What changed

Recital 3: (3) In order to facilitate international recruitment and provide opportunities for third-country nationals to work in EU-wide shortage occupations, it is crucial to ensure a welcoming environment and openness to labour migrants as a complementary and mutually beneficial addition to the domestic workforce. ThisThat entails offering to prospective labour migrants a complete package in terms of post-arrival servicesservices, such as integration support, skills development, infrastructure, family reunification, childcare and healthcare, as well as genuine efforts from Member States to counter xenophobic sentiments. ThisIt also involves fostering fair recruitment practices in line with the International Labour Organisation's (ILO) ‘GeneralGeneral principles and operational guidelines for fair recruitment and definitionDefinition of recruitment fees and related costs’costs (ILO(the ‘ILO General Principles and Operational Guidelines on Fair Recruitment).Recruitment’). As part of thisthat package to facilitate international matching, promote fair recruitment practices and strengthen the protection of migrant workers, an EU Talent Pool should be established in the form of a Union-wide platform. ItsParticipation implementationin willthe platform should be mandatory for Member States but its use willshould be voluntary for employers and thirdjobseekers countryfrom nationals.third countries. The platform cancould help bring together and support the matching of profiles of registered jobseekers from third countries residing outside the Union and job vacancies of employers establishedvacancies, inapprenticeship thevacancies Memberand States.trainees…

Recital 4: (4) The Recommendation of the Commission on legal pathways to protection in the EU4 encourages Member States to put in place and support complementary labour pathways for those in need of international protection5. Similar recommendations have also been adopted by the European Parliament.4aParliament, for example the resolution of the European Parliament of 20 May 2021 on new avenues for legal labour migration4a and the resolution of the European Parliament of 25 November 2021 with recommendations to the Commission on legal migration policy and law4b. The EU Talent Pool willwould support the operationalisation of the complementary pathways and legal labour migration. By aligning with the ILO General Principles and Operational Guidelines on Fair Recruitment, the EU Talent Pool would also contributescontribute to achieving the Sustainable Development Goals (SDGs), in particular SDG 8 to promote sustained, inclusive and sustainable economic growth, full and productive employment and decent work for all, and SGD 10 to reduce inequalitiesinequality within and among countries. ThisThat is particularly important as labour migrants face a more precarious situation than EU citizens of the Union in the EuropeanUnion labour market. Special attention should be paid to the situation of female migrant workers who mightcould be more vulnerable in the labour market compared to their male peers. Enhanced information and support services accessible through the EU Talent Pool cancould thus help in upholding safeguards against discrimination of migrant workers in Europe. Simultaneously, the EU Talent Pool is an essential and concrete part of the realization of the European Year of Skills, from which the fourth pillar is about attracting people from outside the EU with the skills needed. / 4a European Parliament resolution of 20 May 2021 on new avenues…work…

Recital 5: (5) Since labour shortageshortages isare a Union-wide problem, it would benefit from a strategic and unified approach.approach is required in order to address them. To make use of economies of scale and enable the sharing of best practices, the EUall TalentMember PoolStates should beparticipate implementedin bythe allEU MemberTalent States.Pool. EU-wide implementation willwould also contribute to more predictability and legal certainty for both jobseekers and employers. The EU Talent Pool should aim at supporting Member States to address existing and future skills and labour shortages via the recruitment of third country nationals to the extent the activation of the domestic workforce and intra-EU mobility are not sufficient to achieve this objective. To this end, complementarity and interoperability with existing national initiatives and platforms willshould be ensured, while not replacing existing national structures. Member States’ specific needs should be taken into account in the development of the EU Talent Pool in order to ensure the most successful implementation possible by, for example, not affecting Member States' competence to determine the volumes of admission ofthird-country thirdnationals countryto nationalsbe comingadmitted tofor work.employment Hence,purposes. ‘Talent’ is an encompassing term referring to the entire range of skills that might be needed by the Member States’ labour markets. Since a concentrated focus on highly skilled persons risks aggravating the labour shortage,shortages by ignoring the actual needs of the Union and the different Member States, the EU Talent Pool is open for all levels of skills.should Atbe theopen sameto time,jobseekers skill…fro…

Recital 13 a (new): (13a) To ensure appropriate handling of personal data in the context of the EU Talent Pool, the European Data Protection Supervisor was consulted in accordance with Article 42 of Regulation (EU) 2018/17258b and delivered an opinion on 9 January 2024. / 8b Regulation (EU) 2018/1725 of the European Parliament and of the Council of 23 October 2018 on the protection of natural persons with regard to the processing of personal data by the Union institutions, bodies, offices and agencies and on the free movement of such data, and repealing Regulation (EC) No 45/2001 and Decision No 1247/2002/EC (OJ L 295, 21.11.2018, p. 39–98, ELI:http://data.europa.eu/eli/reg/2018/1725/oj).

