Recruitment

Employers can find support with recruitment through programs and projects. The International Placement Services (ZAV) of the Federal Employment Agency should be mentioned here. It is the central point of contact for companies when it comes to recruiting workers from abroad, e.g. with regard to acquisition, professional recognition, language courses, etc. An overview of the entire range of services can be found here.

The Employer Service of the Federal Employment Agency offers sector-specific advice on the recruitment of skilled workers by telephone. Further information can be found here .

In this context, the Chambers of Industry and Commerce and the Chambers of Commerce Abroad (more on the AHKs' services here), which also help companies to find trainees or staff and can draw on their network at home and abroad.

A number of projects are also funded to support companies in recruiting skilled workers. An overview of some current projects can be found here.

There are also private service providers who can use their expertise to help with the recruitment of skilled workers. The Zentrum für Fachkräftesicherung und Gute Arbeit Sachsen (ZEFAS) provides an overview of recruitment service providers in Saxony on its website, sorted by sector. The overview can be found here can be accessed here.

Other options for recruiting skilled workers are delegation trips and international trade fairs.

Job exchanges with an international focus can be used to distribute job advertisements. One example is the job exchange on the "Make it in Germany" portal, where job advertisements and offers for apprenticeships can be posted. It is here can be accessed here. The job exchange is fed by the job search of the Federal Employment Agency.

European Employment Services (EURES) is used in particular to search for workers at European level. It is a network of employment services of the European Union and the European Economic Area that aims to promote labor mobility within Europe. Companies can also place job advertisements here. EURES can be found here.

The "Alumniportal Deutschland", which is funded by the German government, is another option for publishing job vacancies. It offers a community job exchange and is primarily aimed at foreign students and graduates of German universities. It can be found here.

The "UBAconnect" project could be of interest to companies looking for skilled workers in the industrial-technical, commercial or skilled trades sectors . This is a database that lists foreign skilled workers who have completed the professional recognition procedure and who have been found to have partial equivalence. The aim is for these people to find training companies that will support them on the path to full recognition. The companies employ the skilled worker on a temporary basis for the duration of the adaptation training and may gain new qualified employees in the long term. More information can be found here.

The company's own website can also be used to publish job advertisements. This should be internationally oriented. The RKW Competence Center offers small and medium-sized companies an online check for their career pages. This allows you to check whether your own website meets modern requirements. The online check is available here possible.

When formulating the job advertisement, it should be borne in mind that qualifications known in this country may not even exist in this form in other countries or may have a different name. It is therefore advisable to look for specific skills and abilities, e.g. mastery of certain production processes, tools or software.

In addition to the job description, specific offers of support that the company can provide outside of the job, such as help with finding accommodation or support with language acquisition, should also be listed. This can increase the attractiveness of the position or the company for the specialist.

However, the company's expectations regarding integration should also be clearly stated in order to avoid misunderstandings and surprises. This could be, for example, that the obligation to learn German is a condition of employment.

Skilled workers from third countries in particular have to overcome legal and bureaucratic hurdles due to the necessary visa procedure. It is advisable to offer support here, e.g. in compiling documents, translating documents or understanding official documents. Visas, professional recognition, translations, flight tickets, etc. can sometimes incur very high costs . Part of the costs may be covered or a loan may be granted.

The best way for employers and applicants to get to know each other is in a personal interview on site. In the case of foreign specialists, this is not always possible for cost and/or visa reasons. Modern media such as video telephony should therefore be used to see and hear each other.

If certain language skills are expected, these can also be tested much better in conversation than simply by presenting a certificate. You can find out how to assess an applicant's language skills here Tips.

Thanks to the opportunity card introduced in June 2024, it is now also possible for people from third countries to enter Germany to look for a job. This option can be pointed out if necessary. It also allows a trial work period of up to 2 weeks in the company.

If the foreign skilled worker is married and/or has underage children, they will want to bring their family with them to Germany. A company can also distinguish itself by being family-friendly . For example, it can provide tips on family reunification, school integration, etc. You can find more on the topic of reconciling work and family life here. With regard to family reunification, reference should be made to the accelerated skilled worker procedure. The procedure can include the family members of the skilled worker, i.e. spouse/partner and minor children, can be included in the procedure. It therefore not only speeds up the process of obtaining a residence permit for the skilled worker, but also for their family.

The Competence Center for Securing Skilled Workers has published further recommendations on recruitment here.