmental impact while remaining competitive in a rapidly changing market.

 

Migration and Labor Mobility: Joblio’s Solution

 

Global migration is another critical issue, offering both opportunities and challenges in the world of work. Migrants can fill labor shortages and contribute to economic growth, but they often face significant barriers, including legal restrictions, social discrimination, and economic exploitation. This is where Joblio steps in to make a significant impact.

 

Joblio is specifically designed to address the challenges faced by migrant workers and to create a fairer and more transparent global labor market. The platform connects employers with migrant workers in a way that ensures compliance with labor laws, ethical recruitment practices, and the protection of workers' rights. By providing a transparent and efficient recruitment process, Joblio mitigates the risk of exploitation and ensures that workers are placed in roles that match their skills and experience, while also providing them with the support they need to succeed in their new environments.

 

One of the key initiatives of Joblio is the Applicant Concierge Experience Program (ACE Program). This program is designed to provide comprehensive support to migrant workers throughout the recruitment process and beyond. The ACE Program offers personalized assistance to applicants, guiding them through every step of their journey—from securing employment to integrating into their new communities. This level of support helps to reduce the stress and uncertainty that often accompanies migration, ensuring that workers are fully prepared and supported in their new roles.

 

The ACE Program goes beyond mere job placement by focusing on the well-being and long-term success of migrant workers. It provides resources for language learning, cultural adaptation, and access to essential services, ensuring that workers can thrive in their new environments. By offering this level of care, Joblio not only enhances the experience of migrant workers but also contributes to their upward mobility and long-term integration into the host society.

 

Conclusion

The challenges facing the world of work are complex and multifaceted, requiring coordinated efforts from governments, businesses, and workers themselves. Companies like Joblio are leading the way in addressing some of these critical issues, particularly in the realm of migration and labor mobility. Through innovative initiatives like the Applicant Concierge Experience Program, Joblio is ensuring that migrant workers receive the support they need to succeed, creating a more equitable and sustainable future for all. By providing a platform that ensures fair treatment, ethical recruitment, and comprehensive support, Joblio is helping to create a more inclusive and dynamic global workforce.

Originally Posted: https://medium.com/jon-purizhansky/navigating-biggest-challenges-in-modern-world-of-work-5283779debde

Cross Cultural Employer Employee Relationships

In today’s globalized world, employers in developed countries often find themselves managing a diverse workforce that includes employees from developing countries. The differences in cultural norms, particularly around the concepts of politeness and respect, can create challenges in the workplace.

 

Understanding and addressing these cultural differences is crucial for employers seeking to retain employees, improve overall efficiency, and increase revenues. This essay explores the importance of respect in cross-cultural employer-employee relationships, the failures of the human capital management industry in bridging cultural gaps, and how Joblio.co addresses these challenges through its ACE (Applicant Concierge Experience) Program.

 

In the “Developed West,” the concepts of politeness and respect are often intertwined, sometimes leading to confusion. Politeness typically refers to the use of courteous language and gestures, while respect is a deeper, more profound recognition of another person’s worth and dignity. In societies where money is scarce, such as many developing countries, respect is not just important—it is essential. For many immigrants, labor migrants, and refugees, respect is tied to their sense of identity and self-worth. When respect is absent, it can lead to feelings of alienation and dissatisfaction, which in turn can affect job performance and retention.

 

Understanding respect from the perspective of employees originating from non-Western societies can significantly benefit corporate employers. In many cultures, respect is demonstrated through specific behaviors and attitudes, such as attentive listening, acknowledgment of contributions, and equitable treatment.

Employers who adopt these practices can create a more inclusive and supportive work environment. This approach not only helps in retaining employees but also enhances their job satisfaction and productivity, ultimately leading to higher revenues for the company.

Unfortunately, the human capital management industry has largely failed to bridge the cultural gap between employers in developed countries and their employees from developing nations. This failure is evident in the high attrition rates experienced by European and North American employers. Many companies lack the cultural competency to understand and address the unique needs and expectations of their diverse workforce. As a result, they struggle to maintain a stable and engaged team, leading to increased recruitment and training costs, as well as a loss of institutional knowledge.

Jon Purizhansky, the Founder and CEO of Joblio.co, recognized these challenges and sought to develop a solution. Joblio.co is a global platform that connects employers with vetted, ready-to-work employees from around the world. One of the key components of Joblio’s success is its ACE (Applicant Concierge Experience) Program. This program is designed to support both employers and employees throughout the hiring process and beyond, ensuring that cultural differences are acknowledged and respected.

The ACE Program focuses on three main areas: education, communication, and integration.

Education: Joblio.co provides cultural competency training for employers, helping them understand the cultural backgrounds of their employees. This training includes practical advice on how to demonstrate respect in ways that are meaningful to their employees. By educating employers about the cultural norms and expectations of their workforce, Joblio.co helps to create a more inclusive and respectful workplace.

