I see it time and again:
International professionals bring everything you’d expect, education, experience, motivation, and still face rejection.
Often even automatically.
No conversation. No real chance.
And I keep asking myself:
How does this match the loud call for skilled workers we hear in Germany?
We say: “Welcome to Germany.”
But our application processes say: “Please be like us.”
Our career pages say: “Join our team.”
But our selection criteria say: “Adapt, or don’t apply.”
The question isn’t whether we want to be open.
It’s this: What does structural openness actually look like?
Where do international applicants truly feel welcome?
What do they experience during selection, feedback, and onboarding?
And what needs to change, not on paper, but in practice?
I’m not an HR expert.
I’m not an international applicant.
But I work within these structures.
I observe the processes. I listen.
And I notice the gap,
not as someone directly affected, but as someone who pays attention.
I often get asked:
Why isn’t it working?
And I rarely have a simple answer.
I don’t have a grand solution, no system fix.
But I’ve spoken to many who made it through.
And what I keep hearing is this:
Those who understand the system can navigate it better.
Those who prepare won’t be caught off guard.
Those who adapt without losing themselves stay empowered.
And still,
we can’t just expect individuals to adapt.
Structures need to be questioned too,
just like attitudes – or at least, that’s where we’ve started.
And maybe this is the next question:
Which parts of the process are actually flexible, and could be shaped with more support?
Where does everything not need to be perfect from the start?
Which tools and offers could make workplace integration actually doable?
Not everything should rest on the shoulders of the talent.
Much lies in how we shape the process.