Skilled and unskilled workers are in short supply across nearly all sectors in Germany. A shortage that will only worsen due to demographic change and low birth rates. By 2036, the entire baby boomer generation will have left the workforce. At the same time, many qualified individuals with a refugee or migration background remain excluded even though they are already here and willing to work. Yet one thing is clear: Germany’s labor market depends on international talent.

And yet, their role is often underestimated – as if they were merely filling a gap instead of actively contributing to economic success. But that falls short. International talent is not only essential for the present, but a key factor for Germany’s economic future.

Anyone who wants to remain competitive in the long term must stop seeing international workers as a stopgap and start recognizing them as an integral part of a sustainable workforce strategy.

Hiring International Talent Isn’t Just Possible – It Offers Economic Value

International and refugee talent is not an add-on for companies, but already a strategic part of a future-oriented labor market. Those who recognize their potential and actively integrate it gain not only additional capacity, but complementary knowledge, fresh perspectives, and long-term team stability.

In times of structural shortages, the question is no longer whether to recruit, but how. And this is exactly where diversity offers a clear advantage: companies that open up today secure their relevance for tomorrow.

📈 International Teams Are 36% More Profitable

According to McKinsey, companies with diverse teams perform significantly better. Diversity is not just about different backgrounds – it brings varied ways of thinking, greater innovation, and better decision-making.

💡 7–15% Lower Turnover – Because Opportunity Builds Loyalty

Studies show that refugee talent in particular tends to stay with their employers longer. Once given access to the labor market, many want to settle in, grow, and contribute. That benefits both teams and workplace culture.

🌍 CSR That Goes Beyond a Line in the Annual Report

Hiring international talent is a tangible way to take on social responsibility. It not only strengthens employer branding, but also contributes directly to many companies’ sustainability and diversity goals.

🛍️ Values Influence Purchasing Decisions

According to the Tent Partnership, 53% of German consumers are more likely to buy from brands that hire refugees. Socially responsible choices are becoming a competitive factor – even in consumer behavior.

🌈 Diversity Makes Employers More Attractive

77% of employees prefer to work for companies that actively promote equity and inclusion (StepStone). Those who live these values credibly not only attract new talent – but often the best talent.

✨ 97% of Companies Would Do It Again – Because It Works

A LinkedIn study found that nearly all HR professionals who have hired refugees would recommend it to others. That’s not about appearances – it reflects real, positive experiences across sectors.

Diversity Isn’t a Nice-to-Have – It’s Part of the Solution

Hiring international talent is no longer just about integration – it’s a practical and forward-looking response to ongoing labor shortages.

Companies that start addressing this now aren’t just solving immediate staffing needs – they are positioning themselves strategically for the years ahead. Because those who don’t just tolerate diversity, but actively integrate it, build teams that are more resilient, adaptable, and future-ready.

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.