{"id":9843,"date":"2026-07-06T08:00:00","date_gmt":"2026-07-06T06:00:00","guid":{"rendered":"https:\/\/miotalent.de\/?p=9843"},"modified":"2026-07-05T14:25:09","modified_gmt":"2026-07-05T12:25:09","slug":"concerns-about-international-recruitment-a-fact-check","status":"publish","type":"post","link":"https:\/\/miotalent.de\/en\/concerns-about-international-recruitment-a-fact-check\/","title":{"rendered":"Concerns About International Recruitment: A Fact Check"},"content":{"rendered":"<p>There is a pair of survey questions that every decision-maker considering international recruitment should be familiar with\u2014and that applies to both groups. In 2024, the Bertelsmann Foundation surveyed two groups of decision-makers: 500 companies facing labor shortages that do not employ foreign skilled workers, asking them why they do not do so. And 501 companies that do hire foreign professionals were asked about the problems they actually encountered. A direct comparison of the two lists is the most honest fact-check available on this topic: It shows in black and white which concerns are confirmed by reality, which are significantly downplayed\u2014and which are exaggerated. Both surveys were conducted in parallel in June 2024 among decision-makers at companies with more than ten employees\u2014same institute, same time period, same methodology. There\u2019s no better way to compare expectations and reality. This article presents both lists side by side and draws practical conclusions.      <\/p><div id=\"ez-toc-container\" class=\"ez-toc-v2_0_85 counter-hierarchy ez-toc-counter ez-toc-grey ez-toc-container-direction\">\n<div class=\"ez-toc-title-container\">\n<p class=\"ez-toc-title\" style=\"cursor:inherit\">Table of Contents<\/p>\n<span class=\"ez-toc-title-toggle\"><a href=\"#\" class=\"ez-toc-pull-right ez-toc-btn ez-toc-btn-xs ez-toc-btn-default ez-toc-toggle\" aria-label=\"Toggle Table of Content\"><span class=\"ez-toc-js-icon-con\"><span class=\"\"><span class=\"eztoc-hide\" style=\"display:none;\">Toggle<\/span><span class=\"ez-toc-icon-toggle-span\"><svg style=\"fill: #999;color:#999\" xmlns=\"http:\/\/www.w3.org\/2000\/svg\" class=\"list-377408\" width=\"20px\" height=\"20px\" viewBox=\"0 0 24 24\" fill=\"none\"><path d=\"M6 6H4v2h2V6zm14 0H8v2h12V6zM4 11h2v2H4v-2zm16 0H8v2h12v-2zM4 16h2v2H4v-2zm16 0H8v2h12v-2z\" fill=\"currentColor\"><\/path><\/svg><svg style=\"fill: #999;color:#999\" class=\"arrow-unsorted-368013\" xmlns=\"http:\/\/www.w3.org\/2000\/svg\" width=\"10px\" height=\"10px\" viewBox=\"0 0 24 24\" version=\"1.2\" baseProfile=\"tiny\"><path d=\"M18.2 9.3l-6.2-6.3-6.2 6.3c-.2.2-.3.4-.3.7s.1.5.3.7c.2.2.4.3.7.3h11c.3 0 .5-.1.7-.3.2-.2.3-.5.3-.7s-.1-.5-.3-.7zM5.8 14.7l6.2 6.3 6.2-6.3c.2-.2.3-.5.3-.7s-.1-.5-.3-.7c-.2-.2-.4-.3-.7-.3h-11c-.3 0-.5.1-.7.3-.2.2-.3.5-.3.7s.1.5.3.7z\"\/><\/svg><\/span><\/span><\/span><\/a><\/span><\/div>\n<nav><ul class='ez-toc-list ez-toc-list-level-1 ' ><li class='ez-toc-page-1 ez-toc-heading-level-2'><a class=\"ez-toc-link ez-toc-heading-1\" href=\"https:\/\/miotalent.de\/en\/concerns-about-international-recruitment-a-fact-check\/#The_Concerns_Why_Companies_Dont_Recruit_Internationally\" >The Concerns: Why Companies Don&#8217;t Recruit Internationally<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-2'><a class=\"ez-toc-link ez-toc-heading-2\" href=\"https:\/\/miotalent.de\/en\/concerns-about-international-recruitment-a-fact-check\/#A_Reality_Check_What_Recruiters_Actually_Experience\" >A Reality Check: What Recruiters Actually Experience<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-2'><a class=\"ez-toc-link ez-toc-heading-3\" href=\"https:\/\/miotalent.de\/en\/concerns-about-international-recruitment-a-fact-check\/#What_the_comparison_shows_%E2%80%94_in_both_directions\" >What the comparison shows \u2014 in both directions<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-2'><a class=\"ez-toc-link