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Facilitating skilled migration for displaced talent to respond to labour market shortages

Across Europe, employers across various industries are facing a shortage in skilled workers they need in the local labour market, as a result of the twin transition and the natural decline of the working-age population, among others.

Globally, there are over 120 million displaced persons, many of whom are highly skilled but do not have full working rights. “Displaced persons” are individuals who have been forced to flee their homes due to conflict, persecution, situations of generalized violence, and/or violations of human rights and who are in need of international protection. Due to their displacement status, they face multiple barriers to employment and to international mobility opportunities.

Bridging these two contexts, the Displaced Talent for Europe (DT4E) initiative connects displaced people in need of international protection in Jordan and Lebanon and other refugee-hosting countries with employers and job opportunities in Europe. This innovative legal labour pathway allows employers in Belgium, France, and Slovakia, to access an extensive pool of untapped talent of over 120,000 profiles. DT4E also works to sustainably integrate displaced talent into the EU labour market by providing tailored support, thereby successfully providing solutions to skills shortages and benefitting both employers and displaced individuals. DT4E supports employers and talents along every step of the process, from sourcing and matching to integration support post-arrival.

Key principles:

DT4E key principles

Over the past three years, we achieved the following results:

DT4E visual

At the DT4E Conference in September 2024, we celebrated these achievements, bringing together European and national stakeholders, employers, policymakers, and, most importantly, the displaced talents themselves. They shared their first-hand experiences with DT4E, highlighting its impact on them and their families. The DT4E success story video was also premiered at the DT4E Conference, to showcase and celebrate the positive impact of this initiative.

DT4E demonstrates a viable solution to labour market challenges and is made possible by strong partnerships with governments, private sector organizations, higher education institutions, and public employment agencies in all participating countries.

Now, more than ever, employers have a unique opportunity to adopt innovative hiring practices that not only address critical talent shortages but also drive a more sustainable and inclusive economy. By partnering with DT4E, your organization can tap into a highly skilled, underutilised talent pool - helping you meet your workforce need while fostering diversity and social impact.

Get involved today to strengthen your workforce and make a positive impact! For more information, check out our information sheets below.

Meet the DT4E Talents!

Questions? Click here to contact us!

Hiring displaced talent as a Belgian employer - FAQ

Immigration procedure

Which type of visa is used in DT4E?

DT4E uses the single permit visa: the single permit combines the residence and work permits and is limited to highly skilled talents and bottleneck professions. The single permit application needs to be submitted by the employer. DT4E will guide and assist the employer throughout the whole procedure. Once the application is accepted, the talent will receive a single permit allowing them to reside and work in the country for more than 90 days.

How long does the procedure take?

The recruitment and matching phase will take up to 3 months. The entire process from job posting to actual first working day will vary from case to case, depending on visa processing times (usually up to 6 months).

Employer responsibilities and support

What are the costs for employers?

The employer is required to cover for:

Fixed costs:

Visa (single permit)
One-way flight ticket to Belgium
Salary according to national legislation

Variable/Optional costs:

Temporary housing (up to 3 months)
Language training
Additional (technical) training

*If possible, DT4E asks the employer to provide up to 3 months of temporary accommodation for the talent. Finding quality housing is difficult for a variety of reasons, so offering temporary accommodation will help ensure a smooth landing in Belgium for the talent."

Does the employer cover the cost for travel for the family members as well?

This is to be discussed with the talent and decided on a case-by-case basis - if the employers have the financial capacity to do so, DT4E highly encourages this.

What are the obligations and commitment that the employer undergoes?

The employer should be committed and transparent throughout the entire procedure. Close cooperation with the DT4E team is required during the entire recruitment process, as well as up to a year after the talent has started working (for example to answer monitoring surveys).

What support is available for employers?

Employers are assisted throughout the whole process- from sourcing and matching, through the visa processing, up until the post-arrival phase. With the support of the international law firm Fragomen, DT4E provides employers with all necessary information for filing the single permit application. Individualized, tailored support can also be provided upon request and for an additional fee. In addition, employers can also benefit from preparatory trainings adapted to their needs, including in particular on intercultural competences and diversity management in the workplace, and ethical recruitment. See the next question for more information and feel free to contact us directly in case of interest.

Which training modules are available for employers?

New IOM offers introductory trainings for employers on intercultural competences, diversity management in the workplace, and ethical recruitment. The training modules are available for companies hiring through the DT4E project as well as for employers that are interested in furthering diversity and inclusion in their organization. The following modules are available and can be adapted to the needs and requirements of employers upon request:

Intercultural competences and communication
Unconscious bias and discrimination
How to create an inclusive workspace
Key elements of diversity management
IRIS standards on ethical recruitment

Feel free to contact IOM directly in case of interest.

Talent preparation and risk management

How are talents prepared for the journey?

The talents follow a three-day pre-departure orientation (PDO) course organized by Fedasil and IOM. In order to address integration aspects at the earliest possible stage of the journey, the PDO sessions help displaced talents to develop practical skills and attitudes that will facilitate their integration in Belgium. The PDO includes 5 modules: exploring Belgium, living in Belgium, settling in Belgium, preparation and travel, and studying and working in Belgium. The last module on studying and working in Belgium includes a brief introduction to intercultural competences and soft skills, to facilitate the talent's adaptation to a new working environment and the Belgian working culture.

On top of that, talents are assisted with the logistical preparation of their relocation (medical checks, travel bookings, visa applications, etc.), and additional training (e.g., language lessons) required for the job can be arranged upon request.

What does the post-arrival orientation from the DT4E team include?

To assist talents in settling in and integrating, IOM and Fedasil offer post-arrival orientation training sessions (one or multiple days). The post-arrival orientation sessions will revolve around the topics of working, living, and integrating in Belgium, with the exact focus to be defined based on the needs of the talents. In addition, more in-depth trainings on intercultural competences, soft skills and adapting to a new work environment could be organized upon request. IOM and its partners also help talents with administrative processes, such as registering with the municipality of residence. Likewise, DT4E encourages companies to monitor these procedures, offer assistance with onboarding, coaching, mentorship, and buddy programs (where available), as well as additional technical and language training. DT4E enjoys strong relationships with governments' integration services and public employment agencies.

How is the talent followed up with upon arrival?

DT4E will ensure that talents have access to the needed psychosocial, legal, administrative and medical support services/ During job placement, a monitoring process is implemented, and regular surveys are conducted to assess the satisfaction of both the talent and the employer. Additional meetings ca be arranged based on the needs expressed by the talents or employers to address any challenges promptly. The follow-up will maximize the chances of durable integration, job placement and retention of each talent.

What if the talent decides to stop the process during pre-departure phase?

From experience (similar pathway created in the UK), this has never happened voluntarily. Talents from the Talent Catalog are highly motivated, and the DT4E team invests in expectation management by carefully informing them about the procedure and related timeline. In the sourcing phase DT4E also makes sure that talents are still available and that they are genuinely interested in the job opportunity.

What if the talent quits after several months on the job?

DT4E is much like any other international hiring process, and the same risks apply. Because of the high competitivity on the labour market, DT4E strongly encourages employers to invest in onboarding and integration services and to properly prepare for the arrival of the new recruit, to ensure retention. The DT4E team can assure that the talents taking part in this programme are highly driven, duly informed, and motivated. Moreover, talents hired in the UK through Talent Beyond Boundaries via similar projects have a 94% retention rate with their sponsoring employer.

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