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Especially for you as founders and young companies without your own HR department, the shortage of skilled workers is a real challenge. At the same time, however, a great opportunity is opening up here: the targeted recruitment of international talent.
Why international skilled workers are becoming increasingly important
Germany is facing profound demographic change. More and more experienced workers are retiring, while fewer young people are moving up. At the same time, the demand for qualified specialists is increasing in many industries.
For years, international skilled workers have therefore played a decisive role for:
- the competitiveness of companies
- the innovative strength of teams and
- securing growth
Immigration from so-called third countries (i.e. countries outside the EU) will be particularly relevant. This is because many EU countries are facing similar challenges to Germany – the talent pool within Europe alone is often no longer sufficient.
Benefits for startups and small businesses
Young companies in particular can benefit from international recruiting:
1. Access to new talent pools
You significantly expand your search radius and increase the chance of finding exactly the skills you need.
2. More innovation through diversity
International teams bring different perspectives, ways of thinking and experiences to the table – a real competitive advantage, especially for start-ups.
3. Scale faster
If you can fill vacancies faster, you'll grow faster.
The reality: bureaucratic hurdles and uncertainties in recruiting skilled workers from third countries
As promising as the topic is, many founders shy away from looking for skilled workers outside the EU.
Because there are:
- Complex visa procedures
- Confusing legal requirements
- Long processing times for authorities
- Language barriers and integration issues
Of course, this means for you that you have an additional amount of time. In addition, there are uncertainties in implementation and the risk of errors in the process itself.
In addition to bureaucracy, there are other points you should consider:
If you have recruited skilled workers from abroad, you should also support them locally, e.g. in finding accommodation and dealing with the authorities. And of course also when "settling in", because there are usually cultural differences - not only in personal life, but also in everyday work.
Use support: These offers help
Especially in the early phase of the company, when resources are scarce, all this can quickly become challenging. However, this does not mean that you should do without international skilled workers - but rather that you need the right tools.
The good news is that you don't have to walk this path alone. There are targeted support services – also especially for smaller companies.
In combination with regional consulting and digital platforms, this creates a strong support package – even without a dedicated HR department.
- Regional help: Fachkräfte-Service-Zentrale Mecklenburg-Vorpommern
The Mecklenburg-Vorpommern Skilled Worker Service Centre is a central point of contact for companies in the state. Especially for founders and SMEs, it offers:
- Individual advice on immigration processes
- Support with visa and recognition procedures
- Help with the integration of
international employees- Networking with relevant authorities and partners
This saves time, reduces uncertainty and relieves you considerably in your day-to-day business.
- Nationwide platform: Make it in Germany
The Make it in Germany platform is also a valuable tool. Here you will find:
- Official information on entry and work opportunities
- Practical guides for employers
- Access to international professionals
- Content in several languages - ideal for your future employees
Especially if you have little experience with international recruiting, the platform offers a solid foundation.
- Supplementary: BDA brochure as a compact guide
Another helpful resource is the brochure "Working in Germany" from the Confederation of German Employers' Associations (BDA).
It helps you to:
- quickly understand the legal framework
- get an overview of entry and employment rules
- recognize typical stumbling blocks at an early stage and thus avoid mistakes
- better structure processes.
Conclusion
Attracting international skilled workers is challenging – but feasible.
Especially for founders and young companies,
you don't have to know everything yourself.
You just have to know where to get help.
If you deal with the processes early on and use existing resources, you can secure a decisive advantage.
Then a bureaucratic challenge becomes a real opportunity for your company. After all, international talent is not just a stopgap solution to the shortage of skilled workers – it is often a real growth driver.
