Preparations after recruitment

If a company has been able to recruit a nurse in a country outside the EU for a job in Germany, an intensive phase begins in which the company needs to prepare for the employee’s arrival, life and work in Germany.

Once employers and employees have found each other, a process that is often underestimated in terms of time and effort begins. In this process all the formalities that have to be completed in the country of origin, the migration into Germany and the start of work have to take place. Depending on the countries involved, various certification and approval authorities must be involved in this process. The following areas or processes need to be interlinked:

• Employment contract

The employment contract plays an important role in the procedure for the immigration of the professional as well as for the relationship between employer and employee. Employers should send the employment contract to the foreign professional in writing – in German, English and ideally also in their native language before starting work.

• Visa for Germany
  

Third-country nationals require a visa for entry that entitles them to take up paid employment. The visa procedure is preceded by procedures required for a residence and employment permit as well as for the recognition of the equivalence of the foreign professional qualification.

The duration of visa procedures can vary greatly in some cases and depend on the type of procedure chosen. There are predefined deadlines for the fast-track procedure for skilled workers (according to § 81a AufenthG). For the procedures outside of § 81a AufenthG, the time window for a visa application appointment varies depending on the capacity of the respective German mission abroad. Longer waiting times will be published on the websites of the embassies concerned, so that applicants and institutions can take this into account during their plans.

[Infobox Fast-track procedure for skilled workers according to § 81a AufenthG]

• Recognition procedure

You can find information on the recognition procedure at Organisation of the recognition process.

• Knowledge of German language

For the visa issuance in order to participate in a compensation measure in Germany according to § 16d AufenthG, German language skills on level B1 are often already sufficient. Further language skills can be improved in Germany.

The requirements for language proficiency for the issuance of a work permit are currently being revised. In some federal states, a B2 language exam for nursing professional purposes must be taken. In other states, general language skills at level B2 according to the Common European Framework of Reference for Languages are sufficient.

For more information, see Promotion of language development.

• Approval of the Bundesagentur für Arbeit (Federal Employment Agency)

In order to obtain a residence permit the nurse needs to have a job. The Bundesagentur für Arbeit (Federal Employment Agency) also examines the suitability of the compensation measures for the recognition of the foreign vocational qualification. In the case of public or state-accredited educational institutions as well as publicly funded or certified measures, you can assume that they will be assessed as suitable. The Ausländerbehörde (Immigration Office) and the diplomatic mission abroad adopt the examination result of the Bundesagentur für Arbeit (Federal Employment Agency).

You can find more information via this Link.

Experience has shown that the processes of document management, visiting the authorities and learning the language can take a long time. Only when these processes have been completed can the date of leaving/arrival actually be bindingly organised. This joint undertaking can then move to the next planning phase, for the recruiting company and the nurses. Until this point is reached, the recruiting company should find a way to keep in reliable, close and professional contact with the new employees who, at this point, are still living in their country of origin. To this end, a contact person should be appointed in the company, who can stay in touch with the future employee. If it is possible to use this time constructively, a robust trustful relationship can develop and many topics can be discussed for the time following entry into Germany, and the respective preparations can be made.

Companies should use the period of document management and waiting to enter Germany to adapt to the new situation. As well as the preparations after the recruitment, the Welcome Culture & Integration Toolbox covers other topics that can be prepared before the arrival.