Recruiting skilled workers from abroad – this is how it works

More and more companies in Germany are recruiting skilled workers from abroad. This development is hardly surprising. Due to the shortage of skilled workers in this country, recruiters are increasingly looking abroad for suitable candidates. Here we explain how the internationalization of personnel recruitment can be successful and how foreign skilled workers can be recruited.

Recruiting abroad as a solution to the shortage of skilled workers?

Many companies are desperately looking for staff, especially in areas such as IT or care. There are a variety of solutions to the shortage of skilled workers, such as targeted recruitment of career changers, focusing on New-Collar Workers or the creation of incentives such as Job Crafting or New Work Models.

Recruiting staff abroad is also a strategy that more and more companies are pursuing. It is about finding, recruiting and hiring talent from other countries.

Recruiting skilled workers from abroad – pros and cons

Companies benefit in many ways when they bring foreign skilled workers to Germany.

On the one hand, the international orientation of recruiting opens up access to a huge pool of highly qualified talent with specific know-howThese candidates may not be found (so quickly) in Germany.

Durch Recruiting im Ausland eröffnet sich ein riesiger Kandidaten-Pool. — *Recruiting abroad opens up a huge pool of candidates. Photo: https://www.freepik.com/free-photo/hand-holding-red-icon_969734.htm by jannoon028*

In addition, foreign skilled workers strengthen the Diversity in the company. Different educational and experience backgrounds, approaches and perspectives can contribute to the innovative power. Fresh impulses can be set and established processes can be revitalized.

If a company operates internationally, recruiting skilled workers from abroad offers particular added value. They can help to expand global networkIn addition, many foreign specialists bring valuable market knowledge and contacts from their home country, which are useful for expansion projects, for example.

By employing employees from abroad, foreign customers can be better acquired and retainedThey can speak their native language and therefore appear particularly convincing.

For many skilled workers from abroad, a job in Germany is a future prospect that they cannot get in their own country. As a result, they are often particularly motivated and work comparatively committed and efficient.

When companies hire foreign specialists, they also underline their Image as a global player. Values such as tolerance, diversity and openness are thus also perceived externally.

Are there any disadvantages to bringing in talent from abroad? Not necessarily a "disadvantage", but at least a challenge is the comparatively complex recruitment and integration process. You should be aware of this increased "effort" - below we show you what you can expect.

Recruiting and integrating foreign skilled workers

Recruiting abroad is associated with a number of special features. Linguistic, bureaucratic, cultural and legal factors make the whole thing challenging and you are often initially operating in unfamiliar territory. We have summarized everything you need to consider and how you can overcome the challenges here.

Create a requirement profile for the position

Once it has been clarified which position is to be filled and which skills and knowledge are required for this, a Requirement Profile Desired qualifications may differ from German certificates and diplomas - therefore, when recruiting internationally, it is more important to name specific skills rather than concrete degrees.

Define target countries

Recruiterinnen suchen ausländische Fachkräfte. — *Recruiters define target countries. Photo: https://www.freepik.com/free-photo/medium-shot-women-looking-map_17806287.htm by freepik*

In which countries can suitable specialists be found for the position to be filled? If, for example, you are looking for someone who speaks French, you can focus not only on France but also on countries such as Belgium and Luxembourg (where French is an official language). You should ask yourself whether the qualification level in the relevant countries matches the job requirements. You should also look into the legal framework for recruiting staff in the target country and the labor market situation there.

Use international or country-specific job boards

Some well-known networking platforms and job boards in this country have an international focus, so that you can reach talent from other countries. Examples are Indeed, LinkedIn or Monster. The initiative “Make it in Germany” is a portal of the Federal Government for skilled workers from abroad and has its own Job Marketthat specifically targets international candidates. Depending on the target country, it is useful to (additionally) use country-specific job boards. The job advertisements must of course be formulated in the relevant language, but at least in English. This also applies to advertisements that are directed to your own Career Page be asked.

Conducting remote interviews

Recruiter führt Remote-Interview mit ausländischer Fachkraft — Recruiter conducts remote interview with foreign specialist. Photo: https://www.freepik.com/free-photo/closeup-entrepreneur-using-laptop-while-having-online-business-meeting-office_26390482.htm by Drazen Zigic

In order to recruit foreign specialists, the application process should be made as simple as possible. Many recruiters prefer personal contact, but in this case video interviews must be sufficient at least for the initial contact. Assessment centers should also be offered digitally. In the IT industry, many positions require remote work anyway, so there may never be a need to meet in real life. In other areas, however, the specialist is expected to come to Germany from abroad. Here, it is important to consider how the candidates can be accommodated when they are invited to a personal interview (e.g. financially or, if necessary, in obtaining a visa). Some companies also conduct their interviews in the specialist's country of origin, e.g. if they already have a foreign branch there.

Meet legal requirements

In order to be able to work in Germany, the qualifications acquired are first checked. A degree obtained abroad must be recognized here. People from third countries in particular are instructed to do this in order to be able to enter the country and obtain a visa or residence permit. If it has to be done quickly, an accelerated skilled worker procedure may be an option. EU and EFTA nationals do not require a visa.

Hiring foreign skilled workers

Ausländische Fachkräfte einstellen — Hire foreign specialists and provide comprehensive information when signing the contract. Photo: https://www.freepik.com/free-photo/employee-woman-employment-recruitment-candidate_1073157.htm by katemangostar

Once the foreign specialist and the company have found each other, the employment contract can be sent - in a qualified translation, of course. When the contract is signed, legal information such as tax liability in Germany should also be communicated. The new employee also needs health insurance from day one.

Training skilled workers from abroad

Now the onboarding can begin. This includes intensive training, clear contact persons and the clarification of any support needs. When integrating foreign specialists, it is also a great advantage if the existing team is already internationally oriented. Katharina Pratesi (Managing Director of Brandmonks GmbH) explains at IT Dailyhow the change in corporate language can be successful and how it can help companies to score points in the battle for (IT) specialists. From a social perspective, it can be beneficial to support new colleagues from abroad, for example, in finding accommodation or dealing with authorities.

Germany must become more attractive for foreign skilled workers

One OECD study shows that there is still a lot to do in this country to become more attractive to talent from abroad. The reasons for the reluctance of international specialists are the language barrier, the daunting bureaucracy, the perceived high cost of living and the fear of discrimination and racism in Germany.

According to "Spiegel" information, more than a million people who came to Germany to work leave the country every year. It is therefore not only important to recruit foreign talent, but also to ensure that they want to stay once they are here. Experts therefore recommend, among other things, rethinking the requirements for skilled workers. For example, learning the German language should not be a prerequisite for every job.

When recruiting foreign specialists, companies would do well to address the concerns and worries of candidates regarding a move to Germany and to dispel doubts with concrete offers of help and solutions.

Cover photo: https://www.freepik.com/free-photo/medium-shot-woman-looking-map_17806277.htm by freepik