Changes from plenary report to adopted text

RemovedDRAFT EUROPEAN PARLIAMENT LEGISLATIVE RESOLUTION

AddedP10_TA(2026)0058

Removedon the proposal for a regulation of the European Parliament and of the Council establishing an EU talent pool

AddedEU Talent Pool

Removed(COM(2023)0716 – C90413/2023 – 2023/0404(COD))

AddedCommittee on Civil Liberties, Justice and Home Affairs

AddedPE766.973

AddedEuropean Parliament legislative resolution of 10 March 2026 on the proposal for a regulation of the European Parliament and of the Council establishing an EU talent pool (COM(2023)0716 – C9-0413/2023 – 2023/0404(COD))

▸6 unchanged paragraphs

(Ordinary legislative procedure: first reading)

The European Parliament,

– having regard to the Commission proposal to Parliament and the Council (COM(2023)0716),

– having regard to Article 294(2) and Article 79(2), point (a), of the Treaty on the Functioning of the European Union, pursuant to which the Commission submitted the proposal to Parliament (C90413/2023),

– having regard to Article 294(3) of the Treaty on the Functioning of the European Union,

– having regard to the opinion of the European Economic and Social Committee of 25 April 2024,

Added– having regard to the provisional agreement approved by the committee responsible under Rule 75(4) of its Rules of Procedure and the undertaking given by the Council representative by letter of 28 November 2025 to approve Parliament’s position, in accordance with Article 294(4) of the Treaty on the Functioning of the European Union,

▸6 unchanged paragraphs

– having regard to Rule 60 of its Rules of Procedure,

– having regard to the opinions of the Committee on Development, the Committee on Employment and Social Affairs and the Committee on Culture and Education,

– having regard to the report of the Committee on Civil Liberties, Justice and Home Affairs (A10-0045/2025),

1. Adopts its position at first reading hereinafter set out;

2. Calls on the Commission to refer the matter to Parliament again if it replaces, substantially amends or intends to substantially amend its proposal;

3. Instructs its President to forward its position to the Council, the Commission and the national parliaments.

Change 1

RemovedRecital 1: (1) The Union and individual Member States are facing labour shortages in a wide range of sectors and occupations, including in those relevant for the green and digital transitions. Skills of all levels are needed in order to address those shortages. Extensive shortages in construction, healthcare and care, hospitality, transport, agriculture, information and communications technology and in science technology, engineering and mathematics, are long-standing and have been exacerbated by the COVID-19 pandemic and the acceleration of the green and digital transitions. Labour shortages are expected to persist and further aggravate in the light of demographic challenges.

AddedP10_TC1-COD(2023)0404

RemovedRecital 2: (2) Addressing labour shortages requires an ambitious and comprehensive approach at Union and national level, which includes, as a priority, better realising the full potential of workers and jobseekers residing in the Union, particularly those underrepresented in the labour market or in vulnerable situations. That approach could include reskilling and upskilling the existing workforce in accordance with the objectives of the European Year of Skills, facilitating intra-EU labour mobility, including by making better use of Council Directive 2003/109/EC1a, Directive (EU) 2021/1883 of the European Parliament and of the Council1b and the EURES network, as well as improving pay and working conditions and the attractiveness of certain occupations. However, due to the current scale of the labour market shortages and the demographic trends, measures targeting the domestic and Union workforce alone will be insufficient to address existing and future labour and skills shortages. According to Commission estimates, the population of the Union is projected to shrink significantly, from 451 million in 2022 to 406 million in 2050. Furthermore, the number of people of working age is projected to decline even more, from 264 million to 207 million. Therefore, legal and orderly migration is key to complement those actions and must be part of the solution to ensure the quality of welfare systems, competitiveness and sustained economic growth in the Union and to fully support the green and digita…

AddedPosition of the European Parliament adopted at first reading on 10 March 2026 with a view to the adoption of Regulation (EU) 2026/… of the European Parliament and of the Council establishing an EU Talent Pool

RemovedRecital 3: (3) In order to enhance the Union’s attractiveness for talent from third countries, facilitate fair international recruitment, overcome labour and skills shortages and provide opportunities for third-country nationals to work in EU-wide shortage occupations, an EU Talent Pool should be established in the form of a Union-wide platform that brings together and supports the matching of profiles of registered jobseekers from third countries residing outside the Union and job vacancies of participating employers established in the participating Member States.