Recital 14: (14) Registering a profile and searching and posting vacancies respectively should be free of charge for both jobseekers from third countries and employers. Registered jobseekers from third countries should have the right to choose from a number of technical options to restrict the access to their personal data, for instance, by restricting access to their contact details. The information on how to apply those options should be made available in a clear, comprehensive and user-friendly manner and in accessible formats for persons with disabilities, respecting the relevant accessibility standards set out in Directive (EU) 2016/2102 and the relevant accessibility requirements for services set out in Annex I to Directive (EU) 2019/882. Profiles of registered jobseekers from third countries and employers participating in the EU Talent Pool IT platform that have not been used for a period of one year should be automatically removed in order to enhance safeguards for the protection of personal data and avoid making the IT system too rigid. When profiles are removed, a limited set of anonymised data could continue to be stored for research and statistical purposes including for the purpose of production and quality of European statistics.

Recital 14: (14)16: Registering(16) aThe profileEU asTalent wellPool asshould searchingcontribute andto postingthe vacanciesobjective respectivelyof shoulddiscouraging beirregular freemigration ofincluding chargeby forfacilitating bothaccess jobseekersto andexisting employers.legal Registeredpathways. jobseekersJobseekers from third countries should havewho theare rightsubject to choosea fromjudicial aor numberadministrative ofdecision technicalrefusing optionsthe toentry restrictor thestay accessin toa theirMember personalState data,or foran instance,entry byban restrictingin accessaccordance towith theirDirective contact2008/115/EC details.of Profilesthe European Parliament and of registeredthe jobseekersCouncil11 from, thirdshould countriesnot andbe employersallowed participatingto register their profiles in the EU Talent Pool IT platformplatform, given that havethey will not beenbe usedpermitted to enter and stay in the Union for a certain period of onetime. yearTo this end, jobseekers from third countries should be automaticallyrequired, removedwhen registering their profiles in orderthe EU Talent Pool, to enhancedeclare safeguardsthat forthey theare protectionnot ofcurrently personalsubject datato anda avoidingrefusal makingof theentry ITor systemstay tooin rigid.a WhenMember profilesState areor removed,an aentry limitedban setto the territory of anonymisedthe dataUnion. couldInformation continueshould toalso be storedprovided foron researchthe andconsequences statisticalfor purposesmaking includinga forfalse thedeclaration purposein ofthis productionrespect. andAs qualitysoon ofas Europeana statistics.jobseeker Thefrom informationa onthird howcountry toand applyan theseemployer optionshave shouldmatched, bethe maderelevant availableEU inTalent aPool clear,National comprehensive,Contact user-friendlyPoint mannershould, andat accessibleits formatsrequest, forbe personsprovided with disabilitiesinformation respectingfrom the relevant accessibilitySchengen requirementsInformation asSystem establishedfor inthe Directivepurpose 2016/2102of onverifying the accessibilityaccuracy of the websitesdeclaration andmade mobileby applicationsthe ofjobseeker. publicWhere sectorit bodiesis asdiscovered wellthat asa thejobseeker accessibilityfrom requirementsa forthird servicescountry setis subject to a judicial or administrative decision refusing his or her entry or stay in Annexa IMember toState or an entry ban in accordance with Directive (EU)2008/115/EC 2019/882.of the European Parliament and of…

