Regular Recruiting
In: Journal of the Royal United Service Institution, Band 97, Heft 588, S. 533-537
ISSN: 1744-0378
10232 Ergebnisse
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In: Journal of the Royal United Service Institution, Band 97, Heft 588, S. 533-537
ISSN: 1744-0378
In: Das österreichische Gesundheitswesen: ÖKZ, Band 64, Heft 12, S. 24-26
ISSN: 2730-7271
In: Return: Magazin für Transformation und Turnaround, Band 9, Heft 2, S. 30-31
ISSN: 2520-8187
In: Marine corps gazette: the Marine Corps Association newsletter, Band 99, Heft 6, S. 50
ISSN: 0025-3170
In: Parliament in British Politics, S. 51-68
In: Parliament in British Politics, S. 43-60
In: Current History, Band 4, Heft 1, S. 105-106
ISSN: 1944-785X
In: Current History, Band 3, Heft 1, S. 112-113
ISSN: 1944-785X
In: Journal of the Royal United Service Institution, Band 80, Heft 519, S. 572-579
ISSN: 1744-0378
In: Journal of the Royal United Service Institution, Band 83, Heft 529, S. 69-83
ISSN: 1744-0378
In: Praxisinformationen für den beruflichen Erfolg
Recent reforms have put Germany among the OECD countries with the fewest restrictions on labour migration for highly-skilled occupations, yet inflows continue to be relatively low. As labour migration is supposed to be one means to help meet future labour and skill shortages caused by a shrinking working-age population, this book addresses the question of how to ensure that international recruitment can help meet urgent needs in the labour market which cannot be met locally. The review examines key issues in the design of the German labour migration system, on the demand side and on the supply side.German employers can recruit from abroad for any job requiring university-level qualifications. Yet even employers declaring shortages have not done so, in part, due to their insistence on German-language skills and specific qualifications, and in part to a perception that international recruitment is complex and unreliable. While the process could be made more transparent, its negative reputation is unjustified. International students appear well positioned to meet employer concerns, but Germany could do more to promote this channel for labour migration. A large part of the demand is also expected in skilled occupations requiring non-tertiary vocational training, but here, channels remain more restrictive. To address anticipated shortages in these occupations, more should be done to recruit into the dual system, and Germany's new recognition framework could contribute to open new channels.
In: IZA world of labor: evidence-based policy making
ISSN: 2054-9571
In: IZA world of labor: evidence-based policy making