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Fair recruitment initiative - For a fee: The business of recruiting Bangladeshi women for domestic work in Jordan and Lebanon

Fair recruitment initiative - For a fee: The business of recruiting Bangladeshi women for domestic work in Jordan and Lebanon

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by IDWFED published Jun 24, 2015 12:00 AM
Contributors: Katharine Jones/ILO
This working paper aims to shed light on the business models of labour recruiters that facilitate the recruitment of women from South Asian countries into domestic work in the Middle East, with a particular focus on Bangladesh, Jordan and Lebanon.

Resource Type

Research reports, working paper

Details

Fair recruitment initiative
For a fee: The business of recruiting Bangladeshi women for domestic work in Jordan and Lebanon

Focusing primarily on Bangladesh, Jordan and Lebanon, the study draws on 126 interviews conducted with key stakeholders, to analyse the recruitment ‘business model’ utilised by private employment agencies specialising on the domestic work sector.

Globally, the international recruitment industry is composed of an increasingly complex web of actors. In order to profit, private employment agencies must devise competitive strategies to generate income greater than the costs of selecting, processing and mobilising people into jobs. Such business models are dynamic and responsive to changes in market demands and skills’ availability.

The study also assesses the influence of national laws, policies and regulations on how private employment agencies conduct their business. By illuminating the factors that guide the actions of private employment agencies, the study aims to inform better policies and interventions to protect migrant domestic workers and eliminate abusive practices.

CONTENTS
1. Introduction
2. Regulating recruitment in Bangladesh, Jordan and Lebanon
3. The labour recruitment business models in Jordan and Lebanon a. Key features of recruitment industries in Jordan and Lebanon
b. Labour recruiter’s competitive strategies i. Selection of ‘migrant origin’ country
ii. Advertising and promoting the recruiter or agency
iii. Personalized ‘job-matching’
iv. End-to-end recruitment
v. Outsourcing recruitment to orgini country recruiters
vi. Advice on the employment relationship
c. Profitability and business risks i. Income and profits
ii. Recruitment business risks
4. The recruitment business model in Bangladesh a. Income and profits
b. Business risks
5. Conclusion

More information:

Contents

URL

http://www.ilo.org/global/publications/working-papers/WCMS_377806/lang--en/index.htm
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