Recital 16: (16) The EU Talent Pool should contribute to the objective of discouraging irregular migration including by facilitating access to existing legal pathways. Jobseekers from third countries who are subject to a judicial or administrative decision refusing the entry or stay in a Member State or an entry ban in accordance with Directive 2008/115/EC of the European Parliament and of the Council11 , should not be allowed to register their profiles in the EU Talent Pool IT platform, given that they will not be permitted to enter and stay in the Union for the time being. To this end, jobseekers from third countries should be required, when registering their profiles in the EU Talent Pool, to declare that they are not currently subject to a refusal of entry or stay in a Member State or an entry ban to the territory of the Union. Information should also be provided on the consequences for making a false declaration in this respect. As soon as a jobseeker and an employer have matched, the relevant National Contact Point may, on request and for the purpose of verification of the accuracy of the above declaration by the jobseeker, be given information from the Schengen Information System. In case of the jobseeker being subject to a judicial or administrative decision refusing the entry or stay in a Member State or an entry ban in accordance with Directive 2008/115/EC, the National Contact Point should communicate this to the EU Talent Pool Secretariat, which in turn should remove the prof…

Recital 16 a (new): (16a) In accordance with the principle of proportionality and in order to foster fair recruitment, an employers’ participation in the EU Talent Pool IT platform should also be subject to certain conditions. On registering, employers should be required to provide their contact details, including their company registration number, and a copy of the criminal record check of the natural persons in charge of the company. The EU Talent Pool National Contact Point should also require employers to participate in an information session regarding fair recruitment and international labour standards. Following their participation in that session, the employer should be offered the possibility to take part in additional information sessions and workshops on fair recruitment organised by the EU Talent Pool National Contact Point. Employers should be able to post on their profile the fact that they have completed such additional workshops as a means to demonstrate to potential employees that they are commitment to fair recruitment and decent working conditions. The completion of additional workshops on fair recruitment should also help the employer gain more visibility on the EU Talent Pool IT platform through the automated matching system. Before admitting their profile into the system, EU Talent Pool National Contact Points should screen employers established in the Member State that designated them based on all available information.

Recital 16 a (new): (16a) In accordance with the principle of proportionality and in order to foster fair recruitment, an employer’s participation in the EU Talent Pool IT platform should also be subject to certain conditions. Upon registration, employers should be required to provide their contact details, including their company registration number, and a criminal record check or police information check of the natural person(s) in charge of the company. Employers should also be required by the National Contact Point to participate in an information session regarding fair recruitment and international labour standards. After completion of this session, the employer should be offered the possibility to take part in additional information sessions and workshops on fair recruitment organized by the National Contact Point. The employer should be able to post on their profile the completion of additional workshops in this regard, as a means to demonstrate towards potential employees their commitment to fair recruitment and decent working conditions. The completion of additional workshops on fair recruitment should also help the employer gain more visibility on the EU Talent Pool IT platform through the automated matching system. Before admitting their profile into the system, National Contact Points should perform a screening process of the employer based on all available information.

Recital 16 b (new): (16b) Where a breach by an employer of the relevant law and practice referred to in this Regulation is notified to the EU Talent Pool National Contact Points by the relevant national authorities responsible for enforcing that relevant law and practice, the employer’s access to the EU Talent Pool should be suspended and their job vacancies should be removed. The suspension should be lifted without delay once the relevant national authorities have notified the EU Talent Pool National Contact Points of the fact that the breach of the relevant law and practice has been remedied or once the employer concerned has demonstrated that it has been remedied. In the event of a breach of Directive 2009/52/EC1a or (EU) 2024/17121b of the European Parliament and of the Council, the employer should be suspended from the EU Talent Pool indefinitely. / 1a Directive 2009/52/EC of the European Parliament and of the Council of 18 June 2009 providing for minimum standards on sanctions and measures against employers of illegally staying third-country nationals(OJ L 168, 30.6.2009, p. 24, ELI: http://data.europa.eu/eli/dir/2009/52/oj). / 1b Directive (EU) 2024/1712 of the European Parliament and of the Council of 13 June 2024 amending Directive 2011/36/EU on preventing and combating trafficking in human beings and protecting its victims (OJ L, 2024/1712, 24.6.2024, ELI: http://data.europa.eu/eli/dir/2024/1712/oj).

Recital 16 b (new): (16b) In the case of an employer’s breach of the relevant law and practice referred to in Article 13(3) which is notified to the EU Talent Pool National Contact Points by the relevant national authorities responsible for enforcing the relevant law and practice in accordance with Article 13(6) of this Regulation, the employer’s access to the EU Talent Pool should be suspended and their vacancies should be removed. The suspension should be revoked without delay once the relevant national authorities have notified the EU Talent Pool National Contact Points, or the employer concerned has demonstrated, that the breach of the relevant law and practice pursuant to Article 13(3) has been remedied. In cases of breaches of the Directive 2009/52/EC of the European Parliament and of the Council or the (EU) .../... [Antitrafficking Directive 2022/0426(COD)], the employer should be suspended from the EU Talent Pool indefinitely.

