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Costs & benefits

One thing is certain – it’s not easy at all to recruit international qualified professionals for your business. However, it’s worth the effort in the long term. The best case scenario is that your entire company will reap the benefits. 

Initially, recruitment in the international labour market requires a great deal more effort than recruitment locally. For medium-sized businesses in particular, it’s a challenge to muster the financial and human resources for a successful recruitment drive.

If a skilled international worker joins your company in FRM, the academic and professional qualifications gained outside Germany will have to be assessed, and questions relating to conditions of entry and residence will need to be answered. There might be a lack of language skills, and cultural differences which may need to be reconciled. And perhaps your new employees will need help in finding accommodation, or in dealing with authorities.

It will pay in the long term for an SME to recruit international qualified professionals, as there are many benefits to be gained from looking abroad for skilled staff:

  • There is a chance that high-quality applicants for a job will be available, considering that a wider area can be targeted.
  •  The SMEs will benefit from the new abilities and skills of the international workers. This includes their specific knowledge of a language and country, intercultural skills, a high degree of flexibility and new ways of looking at problems. In the long run these skills could add to your company’s capacity for innovation and give it a definite competitive edge.
  • You’ll find particularly motivated and loyal staff. For international qualified professionals, shifting the focal point of their lives from one country to another arises only after making a decision requiring a great deal of consideration. Taking on a job or undergoing training in Germany is evidence of courage and initiative. The work thus undertaken will be seen as an opportunity.
  • Measures that assist qualified professionals from abroad often help all employees and the entire company. If, for example, you appoint a mentor for your international qualified professionals, this could establish a culture for all new employees, which could have a positive long-term effect on the working environment throughout the company. 
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