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Promoting fair and ethical recruitment in a digital world

This discussion space has been set up for participants to share their inputs and feedback on the topic of digital recruitment in advance of the webinar. You are invited to respond to the questions below, or pose your own questions to the speakers and presenters.

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Discussion Questions & Comments

International recruitment and artificial intelligence

AI, machine learning and blockchain all have applications in recruitment. What are the safeguards that need to be agreed on, that are particularly relevant in the context of international recruitment?

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Transparency

The role of technology in facilitating international recruitment may become even more critical than it was pre-pandemic. How do you think digitization could help promote institutional transparency and oversight in the recruitment process?

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E-recruitment platforms and good practices

Other than the platforms covered in the webinar, what other examples of government-facilitated platforms on recruitment are you aware of? What are the promising practices of this platform(s) that are important to consider?

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Accessibility of e-recruitment platforms

Many government-facilitated platforms are hampered by the fact that migrant workers cannot or do not want to use them. What can governments and related stakeholders do to design digital solutions in a way that makes them more responsive, accessible and user-friendly to workers?

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thank you to all the panelist for presenting the informative system for the migrant workers from and to your country, do all the system integrated between the stakeholder in government or private sector who dealing with migrant workers or just individually accessing by the migrant workers?

desi riani, thanks for the great question. All four of the platforms that were profiled in the study are integrated between multiple stakeholders. For example, eMigrate is an electronic platform that provides a link between key stakeholders including:

· Multiple government agencies (Protector General of Emigrants (PGE); Protector of Emigrants (PoE); Indian diplomatic missions; Bureau of Immigration; Passport Seva (the passport service));

· Private recruitment agencies

· Employers;

· Workers; and

· Insurance agencies.

Similarly, EURES, MUSANED and the EPS also connect government agencies, private recruitment agencies, works and often employers.

In reply to by desi riani

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What data protection measures are needed to ensure that data and information of stakeholders in particular migrant workers are secure and not compromised in online platforms?  

Tatcee Macabuag thanks for the excellent question. Indeed, data privacy provisions are absolutely critical to ensure that persons with access to the data on an online platform cannot tamper with or use it for other purposes, such as identity theft or selling of a workers’ data to labour recruiters or employers among others. Without safeguards, financial or identity theft is also a risk if databases include bank account or credit card details or other unique identification information. As outlined in a recent report by the ILO (Leveraging technology to enhance labour compliant selection practices and improve job matching) the right to privacy is firmly established in international law and, w...

In reply to by Tatcee Macabuag

Profile picture for user kagan@ilo.org

How can regional consultative processes, such as the Colombo Process (CP), support to better design, implement and deploy technologies for fair and ethical recruitment? In particular the Fostering Ethical Recruitment Practices (FERP) TAWG (Thematic Area Working Group) of the CP?

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Asanga U. Ranasinghe 

Great question.. As a first step, the awareness and capacity of the stakeholders involved in such consultative processes on related technologies must be increased. This will lead to concrete activities being included in agendas and workplans of these processes and working groups to support to better design, implementation  and the deployment of  technology.

In reply to by Asanga U. Ranasinghe

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