Study: Only 4% of companies recruit foreign specialists

Since 2023, Germany has had its rules on Skilled immigration has been reformed more fundamentally than it has been in decades. Nevertheless, the results for businesses are sobering: only around 4% of companies hired workers from non-EU countries within the last year . The reason rarely lies in the law itself. It is mostly uncertainties about procedures, recognition of qualifications, and language. Those who know the appropriate residence permits and the accelerated skilled worker procedure according to Section 81a of the Residence Act can be used by foreign nationals. Today, skilled workers can be hired legally and much faster, in many cases even without a previously recognized qualification.

What does the current company survey show?

A representative survey of approximately 15,000 businesses and public administrations paints a clear picture. In the third quarter of 2025, only about 4% of all businesses reported having hired staff from third countries in the previous twelve months. Even among companies actively seeking to fill vacancies, the figure was a mere 6%.

A clear size difference is evident. Small businesses with fewer than 20 employees recruited internationally in only 2% of cases, medium-sized companies with 50 to 249 employees in 12%, and large companies with 250 or more employees in 16%. The most active sectors were hospitality, health and social services, and trade and transport.

The other side of the statistics is noteworthy. 57% of businesses would be willing in principle to Employing skilled workers from third countries, even without qualifications recognized in Germany, is a possibility. Nearly a quarter would do so if they possessed relevant professional experience, and 19% would do so without any restrictions. The willingness is there, but it is rarely translated into actual hiring.

Why do so few companies employ foreign workers? Are you looking for skilled workers ?

Companies without experience in international recruitment cite three main reasons: language barriers, doubts about actual qualifications, and what they perceive as a sufficient pool of domestic applicants. Companies that have already hired from third countries report something different, namely bureaucratic hurdles and lengthy recognition procedures.

We experience precisely this difference in our consulting work every day. The uncertainty usually doesn't begin with the law. It begins the moment the HR department finds the ideal candidate and is suddenly faced with forms, responsibilities, and unclear deadlines. Many companies then wait, try to handle it themselves, or rely on general online information. Every week of delay increases the likelihood that the A skilled worker accepts an offer from Canada, the Netherlands, or Scandinavia.

Can one import foreign Hiring skilled workers without recognized qualifications?

Yes. This is one of the most important innovations of the reform, and it is still underutilized in practice. Besides the traditional methods for Skilled workers with recognized vocational training ( § 18a AufenthG ) or recognized qualifications For studying ( § 18b AufenthG ), there are now several alternatives.

Via the so-called experience pillar according to Section 19c paragraph 2 of the Residence Act in conjunction with According to Section 6 of the Employment Ordinance (BeschV), employers can hire employees who have at least two years of relevant professional experience and a vocational or university degree recognized by the state in their country of origin. German recognition is then not required. However, a salary threshold must be reached or the employer must be bound by a collective bargaining agreement.

The recognition partnership according to Section 16d paragraph 3 of the Residence Act also allows for recognition to be obtained only after entry and concurrently with employment. For highly qualified academics, the EU Blue Card Section 18g of the Residence Act is the most attractive instrument. Under certain conditions, IT specialists can even obtain them without a university degree if they can demonstrate sufficient professional experience.

However, one limitation applies: In regulated professions, such as medicine and nursing, a professional license remains mandatory. In these cases, it is worthwhile to develop a strategy early on to determine the fastest route in each individual situation.

How fast is the accelerated skilled worker procedure in Berlin?

In the accelerated skilled worker procedure according to Section 81a of the Residence Act does not constitute The application should not be submitted by a specialist , but rather by the employer with their power of attorney to the responsible authority. Immigration Office . In Berlin, that's the State Office for Immigration ( LEA ). This authority coordinates the recognition process, obtains the approval of the Federal Employment Agency, and grants preliminary approval.

The approval of the Federal Employment Agency is valid according to Section 36 paragraph 2 of the Employment Ordinance (BeschV) stipulates that an assignment is deemed granted if the applicant does not respond within one week. After that, the foreign mission is to... According to § 31a of the Residence Ordinance, an appointment must be scheduled within three weeks, and information about the decision will generally be provided within a further three weeks. Decide on the visa .

In practice, it turns out that legal deadlines only run if the documents are complete and without contradictions. Any queries halt the process. Furthermore, processing times at embassies and consulates vary considerably depending on the country of origin. Those who are aware of this plan their start date realistically and submit the documents in such a way as to avoid any requests for additional information.

Which mistakes cost employers the most time?

From hundreds of cases we have assisted, we are familiar with the typical stumbling blocks. They are particularly common. The employment contract , "Declaration of Employment Relationship" and job description do not exactly match up, for example regarding working hours, salary or job title.

It is equally critical if the intended job does not clearly match the qualifications or if the salary is below the level of comparable domestic employees. The Federal Employment Agency reviews this. Section 39 of the Residence Act exactly.

One often overlooked point is the Family . Many highly qualified applicants only come if spouse and Children can travel along. Whoever Planning for family reunification from the outset prevents the commitment from falling through at the last minute.

How do we support companies in recruiting from third countries?

As a Berlin-based law firm specializing in immigration law, we support employers and HR departments from the initial candidate interview to the start of employment. We select the appropriate residence permit and review the documents before submission. We handle all communication with the LEA and the foreign missions respond immediately upon receiving an official letter with follow-up questions. Should your application nevertheless be rejected, we will also represent you in the proceedings. legal proceedings .

Conclusion: The law is ready, but the practice is not yet ready.

The figures reveal a significant gap between willingness and implementation. Legally, it is easier than ever to import foreign Hiring skilled professionals , even without prior recognition of qualifications, is possible. The key is a well-prepared process that leverages deadlines instead of missing them. Companies that recruit systematically now gain a real advantage in the competition for international talent. Contact us. We'll show you the fastest way to find your ideal candidate.