Communication: Effective communication is essential for bridging cultural gaps. The ACE Program includes language support and translation services, ensuring that employees can understand and communicate effectively with their employers. Joblio.co also encourages open and ongoing dialogue between employers and employees, promoting mutual understanding and respect.

Integration: The ACE Program supports employees in their transition to a new work environment. This includes assistance with housing, transportation, and other logistical needs, as well as social integration activities that help employees feel welcomed and valued. By providing this support, Joblio.co ensures that employees can focus on their work and feel respected in their new environment.

Jon Purizhansky’s vision for Joblio.co goes beyond simply matching employers with employees. He understands that true success in the workplace requires a holistic approach that addresses the cultural and personal needs of employees. By implementing the ACE Program, Joblio.co not only helps employers retain their staff but also enhances the overall efficiency and productivity of their workforce. This, in turn, leads to higher revenues and a more successful business.

In conclusion, respect is a fundamental component of successful cross-cultural employer-employee relationships. Employers in developed countries must recognize and address the cultural differences that exist within their workforce. By understanding respect as it is defined by immigrants, labor migrants, and refugees, employers can create a more inclusive and supportive work environment. The human capital management industry has struggled to bridge these cultural gaps, leading to high attrition rates and decreased efficiency. However, Joblio.co, under the leadership of Jon Purizhansky, offers a solution through its ACE Program. By focusing on education, communication, and integration, Joblio.co helps employers and employees achieve mutual respect and success, ultimately benefiting the company’s bottom line. Respect, when properly understood and implemented, is not just a moral imperative—it is a key driver of business success.

Originally Posted: https://sites.google.com/view/cultural-employer-employee/home

Addressing Labour Shortages in Europe: The Case for Comprehensive Labour Migration Policies

Europe’s labour market is currently experiencing significant imbalances, with acute shortages in sectors such as healthcare, information and communications technology (ICT), and construction. According to the European Labour Authority’s 2023 report, EURES identified 1,764 occupational shortages and 691 surpluses across 29 countries. These disparities highlight the urgent need for comprehensive labour migration policies to effectively address these gaps.

The Need for Comprehensive Labour Migration Policies

A robust labour migration policy can help balance the supply and demand for skilled workers across Europe. By facilitating the movement of workers from regions with labour surpluses to those experiencing shortages, the European Union can create a more balanced labour market. Such policies should streamline visa processes, recognize qualifications across borders, and support the integration of migrant workers into local economies and societies.

The Importance of Ethical Recruitment

Ethical recruitment is crucial for ensuring that the hiring process of migrant workers is fair and transparent. It protects workers from exploitation and ensures they are treated with respect and dignity.

Jon Purizhansky, founder of Joblio, emphasizes that “ethical recruitment is the cornerstone of a sustainable and fair labour market.” By adhering to ethical standards, employers attract skilled workers and contribute to a more just and equitable global labour market.

Defining Ethical Recruitment

Ethical recruitment involves transparent hiring processes, no fees for workers, and compliance with local and international labour laws. It ensures that migrant workers are informed and consenting participants in the migration process.

Purizhansky notes, “Ethical recruitment means treating workers with dignity and respect, ensuring they are informed and consenting participants in the migration process.”

The Role of Know Your Customer (KYC) Procedures

Know Your Customer (KYC) procedures are essential in ethical recruitment, helping to verify the identities and backgrounds of both workers and employers. This helps prevent fraud and exploitation, ensuring that all parties involved are legitimate and trustworthy.

“Implementing KYC procedures is essential to maintaining the integrity of the recruitment process and protecting workers from potential abuse,” says Purizhansky.

The Importance of Non-Immigrant Intent

Maintaining non-immigrant intent among labour migrants is crucial as it ensures that migration benefits both host and home countries. This intent allows workers to gain skills and experience abroad, which they can later contribute to their home economies.

Jon Purizhansky explains, “Encouraging non-immigrant intent among workers helps in the transfer of skills and knowledge back to their home countries, promoting global economic development.”

Joblio: A Potential Solution

Joblio (Joblio.co) offers an innovative solution by providing a transparent and ethical recruitment process for migrant workers. Through its technology-driven approach, Joblio ensures adherence to ethical standards and enhances trust and security in the recruitment process via comprehensive KYC procedures.

“Joblio is committed to revolutionizing the recruitment industry by prioritizing the welfare of workers and ensuring fair practices,” states Purizhansky. By using Joblio, employers can access a reliable pool of skilled workers, and job seekers are assured fair treatment and support throughout their employment journey.

In conclusion, addressing Europe’s labour shortages requires a multifaceted approach that includes comprehensive labour migration policies, ethical recruitment practices, and innovative solutions like Joblio. By prioritizing the rights and welfare of migrant workers, the EU can build a more balanced and sustainable labour market for the future.

