Now that we have looked at how foreign skilled workers can have their certificates recognised in Germany and, if necessary, adapt their qualifications, as well as what they also need to know in terms of safety, let's take a look at how companies in Germany can attract skilled workers from abroad. While the shortage of skilled labour may seem so simple, employers sometimes have to do more than just check applicants. This is because they first have to be recruited or found.

What does employer branding mean?

In fact, the word "branding" is on everyone's lips in marketing and that makes sense. The idea behind it is to make your own brand known and thus make it more attractive. To illustrate this, a simple thought experiment will suffice. Imagine you are standing in front of a shelf full of equivalent products for the same purpose. Let's say there are at least 20 different brands. Which one will you choose? Quite simply, the brand that you already know, at least by name. It's the same with employer branding.

If a company has a high demand for skilled labour, which may even lead to a high fluctuation rate, so that new skilled workers have to be constantly recruited, employer branding is a way to attract a sufficient number of skilled workers. Electricians to attract new employees. In other words, the company should present itself as attractive, especially to foreign skilled workers from the perspective of these same foreign skilled workers. It is not enough to appear attractive from the German perspective. Foreign skilled workers with a different background due to their education and social background judge local employers according to different criteria.

However, the focus should not only be on recruiting foreign skilled labour. Instead, the aim should be to reach precisely those skilled workers who can integrate into the company and provide high-quality work performance. For employer branding, this results in the steps that the company can take to attract the right skilled personnel in sufficient numbers.

How does an employer branding process work?

Firstly, the company should clearly define its values. What is important to the company for its customers and what does it expect from its employees so that they realise this vision? These values must then be clearly communicated and presented in the context of the quality assurance of the work. This must be communicated both externally, i.e. to new specialists, and internally, i.e. to existing employees.

The company should also point out career development opportunities. It is nice to offer a job for the moment. However, a company is only really attractive if the person concerned can pursue their own career according to their own ideas.

In addition, an international working environment should be emphasised, if available. If skilled workers from different countries are employed, this is a clear plus point and should be capitalised on. The diversity of the countries from which the employees come can be presented, as well as the life in the company that results from this mix.

Finally, the company needs its own online presence. This should not simply be a loveless website, but a whole cosmos of presentations. These should appear on a website that is constantly kept up to date and also in various social media that link to your own website.

How can foreign skilled workers be recruited in a targeted manner?

Digital networks, social media, the internet as a whole, all offer unimagined opportunities for marketing today. This also applies to marketing, which is referred to as the recruitment of new skilled labour. The same rules apply here. What has changed is simply the direction in which marketing is aimed. Instead of selling a product, here the work in one's own company is offered as a desirable product.

In order to implement this successfully, some Important measures be tackled.

1. This begins with the Online presence of the company itself. This must be professionally designed. This shows that the company is serious about the quality of its work, which also extends to the various details of the website.
2. In addition, the Display relevant information on the website. When recruiting new employees, this also includes the various opportunities available in the company. The associated job advertisements should be up-to-date, clearly formulated and easy to understand. Support should also be offered at the same time. This serves to make it easier for foreign electricians to integrate into the German labour market and German life.
3. Once the website has been created and provides all the important information, it is time to Increase reach. This means that it must be linked to the places on the Internet where potential employees can be found. This refers to social networks, above all LinkedIn and Facebook. This is where potential employees search for a new employer who has a need for their skills.
4. The company should present itself on these platforms and also present the various Post job advertisements. Of course, this also includes a link to the informative website, which then explains the further details.

How can social networks support the recruitment of skilled labour?

Social networks, especially LinkedIn and Facebook, are popular platforms for finding all kinds of things, including new jobs, but they are still rather general platforms. This means that while there are prospects of success here, you also have to expect a lot of traffic on the profiles and pages, which does not consist of potential employees.

It is therefore essential to use specialised platforms in addition to platforms of more general interest. These are primarily specialised portals and online job exchanges. They concentrate on finding skilled labour. They advertise accordingly and make their own websites attractive. Experienced specialists in particular can be found here, making a search on these portals very effective. In addition to your own job advert, you can also write directly to employees looking for a job.

How does an applicant management system support the recruiting process?

An applicant management system can also be used for a larger search for several specialists. This makes the selection of candidates and the entire recruitment process simpler and clearer. Applicants can be managed, communication can be managed and tracked and progress in the process can be monitored.

In order to speed up the selection process, which is particularly important given the distance between the company and the place of residence of an applicant from abroad, online means should be used. This means that platforms can be used to carry out online tests in order to make a pre-selection. Interviews can then also be conducted online.

There are also international online networks that can be utilised. Their communities make it possible to find potential candidates and make contact with them. This allows you to clarify questions, scrutinise specialist knowledge and generally determine whether the candidate and the company are a good choice for each other.

Finally, if there is a greater need, don't forget the option of placing targeted adverts on social networks and relevant potentials. This can increase the reach of job advertisements and arouse interest in working for your own company.

Why is it worth working with specialised recruitment agencies?

Specialised recruitment agencies can also help in the search for skilled workers from abroad. Recruitment agencies offer even more advantages here than is the case with the recruitment of skilled labour in general. Finding electricians abroad is a somewhat more extensive endeavour than a domestic search. This is where the experience of such agencies is particularly valuable.

1. As experts in finding foreign labour, they can Valuable advice and further expertise offer. Especially when dealing with the different qualifications and requirements, they can concretise the needs and thus formulate requirements that correspond to those of the company and are compatible with the training abroad.
2. In addition, these agencies have Extensive networks and contacts in this area. This means they can easily draw on a large pool of suitable candidates to recruit the right electricians for their own company.
3. Particularly with regard to the Complex legal situationThe legal security offered by these agencies is also of particular importance for the recruitment of foreign labour. This also includes the application for residence permits and the recognition of qualifications.
4. The agencies also relieve the burden on their own company through the Carrying out a screening. This means that they use their experience to pre-select applicants. They check their background and, above all, their qualifications.

Finally, the agencies also help to integrate the foreign skilled workers into the company. In other words, they offer support in overcoming cultural hurdles so that the new employees can familiarise themselves smoothly with the company.

There is a whole range of agencies that have adapted to the current demand situation. They have specialised in the recruitment of skilled workers from Poland, the Czech Republic, Slovakia, Lithuania and other Eastern European countries. They are therefore particularly well positioned to provide recruitment, legal and cultural assistance.

Find electricians from abroad - with Zeitarbeit International

Are you looking for foreign specialists for the electrical industry? We from Temporary Work International will help you with this. The recruitment of foreign labour is associated with an assessment of different qualifications from different countries with different requirements. The current legal situation makes it easier to integrate foreign employees into the German labour market. It helps that the recognition of certificates of foreign electricians in Germany is not mandatory.

We ensure that the skilled labour from abroad meets the requirements of German law. This means that they must have the necessary expertise to install and maintain the electrical systems safely and in accordance with our standards. To this end, we carefully check the qualifications of the foreign workers.

We use uniform standards, such as the NVQ level and the ISCO standard, to help us do this. In addition, we test the applicants in an interview with a technical discussion and a trial job. We also ensure that the necessary certificates are recognised.

Get in touch with us today! Recruitment of electricians from abroad.

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