Recital 17: (17) Jobseekers from third countries wishing to register in the EU Talent Pool should be able to create a profile using the Europass12 profile builder functionality enabling to create a free profile and report the relevant skills, qualifications, and other experiences in one secure online location. The EU Talent Pool should improve access to information on eligibility and selection criteria. Such criteria should be transparent, non-discriminatory and set in a broad way to allow for jobseekers of all skill levels to be admitted. The EU Talent Pool’ automated matching system should have inbuilt safeguards against discrimination or biases. The EU Talent Pool Secretariat should cooperate with stakeholders such as business organisations and organisations working with third-country nationals to raise awareness and enhance the understanding of Europass and its functions.

Recital 17: (17) Jobseekers from third countries wishing to register in the EU Talent Pool should be able to create a profile using the Europass12 profile builder functionality enabling to create a free profile and report the relevant skills, qualifications, and other experiences in one secure online location. The EU Talent Pool should improve access to information on eligibility and selection criteria, which in turn should be transparent, non-discriminatory and defined in a broad way to allow for the admissibility of jobseekers with all skill levels. The automated matching system of the Talent Pool should have inbuilt safeguards against discrimination or biases. The EU Talent Pool Secretariat should cooperate with stakeholders such as business organisations and organisations working with third-country nationals to raise awareness and enhance the understanding of Europass and its functions.

Recital 18: (18) In order to promote the free movement of workers and to speed up recognition procedures, the number of regulated professions remaining in only a few Member States needs to decrease. It is also important to apply a ‘Skills First’ approach when recruiting, taking into account a person’s full set of abilities, competences and qualifications in accordance with the Commission Recommendation of 15 November 2023 on the recognition of qualifications of third-country nationals. That is especially important when it comes to international recruitment, as data shows that third-country nationals are more likely than Union citizens to be overqualified for their job. Nonetheless, where necessary, the recognition of the micro-credentials of registered jobseekers from third countries should be conducted in the Member States upon request of the jobseeker or the employer in accordance with the national law and practices. That recognition should be in line with any relevant international agreements, including Mutual Recognition Arrangements for professional qualifications. Personalised assistance and online information on existing recognition and validation procedures at national level should be provided by the EU Talent Pool National Contact Points and made available in the EU Talent Pool IT platform in a clear, comprehensive and user-friendly manner and in accessible formats for persons with disabilities, respecting the relevant accessibility standards set out in Directive (EU) 2016/2102 …

Recital 18: (18) For the purpose of promoting the free movement of workers and to speed up recognition procedures, the number of regulated professions remaining in only a few Member States needs to decrease. It is also important to apply a ‘Skills First’ approach when recruiting, taking into account a persons’ full set of abilities, competences and qualifications in accordance with Commission Recommendation C(2023) 7700. This is especially important when it comes to international recruitment, as data shows that third country nationals are more likely than Union citizens to be overqualified for their job12a. Nonetheless, where necessary, the recognition of qualifications and validation of skills from formal, non-formal, and informal learning, and qualifications such as vocational education, degrees or specific certificates ('micro-credentials') of registered jobseekers from third countries should be conducted in the Member States upon request of the jobseeker or the employer in accordance with the national law and practices. It should be in line with any relevant international agreements, including Mutual Recognition Arrangements for professional qualifications. Personalised assistance and online information on existing recognition and validation procedures at national level should be provided by the EU Talent Pool National Contact Points and made available in the EU Talent Pool IT platform in a clear, comprehensive, user-friendly manner and accessible formats for persons with disabilitie…

