With approximately 300 million migrants worldwide[1], it is not surprising that the topic of migration is as interesting today as it was some 200 years ago, when the first Romanians left the port of Constanta for the United States of America (USA) in search of new opportunities. For centuries, European states have been both countries of origin and destination for international migration. The phenomenon of migration reflects the political, economic and social dynamics of the time, bringing with it changes both in the lives of people who choose this path and in the lives of the communities where they decide to settle. But what is the defining element that significantly contributes to the decision of those who decide to leave their country in favor of another? Why USA and not Japan? Is there a quantitative argument by which we can measure the degree of compatibility of those who choose to leave their country with the society, its norms and values ​​and the labor market of the country of destination? Is it possible to measure the degree of its integration into the society and companies of the country of destination?

These are the questions I have been asking myself for the past ten years as the representative of the International Organization for Migration in Romania, managing a significant portfolio of projects aimed at the integration of foreign nationals from non-European Union (EU) countries into the Romanian language. society. Identifying sustainable solutions to promote the socio-economic adjustment of those who decide to migrate to EU member states and in particular to Romania is the responsibility of many institutions and organizations, as well as the responsibility of those who decide to emigrate, as well as the community in which they settle down Working every day with people of different nationalities, with the most diverse socio-economic profiles, who have decided to settle in Romania, I have noticed that some people feel comfortable in the community where they live, while others believe that from the very beginning of the months or to other destinations , or return home as soon as their employment contract ends. In this dynamic, I felt that finding answers to these questions based on empirical evidence told me that the result of the research would not only bring me professional satisfaction, but also help people, states and governments to promote socio-economic cohesion for the benefit of all parties involved.

Migration is a quintessential selective phenomenon (Sandu, 2018), those who decide to migrate have certain characteristics that contribute to territorial mobility (for example, a certain level of education, a certain qualification or belonging to a certain age category). However, we can talk about selectivity in the case of destination countries as well, they use different public policies aimed at attracting and retaining only certain categories of people, and migration is seen in many highly industrialized societies as a panacea for labor shortages in certain sectors or for increasingly demographic aging, which they face. While there is a “demand” for foreign labor in highly industrialized societies and a “supply” of labor in many developed LDCs, supply and demand do not always match, or when they do, the results are not always what you expect. . Practical experience shows that certain models of employment and integration are more successful than others, Canada in this sense is a model of good practice and ranks first in the list of countries that promote rapid integration in the labor market, non-discrimination. and acquiring a healthy sense of membership (MIPEX, 2015).

But what makes Canada a model of good practice, according to the author, is not that it uses a points system that gives preference to certain categories of migrants, but that this model is based on a proactive approach to identifying labor needs. . Canadian regional governments analyze market needs, communicate with representatives of the private sector, actively interact with countries of origin and, no less important, promote a unique model of migrant integration into Canadian society.

Given the cultural diversity of the 27 EU member states, it is hard to believe that any migrant worker will easily adapt to any of their labor markets. Is it possible to filter social skills and professional competences, on the basis of which an indicator can be built to measure and determine the compatibility between the society of origin and the society of destination? Such an indicator, which takes into account aspects such as educational, economic, historical or cultural, could contribute to the social and economic integration of migrants into the destination society, prevent their social alienation and increase labor productivity.

Based on these dimensions, the development of a gradient of labor market integration which will create a conceptual model interstate socio-economic compatibility with the impact on the labor market of migrant workers in the EU member states will help both migrant workers and the companies where they have to work. Understanding the mechanisms that contribute to the compatibility of behaviour, values ​​and social attitudes under the influence of migration, both from the point of view of the society of origin and the country of destination, can underlie a number of measures and policies that contribute to: promoting social inclusion among migrant workers, increasing competitiveness both at the individual and sectoral levels, reducing the potential socio-economic differences associated with the process of community integration, increasing the level of acceptance and reducing the degree of risk of conflict between the migrant worker and the host community.

Ensuring access to the necessary human resources at the right time and in an efficient way is the goal of employers working in various sectors of the economy, both in the EU countries and in most developed economies or developing countries. When managed effectively, the supply of migrant workers matches national demand, creating economic productivity and bringing added value and comparative advantage to both the employer and the host community. Although the initial assessment shows that the EU member states are an attractive destination for migrant workers, only a few countries have a proactive approach to international employment, generally by implementing bilateral cooperation programs with the migrant workers’ countries of origin.

The theoretical premise is that migration is a complex social phenomenon (Alba and Nee 1997, Bleahu 2004, Brettel and Sargent 2006, Sandu 2010, Cerna and Czaika 2016), a phenomenon that includes the process of resocialization of the migrant in the destination society, but also the process of adaptation of this society as a result of the integration of newcomers (Black, 1982; White et al., 2008; Wong, 2000). Based on the premise that integration is achieved more easily in a context where there is compatibility between the cultural and historical parameters, the education system and the economic structure between origin and destination, we can argue that the greater the degree of compatibility between the country of origin and destination is carried out on several levels, the a shorter period is necessary for the integration of migrant workers in the labor market of the country of destination. In this sense, to measure this multi-level compatibility, we propose to use integration gradient in the labor market labor migrants.

It is obvious that human mobility is not reduced only to the socio-economic formula, but we can consider that the choice of Italy or Spain as the main countries of destination by the majority of Romanian citizens who decided to work across the border, to the detriment of other countries, has a significant connection with the integration gradient in the labor market and in the host society.

Historical analysis of the process of cooperation between countries of origin and countries of destination is also relevant for a contextual understanding of the conceptual model of interstate socio-economic compatibility with an impact on the labor market. Initial analysis shows that European states were the first in the world to enter into bilateral labor mobility agreements, with the first such agreement being signed in 1904 between France and Italy (Wickramasekara 2015). In the post-World War II period, these agreements can be grouped into three categories:

• In the period 1945-1973, they were used to attract labor from Eastern and Southern Europe, as well as from North Africa for the reconstruction of European states;
• In the period 1974-1989, relatively few bilateral agreements were concluded, a possible reason for this was the economic stagnation recorded in the 1970s;
• With the end of the Cold War and the emergence of a new era of globalization, the ratification of bilateral agreements accelerated in the 1990s and early 2000s. During this period, countries in the Middle East and Asia played a significant role, becoming both countries of origin as well as countries of destination (Chilton, Posner 2017).

The first analysis carried out in this regard shows that in the globalized market, the relationship between the demand and the supply of jobs has several problems that require comprehensive solutions. Depending on the needs identified in different sectors of the economy, EU Member States can introduce a wide range of measures to have access to human capital that meets their needs. As the demands and expectations of the workforce differ from person to person, from employer to employer and from country to country, they have multiple impacts on: individual productivity, existing labor market prospects and local community perceptions in the medium and long term, job retention, ability to attract new qualified employees and, in general, to increase economic competitiveness.

The recruitment efforts of EU member states’ governments, although difficult, are only part of the process of creating a sustainable and integrable workforce in destination countries. Focusing on specific characteristics of third-country workers, their admission process, or simplifying the admission procedure is not enough to attract the workforce or to ensure their successful integration. Destination countries can support socio-economic integration by creating favorable conditions both in the labor market and in society in general. In fact, what Canada promotes in its international recruitment campaigns focuses primarily on living standards, Canadian values, respect for human rights, combating all forms of discrimination, promoting tolerance and diversity, and less on job offers. – Read the entire article and comment on Contributors.ro