Tanja Fendel: According to the KfW-ifo Skilled Labour Barometer, demographic change means that more than half of German companies feel hampered by the shortage of skilled workers. This is affecting almost all sectors. The influx of migrants in recent years has mainly been from EU countries, in particular Eastern Europe. This is likely to change, though, as these countries are themselves facing major demographic challenges. Therefore, the migration of workers from third countries will play a bigger role. Several legislative changes have recently been introduced to help people from such countries move to Germany. The Skilled Immigration Act (FEG) and its further development offer great potential for making it easier for qualified skilled workers to enter the German labour market.

Tanja Fendel: Our surveys show that there are two key challenges: bureaucracy and personal challenges. A big problem is visa applications, which can be complex for citizens of third countries. The recognition of foreign qualifications is also challenging, as the German education system – especially in terms of dual vocational training – is very different from other countries’ education systems. Many people only secure partial recognition of their qualifications at first and therefore have to undergo additional training. According to the Federal Institute for Vocational Education and Training, this process has taken an average of one and a half years in recent years. At the personal level, bringing family members over to Germany and finding work for partners are key topics. And that doesn’t just mean bringing family members to Germany, but is also about ensuring that they can find a suitable job here.

Tanja Fendel: Yes, there have been important changes, especially in terms of the further development of the Skilled Immigration Act. In particular, the introduction of the Opportunity Card scheme has made it easier for people to find work in Germany. In most cases, four criteria have to be met in parallel to be able to start work: a university degree, its recognition, a job offer and a minimum salary. In many cases, the Federal Employment Agency also has to approve the job offer. The Opportunity Card is a points-based system that takes several different factors into account and which allows people to move to Germany to find work if they have a specific number of points. Things have also been simplified for non-regulated occupations. People who have at least two years of work experience can also work without recognition if they earn a specific minimum salary or the company has collective agreements. This measure should enable many skilled workers to get started in Germany more quickly.

Tanja Fendel: Managers can provide a great deal of support. They can encourage skilled workers to improve their foreign language skills. This is also advantageous for businesses, as the knowledge workers gained in their home country only becomes clear and usable when they learn the language of their new home. They can also offer flexible working and help with finding accommodation. Colleagues are often the first point of contact. They can help newcomers learn German and make friends. German is a difficult language which is only spoken in a few countries, so it is hard to learn it properly before arriving in Germany.

Tanja Fendel: Non-EU migration is likely to continue to grow in importance. The changes to the law are already becoming clear in terms of the number of visas, but that won’t be enough. A study by IAB shows that we need 400,000 new migrants every year to maintain our potential productive capacity. I hope that the shortage of skilled workers will lead to international workers being valued more in the future.