Added(As an agreement was reached between Parliament and Council, Parliament's position corresponds to the final legislative act, Regulation (EU) 2026/1047.)

RemovedRecital 3 a (new): (3a) The EU Talent Pool should contribute to achieving the United Nations’ Sustainable Development Goals (SDGs), in particular Goal 8 to promote sustained, inclusive and sustainable economic growth, full and productive employment and decent work for all and Goal 10 to reduce inequality within and among countries. The implementation of this Regulation should comply with the principle of policy coherence for development, supporting the achievement of the SDGs in the Union and in third countries, as well as with the European Consensus on Development.

RemovedRecital 4: (4) Commission Recommendation (EU) 2020/13644 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, for example, in the resolution of 20 May 2021 on new avenues for legal labour migration4a and the resolution of 25 November 2021 with recommendations to the Commission on legal migration policy and law4b. The EU Talent Pool could also support the operationalisation of the complementary pathways. / 4a Resolution of the European Parliament of 20 May 2021 on new avenues for legal labour migration (OJ C 15, 12.1.2022, p. 196). / 4b Resolution of the European Parliament of 25 November 2021 with recommendations to the Commission on legal migration policy and law (OJ C 224, 8.6.2022, p. 69).

RemovedRecital 5: (5) The EU Talent Pool should aim at supporting participating Member States to address existing and future skills and labour shortages via the recruitment of third-country nationals in addition to the activation of the domestic workforce and intra-EU mobility in order to achieve that objective. As a voluntary tool to facilitate international recruitment, the EU Talent Pool should offer additional support at Union level to interested Member States. To this end, complementarity and interoperability with existing national initiatives and platforms should be ensured, while not replacing existing national structures. Member States’ specific needs and initiatives should be taken into account in the development of the EU Talent Pool in order to ensure the most successful implementation possible. Hence, ‘talent’ is an encompassing term referring to the entire range of skills, competences and qualifications that might be needed by the Member States’ labour markets.

RemovedRecital 6: (6) The EU Talent Pool aims at providing free of charge services to jobseekers from third countries and to employers that are lawfully established and that genuinely perform substantial economic activities in the participating Member States, including private employment agencies, temporary work agencies and labour market intermediaries as defined by the International Labour Organisation Convention (No 181) concerning Private Employment Agencies of 1997 and Directive 2008/104/EC of the European Parliament and of the Council1a. / 1a Directive 2008/104/EC of the European Parliament and of the Council of 19 November 2008 on temporary agency work (OJ L 327, 5.12.2008, p. 9).

RemovedRecital 7: (7) Strong partnerships and bilateral cooperation with third countries are a precondition for effective migration schemes and facilitate the creation of mutual gains for the Union, its Member States and third countries. The EU Talent Pool should also support the implementation of Talent Partnerships, bilateral arrangements and national frameworks on skills development and validation in a third country, which are one of the key aspects of the external dimension of the Pact on Migration and Asylum6 and are operationalised in line with the communication of the Commission of 27 April 2022 on attracting skills and talent to the EU7. In order too be successful and sustainable, Talent Partnerships should always support skills development in third countries and encourage circular migration in order to avoid brain drain from third-country nationals’ countries of origin. The participation of a Member State in the Talent Partnership should be without prejudice to their decision on the participation in the EU Talent Pool.

RemovedRecital 8: (8) In order to ensure that Member States’ authorities are adequately represented in the EU Talent Pool Steering Group, participating Member States should appoint two representatives each, one from the employment authorities and one from the immigration authorities. In addition, six representatives of the cross-industry social partner organisations at Union level should also be members of the EU Talent Pool Steering Group, as well as one expert appointed by the European Parliament as an observer. It should also be possible to invite representatives from Union bodies, offices and agencies, international organisations, third countries participating in Talent Partnerships and other relevant stakeholders to attend the meetings of the EU Talent Pool Steering Group. Such organisations and stakeholders could include the European Labour Authority, the European Centre for the Development of Vocational Training, the European Foundation for the Improvement of Living and Working Conditions, the European Training Foundation, the International Labour Organization, the International Organization for Migration, local and regional authorities and civil society organisations.

