{"id":9924,"date":"2026-05-20T08:00:00","date_gmt":"2026-05-20T06:00:00","guid":{"rendered":"https:\/\/miotalent.de\/onboarding-international-professionals-what-really-keeps-them-here-after-they-arrive\/"},"modified":"2026-07-05T14:25:33","modified_gmt":"2026-07-05T12:25:33","slug":"onboarding-international-professionals-what-really-keeps-them-here-after-they-arrive","status":"publish","type":"post","link":"https:\/\/miotalent.de\/en\/onboarding-international-professionals-what-really-keeps-them-here-after-they-arrive\/","title":{"rendered":"Onboarding International Professionals: What Really Keeps Them Here After They Arrive"},"content":{"rendered":"\n<p class=\"wp-block-paragraph\">Most businesses in the restaurant and hotel industries completely underestimate one aspect of international recruiting: what happens <em>after<\/em> hiring.<\/p><div id=\"ez-toc-container\" class=\"ez-toc-v2_0_86 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\/onboarding-international-professionals-what-really-keeps-them-here-after-they-arrive\/#The_Unpleasant_Data_Picture_%E2%80%94_Germany_in_International_Comparison\" >The Unpleasant Data Picture \u2014 Germany in International Comparison<\/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\/onboarding-international-professionals-what-really-keeps-them-here-after-they-arrive\/#Why_International_Professionals_Leave_Their_Employers\" >Why International Professionals Leave Their Employers<\/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\/onboarding-international-professionals-what-really-keeps-them-here-after-they-arrive\/#What_%E2%80%9CInternational_Onboarding%E2%80%9D_Really_Means_%E2%80%94_A_Definition\" >What &#8220;International Onboarding&#8221; Really Means \u2014 A Definition<\/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\/onboarding-international-professionals-what-really-keeps-them-here-after-they-arrive\/#The_First_90_Days_%E2%80%94_What_Needs_to_Happen_Structurally\" >The First 90 Days \u2014 What Needs to Happen Structurally<\/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\/onboarding-international-professionals-what-really-keeps-them-here-after-they-arrive\/#The_three_structural_levers%E2%80%94language_housing_and_recognition\" >The three structural levers\u2014language, housing, and recognition<\/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\/onboarding-international-professionals-what-really-keeps-them-here-after-they-arrive\/#What_Employers_Can_Do_%E2%80%94_and_What_They_Cant\" >What Employers Can Do \u2014 and What They Can&#8217;t<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-2'><a class=\"ez-toc-link ez-toc-heading-7\" href=\"https:\/\/miotalent.de\/en\/onboarding-international-professionals-what-really-keeps-them-here-after-they-arrive\/#A_structured_international_recruitment_process_includes_onboarding\" >A structured international recruitment process includes onboarding<\/a><\/li><\/ul><\/nav><\/div>\n\n\n<p class=\"wp-block-paragraph\">The contract has been signed. The visa has been issued. The new skilled worker arrives. And then\u2014six, nine, or twelve months later\u2014she quits. Or she doesn\u2019t quit, but her performance falls short of expectations. Or she stays in the country but changes employers.     <\/p>\n\n<p class=\"wp-block-paragraph\">This isn&#8217;t an isolated case. It&#8217;s a structural problem with identifiable causes. And it can be solved\u2014if you know where to start.  <\/p>\n\n<h2 class=\"wp-block-heading\"><span class=\"ez-toc-section\" id=\"The_Unpleasant_Data_Picture_%E2%80%94_Germany_in_International_Comparison\"><\/span>The Unpleasant Data Picture \u2014 Germany in International Comparison<span class=\"ez-toc-section-end\"><\/span><\/h2>\n\n<p class=\"wp-block-paragraph\">Anyone who hires international professionals should know where Germany actually stands in a global comparison\u2014not in terms of how we see ourselves, but in terms of how people who come here perceive the country. <\/p>\n\n<p class=\"wp-block-paragraph\">The <strong>Expat Insider Index 2025<\/strong>, conducted by InterNations among 10,085 international professionals from 172 countries, paints an unvarnished picture:<\/p>\n\n<ul class=\"wp-block-list\">\n<li><strong>Settling In and Integration: 43rd out of 46.