International and refugee talents bring motivation, experience and fresh perspectives to companies. But for many of them, entering the world of work is also associated with hurdles: Language, unfamiliar processes, a lack of networks or uncertainty in dealing with new structures. Good onboarding can help a lot here.

It not only ensures that new colleagues are ready for work more quickly, but also lays the foundation for trust, cohesion and long-term loyalty. This does not necessarily require large budgets or elaborate programs. Many effective measures can be implemented simply and practically with attention, structure and a team that pulls together.

Seven tips that have proven effective

Onboarding Begins Before the First Day of Work

The start should not begin with the first day of work. Providing information early on creates clarity and builds trust. Important information can be clarified during the job interview or in advance by email: Working hours, clothing, contact persons, initial tasks and travel instructions. This way, new employees know what to expect and can start well prepared.

A Welcome Folder Makes Many Things Easier

What to do in the event of illness? Who is responsible for what? A structured collection of key information helps you to find your way in your new environment. In addition to organizational aspects, this can also contain practical information, such as public transport, childcare, contacts with authorities or leisure activities in the vicinity. Graphic elements or a small checklist can also provide orientation. The more transparent the introduction, the more confident new employees feel and the quicker they can get involved.

Explain Routines, Don't Assume Them

How do I submit a vacation request? When can I take a break? Many questions that seem obvious to established teams are not for new colleagues. Open communication, clear explanations and a little patience help to provide orientation and reduce uncertainty.

A Buddy Program Provides Orientation

Especially in the first few weeks, it is valuable to have a permanent contact person in the team. This person can explain processes, answer informal questions and actively ask how things are going. This creates security and avoids misunderstandings.

Language Support As the Key to Long-Term Integration

Language is the key to participation - including in the workplace. However, many new employees are still in the process of acquiring language skills. Companies can provide targeted support here: through cooperation with language course providers or NGOs, through in-house learning opportunities (e.g. online courses, tandem models) or through working time models that leave room for language acquisition. Those who are still learning German also benefit from clear language, repetition, visual aids and the opportunity to ask questions.

The BAMF's job-related language course (Job-BSK) is also a helpful tool here. The Job-BSK were introduced at the beginning of 2024 and are aimed at people with a migration or refugee background who have at least A2 level German. The aim is to offer language support directly in the workplace - practical, flexible and individual. The courses consist of job-related communication training, workplace-specific in-depth training and individual language coaching. Participation is usually free of charge, takes place alongside work or shortly before starting work and requires close coordination with the company. Further information on the Job-BSK can be found here: Tailored language acquisition in the workplace with the Job-BSK

Onboarding Is a Team Effort

Good onboarding is a team effort. If colleagues know what to look out for and how they can provide support, many things are easier. Short briefings or diversity training sessions help to increase intercultural awareness and reduce uncertainty. Many companies already have employees with a history of flight or migration in their team - they can be valuable bridge builders. Their perspectives and experiences can help to overcome reservations, promote understanding and establish a welcoming culture.

Respond flexibly to qualifications

Some talents have practical experience but no formal qualifications. This is where qualification opportunities, internal training courses or temporary trial employment can help to make skills visible and enable development.

Companies that consciously organize their entry benefit twice over

A successful start is no coincidence. Companies that make a conscious effort to get off to a good start benefit twice over: they not only secure motivated specialists, but also show that diversity is not just something they have on paper. And that has an effect both internally and externally.

In our blog posts, we do not use gender-inclusive language to make them easier to read for non-native German speaking readers. Of course, all genders are included, as diversity and inclusion are important to us.