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In brief
Recruitment from abroad is made up of several blocks of cost that arise at different points in time. The usual model is a fee that only falls due once the placement has succeeded, with the amount fixed in writing beforehand. Candidates pay nothing for the placement; the cost of the placement is carried by the employer.
Where the costs come from
International recruitment is handwork. Candidates are approached on the ground, their details are checked and their papers are obtained.
On top of that come procedures that do not arise at home. Recognition (Anerkennung), visa and residence permit call for time, fees and translations.
Whoever knows these blocks early can calculate. Whoever overlooks them meets them later as an unwelcome surprise.
The blocks fall due at different moments. Some arise before entry, others only in the company. A simple plan across the whole case helps more than a single figure.
Not every block arises in every case. The order roughly follows the course of time.
- Placement fee for filling the post successfully
- Fees for recognition, the fast-track procedure and the visa
- Translations, certifications and obtaining documents
- Language courses before entry or alongside the work
- Travel costs for the journey
- Housing or a contribution to it in the first period
- Induction, support and internal working time
The placement fee
The usual arrangement is a fee that only falls due once the placement has succeeded. The company pays for the result, not for the search.
The amount is agreed in writing before the work starts. It often follows the annual salary of the post or is set as a fixed sum per placement.
Reporting a staffing need is separate from this. It is without obligation and creates no duty to pay.
Some agreements provide for part payments, for instance on signature of the contract and on the first day at work. What matters is that the dates and conditions are fixed in writing.
The effort inside your company
Part of the cost appears on no invoice. It arises in house and spreads over several months.
It covers the time for papers and queries, going along to the authorities and the longer induction at the start. Supervising an adaptation course also ties up experienced people.
Count this effort in from the beginning. Naming it and spreading it over several shoulders keeps the load off one person.
Two placements rarely cost the same. These points make the difference.
- Occupation and qualification, above all in regulated occupations
- The language level asked for and the effort of the course
- Country of origin and the work involved in obtaining papers there
- Number of posts: several placements lower the effort per person
- Region and the state of the local housing market
Candidates pay no placement costs
The costs of the placement are carried by the employer.
Candidates should grow suspicious when money is asked for a job in the country of origin. A serious agency names its clients and states openly how it is paid.
Costs of their own can still arise, for a passport, a language course or certifications. Who carries which of them belongs settled before the acceptance.
Say this early in the conversation.
Funding and advice
For single parts of the process there is support. Whether it comes into question is decided by the relevant office on your case.
The first points of contact are the Federal Employment Agency (Bundesagentur für Arbeit), the chambers and the federal advice centres on recognition. They give information on programmes, grants and the steps involved.
Ask early, not after the arrival. Some schemes require an application before the measure begins.
Weighing cost against benefit
A vacant post costs money as well. Overtime, orders turned down and the strain on the team appear on no invoice, yet they act every month.
Set the cost of a placement against those figures. Reckon with the time a post usually stays open in your company.
The second point is retention. A placement that ends after a short time is dearer than a careful selection. Induction, housing and procedures only pay off over time.
Keep the calculation simple. An overview of the blocks per placement is enough to plan better next year.
Questions before you sign
Only offers of the same scope can be compared. These questions settle the scope quickly.
- Which services are included in the fee?
- Who carries fees, translations and travel costs?
- When does the fee fall due?
- What applies if the person does not pass the probation period?
- Is there a rule on replacing the person?
- How is it settled if a procedure fails?
What belongs in the agreement
A written agreement protects both sides. It describes the service and the date of payment.
- Description of the service and of the post to be filled
- Amount of the fee and how it is calculated
- Due date and payment period
- Rule on replacement and refund
- Handling of third-party costs such as fees and translations
- Agreement on data protection and confidentiality
Frequently asked questions
What does a placement cost in figures?
That depends on the occupation, the country of origin and the scope. Fixed prices therefore do not appear on this page. The terms are agreed in writing before the work starts.
Do we pay anything if no placement comes about?
Not for the placement itself, where a success-based fee has been agreed. Third-party fees already incurred, for recognition or translations, remain due.
What happens if the person leaves again quickly?
There are rules for a replacement or for a partial refund. They belong in the agreement before the search begins.
Can we fill several posts together?
Yes, and it lowers the effort per person. Search, papers and arrival can be bundled. The induction is easier too when several people start together.
Does reporting a staffing need cost anything?
No. The questionnaire is without obligation. Only a signed agreement creates a duty to pay.
- For Employers How Regalis works with employers: capture requirements, present candidates, coordinate entry and the start of work. Direct employment, no staff leasing.