Recital 31: (31) To achieve the objective of this Regulation, the effective implementation of the EU legal migration acquis should be ensured. In addition, to make the recruitment of jobseekers from third countries residing outside the Union easier and faster for employers and to provide a functional link with the national list of EU-wide shortage occupations listedset out in the Annex, Member States should put in place accelerated immigration procedures infor particularregistered asjobseekers regardsfrom thethird obtentioncountries ofrecruited visasto andshortage residenceoccupations permitsand for workregistered purposesjobseekers andfrom third countries who have obtained an ‘EU Talent Partnership pass’ in a partnership in which the exemptionMember fromState has participated. Those procedures should cover the principlereduction of preferencecertain fortime Unionlimits citizensprovided for thein shortageDirectives occupations(EU) identified2024/12331a atand nationalEU) level2021/18831b asof wellthe asEuropean forParliament registeredand jobseekersof fromthe thirdCouncil countriesand havingthe obtainedexemption anfrom ‘EUthe Talentprinciple Partnershipof pass’preference infor aUnion partnershipcitizens. inThose whichprocedures could also cover the Memberobtention Stateof hasvisas participated.for work purposes. Member States mayshould also decide tobe putable into placeapply accelerated immigration procedures forin recruitmentrespect of jobseekers from third countries recruited to occupations not listed in the list of EU-wide shortage occupations list.set out in the Annex. The implementation of accelerated immigration procedures could be discussed in the context of the EU Talent Pool Steering Group, notably in view of supporting the exchange of best practices among Member States. It is also crucial that the EU Talent Pool Steering Group, with the support of the EU Talent Pool Secretariat, conducts labour market forecasts and skills intelligence, for example through the Labour Migration Platform.…

Article 21 – paragraph 1: 1. This Regulation appliesestablishes toan jobseekersEU ofTalent Pool available to all qualificationMember levelsStates in order to: / (a) facilitate the recruitment of jobseekers from third countries residingregardless outsideof thetheir Unionlevel of qualification; and employers/ established(b) promote fair recruitment standards as set out in the MemberILO States.General Principles and Operational Guidelines on Fair Recruitment.

Article 1 – paragraph 2 – point b: (b) the functioning of the EU Talent Pool IT platform and related support services such as accessibility requirements and the provision of information;

Article 2 – paragraph 1: This Regulation applies to jobseekers from third countries regardless of their level of qualification and employers established in the Member States.

Article 4 – paragraph 1 – point 2 a (new): (2a) Third country nationals who have been selected for a job vacancy in the EU Talent Pool shall also benefit from the rights laid down in Article 17, 18 and 19 of this Regulation.

Article 5 – paragraph 1: 1. The EU Talent Pool IT platform for facilitating recruitment of jobseekers from third countries is established. The information on the platform shall be available in all EU languages and fulfil the accessibility requirements in accordance with Directive 2016/2102 and Annex I to Directive (EU) 2019/882.

Article 4 – paragraph 1 – point 5 a (new): (5a) ‘job vacancy’ means a paid post, paid apprenticeship or paid traineeship that is newly created, unoccupied, or about to become vacant for which the employer is taking active steps and is prepared to take further steps to find a suitable candidate from outside the enterprise concerned and which the employer intends to fill either immediately or within a specific period of time.

Article 5 – paragraph 2 – point a: (a) the single coordinated channel enabling Member States to transfer job vacancies, including apprenticeships and traineeships, to the EU Talent Pool database;

Article 5 – paragraph 1: 1. The EU Talent Pool IT platform for facilitating recruitment of jobseekers from third countries is established. The information on the platform shall be provided in all the official languages of the institutions of the Union and comply with the relevant accessibility standards set out in Directive (EU) 2016/2102 and the relevant accessibility requirements for services set out in Annex I to Directive (EU) 2019/882.

Article 5 – paragraph 2 – point a: (a) the single coordinated channel enabling Member States to transfer job vacancies to the EU Talent Pool database;

Article 5 – paragraph 2 –a point(new): f2 aa. (new):The (fEU a)Talent accessPool toIT platform shall contain public information on the functioning of the EU Talent Pool and information onon: / (i) Member States’ proceduresrecruitment regardingprocedures, recruitment,procedures recognitionfor ofrecognising skills and screening procedures,procedures; / (ii) immigration procedures,procedures; / (iii) the rights of third country nationals,nationals; / (iv) redress mechanismsmechanisms; and information/ on(v) living and working conditions in the Member States;States.