RemovedRecital 9: (9) An EU Talent Pool IT platform should be developed by using existing Commission-owned IT infrastructure to the extent possible. The IT infrastructure developed in the framework of EURES could be partially re-used for the EU Talent Pool IT platform, including the single coordinated channel and the automated matching tool with relevant adaptations, including to duly take into account the 'Talent Partnership pass'. The IT platform should be user-friendly and ensure intuitive navigation. It should also be easily accessible for persons with disabilities in accordance with Directives (EU) 2016/21021a and (EU) 2019/8821b of the European Parliament and the Council. / 1a Directive (EU) 2016/2102 of the European Parliament and of the Council of 26 October 2026 on the accessibility of the websites and mobile applications of public sector bodies (OJ L 327, 2.12.2016, p.1, ELI: http://data.europa.eu/eli/dir/2016/2102/oj). / 1b Directive (EU) 2019/882 of the European Parliament and of the Council of 17 April 2019 on the accessibility requirements for products and services (OJ L 151, 7.6. 2019, p. 70, ELI: http://data.europa.eu/eli/dir/2019/882/oj).

RemovedRecital 10: (10) Synergies should be ensured, to the extent possible, between the EU Talent Pool IT platform and other relevant instruments and services at Union level, including with regard to facilitating access to valuable training resources such as those offered by the EU Academy and the Interoperable Europe Academy and skills profiling tools such as the EU Skills Profile Tool for Third-Country Nationals. The EU Talent Pool IT platform should be quickly and regularly adapted to new practices in technology and provide state-of-the-art IT services by introducing safe, bias-free and innovative features and tools, which will enhance the platform’s functionality, user experience and ability to meet evolving needs of the labour market efficiently and effectively.

RemovedRecital 11: (11) The format of jobseekers' profiles and job vacancies should be established using the existing European classification of occupations, skills, competencies and qualifications (ESCO) as foreseen in Regulation (EU) 2016/589 of the European Parliament and of the Council8 which provides for a standardised terminology for occupations, skills and competences and facilitates the transparency of skills and qualifications. The ESCO classification should support jobseekers from third countries, registered employers, and the EU Talent Pool National Contact Points in providing comparable information on work experiences, occupations covered by a vacancy, as well as the skills offered by the registered jobseekers and required by the registered employers, thereby enabling a high-quality matching process. In accordance with Commission Recommendation (EU) 2023/26118a, all types of qualifications and skills may be taken into account, such as vocational education and training, degrees, specific certificates (’micro-credentials’) as well as skills and competences gained in non-formal and informal settings. Where applicable, the EU Talent Pool National Contact Points should use the ESCO format for the transfer of job vacancies to the EU Talent Pool IT platform. Member States not adopting the ESCO classification for national job vacancies, should produce mapping tables comparing the classification used in the national systems and the ESCO classification to allow interoperability. The mapping t…

RemovedRecital 13: (13) The processing for the purpose of the search and matching functions of the EU Talent Pool IT platform should be limited to personal data necessary to identify the registered jobseekers from third countries and registered employers participating in the EU Talent Pool, to enable the search and matching on the EU Talent Pool IT platform as well as for data collection to improve the functioning of the Talent Pool. This should not require processing any personal data referred to in Article 9 of Regulation (EU) 2016/679 and Article 10 of Regulation (EU) 2018/1725.

RemovedRecital 14: (14) Registered jobseekers from third countries and registered employers 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. Profiles of registered jobseekers from third countries in the EU Talent Pool IT platform that have not been accessed for a period of one year should be automatically removed. Profiles of registered employers participating in the EU Talent Pool IT platform that have not been used for a period of two years should be automatically removed. A notification should be sent two months prior to the removal of any profile, allowing for a reasonable time for the owner of the profile to react. 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. Job vacancies should be removed from the EU Talent Pool IT platform once registered employers notify the successful completion of the recruitment.

RemovedRecital 15: (15) Without prejudice to their obligation to inform data subjects about the processing of their personal data and their rights as data subjects in accordance with Articles 12 and 13 of Regulation (EU) 2016/679 and Articles 14 and 15 of Regulation (EU) 2018/1725, the EU Talent Pool Secretariat and the EU Talent Pool National Contact Points should also inform registered jobseekers and registered employers participating in the EU Talent Pool about their rights to technically restrict access to their personal data and to require, at any time, the deletion or modification of their personal data included in their profiles.

RemovedRecital 15 a (new): (15a) Employers from participating Member States wishing to register on the EU Talent Pool IT platform should be able to create a profile free of charge and provide all information required. The competent national authorities should carry out checks on employers before their profiles are transferred to the EU Talent Pool IT platform by the National Contact Points. Such checks should cover relevant administrative or judicial decisions to which the employer has been subject.

