Israel’s industrial sector is robust. From food processing plants in the Galilee to high-tech logistics warehouses near the ports of Ashdod and Haifa, the demand for efficiency is high.
But as the local workforce gravitates toward the high-tech service sector, Israeli manufacturers face a “Blue-Collar Crisis.” There are simply not enough local hands to pack the boxes, operate the CNC machines, or manage the inventory.
The Ministry of Economy has recognized this. Quotas for foreign workers in the Industry (Manufacturing) Sector have been expanded. Employers can now recruit from countries like India, Sri Lanka, and Uzbekistan to fill these gaps.
At DU Global, we specialize in the industrial vertical. We understand that a factory worker needs discipline, safety awareness, and technical aptitude. This guide explains how Israeli employers can access this global pool.
The Industrial Quota System
Unlike construction, the industrial sector has specific quotas.
- Eligibility: The employer must be a registered industrial company.
- Application: You apply to the PIBA (Population and Immigration Authority) for a permit to employ foreign workers.
- The Ratio: The government often looks at the ratio of Israeli to foreign workers to ensure local employment isn’t displaced.
The Profile: Who Are We Hiring?
Industrial work is distinct from construction. It requires stability, repetition, and precision.
- India: Ideal for machine operators, welders, and technical assembly. Indian ITI (Industrial Training Institutes) produce certified technicians.
- Sri Lanka: Strong track record in light manufacturing and garment/textile industries.
- Uzbekistan/Eastern Europe: Often recruited for heavy machinery roles.
The Recruitment Process: Technical Testing
A resume cannot prove if a worker can operate a forklift or handle a packaging line.
- Video Interviews: We set up Zoom calls for factory managers to interview candidates directly.
- Psychometric/Aptitude Testing: For warehouse roles, we test for basic numeracy and attention to detail (essential for picking/packing orders).
- Safety Training: Before they fly, DU Global conducts a “Safety First” orientation. We teach the basics of PPE (Personal Protective Equipment) and industrial hazard awareness.
The B-1 Visa for Industry
The process mirrors the construction sector but with specific codes.
- Validity: 1 year, renewable up to 5 years (63 months).
- Employer-Bound: The visa is tied to the factory. This reduces turnover. A worker cannot simply leave your factory to work in a restaurant.
Employer Costs and Obligations
Hiring foreign staff is an investment.
- Levies & Fees: The employer pays state fees for the permit.
- Housing: You must ensure suitable accommodation. In industrial zones, this often means renting apartments in nearby towns and arranging shuttle buses.
- Health Insurance: Mandatory private health insurance for the worker.
- Deposit Fund: You must deposit a monthly sum into a state fund for the worker’s severance/pension, which they receive upon departure.
Why It Pays Off
- Stability: Foreign workers are here to earn. Absenteeism is extremely low compared to local temporary staff.
- Productivity: They are willing to work shifts (nights/weekends) that locals often refuse.
- Scalability: Once you have the permit, you can scale your workforce up rapidly to meet production spikes.
Keep your factory running at 100% capacity.
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