<\/strong>  Germany is one of the four countries worldwide where international professionals find it most difficult to settle in.<\/li>\n\n\n\n<li><strong>General Conditions (Expat Essentials): 46th out of 46.<\/strong>  Last place. Four sub-indices were evaluated: language, administration &amp; bureaucracy, affordable housing, and digital life. <\/li>\n\n\n\n<li><strong>Length of stay:<\/strong> Only 24% of respondents want to stay long-term. 10% plan to move within the next five years. 7% want to leave within a year. 3% want to leave as soon as possible.   <\/li>\n<\/ul>\n\n<p class=\"wp-block-paragraph\">Source: InterNations, Expat Insider 2025 (10,085 respondents, February 2025).<\/p>\n\n<figure class=\"wp-block-image size-large\"><img fetchpriority=\"high\" decoding=\"async\" width=\"1024\" height=\"572\" src=\"https:\/\/miotalent.de\/wp-content\/uploads\/2026\/05\/aufenthaltsdauer-expats-24-prozent-deutschland-bleiben-miotalent-1024x572.webp\" alt=\"Statistics: 24 percent of international professionals want to stay in Germany long-term, Expat Insider 2025\" class=\"wp-image-1722\" srcset=\"https:\/\/miotalent.de\/wp-content\/uploads\/2026\/05\/aufenthaltsdauer-expats-24-prozent-deutschland-bleiben-miotalent-1024x572.webp 1024w, https:\/\/miotalent.de\/wp-content\/uploads\/2026\/05\/aufenthaltsdauer-expats-24-prozent-deutschland-bleiben-miotalent-300x167.webp 300w, https:\/\/miotalent.de\/wp-content\/uploads\/2026\/05\/aufenthaltsdauer-expats-24-prozent-deutschland-bleiben-miotalent-768x429.webp 768w, https:\/\/miotalent.de\/wp-content\/uploads\/2026\/05\/aufenthaltsdauer-expats-24-prozent-deutschland-bleiben-miotalent.webp 1376w\" sizes=\"(max-width: 1024px) 100vw, 1024px\" \/><figcaption class=\"wp-element-caption\">Planned length of stay for international professionals in Germany: 24 percent want to stay long-term, while 76 percent plan to leave at a later date. Source: InterNations, Expat Insider Index 2025 (10,085 respondents). <\/figcaption><\/figure>\n\n<p class=\"wp-block-paragraph\">These figures are not a lament. They are the reality against which every personnel decision is made. <\/p>\n\n<p class=\"wp-block-paragraph\">Anyone who hires a foreign professional isn&#8217;t just dealing with the internal onboarding process. They&#8217;re also up against an environment that, structurally speaking, doesn&#8217;t welcome that professional. The onboarding process at the company must partially bridge this structural gap\u2014otherwise, that person will be lost.  <\/p>\n\n<h2 class=\"wp-block-heading\"><span class=\"ez-toc-section\" id=\"Why_International_Professionals_Leave_Their_Employers\"><\/span>Why International Professionals Leave Their Employers<span class=\"ez-toc-section-end\"><\/span><\/h2>\n\n<p class=\"wp-block-paragraph\">The hospitality industry in Germany has a <strong>turnover rate of 60.5<\/strong> (BA 2024)\u2014the second-highest turnover rate of any economic sector. It ranks second only to the temporary employment sector (128.6) and is higher than all other industries.  <\/p>\n\n<p class=\"wp-block-paragraph\">In an international context, there is a second factor at play: International professionals face an additional source of attrition that German employees do not experience in the same way\u2014structural adjustment.<\/p>\n\n<p class=\"wp-block-paragraph\">Based on practical experience, three recurring causes of premature contract terminations can be identified:<\/p>\n\n<p class=\"wp-block-paragraph\"><strong>Reason 1 \u2014 Expectation gap.<\/strong>  The skilled worker was recruited in their home country with a promise that does not reflect the reality in Germany. This rarely concerns salary. More often, it involves working hours, housing arrangements, language support, and career prospects.  <\/p>\n\n<p class=\"wp-block-paragraph\"><strong>Reason 2 \u2014 Isolation during the first 90 days.<\/strong>  At work, the skilled worker faces a daily routine that is impossible to manage without knowledge of the German language. She has no way of connecting with people in her social circle. After three months, her emotional state is negative\u2014even though her professional performance is up to par.  <\/p>\n\n<p class=\"wp-block-paragraph\"><strong>Reason 3 \u2014 Excessive bureaucratic demands.<\/strong>  Registration with the Residents\u2019 Registration Office, health insurance, income tax card, bank account, lease, and internet service. What is routine for a German employee becomes a series of hurdles for an international professional\u2014each one nearly impossible to overcome without language skills. <\/p>\n\n<p class=\"wp-block-paragraph\">These three factors are no coincidence. They are the direct result of what the Expat Insider Index identifies as Germany\u2019s structural weaknesses: language, bureaucracy, housing, and digital infrastructure. <\/p>\n\n<h2 class=\"wp-block-heading\"><span class=\"ez-toc-section\" id=\"What_%E2%80%9CInternational_Onboarding%E2%80%9D_Really_Means_%E2%80%94_A_Definition\"><\/span>What &#8220;International Onboarding&#8221; Really Means \u2014 A Definition<span class=\"ez-toc-section-end\"><\/span><\/h2>\n\n<p class=\"wp-block-paragraph\">In German HR terminology, \u201conboarding\u201d is generally understood to mean \u201cthe first few weeks on the job.\u201d This definition is not sufficient for international professionals. <\/p>\n\n<p class=\"wp-block-paragraph\"><strong>The onboarding of international professionals refers to the structured process of integrating a professional from abroad into a German company\u2014including professional, social, and administrative aspects\u2014which typically begins when the contract is signed and continues at least through the end of the first year.<\/strong><\/p>\n\n<p class=\"wp-block-paragraph\">The difference from national onboarding lies in three additions:<\/p>\n\n<ul class=\"wp-block-list\">\n<li><strong>Extended timeline:<\/strong> The process does not begin on the first day of work, but rather weeks before arrival. Preparation in the home country is part of the onboarding process. <\/li>\n\n\n\n<li><strong>Expanding the Scope:<\/strong> Onboarding encompasses not only daily life but also the living environment\u2014dealing with government agencies, registering a residence, opening a bank account, and accessing medical care.<\/li>\n\n\n\n<li><strong>Language Inclusion:<\/strong> Language support is not optional. It is part of an employer\u2019s responsibility\u2014even if it is not required by labor law. <\/li>\n<\/ul>\n\n<p class=\"wp-block-paragraph\">Anyone who fails to take these three aspects into account isn&#8217;t conducting international onboarding. They&#8217;re conducting national onboarding with a foreign national\u2014and then wonder why the retention rate remains low. <\/p>\n\n<h2 class=\"wp-block-heading\"><span class=\"ez-toc-section\" id=\"The_First_90_Days_%E2%80%94_What_Needs_to_Happen_Structurally\"><\/span>The First 90 Days \u2014 What Needs to Happen Structurally<span class=\"ez-toc-section-end\"><\/span><\/h2>\n\n<p class=\"wp-block-paragraph\">Under German labor law, the probationary period is generally six months. The critical phase of international onboarding is shorter: the first 90 days. This period determines whether the employee will stay with the company or mentally check out.  <\/p>\n\n<p class=\"wp-block-paragraph\">A structured 90-day onboarding process consists of six steps:<\/p>\n\n<p class=\"wp-block-paragraph\"><strong>Step 1 \u2014 Preparations Before Arrival (Weeks Before Your First Day of Work).<\/strong>  Arrange housing or at least secure it for the first 30 days. Make preliminary arrangements to open a bank account. Facilitate initial contact between the specialist and the team (video call, chat, welcome letter).  <\/p>\n\n<p class=\"wp-block-paragraph\"><strong>Step 2 \u2014 Day of Reception.<\/strong>  Picking someone up at the airport or train station isn&#8217;t a luxury. It&#8217;s the first sign that the professional is expected. Anyone who shirks this responsibility sends a message that is difficult to undo.  <\/p>\n\n<p class=\"wp-block-paragraph\"><strong>Step 3 \u2014 First week on the job.<\/strong>  Reduced work schedule. A designated point of contact at the workplace. Dealing with government agencies during the first ten workdays\u2014together, not alone. Language classes begin no later than day 14.   <\/p>\n\n<p class=\"wp-block-paragraph\"><strong>Step 4 \u2014 Day 30: Initial consultation.