In order to counteract the lack of skilled workers in Germany, numerous companies have decided to invite qualified staff from abroad. This does not mean a temporary visit, but a permanent move to Germany.
For this strategy to be successful, a number of details need to be taken into account. Our experience is mainly based on personnel recruitment from Ukraine and Russia to Germany.
The labour market in Eastern Europe is turning much faster than in Germany. Good candidates always have several offers on the table and due to shorter notice periods in Eastern Europe decisions are made faster. The personnel department and decision-makers in Germany must adapt to this, otherwise top candidates will slip through their fingers due to excessively slow bureaucratic processes. From the first contact with a candidate to the decision "hiring yes/no" should not take longer than 2 weeks.
There are few IT specialists in Eastern Europe who speak German well enough to be able to use it in a company. English, on the other hand, is no problem. This means that the company in Germany must be prepared to communicate with the new employee exclusively in English.
As already mentioned, top candidates always have several offers on the table. This also means that they are likely to choose the offer that is favourable for their further professional career. For this reason, candidates are very interested in working with the latest technologies. Those who offer outdated technologies (e.g. PHP5) will have a hard time finding candidates.
In Eastern Europe, family planning tends to start earlier. Hence, candidates are commonly already married and have children. A move to Germany is therefore a big step for the family. So that the family can complete their social integration in Germany, candidates are more interested in jobs located in large cities. There are Slavic communities already formed in these cities, which makes it easier for the family to develop its social connections in Germany.
The recruitment process
Usually, the agency process is carried out in the following steps:
- Conversation between the customer and Evolvice.
- The customer creates a job description.
- Evolvice starts the search and sends weekly reports on the status of the recruitment process.
- Evolvice presents suitable candidates.
- The customer in turn selects from the candidates presented those ones, whom he wants to get to know better during a Skype interview.
- The customer invites the suitable candidate to Germany for a trial day.
- The customer makes the candidate an offer.
- The candidate signs the offer.
- Evolvice takes care of the work visa.
- After receiving the work visa, the new employee travels to Germany and takes up his or her position.
- The new employee initially lives in a temporary apartment until he/she has found a suitable residence.
- The new employee applies for a Blue Card.
It usually takes 3 to 6 months from the first interview to the first day of work.
The placement of foreign specialists is only possible in large cities and only if there is a willingness to communicate solely in English. The position must be attractive in terms of technologies.
For companies that are not based in large cities, a nearshoring team is a good option. Here is an introduction to the topic of nearshoring.