Ms. Albrecht, how does the UBA project support companies in recruiting international skilled workers?

© Thomas Rafalzyk

We advise companies on all questions regarding recruitment, recognition, and employment of foreign skilled workers. The focus is mainly on professionally qualified specialists. Residency law and regulations on skilled worker immigration are sometimes complex, which is why companies have a great need for advice and exchange. Within the scope of our corporate network, we offer, among other things, assistance with forms, tutorials, legal consultations, events with the chambers of commerce, and information on legal regulations. The experience exchange within the UBA network is also considered particularly valuable by companies.

Through UBAconnect, you also connect skilled workers with companies. How does that work?

UBAconnect is our free matching service. Together with the Central International and Professional Placement (ZAV) of the Federal Employment Agency and the participating bilateral chambers of commerce in the "ProRecognition" project, we connect companies with international skilled workers. We support individuals with partial recognition, who still need an adaptation qualification in a company for full professional recognition. The chambers of commerce then accompany this process locally together with the companies.

Why is good onboarding so important?

Many companies invest a lot of time and energy in recruiting international skilled workers and worry that they might not stay long-term. That's why we always say: Onboarding does not begin just on the first working day. It is crucial to support skilled workers right from the start – during official procedures, apartment hunting, recognition, or practical everyday questions. Companies with prior experience know how important personal contact persons, mentoring, or language promotion are. Equally important is promoting openness among the workforce. If skilled workers return to their home countries, our experience shows it's often not due to the workplace itself but because social integration on site fails.

What makes integration successful in the long term?

Those who find connection locally are more likely to stay. Language promotion and social inclusion are the most important factors here. Companies repeatedly tell us that support with topics like housing, mobility, or family issues is extremely helpful. Businesses that already employ international skilled workers generally see this experience as a great enrichment – both professionally and personally. With each additional skilled worker, processes become easier as structures and experiences in the company grow.