<\/strong>  Structured feedback. What works? What doesn&#8217;t? What was promised, and what wasn&#8217;t delivered? Address any gaps in expectations now\u2014not three months from now.    <\/p>\n\n<p class=\"wp-block-paragraph\"><strong>Step 5 \u2014 Day 60: Academic Integration.<\/strong>  Full service schedule. Initial assessment of professional competence. Language proficiency assessment. Clarification of possible recognition procedures (see article <em>\u201cProfessional Recognition Abroad: How the Process Works\u201d<\/em>).   <\/p>\n\n<p class=\"wp-block-paragraph\"><strong>Step 6 \u2014 Day 90: Strategic Discussion.<\/strong>  What are the prospects for skilled workers within the company? What are the prospects at the state level? What measures are needed to ensure a positive outcome on both counts?  <\/p>\n\n<p class=\"wp-block-paragraph\">Anyone who follows these six steps in a structured manner will have a clear picture after 90 days\u2014and so will the specialist.<\/p>\n\n<h2 class=\"wp-block-heading\"><span class=\"ez-toc-section\" id=\"The_three_structural_levers%E2%80%94language_housing_and_recognition\"><\/span>The three structural levers\u2014language, housing, and recognition<span class=\"ez-toc-section-end\"><\/span><\/h2>\n\n<p class=\"wp-block-paragraph\">Behind the 90-day process lie three issues that every employer must address strategically\u2014not on a case-by-case basis for each employee, but as a fundamental company policy. <\/p>\n\n<p class=\"wp-block-paragraph\"><strong>Lever 1 \u2014 Language.<\/strong>  What language proficiency level does the company expect upon hiring? B1, B2, or is a lower level sufficient? Who covers the costs of ongoing language courses? How is language progress measured within the company?   <\/p>\n\n<p class=\"wp-block-paragraph\">In day-to-day restaurant operations, service staff often only need a level of <strong>A2 to B1<\/strong> to get started, with a target level of B1 to B2 within the first year. For kitchen staff, the requirements are often lower (A2), while for reception staff they are higher (at least B2). This distinction should be defined before recruitment\u2014not during it.  <\/p>\n\n<p class=\"wp-block-paragraph\"><strong>Lever 2 \u2014 Housing.<\/strong>  To what extent does the company provide housing? A fully furnished company apartment, assistance in finding housing, a housing allowance, or nothing at all? International professionals without housing for the first 30 days fail at a stage where German applicants would never fail\u2014they simply don\u2019t make it that far.  <\/p>\n\n<p class=\"wp-block-paragraph\">The \u201cAffordable Housing\u201d subindex in the Expat Insider 2025 (Germany ranked 43rd out of 46) shows that failing to offer a solution here creates a barrier for skilled workers that they cannot overcome due to structural constraints.<\/p>\n\n<p class=\"wp-block-paragraph\"><strong>Lever 3 \u2014 Recognition.<\/strong>  For many positions in the restaurant and hotel industries, formal professional recognition is not strictly required\u2014the Western Balkans regulation allows for employment even without such recognition. However, if the skilled worker wants to build a long-term career in Germany (advancement, transition to other industries, securing permanent residency), the recognition process will eventually become relevant. <\/p>\n\n<p class=\"wp-block-paragraph\">An employer who initiates the recognition process in a structured manner within the first 12 months is signaling that this position is not just a stepping stone, but a long-term opportunity.<\/p>\n\n<h2 class=\"wp-block-heading\"><span class=\"ez-toc-section\" id=\"What_Employers_Can_Do_%E2%80%94_and_What_They_Cant\"><\/span>What Employers Can Do \u2014 and What They Can&#8217;t<span class=\"ez-toc-section-end\"><\/span><\/h2>\n\n<p class=\"wp-block-paragraph\">Realism is part of brand communication and part of honest leadership. Three points should be clear: <\/p>\n\n<p class=\"wp-block-paragraph\"><strong>Employers cannot make up for the entire shortfall in German language proficiency.