On "GeraFrik," you will find all the information you need to work and live in Germany, whether it's about job searching, visa procedures, or life in Germany. You will learn everything you need to know to successfully navigate the entry process and begin working independently.
If you also wish to receive personal and comprehensive support in the recruitment process, you have two options: state-organized programs or private recruitment agencies. Here, you will find detailed information about these two options:
State-organized placement
In Germany, the Central Service for International and Specialized Placement (Zentrale Auslands- und Fachvermittlung - ZAV) of the Federal Employment Agency (Bundesagentur für Arbeit - BA) is the government contact point for recruiting foreign skilled workers. Foreign skilled workers and employers in Germany can contact the Federal Employment Agency if they need information or advice. You can use the contact form of the Federal Employment Agency to submit a request, indicating your German language skills and qualifications. You will then receive an individual response by email regarding your chances of working in Germany. If your qualifications match, you will be included in the Federal Employment Agency’s candidate pool.
In addition, the Central Service for International and Specialized Placement (ZAV) implements various projects and programs for specific professional sectors in selected partner countries. The government placement projects adhere to ethical standards in recruitment.
You will find more information on the website of the Federal Employment Agency (BA).
Private recruitment agency
Private recruitment agencies offer another option for finding a job in Germany and organizing entry into the country. In Germany, private recruitment agencies are not required to obtain a specific certification or license. To learn how to assess whether a recruitment agency is reputable and provides reliable and tailored services, please refer to the information below.
Legal basis in Germany
In the third book of the German Social Code (Sozialgesetzbuch - SGB) (Articles 296 to 299 of the Social Code - SGB), German law imposes certain requirements on recruitment agencies. Article 296 of the Social Code - SGB states that a written placement contract must be concluded between recruitment agencies and candidates. This placement contract must clearly outline the fees and services of the recruiter. Furthermore, you are only required to pay compensation if a work contract has been concluded as a result of the placement. Advance payments are prohibited!
Unlike placement for a professional activity, placement for vocational training can only be paid by the employer (and not by the apprentice).
According to Article 299 of the Social Code - SGBGerman agencies have an obligation to provide information in the case of cross-border placement. Recruitment agencies must inform candidates in writing (in a language they understand) about ten key points before the employment contract is concluded:
- name/address of the employer
- start and duration of the employment contract
- workplace(s)
- activity
- working hours
- compensation for work
- right to leave
- cancellation periods
- information on collective agreements and/or company or service agreements
- information about the advisory services of social partners and public organizations as well as the respective coordinates.
You must therefore receive this information!
Services
In addition to placement fees, other costs may be incurred, for example, if you take a language course through the agency or if you receive assistance for entry into Germany and the procedure for visaYou should therefore carefully check whether your employer, for example, has pre-financed your language course and whether you will need to reimburse these costs in Germany. Do not sign contracts or documents that you do not fully understand. Also, verify exactly what services are being offered. For instance, assistance in finding housing could simply be a link to a website with housing offers. Always inquire and read the fine print (terms and conditions)!
Contractual obligations and penalties
In your placement contract and employment contract, check the minimum duration you must stay with your employer. Some contracts can be for up to three years. If you change jobs before the end of your contract, you may have to reimburse all costs covered by your employer, which can quickly amount to several thousand euros. You could also face contractual penalties if you do not fulfill certain obligations. This is why you should always carefully examine the risks (e.g., what happens if you fail the language course exam). If your employer provides housing for you, you will also lose your housing if you change jobs.
If you encounter problems with a German recruitment agency or your current employment contract, it is best to seek advice from professionals. The project "Making Integration" (equitable integration) The IQ portal, funded by the state, offers free advice in various languages, but only if you are already in Germany.
You will find more detailed information in the FAQ on Recruitment Agencies of the IQ portal.
Ethical and fair recruitment
Two important United Nations organizations, the International Labour Organization (ILO) and the International Organization for Migration (IOM), have led the development of principles for ethical and fair recruitment that are, however, not mandatory. These guidelines It is essential, for example, that qualified workers coming from abroad are not subjected to recruitment fees simply for finding a job. These fees should be covered by employers in Germany (employer-pays principle). Commitment and reimbursement clauses should also be avoided. Other principles for ethical and fair recruitment include transparency regarding working and employment conditions, data protection, and access to grievance procedures.
It is preferable to look for an agency that adheres to fair recruitment principles.
Quality label "Faire Anwerbung Pflege Deutschland"
A good way to recognize serious recruitment agencies in the healthcare field is the state quality label “Fair Recruitment Nursing Germany” (fair recruitment in the care sector in Germany) which was developed in Germany in 2022. The holder of the quality label is the Federal Ministry of Health (Bundesministerium für Gesundheit - BMG). It is published by the Kuratorium Deutsche Altershilfe Wilhelmine-Lübke-Stiftung e. V. (KDA) and its content is developed by the German Competence Center for International Workers in Health and Care Professions (Deutsches Kompetenzzentrum für internationale Fachkräfte in den Gesundheits- und Pflegeberufen - DKFThe quality label distinguishes private recruitment agencies and employers who guarantee a fair, ethical, and transparent recruitment process. Among the concrete requirements are, for example, the employer-pays principle and transparency throughout the entire recruitment procedure. However, certification is optional.
Six guiding principles are found in the requirements:
- the written form for verifiability
- the free placement procedure for healthcare staff
- the limitation of economic risk for healthcare staff
- the transparency of structures, services, and costs
- sustainability and participation
- the assumption of overall responsibility
If you wish to come to Germany as healthcare personnel and have chosen a recruitment agency with a quality label, the costs for language acquisition will be covered by your future employer.
The compliance with the criteria is monitored by the quality association office. You will find a list of certified placement agencies on the quality label websiteThe Committee for the Assistance of the Elderly (Kuratorium Deutsche Altershilfe - KDA) has also published the brochure “ Information about professional migration in the healthcare field in Germany ". This free brochure is currently available in 11 languages.
Temporary work / temporary employee
The field of temporary or interim work is currently very limited by the law on the immigration of skilled workers (Fachkräfteeinwanderungsgesetz). The issuance of a residence permit to work in a temporary employment agency is only possible if the residence permit is not subject to approval by the Federal Employment Agency, as is the case, for example, for the "EU Blue Card" in accordance with Article 18g, paragraph 1 of the Residence Act - AufenthG. According to Article 40 of the Residence Act - AufenthG, residence permits or permits that require approval are denied by the Federal Employment Agency to foreigners working in temporary employment (Article 40, paragraph 1, number 2 of the Residence Act - AufenthG). This means that immigration candidates with a work contract from a temporary agency cannot obtain a corresponding residence permit in Germany.
Checklist
✔ Compare different recruitment agencies and offers with each other (employer-payer principle, commitment and reimbursement clauses, etc.)
✔ Read all written contracts carefully, including the fine print. If you do not understand something, ask for clarification.
✔ Your employment contract must not only be written in German, but also in the official language of your country of origin or in your native language.
✔ Seek advice from professionals in case of problems or uncertainties.
✔ Transparency and complete information from the agency
✔ Good accessibility (email, phone, website)
✔ Care: the agency has obtained the quality label "Faire Anwerbung Pflege Deutschland" (fair recruitment in the care sector in Germany).