• Further training and retraining: Various programs offer specialists from other fields the opportunity to retrain in IT professions in order to meet the growing demand.
• Increased digitalization in education: The integration of digital skills into schools and training curricula should lay the foundation for more IT skills among the population.

Although these measures have a positive effect and provide relief in the medium term, they have clear limits. The German population alone cannot meet the demand for IT specialists - current and future demand is simply too high. Even with a significant increase in the number of graduates in IT professions, it would take years to close the gap. This means that closing the IT skills gap in Germany is not realistic without the involvement of international specialists.

International IT specialists as an indispensable key to closing the gap

The shortage of IT specialists is not a purely German problem, but a global one. Nevertheless, as a business location, Germany has great opportunities to attract international specialists. This offers numerous advantages that go beyond the mere quantity of skilled workers:

• Specialized know-how: Many countries train IT specialists in areas that are in high demand in Germany, such as artificial intelligence, data science and cybersecurity. These specializations cannot be adequately covered by national training initiatives alone.

• Diversity and innovation: International IT professionals bring new perspectives and creative approaches that would be difficult to achieve within a homogeneous team. This diversity is often a catalyst for innovation and a key advantage in today's globalized economy.

• Faster availability: International specialists can often provide immediate relief. Instead of waiting years for national specialists to be trained, they can be quickly integrated into projects and become productive.

Challenges and solutions for the integration of international IT specialists

Of course, the integration of international skilled workers is not without its challenges. The most common problems include:

• Bureaucratic hurdles: Visa procurement and recognition of foreign qualifications often take a long time. Despite the Skilled Immigration Act, there are administrative processes that delay a quick start. If you need support with this, you are welcome to use our Formalities Support.
• Cultural integration: Skilled workers from abroad need support to get used to the German work culture and everyday life. A lack of integration measures can jeopardize employee loyalty in the long term. To counteract this, Baloo has developed the Settling-In Support developed. Here we help your skilled workers to "settle in" socially.
• Structured onboarding and further training: Comprehensive onboarding and continuous training are essential to ensure that international specialists not only feel at home, but can also offer added value in the long term. As part of our onboarding support we support you and your specialist in integrating them into your team.

Recommendations for companies: How to successfully integrate international IT talent

In order to overcome the skills shortage in the long term, companies should focus on international talent and develop strategies to successfully integrate them into their workforce. The following measures have proven to be effective:

• Launch global recruitment campaigns: Targeted recruitment campaigns on international platforms and the establishment of networks in relevant countries create access to highly qualified talent. Participation in international job fairs and cooperation with educational institutions worldwide also offer the opportunity to position yourself as an attractive employer.
• Support with visa and recognition processes: Cooperation with specialized service providers such as Baloowho have experience in the area of visa procurement and recognition of qualifications, facilitates the administrative process. This speeds up the process and makes the recruitment of international skilled workers more attractive for companies.
• Promote cultural integration: Cultural training, language courses and social inclusion support programs are crucial to help international professionals adapt to the new working environment and everyday life in Germany. Companies that actively invest in these measures benefit from greater employee loyalty in the long term.
• Strengthening onboarding and further training: Structured onboarding and regular further training enable international specialists to integrate quickly and sustainably into the organization. This is essential not only for professional integration, but also for social integration.

Image source: https://www.bitkom.org/sites/main/files/2024-04/240411Bitkom-Charts-IT-Fachkraftemangel-2040final.pdf P.11