<\/strong>  If Germany ranks 42nd out of 46 in terms of bureaucracy (Expat Insider 2025), that is a structural problem in society. A single restaurant business cannot solve this on its own. <\/p>\n\n<p class=\"wp-block-paragraph\"><strong>However, employers can structurally determine the difference between staying and leaving.<\/strong>  Studies have repeatedly shown that the relationship with one\u2019s direct supervisor and immediate team is the single strongest factor in employee retention\u2014and international professionals are no exception.<\/p>\n\n<p class=\"wp-block-paragraph\"><strong>Employers should communicate their expectations honestly.<\/strong>  Any employer who lures applicants from abroad with a picture that doesn\u2019t reflect the reality in Germany creates a gap between expectations and reality that later leads to termination. Being clear and upfront before the applicant arrives is not a risk\u2014it is the prerequisite for a stable employment relationship. <\/p>\n\n<h2 class=\"wp-block-heading\"><span class=\"ez-toc-section\" id=\"A_structured_international_recruitment_process_includes_onboarding\"><\/span>A structured international recruitment process includes onboarding<span class=\"ez-toc-section-end\"><\/span><\/h2>\n\n<p class=\"wp-block-paragraph\">International recruitment doesn&#8217;t end with the signing of the contract. Nor does it end on the first day of work. It ends\u2014in a practical sense\u2014after the first successful year.  <\/p>\n\n<p class=\"wp-block-paragraph\">A structured onboarding process is therefore not just an add-on to recruitment. It is part of the same question: How does a contract turn into a lasting employment relationship? <\/p>\n\n<p class=\"wp-block-paragraph\">Anyone who plans the recruiting process in a structured way\u2014from the initial interview through the visa application to entry into the country (see the article for details <em><a href=\"https:\/\/miotalent.de\/recruiting-prozess-international-7-schritte\/\" type=\"post\" id=\"1679\">International Recruitment Process: 7 Steps to Hiring<\/a><\/em>) \u2014 should approach onboarding with the same level of discipline. Otherwise, losses will occur at a stage where they could have been avoided. <\/p>\n\n<p class=\"wp-block-paragraph\">Germany has a structural onboarding problem. But every individual company has a lever it can pull to mitigate this problem for its international skilled workers. Those who pull that lever reap a double return: lower employee turnover and a credible employer brand.  <\/p>\n\n<p class=\"wp-block-paragraph\"><strong>Sources for this post:<\/strong><\/p>\n\n<ul class=\"wp-block-list\">\n<li>Federal Employment Agency (BA), Staff Turnover Rate in the Hospitality Industry, 2024<\/li>\n\n\n\n<li>InterNations, Expat Insider Index 2025 (Settling In, General Conditions, Length of Stay)<\/li>\n\n\n\n<li>Federal Employment Agency, Professional Certification Process 2024<\/li>\n<\/ul>\n\n<p class=\"wp-block-paragraph\"><\/p>\n","protected":false},"excerpt":{"rendered":"<p>Most businesses in the restaurant and hotel industries completely underestimate one aspect of international recruiting: what happens after hiring. The contract has been signed. The visa has been issued. The new skilled worker arrives. And then\u2014six, nine, or twelve months later\u2014she quits. Or she doesn\u2019t quit, but her performance falls short of expectations. Or she [&hellip;]<\/p>\n","protected":false},"author":3,"featured_media":9925,"comment_status":"closed","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":{"footnotes":""},"categories":[300],"tags":[302,303,284,202,304,305,301],"class_list":["post-9924","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-integration-retention","tag-cultural-integration","tag-employee-retention-in-the-restaurant-industry","tag-employee-turnover-in-the-hospitality-industry","tag-hospitality-industry","tag-integration-of-foreign-employees","tag-international-onboarding","tag-onboarding-international-professionals"],"yoast_head":"<!-- This site is optimized with the Yoast SEO plugin v28.3 - https:\/\/yoast.com\/product\/yoast-seo-wordpress\/ -->\n<title>Onboarding International Professionals: What Really Builds Loyalty<\/title>\n<meta name=\"description\" content=\"Germany ranks 43rd out of 46 in onboarding. 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