RemovedRecital 16: (16) The EU Talent Pool should contribute to the objective of discouraging irregular migration including by addressing some of its root causes and 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. To this end, jobseekers from third countries should be required, before 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. Clear information should also be provided on the consequences for making a false declaration in this respect, namely the removal of the jobseeker’s profile from the EU Talent Pool IT platform and the suspension of access to the EU Talent Pool. The EU Talent Pool IT platform should include a clear explanation to jobseekers from third countries that registration in the EU Talent Pool or selection for a job vacancy through the EU Talent Pool IT platform does not guarantee entry, or entry and stay, in the territory of the Member States.

RemovedRecital 16 a (new): (16a) Where a breach by a registered employer of the relevant law or practice referred to in this Regulation is notified to the EU Talent Pool National Contact Points by the 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 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.

RemovedRecital 17: (17) Jobseekers from third countries wishing to register in the EU Talent Pool should be able to create a profile via manual input, using the EU Skills Profile Tool for Third-Country Nationals or via the Europass profile builder functionality in accordance with Decision (EU) 2018/646 of the European Parliament and of the Council1 enabling them to create a free profile and indicate their relevant skills, including language skills, qualifications, competences, specific certificates such as micro-credentials and other experiences, an upload relevant documents in one secure online location.

RemovedRecital 18: (18) Where necessary, the recognition of qualifications and validation of skills from formal and non-formal learning and work experiences, and of qualifications such as degrees, vocational education diplomas or specific certificates such as micro-credentials of registered jobseekers from third countries should be conducted in the participating Member States upon request of the jobseeker or the participating employer in accordance with the national law and practices, and 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 available in the EU Talent Pool IT platform and it should be provided by the EU Talent Pool National Contact Points.

RemovedRecital 19: (19) In the context of Talent Partnerships, bilateral arrangements or national frameworks on skills development and validation in a third country, nationals of selected third countries receive support for the development and validation of skills in a framework endorsed by Member States taking part in a Talent Partnership and partner countries. Therefore, the skills developed or validated in the framework of a Talent Partnership, bilateral arrangements or national frameworks on skills development and validation in a third country should be certified by the 'Talent Partnership pass' which is visible in the context of the EU Talent Pool. Registered employers participating in the EU Talent Pool should be able to filter the profiles of registered jobseekers from third countries to visualise those having obtained 'Talent Partnership pass'. This could encourage employers to offer a job placement in the Union. Member States, should determine the conditions for the issuing of the 'Talent Partnership pass' for the purpose of the EU Talent Pool, including whether a partner country’s national authority, an international organisation or other stakeholders should support its delivery, as well as the provisions on comparability and recognition of qualifications. The issuing of a 'Talent Partnership pass' is without prejudice to European and national rules on access to regulated professions.

RemovedRecital 20: (20) The EU Talent Pool Secretariat should publish the list of third countries and Member States participating in Talent Partnerships on the EU Talent Pool IT platform together with the relevant occupations targeted by each partnership.

RemovedRecital 21: (21) In the context of a Talent Partnership, skills development and validation may be targeted to the job market of one or more participating Member States. Member States may contribute, also financially, to developing and implementing the support to skills development and validation offered in the context of a Talent Partnership. Therefore, if so decided by the Member States participating in the Talent Partnership, only employers established in one or more Member States participating in a Talent Partnership should be able, for a maximum period of six months, to search for registered jobseekers holding an ‘EU Talent Partnership pass’. This possibility could, in particular, apply in cases where skills development was specifically targeted to the needs of a Member State. Information on whether this possibility is applied and in which cases should be provided on the EU Talent Pool IT platform, in order to inform registered jobseekers from third countries and employers participating in the EU Talent Pool. All employers participating in the EU Talent Pool may search the profiles of registered jobseekers holding a 'Talent Partnership pass' after this period of time has elapsed. Jobseekers from third countries who received support under a Talent Partnership should always have the possibility to register in the EU Talent Pool as any other third country national, without having to declare the existence of 'Talent Partnership pass' and so be able to apply for jobs in other Member State…