Article 6 – paragraph 3: 3. Profiles of registered jobseekers from third countries shall include the name, surname, contact details, date of birth and nationality, information on academic and professional qualifications, work experience, other skills and language knowledge. / Profiles of employers registeredparticipating in the platform shall include the name, surname, contact details, company registration number, sector of activity and a brief description of the employer’s operations. Job vacanciesEU ofTalent employersPool participatingregistered in the EU Talent Poolplatform shall include informationthe onemployer’s thename placeand, andin the typecase of work,natural workingpersons, hourssurname, ascontact welldetails, ascompany theregistration durationnumber and sector of employmentactivity and other relevanta workingbrief conditions,description includingof the applicable remunerationemployer’s practices.operations.

Article 6 – paragraph 8: 8. The data of registered jobseekers from third countries shall be accessible only to employers participating in the EU Talent Pool, and to the EU Talent Pool National Contact Points. The data of employers participating in the EU Talent Pool shall be accessible to registered jobseekers from third countries, and to the EU Talent Pool National Contact Points. Data processing for the purposesProcessing of searching and matching should notthe requirespecial processingcategories anyof personal data referred to in Article 9 of Regulation (EU) 2016/679 and Article 10 of Regulation (EU) 2018/1725.2018/1725 for the purpose of searching and matching shall be prohibited.

Article 8 – paragraph 2 – point f a (new): (fa) coordinating the information received from EU Talent Pool National Contact Points on the employersemployers’ adherence to the ILO General Principles and Operational Guidelines on Fair Recruitment.

Article 9 – paragraph 1 – point d b (new): (db) cooperating with authorities and stakeholders in third countries to support the implementation of Talent Partnerships and develop measures to prevent brain drain, as welldrain asand conducting labour market forecasts which could also serve as basis for future Talent Partnerships.forecasts.

Article 9 – paragraph 4 a (new): 4a. Experts from Union bodies, offices and agencies and international organisations may also be invited to attend the meetings of the Steering Group to present their views. Such stakeholders can include, but are not limited to, the European Labour Authority (ELA), the Centre for the Development of Vocational Training (CEDEFOP), the European Training Foundation (ETF), the International Labour Organisation (ILO), the International Organisation for Migration (IOM) as well as local and regional authorities from the Member States.

Article 10 – paragraph 2 – subparagraph 1 a (new): The suspension referred to in paragraph 2, point (e), of this Article shall be revokedlifted without delay once the relevant national authorities have notified the EU Talent Pool National Contact Points,Points orof the employer concerned has demonstrated,fact that the breach of the relevant law and practice pursuanthas tobeen Articleremedied 13(3)or once the employer concerned has demonstrated that it has been remedied. In casesthe event of breachesa ofbreach theof Directive 2009/52/EC and of theor Directive (EU) .../... [Antitrafficking Directive 2022/0426(COD)],2024/1712, the employer shall be suspended from the EU Talent Pool indefinitely.

Article 11 – paragraph 2 a (new): 2a. As soon as a jobseeker and an employer have been matched in accordance with theArticle provisions16, setat outthe inrequest Articleof 16the ofrelevant thisEU Regulation,Talent thePool National Contact PointPoint, may,the onrelevant requestnational andcompetent authority shall provide it with information from the Schengen Information System for the purpose of verification ofverifying the accuracy of the above declaration byof the jobseeker,jobseeker bereferred givento informationin fromparagraph the2 Schengenof Informationthis System.Article.

Article 11 – paragraph 2 b (new): 2b. InWhere caseit ofis thediscovered that a jobseeker beingfrom a third country is subject to a decision or ban as referred to in paragraph 22, ofthe thisEU Article,Talent thePool National Contact Point shall communicate thisthat fact to the EU Talent Pool Secretariat,Secretariat. whichThe EU Talent Pool Secretariat shall in turn remove thethat jobseeker’s profile from the EU Talent Pool IT platform.

Article 11 – paragraph 2 c (new): 2c. By derogation from paragraph 2b),Where a jobseeker may,decision afteror theban expirationas ofreferred theto judicialin orparagraph administrative2 decisionno refusinglonger theirapplies entryto ora stayjobseeker infrom a Memberthird Statecountry, orthat anjobseeker entrymay bancreate ina accordancenew withprofile thein abovementionedorder Directive,to lodgeregister aon newthe requestEU toTalent registerPool aIT profile.platform.

