Regalis, as of
In brief
Most problems when hiring from abroad arise early, in the job description, the papers and recognition. Accommodation, language and induction then decide whether a skilled worker arrives well and stays. Candidates pay nothing for the placement, and promises about dates or results that only authorities can make harm everyone involved.
Describing the job too vaguely
A job titled helper or all-rounder can hardly be filled. Candidates do not know what to expect, and the authorities cannot classify the duties.
Describe duties, working hours, place of work and pay as precisely as possible. Also state the German level the job really requires. These details reappear later in the contract and the applications.
A precise description saves conversations. Anyone who knows what they are taking on is less likely to pull out shortly before departure.
Clarify internally beforehand who describes the job in technical terms and who approves it. Otherwise contradictions between HR and the specialist department only surface during the procedure.
Incomplete or uncertified papers
Missing documents are the most common reason for delays. Often only one document, one translation or one certification is missing. The query still costs time.
Collect papers in one go and check them before submitting. Make sure names are spelt the same in passport, certificate and contract. The responsible office will tell you which form of certification is required.
Sending documents one by one is tiresome for everyone. A shared list with dates and names shows what is still missing.
Clarifying recognition too late
Some companies only clarify after the job offer whether the qualification needs to be recognised. The procedure then stalls and the planned start moves back.
Settle the question at the beginning, therefore. Is the occupation regulated? Which German reference occupation fits? Which office is responsible? The portal Recognition in Germany helps with the first answers.
With partial equivalence there are ways to make up the difference. They do need planning, however, and often time in the company.
Think of documents that do not come from the training as well, such as certificates or references. They can help with the classification.
Underestimating language
Many companies expect more German than there is at the start. Others require a high level the job does not even need. Both lead to disappointment.
Set the level before the search and plan for further learning. A course takes time, and after a long shift the energy is often lacking. Fixed learning times in the roster help.
Safety instructions must be understood. Rely on plain language here and, where needed, a translation.
Passing costs on to candidates
Candidates pay nothing for the placement. The cost of the placement is carried by the employer.
Candidates may still have expenses of their own, for example for a passport, a language course or certifications. Who covers which of these should be clarified openly before the job offer and put in writing.
Promising dates
A fixed start date in the contract looks binding. But it puts both sides under pressure if recognition or the visa take longer. These steps are decided by the authorities, not by the company.
Do not promise dates that depend on authorities, therefore.
Tell candidates honestly which step is currently under way. Openness keeps more people in the procedure than a date that then slips.
Not preparing accommodation and induction
For a placement through Regalis, the company provides accommodation for the first months or actively helps with finding a home. Even if the company helps with the search, the flat should be settled before arrival. Accommodation that is only searched for after arrival puts the whole start at risk.
A plan for the first weeks with clear responsibility matters just as much. Without it, tasks are left undone.
A buddy in the team and two fixed conversations in the first months bring problems to light early.
Agreeing everything only through third parties
Some companies never speak directly to the future skilled worker. Everything runs through intermediaries, acquaintances or interpreters. Misunderstandings then only come to light after arrival.
Hold at least one conversation yourself, by phone or video. Take time for questions about the work and the accommodation. Where language is not enough, an interpreter helps in the conversation.
Put the most important arrangements in writing, in a language both sides understand.
Frequently asked questions
Which mistake costs the most time?
Incomplete papers. If a document, a translation or a certification is missing, the procedure stops until it has been supplied.
May candidates be asked to share the cost of the placement?
Candidates pay nothing for a placement through Regalis. The cost of the placement is carried by the employer.
Is it enough to look for accommodation after arrival?
No. The accommodation should be settled before arrival. Accommodation that is only searched for after arrival puts the whole start at risk.
How many conversations should we hold ourselves?
At least one, by phone or video. Take time for questions about the work and the accommodation. That way misunderstandings surface before departure.
- For Employers How Regalis works with employers: capture requirements, present candidates, coordinate entry and the start of work. Direct employment, no staff leasing.