RemovedRecital 22: (22) The EU Talent Pool should support the creation of quality employment in the Union, in line with the principles of the European Pillar of Social Rights. The principles of the European Pillar of Social Rights should apply for all activities conducted in the context of the EU Talent Pool, in particular with regard to the right to fair and equal treatment with respect to workers’ rights and working conditions, pay, minimum wages, access to social protection, health care, vocational education and training and life-long learning. In accordance with those principles, and without prejudice to national law, the EU Talent Pool should ensure quality employment. The EU Talent Pool should also strive to promote the inclusion of persons with disabilities in accordance with the United Nations Convention on the Rights of Persons with Disabilities, the protection of young people at work as well as gender equality. Registered jobseekers from third countries who have been selected for a job vacancy in the EU Talent Pool should have access to equality bodies as established by Directive (EU) 2024/1500 of the European Parliament and of the Council1a and Council Directive (EU) 2024/14991b / 1a Directive (EU) 2024/1500 of the European Parliament and of the Council of 14 May 2024 on standards for equality bodies in the field of equal treatment and equal opportunities between women and men in matters of employment and occupation, and amending Directives 2006/54/EC and 2010/41/EU (OJ L, 2024/1500,…

RemovedRecital 23: (23) The International Labour Organization (ILO) in its ‘General principles and operational guidelines for fair recruitment’ sets out a number of standards on adequate protection of jobseekers from third countries against unfair recruitment, including the principle that workers are not to be charged directly or indirectly, in whole or in part, any recruitment fees or related costs. Accordingly, participation in the EU Talent Pool should be free of charge. In addition, employers are required to comply with applicable Union law and practice. Equal treatment of jobseekers from third countries with respect to nationals of the participating Member States should also be ensured by the employers in accordance with Directives (EU) 2024/123313, 2014/36/EU14, 2021/1883/EU15, and 2016/801/EU16 of the European Parliament and of the Council. In accordance with Directive 2019/1152/EU of the European Parliament and of the Council17, employers participating in the EU Talent Pool should provide to registered jobseekers from third countries information in writing and in an understandable language on their rights and obligations resulting from the employment relationship at the start of the employment. This information should at least include the habitual place and the type of work, the duration of employment, the remuneration, the working hours, the amount of any paid leave and, where applicable other relevant working conditions. An employer should neither charge any recruitment fee or related…

RemovedRecital 24: (24) In order to ensure high quality matching, registered jobseekers from third countries and employers participating in the EU Talent Pool should access a list of suggested registered jobseekers’ profiles and job vacancies based on the relevance of their skills, qualifications and work experiences for the job vacancy, as well as their availability. The list is generated by the automated matching tool of the EU Talent Pool IT platform or, where jobseekers and employers agree to use them, by other matching algorithms run on the EU Talent Pool IT platform. The automated matching tool should avoid any bias or discrimination prohibited under Union or national law and should have in-built safeguards in that regard. Jobseekers from third countries should be able to indicate in which region or Member State they are interested in working.

RemovedRecital 25: (25) The EU Talent Pool platform should meet established needs on the labour market and should not serve as a means to displace or negatively affect the existing workforce or otherwise undermine decent work or fair competition. To better support Member States’ efforts in addressing existing and future labour shortages and improving competitiveness, the EU Talent Pool should target specific occupations at all skills levels, based on the most common shortage occupations in the Union and on the occupations with a direct contribution to the green and digital transitions, set out in the Annex to this Regulation. In order to adapt the job vacancies to the specific needs of the national labour markets and taking as a starting point the list of EU-wide shortage occupations set out in the Annex, participating Member States shall be allowed to notify to the EU Talent Pool Secretariat the addition or removal of specific shortage occupations. Such notifications should only impact the matches for job vacancies submitted by the respective Member State. Neither the list of EU-wide shortage occupations nor the Member States’ notifications should affect the principle of preference for Union citizens.

RemovedRecital 26: (26) In order to promote fair recruitment and strengthen transparency for jobseekers from third countries and for employers who wish to recruit from third countries, the EU Talent Pool Secretariat, with the support of the National Contact Points and the EU Talent Pool Steering Group, should make information concerning the EU Talent Pool and its functioning easily accessible to jobseekers from third countries and employers, especially small and medium-sized enterprises (SMEs) in particular with regard to information on the competent authorities in the participating Member States. Such information should include the conditions, obligations and procedures for the registration and participation in the EU Talent Pool and should stress that its use is free of charge.