ez-toc-heading-4\" href=\"https:\/\/miotalent.de\/en\/concerns-about-international-recruitment-a-fact-check\/#Which_Concerns_Are_Justified_%E2%80%94_and_What_Helps_in_Each_Case\" >Which Concerns Are Justified \u2014 and What Helps in Each Case<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-2'><a class=\"ez-toc-link ez-toc-heading-5\" href=\"https:\/\/miotalent.de\/en\/concerns-about-international-recruitment-a-fact-check\/#The_Concern_Behind_the_Concerns\" >The Concern Behind the Concerns<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-2'><a class=\"ez-toc-link ez-toc-heading-6\" href=\"https:\/\/miotalent.de\/en\/concerns-about-international-recruitment-a-fact-check\/#Taking_concerns_seriously_means_building_a_process\" >Taking concerns seriously means: building a process<\/a><\/li><\/ul><\/nav><\/div>\n\n<h2><span class=\"ez-toc-section\" id=\"The_Concerns_Why_Companies_Dont_Recruit_Internationally\"><\/span>The Concerns: Why Companies Don&#8217;t Recruit Internationally<span class=\"ez-toc-section-end\"><\/span><\/h2>\n<p>The reasons cited by employers who do not recruit, ranked by frequency of mention (Bertelsmann Stiftung, 2024): At the top of the list, with 63.5 percent, are language barriers. This is followed by applicants\u2019 misconceptions at 45.3 percent, the difficulty of assessing qualifications at 40.8 percent, the belief that there are enough domestic skilled workers, bureaucratic hurdles at 22.1 percent, a lack of resources at 19.8 percent, and legal hurdles at 12.7 percent. Just under two-thirds, therefore, fail at the very first stage due to language barriers\u2014long before any interview with a candidate has even taken place.  <\/p>\n<p>What is striking about this list, first of all, is what it does not include: reservations about the people themselves play virtually no role. The concerns are entirely practical in nature\u2014language, predictability, and effort. That is good news, because practical problems generally have practical solutions. The only question is which of these concerns are borne out by reality. The order is also striking: the soft factors\u2014language, perceptions, predictability\u2014rank far ahead of the hard ones, such as the law and bureaucracy. Companies, then, fear above all that which they cannot grasp. Whether this fear is justified is revealed by the second list.      <\/p>\n<h2><span class=\"ez-toc-section\" id=\"A_Reality_Check_What_Recruiters_Actually_Experience\"><\/span>A Reality Check: What Recruiters Actually Experience<span class=\"ez-toc-section-end\"><\/span><\/h2>\n<p>Now for the second list\u2014the same survey, but this time asking companies that employ foreign professionals about problems they\u2019ve actually encountered: 50.6 percent cited language barriers, 40.7 percent cited bureaucratic hurdles, misconceptions on the part of applicants 31.1 percent, recognition of foreign professional qualifications 29.7 percent, assessment of qualifications 28.6 percent, legal hurdles 19.4 percent, and problems with family reunification 4.5 percent. Incidentally, recognition appears here as a separate item that non-recruiters hadn\u2019t even considered\u2014a clear indication that the real hurdles only become apparent in practice. <\/p>\n<p>And then there\u2019s another figure that doesn\u2019t appear on any list of concerns: 24.6 percent of companies that have recruited report that none of these problems have occurred. One in four companies that took the plunge simply didn\u2019t experience any of the difficulties they feared. This figure belongs in every discussion on the topic, because it quantifies something that is systematically missing from lists of concerns: the likelihood that it will simply work out. No reputable provider will make a promise based on this\u2014but as a counterbalance to the list of concerns, this figure deserves a permanent place in the discussion.   <\/p>\n<h2><span class=\"ez-toc-section\" id=\"What_the_comparison_shows_%E2%80%94_in_both_directions\"><\/span>What the comparison shows \u2014 in both directions<span class=\"ez-toc-section-end\"><\/span><\/h2>\n<p>Plain language means stating both findings. First: The greatest concern is real, but less significant than feared. Language tops both lists\u2014yet the figure drops from 63.5 percent (fear) to 50.6 percent (experience). The concern is justified, but its magnitude is not entirely so. The mechanism behind this is plausible: Recruiters prepare\u2014language courses, clear deployment planning based on language proficiency, and patience during the first few weeks. Fear is unaware of these tools, but practice makes use of them. Concerns regarding assessments shrink even more significantly: The difficulty in assessing qualifications drops from 40.8 to 28.6 percent, and applicants\u2019 misconceptions from 45.3 to 31.1 percent. Those who actually do it experience these problems far less frequently than those who avoid them out of fear.       <\/p>\n<p>Second, and this is the uncomfortable part: bureaucracy is underestimated. Only 22.1 percent of non-recruiters cite it as an obstacle\u2014but 40.7 percent of recruiters experience it as a problem, which is nearly double what one might expect. Legal hurdles, too, are rising from a mere concern (12.7 percent) to a real experience (19.4 percent). The reality of international recruitment is therefore not more difficult than expected, but difficult in a different way than expected: less so in terms of people, and more so in terms of the process. This aligns exactly with our practical experience\u2014and it fundamentally changes how one should prepare: Those who focus primarily on the interpersonal side are preparing for the lesser problem.    <\/p>\n<h2><span class=\"ez-toc-section\" id=\"Which_Concerns_Are_Justified_%E2%80%94_and_What_Helps_in_Each_Case\"><\/span>Which Concerns Are Justified \u2014 and What Helps in Each Case<span class=\"ez-toc-section-end\"><\/span><\/h2>\n<p>This provides an honest answer to each of the major concerns. Language: a valid concern, but one that can be resolved\u2014through language preparation in the country of origin starting as soon as the contract is signed, so that the months of study run parallel to the process rather than after entry. The assessment of qualifications: overestimated\u2014and manageable through on-site professional examinations rather than a review of documents; as for formal certainty, the recognition process\u2014with its success rate of around 97 percent\u2014provides official proof that foreign qualifications meet German standards far more often than feared, as our <a href=\"https:\/\/miotalent.de\/berufsanerkennung-ausland-verfahren\/\">article on professional recognition<\/a> shows. Applicants\u2019 misconceptions: real, but avoidable through their own actions\u2014by managing expectations honestly before arrival rather than through embellished recruitment pitches. Those who realistically describe work, housing, and daily life in Germany do not set applicants up for disappointment.    <\/p>\n<p>Bureaucracy: underestimated and to be taken seriously\u2014the effective solution is structure: parallel processes, complete documentation, clear responsibilities, and realistic timelines, as described in our article on <a href=\"https:\/\/miotalent.de\/dauer-internationale-rekrutierung\/\">the duration of international recruitment<\/a>. And the lack of resources: the most honest concern of all\u2014a company without an HR department can hardly manage this process on the side. This is exactly why the success-based partnership model exists: The necessary structure\u2014on-site selection, language coordination, process management, and support\u2014is outsourced rather than built in-house, and payment is made only upon successful completion. This way, the resource concern becomes not an excuse, but a clear \u201cmake-or-buy\u201d decision.   <\/p>\n<h2><span class=\"ez-toc-section\" id=\"The_Concern_Behind_the_Concerns\"><\/span>The Concern Behind the Concerns<span class=\"ez-toc-section-end\"><\/span><\/h2>\n<p>The fourth most common reason remains: 23.9 percent of non-recruiters state that there are enough domestic skilled workers. This assessment deserves the most rigorous fact-check, and the result is brief: In the hospitality industry, a job opening remains unfilled for an average of 198 days; across all industries, the figure is 165 days (Federal Employment Agency, 2026). Anyone who finds enough domestic applicants in this market is a lucky exception\u2014for everyone else, this reason is not a finding but a hope. And hope is not a human resources strategy. However, another interpretation is plausible: Behind this reasoning often lies not so much the conviction that the market is saturated as the understandable preference for the familiar path. That, too, is legitimate\u2014but then the decision should be honestly described as such and not presented as a market analysis.     <\/p>\n<h2><span class=\"ez-toc-section\" id=\"Taking_concerns_seriously_means_building_a_process\"><\/span>Taking concerns seriously means: building a process<span class=\"ez-toc-section-end\"><\/span><\/h2>\n<p>The survey allows for a sober conclusion. The concerns of non-recruiters are not figments of the imagination\u2014they are an accurate list, albeit with some misweighted factors. Language and expectation management are less of an issue than expected, bureaucracy is a bigger issue than expected, and one in four recruiters experiences no problems at all. Those who take their concerns seriously do not conclude that they should give up\u2014but rather that they should approach the process in a structured way: with early language preparation, on-site technical assessments, honest communication, and a process that treats bureaucracy as a project rather than a surprise. Ultimately, the two lists also reveal something about the difference between the groups themselves: one group knows the topic only from theory, the other from real-world experience\u2014and the reality turns out to be less daunting, with one exception that can be managed. Our article on the <a href=\"https:\/\/miotalent.de\/fehler-internationale-rekrutierung\/\">seven mistakes in international recruitment<\/a> shows which pitfalls to avoid.     <\/p>\n<p><em>Sources: Bertelsmann Foundation (Reasons Against Recruiting Foreign Skilled Workers 2024; Challenges in Recruiting Foreign Skilled Workers 2024 \u2014 Civey Surveys); Federal Employment Agency (Time to Fill Vacancies 2026); Federal Statistical Office (Recognition Procedures 2024).<\/em><\/p>\n","protected":false},"excerpt":{"rendered":"<p>There is a pair of survey questions that every decision-maker considering international recruitment should be familiar with\u2014and that applies to both groups. In 2024, the Bertelsmann Foundation surveyed two groups of decision-makers: 500 companies facing labor shortages that do not employ foreign skilled workers, asking them why they do not do so. And 501 companies [&hellip;]<\/p>\n","protected":false},"author":3,"featured_media":9844,"comment_status":"closed","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":{"footnotes":""},"categories":[208],"tags":[213,211,198,212,202,209,210],"class_list":["post-9843","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-plain-language","tag-bertelsmann-foundation","tag-concerns","tag-dining","tag-fact-check","tag-hospitality-industry","tag-international-recruitment","tag-plain-language"],"yoast_head":"<!-- This site is optimized with the Yoast SEO plugin v28.1 - https:\/\/yoast.com\/product\/yoast-seo-wordpress\/ -->\n<title>Concerns About International Recruitment: A Fact Check<\/title>\n<meta name=\"description\" content=\"Why Companies Decide Against Recruiting Abroad: Fact-Checking the Most Common Concerns from the 2024 Survey\u2014What\u2019s Justified and What Isn\u2019t.\" \/>\n<meta name=\"robots\" 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