How to Build a Sustainable International Hiring Strategy
Step-by-step approach for HR teams — from region scouting to onboarding
The world’s third-largest economy in terms of nominal GDP has, for a few years now, been grappling with a lack of skilled workers. This is mainly due to an ageing population and the lack of enthusiasm of many young people to pursue a “duale Ausbildung” (dual apprenticeship) in Germany.
By the second quarter of 2025, 27.2 percent of German businesses grumbled about the adverse effects of low business output caused by the shortage of skilled labour. In the fourth quarter of 2024, that figure hovered just around 32 percent, and in the summer of 2022, it was as high as 49.7 percent according to the KfW–Ifo labour barometer. The reason for the decline is the consequence of a weak German economy and not that emanating from hiring.
Medium-sized companies, often called the backbone of Germany’s economy, are especially vulnerable. Their success depends heavily on the local labor market, yet that dependency is plagued by a common labor market canker: a shortage of skilled labour. Finding skilled workers has become one of the hardest challenges for HR departments for many Small and medium-sized enterprises. Most factories these days run short-staffed, hospitals close wards, and IT projects slow down, all because the right people are not available locally.
To rub salt into the wound, the fast-paced innovation of artificial intelligence in recent times has also disrupted the labour market. plunging hiring and labour shortage into a confused mix. As Global large tech firms downsize, many mid-sized companies are caught between two questions: should they hire new staff or rely on AI? Funny enough, the labour market has fewer AI experts to satisfy the demands of the latter.
This is why more German companies are turning to international hiring, not as a quick fix but as a long-term growth strategy. Yet, many still struggle with sustainability. So, the question remains: how do you do it right?
For many entities, the high churn rate after heavily investing in the hiring process, relocation, and integration of international hires within a short period makes international hiring unsustainable. The high turnover and expectation mismatch make the process feel uncertain and expensive.
In order to get it right, HR leaders need a more structured and guided approach. Sustainable international hiring is about building stability, not just filling positions.
What is Sustainable International Hiring?
Sustainable international hiring goes beyond filling vacancies. It is about creating a system that benefits both the employer and the employee over time.
It means hiring people from regions where the skills match, integrating them with care, and giving them a real chance to grow. It also means building trust, offering stability, and treating each international hire as a long-term part of the company, not a temporary fix.
When done right, sustainable hiring builds loyalty, reduces turnover, and turns international employees into brand ambassadors. It is an investment in people and in the future of your company.
Below is a clear, people-centered approach to building a sustainable international hiring strategy that does more than fill positions. It builds the future of your workforce.
1. Define your long-term goals
The first step is clarity. Many HR teams begin hiring internationally because they face immediate shortages. But lasting success starts with long-term planning.
Ask yourself a few key questions. What skills will we need three to five years from now? Which roles are consistently difficult to fill? How ready is our team to embrace cultural diversity?
By answering these questions early, you move from reaction to strategy. You prepare your company for the future instead of constantly trying to catch up.
2. Scout the right regions
Once you know what you need, the next step is to identify where to find it. Not all regions offer the same talent. Some specialize in technical education; others produce strong healthcare or logistics professionals.
For example, countries such as Kenya and Ghana have a growing number of IT and logistics graduates trained to global standards. The Philippines and Indonesia are known for healthcare and engineering expertise, while India and Vietnam have large pools of software developers and technicians.
The key is compatibility. Your company’s goals must align with a region’s education system, language skills, and mobility potential. This is exactly what terratalent supports by connecting employers in Germany with the right regions through structured and transparent partnerships.
3. Build trust early
International hiring is not only about contracts or visa paperwork. It is about trust.
Candidates who move across continents are taking a big personal risk. They leave families, friends, and everything familiar behind. Employers who understand this build relationships that last.
Trust begins with honest communication. Be open about what life in Germany looks like, what your company culture is, and what expectations exist. Explain the relocation process clearly and provide reliable updates. Transparency builds commitment long before the first working day.
4. Make the process simple and human
Hiring from abroad can easily become complex. Between document recognition, visa applications, and social insurance registration, many HR teams feel overwhelmed.
To avoid this, build a clear internal structure. Assign one person or a specialized mobility entity like terratalent to coordinate every step. Use a shared checklist to track progress. Partner with trusted experts for documentation and translation.
At terratalent, we manage all administrative steps of international hiring, allowing companies to focus fully on building strong diverse teams.
5. Treat onboarding as a journey
For international hires, onboarding does not end after the first week. It often takes six to twelve months to feel truly settled.
Imagine starting a new life in another country. A new language, a new team, and a new culture. Without support, that transition can feel lonely.
Companies that approach onboarding with empathy make a lasting difference. Assign a mentor, provide language training, and organize regular check-ins. These small gestures reduce anxiety and build loyalty. Employees who feel seen and supported rarely leave.
6. Focus on retention rather than replacement
The success of international hiring is not measured by how quickly positions are filled but by how long people stay.
Retention begins with respect and growth. Fair pay, clear communication, and opportunities to develop are what keep people engaged. Encourage open conversations and cross-cultural collaboration. When employees see a future within your company, they stop searching for the next one. Loyalty grows through growth opportunities, consistency and care.
7. Measure and improve continuously
Every hiring process offers a chance to learn. HR teams should regularly review their results and look for patterns.
How long does it take to bring someone onboard? How many international hires stay beyond 2 years? What feedback do employees share about integration or company culture?
By collecting and analyzing this data, you can adjust your approach and make each hiring cycle more effective than the last.
In conclusion, Sustainable international hiring is not only a strategy. It is a commitment to quality and long-term growth. It connects people, skills, and opportunities in a way that strengthens companies and creates lasting impact.
Every successful hire represents more than filling a position. It means creating stability, building trust, and giving people the chance to contribute where their skills are truly needed. When organizations plan carefully, communicate clearly, and provide real support, they turn recruitment into a lasting partnership.
This is what terratalent stands for. We connect regions and employers with the right people. We help German companies build stable teams and give international talents the opportunity to build a future in Germany. Sustainable hiring builds strong companies and stronger careers.
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