REAL Reason why Indian Workers PREFER Israel Over Other Countries 🇮🇳🇮🇱

Overview

The video interviews Israeli-based Indian entrepreneur Joy(son) Dlo (CEO of Travel Touch India) about why Indian workers—especially in caregiving, construction, and industrial/general blue-collar work (“TaCIA”)—prefer Israel, and how Indian labor is filling economic gaps after Oct 7, 2023.

Core claims: why Indians choose Israel

War-zone perception vs lived reality

Dlo argues that while international PR portrays Israel as a war zone, his firsthand experience is different: after missile alerts, people routinely go to shelters and then resume daily life quickly (e.g., returning to beaches and normal routines). He says this reduces deterrence for workers.

Economic need after Oct 7

He claims that after Oct 7, 2023, Palestinians were pulled back from parts of the workforce, creating major labor shortages. Indian workers are described as “fixing gaps” in:

• Construction
• Caregiving
• General labor

Salaries and strengthening purchasing power

He highlights reported earnings and purchasing power gains, stating caregivers may start around 6,400 shekels (~₹1.8 lakh) and rise to ₹3–3.5 lakh, with some reaching ₹5 lakh+ after years.

For construction workers, he reports starts around ₹2.2–2.3 lakh, growing to ₹3–3.5 lakh, plus additional protections/benefits.

Lifestyle + long-term prospects

The interview emphasizes “future-building” behavior—sending money home, investing, and improving family outcomes such as:

• education
• housing
• movement into the middle class

Skill-demand fit (and limits of automation/AI)

Dlo argues Israel has demand for skilled hands-on blue-collar labor and constrained access due to security limits. In his framing, India’s scale of available talent makes it a primary source.

He also contends AI can’t replace skilled manual labor, using a bartender example to suggest that certain in-person tasks remain human work.

Where talent comes from in India

Dlo describes supply “pockets” he has observed across India, including:

• Kerala (broadly)
• Mangalore and nearby pockets (Honaw mentioned)
• Gujarat
• West Bengal (Siliguri) and Manipur (east-side pockets)

He compares labor migration patterns to other destinations (e.g., Punjab → Canada, Kerala → Gulf) to explain how community pull and chain migration operate.

Reported workforce-mobility model (numbers + process)

Claimed scale of recruitment

Dlo personally claims he has brought 3,000+ workers to Israel over time, including about 600 workers in a recent quarter (the “last quarter” is referenced in the summary).

Hiring pathway: embassy-authorized agencies

He outlines a pathway driven by embassy-authorized agencies, including:

• Workers apply through authorized agencies (he cites limited numbers in Mumbai and Delhi)
• Document submission
• Mandatory training
• Matching with Israeli employers
• Embassy processing, sometimes taking ~1 to 1.5 months
• Medical checks and an embassy interview
• A visa issuance timeline stated as ~2 months total (including earlier steps)

A key constraint: unlicensed agents

He emphasizes that a major problem is the presence of unlicensed agents that source inadequately screened workers, harming reputation and productivity.

Skills Israel values and why AI can’t replace blue-collar labor

Dlo argues the post–Oct 7 demand particularly targets construction and general “blue-collar” skill labor, and that Indian workers are well positioned to fill the role. He maintains that AI cannot substitute the required hands-on work.

“Good news” success stories (social mobility via remittances)

Examples highlighted include:

• A caregiver who left her children for Israel, struggled initially, and later (after years) enabled her daughter’s engineering education abroad (Canada) through improved income.
• Another narrative in which caregivers invest in property and transition from poverty to middle-class stability over a multi-year horizon.

Negative sides / challenges acknowledged

Reputation damage after Oct 7

Dlo states that during urgent early recruitment, some workers brought in from North India for construction were allegedly insufficiently qualified—including an inability to perform basic trade tasks (described as not being able to “hold and hammer and sickle”). He argues this created a negative reputation for Indian workers.

System weakness: sourcing quality and execution

He claims that urgency sometimes caused “right people on board” to be missed, and that some companies used unqualified/illegal manpower intermediaries.

Ongoing risk to outcomes and reputation

He warns that if unlicensed agents continue, it can:

1. Spoil India’s reputation
2. Lower productivity due to skill mismatch
3. Potentially decay Israel’s economy by undermining labor outcomes

Cultural and practical challenges for workers in Israel

• Security/sirens and shelter logistics are described as a real stressor.
• Some workers reportedly may not have shelters nearby and must run to find them.
• Cultural adaptation is described as genuinely challenging; he mentions shock at Israeli “yelling” being affectionate behavior.
• On attrition, he states (from personal experience) that few or none leave jobs specifically due to war—he implies workers adapt and remain unless rules/visa constraints require departure.

Concluding viewpoint/message

He frames Israel as a small country with outsized global impact via resilience across sectors (technology, medicine, agriculture). The interview urges audiences to look beyond PR narratives and to respect hard work and culture.

He also calls for stronger India–Israel connectivity and partnerships—advocating for a bridge between governments, employers, and workers rather than siloed efforts.

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Presenters / contributors

• Ravital Moses — interviewer (“Moses in Israel”)
• Joyston Dlo / Joy(son) Dlo — guest; CEO, Travel Touch India (India–Israel workforce mobility)