Article 11 – paragraph 2 d (new): 2d. NotwithstandingPersons paragraphswho 1have tobeen 2c),convicted personsof convictedan foroffence offencesas laid down in Directive (EU) 2017/541 or of any other offencesoffence constituting or involving a threat to the national security of a Member State shall not, in any case,not be able to register as jobseekers inon the EU Talent Pool.Pool IT platform.

Article 11 – paragraph 4 a (new): 4a. Upon their registrationregistering in the EU Talent Pool IT platform, jobseekers from third countries shall be offered the possibility to participate in an information session on their labour rights in the context of the platform, as wellplatform asand in the context of recruitment by an employer of a Member State. ThisThat session shall include information on how to lodge a complaint in accordance with Article 18as andreferred shallto bein organisedArticle by18. theThe EU Talent Pool SecretariatSecretariat, with the support of National Contact Points.Points, shall organise such information sessions.

Article 13 – paragraph 1 a (new): 1a. Employers wishing to be visible and to post their job vacancies on the EU Talent Pool IT platform shall registerbe able to create a profile indicatingcontaining theirthe name,information surname,referred contactto details,in sectorArticle of6(3), activity,second subparagraph, an extract from the national business register,register arelating criminalto recordthem, checkand ora policecopy informationof the criminal record check of the natural person(s)persons in charge of the company and a briefcompany. descriptionEU ofTalent thePool employer’sNational operations.Contact EmployersPoints shall alsorequire beemployers requiredparticipating byin the NationalEU ContactTalent PointPool to participate in an information session regarding fair recruitment and international labour standards. UponFollowing their participation in the information session, the employers shall sign a pledge to adhere to the ILO General Principles and Operational Guidelines on Fair Recruitment.

Article 13 – paragraph 1 b (new): 1b. In addition to participating in the mandatoryinformation trainingsession referred to in paragraph 1 of this Article,1a, employers shall have the possibility to participate in additional training on fair recruitment,recruitment. which,On uponcompletion completion,of shallsuch makeadditional theirtraining, those employers’ job vacancies shall gain higher visibility on the EU Talent Pool IT platform through the automated matching system. Employers shall also gain higher visibility on the platform by offering jobseekers language training or other relevant skills development during working hours.

Article 13 – paragraph 1 c (new): 1c. TheEU Talent Pool National Contact PointPoints shall screen all employers established in the Member State that designated them and the information submitted informationby them before admittingpublishing their profile toon the EU Talent Pool IT platform.

Article 13 – paragraph 1 d (new): 1d. Employers registeredparticipating in the EU Talent Pool may request the EU Talent Pool National Contact Point in the Member State wherein which they are established to transfer their job vacancies to the EU Talent Pool IT platform. TheJob vacancies shall at least include information on the place and the type of work, the duration of employmentemployment, andthe working hourshours, asthe wellrelevant asworking conditions and information on remuneration.remuneration, Itincluding the applicable remuneration practices. They shall also clearly state that no recruitment feesjobseekers orfrom relatedthird costscountries will be charged fromno therecruitment jobseeker.fees or related costs.

Article 19 – paragraph 1: 1. To allow for a faster recruitment of registered jobseekers from third countries, Member States shall put in place accelerated immigration procedures for the shortageregistered occupationsjobseekers listedfrom inthird theircountries nationalrecruited listto asshortage welloccupations asand for registered jobseekers from third countries havingwho have obtained an ‘EU Talent Partnership pass’ in a partnership in which the Member State has participated. Information on thesethose accelerated procedures shall be duly communicated and made available both to employers and to jobseekers infrom third countries at an early stage of the recruitment process.

Article 19 – paragraph 2 –a subparagraph(new): 12a. aMember (new):States Inmay additiondecide to apply the accelerated immigration procedures referred to in paragraphs (1) and (2), Member Statesparagraph may1 toin putrespect inof placeindividual acceleratedjobseekers immigrationfrom proceduresthird forcountries individualwho jobseekerswere previously admittedrecruited to a job through the EU Talent Pool.

Article 19 a (new): Article 19a / Third country nationals who have been selected for a job vacancy in the EU Talent Pool shall also benefit from the rights laid down in Articles 17, 18 and 19.

Article 20 – paragraph 1 – point f a (new): (fa) Thethe number of declined applications toprofiles registerremoved infrom the EU Talent Pool IT Platform, as set outplatform inunder Article 11.11(2b);