For further details, refer to the original report on EURES​ (EURES (EURopean Employment Services))​.

Originally Posted: https://medium.com/jon-purizhansky/addressing-labour-shortages-in-europe-1309db997b32

Pioneering Diversity, Equity, and Inclusion with Visionary Leadership

In the rapidly evolving landscape of employment platforms, www.joblio.co emerges as a beacon of progress under the visionary leadership of its founder, Jon Purizhansky. More than just a job-matching website, Joblio stands out for its commitment to creating an environment that values the unique contributions of every individual.

Guided by a leadership team with remarkable experience and expertise, Joblio.co is proud to have David Arkless, former President of the Manpower Group, serving as its Non-Executive Chairman. With a wealth of knowledge in the employment and staffing industry, Arkless brings invaluable insights to Joblio’s mission of fostering diversity, equity, and inclusion. “David Arkless’s leadership is instrumental in shaping Joblio’s vision to revolutionize the employment landscape,” states Jon Purizhansky.

Adding to the strength of Joblio’s leadership is Michael Reimann, a highly decorated former special agent of the U.S. Department of Homeland Security, who serves as Joblio’s Country Manager for the U.S. Michael Reimann brings a unique perspective to the platform, ensuring a focus on security and safety for all users. “With Michael Reimann at the helm for the U.S., we prioritize creating a secure environment for our users while maintaining our commitment to diversity and inclusion,” emphasizes Jon Purizhansky.

Diversity as a Cornerstone:

Joblio.co, led by the visionary founder Jon Purizhansky and supported by the experienced leadership of David Arkless, recognizes the strength that comes from diversity. “At Joblio, we believe in the power of diverse teams. Diversity fuels innovation, creativity, and success,” affirms Purizhansky. The platform actively encourages employers to foster an inclusive workplace by embracing individuals from various backgrounds, ethnicities, genders, and abilities.

Equity in Opportunities:

Jon Purizhansky’s vision, complemented by David Arkless’s industry expertise, extends to ensuring equity in employment opportunities. “We are committed to providing equal access to job opportunities for all,” says Purizhansky. By promoting fairness, Joblio enables individuals to access job openings based on merit and skills, irrespective of their background.

Inclusive Practices in Recruitment:

Founder Jon Purizhansky, alongside David Arkless’s guidance, emphasizes Joblio’s commitment to inclusive recruitment practices. “We work closely with employers to eliminate biases from the hiring process,” states Purizhansky. This dedication to fairness enhances the overall hiring experience, setting a precedent for creating workplaces that value diversity.

Promoting Equal Opportunities:

In alignment with Jon Purizhansky’s vision and David Arkless’s leadership, Joblio actively supports organizations that prioritize equal opportunities. “Partnering with companies that endorse fair wages, career advancement, and inclusive policies is central to our mission,” notes Purizhansky. This commitment reinforces Joblio’s vision to shape a job market where everyone can access and excel in opportunities that align with their aspirations.

Community Building for Diversity:

Under the guidance of founder Jon Purizhansky, complemented by David Arkless’s leadership, and with Michael Reimann’s commitment to security, Joblio.co transcends being a mere job-matching platform; it’s a community that celebrates diversity. “Through events, webinars, and networking opportunities, we foster connections among individuals and employers who share a commitment to diversity,” emphasizes Purizhansky. These initiatives contribute to the creation of a support system that empowers individuals to thrive in their careers.

Data-Driven Insights for Progress:

Founder Jon Purizhansky, supported by the experienced leadership of David Arkless, ensures that Joblio employs data-driven insights to continually assess and improve its impact on diversity, equity, and inclusion. “Analyzing trends, identifying areas of improvement, and implementing changes based on these insights is integral to our approach,” asserts Purizhansky. This commitment keeps Joblio at the forefront of progressive practices in the employment sector.

The Road Ahead:

As www.joblio.co, guided by the visionary founder Jon Purizhansky and under the experienced leadership of David Arkless, continues to evolve, its commitment to diversity, equity, and inclusion remains unwavering. “We are dedicated to being a catalyst for positive change in the employment landscape,” declares Purizhansky, inspiring other industry players to prioritize and actively contribute to a future where workplaces are characterized by fairness, inclusivity, and equal opportunities.

In conclusion, Joblio.co, led by the visionary founder Jon Purizhansky, with David Arkless’s experienced guidance and Michael Reimann’s commitment to security, stands as a trailblazer in the pursuit of diversity, equity, and inclusion in the workforce. By fostering a culture that values differences, ensures equal opportunities, and actively engages with its community, Joblio sets a high standard for the future of employment platforms—one where every individual’s unique qualities are not just acknowledged but celebrated.

Originally Posted: https://jonpurizhanskybuffalo.com/pioneering-diversity-equity-and-inclusion-with-visionary-leadership/