Improving migration experiences for workers: Recruitment practices along the Bangladesh–Qatar corridor

Abstract

Migrant workers are vulnerable to exploitation by recruiters, particularly if they lack control of official documents, incur recruitment-related debt, and are deceived about working and living conditions prior to the decision to migrate. Efforts to improve conditions for migrant workers include promoting fair recruitment. Fair recruitment implies that migrants are not charged recruitment fees, retain control of official documents, and are fully informed about employment terms before making the decision to migrate. We present findings from an impact evaluation of a recruitment intervention (2017–2020) designed to improve the recruitment process from the sending community to arrival in the destination country along the Bangladesh-Qatar corridor in the construction sector (n = 598). Following an intervention with the recruitment agency, migrants paid less money in recruitment fees and reported feeling less obligation to migrate as compared to conventionally recruited migrants. They also reported working fewer hours, better employment interactions with supervisors, better mental health, less organizational tolerance for abuse at work, and greater interest in migrating again. However, job satisfaction and trust in the employer were higher among conventionally recruited migrants, indicating that conventional recruitment practices may induce post-decision dissonance. Our findings provide evidence that recruitment practices are instrumental in outcomes for prospective migrants and can be improved with a recruiter intervention. We further identify aspects of conventional recruiting practices that entrap migrants. Eliminating recruitment fees and concern with debt, clearly explaining contract terms and pay calculations, and ensuring that migrants control the migration decision diminish the sunk cost effect and post-decision dissonance.