Our research focuses on international recruitment within German companies.
We guarantee to make your international recruiting process ten times faster!
Our research focuses on recruitment solutions for German companies.
Our research and survey report focuses on German companies.
Our research report is structured into three sections. The first section details the challenges companies encounter when hiring international candidates in Germany. The second section offers an in-depth analysis of the issues associated with local recruitment agencies and candidates from third countries. The final section presents strategies to streamline the international recruitment process, effectively addressing the identified challenges and obstacles.
International recruitment challenges in Germany
German companies are facing difficulties in recruiting highly qualified employees, a situation exacerbated by an aging population. Concurrently, a significant number of Europeans and Germans are redirecting their career aspirations towards alternative paths. Consequently, sectors including healthcare, IT and computer science, hospitality, logistics, food processing, and manufacturing are encountering substantial challenges in sustaining their operations.
Numerous German firms are compelled to seek qualified employees from third countries. Yet, securing a suitable candidate with proficient German language skills remains a challenging endeavor, even on an international scale. Anita Weber, my wife, and I have conducted extensive research, engaged with various German companies, and endeavored to comprehend the difficulties they encounter in the international recruitment of employees.
Our objective was to devise solutions for German companies. Many German Businesses expressed concerns about their HR team’s lack of experience in international hiring, which requires navigating the rules and regulations of two countries.
German firms also highlighted language and cultural barriers as significant obstacles in international hiring. When inquired about their process for hiring international employees, 99% reported utilizing a German recruitment agency. Our studies indicate that these agencies then reach out to local recruitment agencies and attempt to communicate in English.
The process is not entirely efficient as often neither German recruiters are fluent in English, nor are international recruiters proficient in German, due to the fact that English is not their mother tongue. Additionally, cultural differences frequently lead to issues during the recruitment process.
Our research indicates that candidates do not feel completely at ease even when in direct communication with German recruitment agencies. They are unable to be entirely forthcoming during the initial stages of recruitment.
Even when German companies recruit such candidates, retaining them for the long term proves to be a challenge. Many candidates depart from the company and relocate. This turnover represents a significant loss of time and resources for the company.
International recruitment challenges in third countries
The study spanned Southeast Asian countries including India, the Philippines, Vietnam, Indonesia, and Thailand. Our team aimed to comprehend the challenges encountered by local international recruitment agents, German educational institutions, and job seekers from these areas.
Numerous participants expressed dissatisfaction with local recruitment agencies, citing a less-than-favorable reputation in several countries. In contrast, participants reported feeling more comfortable collaborating with our organization than with a solely German recruitment agency.
Cultural and linguistic expertise is frequently beneficial in international recruitment services; eight out of ten companies prefer to engage with recruitment agencies based in Europe that are owned by individuals from their own country.
Additionally, 76% of companies report a more satisfying experience working with German Business Solution, attributing this to the team’s proficiency in both German and their native language. Moreover, German Business Solution has a better grasp of local employment-related challenges.
Contestants were asked about their preferred method of job searching in Germany: 92% favored local recruiters, while only 8% opted for online methods.
Inquiring whether they are aware of any Indian who runs a recruitment firm in Germany from India, and which firm would best satisfy their recruitment needs, which company would they deem most suitable to support their recruitment requirements, and why?
The majority of applicants indicated they would engage these firms because they trust them, and the firms’ services are capable of speaking their language and understanding their specific needs once in Germany. They believe that should anything go awry during their stay, there will always be someone available to assist them if needed.
Our research has revealed that in South Asia, candidates’ parents are deeply involved in the recruitment process due to concerns for their daughters’ safety when pursuing work and study opportunities abroad. They find reassurance in using our company as a facilitator, confident in their daughter’s safe arrival.
Investigating German educational institutions in South Asian countries!
Our research indicates that the quality of German schools and teachers in India and South Asian countries is generally poor, with only one percent achieving marginally satisfactory outcomes. Institutes such as the Goethe-Institut in India also face challenges in recruiting qualified German teachers.
Our research on student success rates at language schools indicates a success rate of only 20%, meaning that only two out of every ten students can pass their B2 certificate exams, attributing this to hard work and dedication. Our findings suggest that the quality of German language education in India and South Asian countries is lacking, with only 1% of schools producing marginally satisfactory results. Institutes like Goethe in India are also facing challenges in recruiting qualified German teachers.
In our investigation, we have pinpointed several factors contributing to the underperformance of German language schools. One significant factor is Germany’s status as an increasingly popular international job market, which has rapidly escalated the demand for international workers.
Another reason is the diminishing profitability of job markets in the UK, Canada, and the USA. Consequently, recruiters who previously focused on English-speaking markets are now compelled to alter their strategies to stay competitive.
They are entering the German market without any previous knowledge of the language. Upon opening a school there, they employ a German teacher without the ability to evaluate the teacher’s quality.
Many schools do not hire certified German language teachers; instead, individuals who have recently passed their B2 exam and seek employment in Germany frequently end up teaching.
The scarcity of teachers in India and Southeast Asia is a significant challenge. Additionally, there are individuals with B1/B2 certification who, despite passing their exams, demonstrate inadequate German language skills during interviews to obtain employment in German companies.
Individuals who complete language courses frequently face delays in securing employment or training, sometimes waiting months or even years for their first interview. Residing in countries where German is not spoken can lead to the gradual obsolescence of their German language skills.
Processes like visa processing, document verification, and translation take time. Regrettably, candidates often lose their language proficiency by the time they arrive in Germany for training or employment, leading to a heightened risk of dissatisfaction for both parties.
Our solutions to German companies
German Business Solution is well-versed in the challenges encountered by German companies and those faced by international job seekers, their agents, and recruitment agencies from other countries. We have identified a solution, which is why German Business Solution is your ideal partner for international recruitment in Germany. We are committed to serving both parties impartially, ensuring that German firms and candidates from India or Southeast Asian countries can rely on us for their recruitment requirements.
Our team consists of German and Indian members, making us cognizant of the work culture, linguistic nuances, and emotional intelligence from both perspectives. Our German experts regularly evaluate candidates and educators/trainers from our partner schools for assessment and feedback. Additionally, native German professionals offer training before we forward the resumes of prospective employees to potential employers.
German work culture training for candidates, crucial for their complete integration into the German work environment is provided by us. Our team of Indian and Asian experts begins by coordinating with candidates and their families, assisting with documentation, and visa processing, and providing any necessary support related to the recruitment process.
German partner companies have the opportunity to work closely with our native German team, communicating their requirements, needs, and concerns directly in German. These partners can also notify us about their anticipated employee requirements, allowing them to choose candidates who will receive German language training in preparation for their roles.
FSP Language Training offers specialized language instruction tailored to the needs of international employees, on behalf of German companies. These firms can benefit from our services in recognition assistance, translation, and visa processing for their international staff and trainees.
At German Business Solution, working with us means you’re engaging with an Indian recruitment firm that’s situated right in Germany, offering a truly unique experience! Benefit from our international recruitment services today.