RemovedRecital 27: (27) In order to promote fair recruitment and strengthen transparency towards jobseekers from third countries, the EU Talent Pool Secretariat, with the support of the National Contact Points, should ensure that easily accessible information is available on the EU Talent Pool IT platform. That information should cover employment and immigration procedures, recognition of qualifications and validation of skills, third country nationals’ rights and obligations, living and working conditions as well as available redress mechanisms for cases of labour exploitation and unfair recruitment practices in the participating Member States is available on the EU Talent Pool IT platform. The EU Talent Pool National Contact Points should provide the relevant information with the EU Talent Pool Secretariat in order to allow its publication on the EU Talent Pool IT platform. Online information on support available to jobseekers in need of international protection who are in third countries should also be available on the EU Talent Pool IT platform. Support measures put in place by the Member States could should include specific information campaigns, support to obtain a travel document, and integration support upon arrival.

RemovedRecital 28: (28) Information provided on the EU Talent Pool IT platform should be made available in at least one of the official languages of the participating Member States.

RemovedRecital 28 a (new): (28a) To ensure the effective promotion and visibility of the EU Talent Pool among employers in the Union, the Commission should conduct comprehensive online and offline awareness-raising campaigns targeted at employers, in particular at SMEs.

RemovedRecital 29: (29) Union delegations should support the provision of information to jobseekers from third countries on the EU Talent Pool and its functioning, as well as the participating Member States. With the support of the Commission and in cooperation with the EU Talent Pool Steering Group, Union delegations should conduct comprehensive communication and information campaigns in third countries to promote the EU Talent Pool and establish it as a global brand.

RemovedRecital 30: (30) In order to ensure the successful integration and retention of jobseekers from third countries recruited in the EU Talent Pool, it is paramount that those jobseekers receive adequate opportunities and support. Upon request from registered jobseekers from third countries or employers participating in the EU Talent Pool, the EU Talent Pool National Contact Points should provide additional support. That support could include tailored information on relevant visas and residence permits for work purposes in the participating Member State including with regard to third country nationals’ rights and obligations in accordance with Union and national law and practice such as access to social benefits, health assistance, education and training, and housing. Specific guidance and information may also be provided on family reunification procedures and family members’ rights and obligations, and existing measures to facilitate and encourage integration in the host Member State such as language courses and vocational training. Such information should also include available complaints and legal redress mechanisms for cases of labour exploitation and unfair recruitment practices in the participating Member States. The EU Talent Pool National Contact Points should provide information to employers participating in the EU Talent Pool on their rights and obligations relating to social security, active labour market measures, taxation, issues relating to work contracts, pension entitlements …

RemovedRecital 30 a (new): (30a) Member States may provide standardised specific information to registered jobseekers who have been selected for a job vacancy in the EU Talent Pool, including by referring to existing sources. In addition, the National Contact Points should be able to refer jobseekers to appropriate sources of information or the competent authorities concerned.

RemovedRecital 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 for the jobseekers themselves, participating Member States may put in place accelerated immigration procedures in particular as regards the obtention of visas and residence permits for work purposes. In order to reduce the burden of bureaucratic procedures and make recruitment procedures more effective for companies, participating Member States should put in place accelerated immigration procedures covering the non-application of the labour market test for job vacancies posted on the EU Talent Pool IT platform and the recognition of qualifications and skills of jobseekers from a third country developed or validated in the framework of an EU Talent Partnership, a bilateral arrangement or a national framework and certified by a 'Talent Partnership pass' . The implementation of accelerated immigration procedures should 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. Nothing in this in Regulation affects the right of Member States to determine volumes of admission of third-country nationals coming from third countries to their territory in order to seek work, in accordance with Article 79(5) Treaty on the Functioning of …

RemovedRecital 33: (33) In order to fulfil the objectives of this Regulation of facilitating international recruitment, the power to adopt acts in accordance with Article 290 of the Treaty on the Functioning of the European Union should be delegated to the Commission to amend this Regulation with regard to the Annex providing the list of EU-wide shortages occupations and to supplement this Regulation by establishing technical standards for the adoption of the subcategories of personal data to be processed, responsibilities of data controllers, including rules governing the possible use of a data processor or processors, as well as rules on the conditions for accessing personal data and the option available to registered jobseekers to restrict the access to their personal data on the EU Talent Pool IT platform and to supplement this Regulation by laying down provisions concerning the integration into the EU Talent Pool IT platform of automatic matching algorithms provided by third parties and the functioning of those algorithms. It is of particular importance that the Commission carries out appropriate consultations during its preparatory work, including at expert level, and that those consultations be conducted in accordance with the principles laid down in the Interinstitutional Agreement of 13 April 2016 on Better Law-Making19. In particular, to ensure equal participation in the preparation of delegated acts, the European Parliament and the Council receive all documents at the same time as Me…