Getting a visa – your ticket into the German labour market

Applying for a visa is probably one of the most obvious steps when immigrating into a foreign country. However, applicants usually have to overcome various bureaucratic obstacles to receive the golden ticket allowing them to enter each respective country. There are certain steps and institutions which one must go through and those might even look pretty basic at first glance:

  1. Checking requirements
  2. Date inquiry at the German embassy or consulate
  3. Applying for visa in your country of residence
  4. Coming to Germany
  5. Applying for a residence permit in Germany

Now this might appear pretty facile and as you might guess there is infact more to it than just that.

The first step when considering to apply for a visa is to identify the actual occasion for the temporary or long-term immigration. Is it generally work related, for a vocational training or maybe an internship? Any case has different requirements to meet with a distinct legal background consequently resulting in various types of visas.

More detailed information about the requirements and further information regarding this procedure please feel free to contact with us.

Taking a look at the requirements for medical professionals in the health sector, two things can be pointed out: First, one definite condition is to have a concrete job offer in Germany. Second, the recognition of foreign qualifications and professional training by a German authority. The recognition procedure and the application for the visa are two different processes and must be requested separately.

But there is no point in burying your heads in the sand if you have not yet gone through the recognition procedure or in the case that the recognition procedure revealed significant differences in the professional training. In both cases you can either request a visa for a qualification procedure to subsequently receive the German approbation or apply for a professional permit giving you the right to practice in your occupational field for an explicit period of time.


Understanding the science behind cultural diversity in the labour market

The clash of cultures and the associated problem of dealing with cultural differences and diversity is one of the greatest challenges of modern times. The cause for this development is Globalization which on the one hand creates new possibilities but at the same time poses new challenges. The world forms into a cultural melting pot with more diverse people than ever coexisting in different cultures, withstanding contradictions and building new transnational identities. Differences and commonalities mainly become apparent when people with different cultural backgrounds meet. The most obvious and basic difference between cultures is our language. But it is not just language barriers possibly creating conflicts or leading to miscommunication. In the most cases basic human attitudes and patterns deeply rooted in centuries of cultural imprinting are to blame.

In terms of this holistic approach trying to identify the affects of interculturality, we learned that cultural diversity can have both a positive and a negative impact on society but what is today effectively done by companies to deal with such controversial issues?

Even though the world has already experienced various waves of immigration in the last centuries forming the world as we know it today, it appears that the labour market has not yet found the right answer to this difficulty.  The old-fashioned idea of an utmost homogenous staff is just not up-to-date and more importantly not possible anymore. Nevertheless, there are some efforts concerning a better approach in this context. Today, companies are trying to focus on their diversity management. Although this approach is not yet omnipresent integrated into the labour market, diversity management tries to get rid of all main factors of diversity that possibly trigger conflict and eventually use the creativeness and innovativeness coming from their diverse employees to subsequently generate profit. With creating acceptance and transparency those firms try to evolve appropriately to prepare for further future challenges and chances.

And now it’s your turn:

In a globalised world the labour market becomes an increasingly diverse melting pot. Where do you see future challenges but also chances?


Development of immigrated doctors in Germany since 1996

It was a rather creeping process, starting off slowly around the turn of the millennium from a comfortable personnel situation in the health care market leading to a real shortage of doctors today. Looking back, there are different causes that could be pointed out when trying to explain the reason for this development, but in the current debate there is mostly just one topic that makes the headlines: Demographic change.

Now this social phenomenon has two consequences. First, it leads to general staffing problems. The majority of German doctors are old and too less young successors are following. Secondly, the ageing society is having a huge impact on the German health care system which again results in the need of more personnel. Most recent figures from the federal statistic office are alarming. Between 2009 and 2017 the cases requiring hospital treatment increased from 17,8 to 19,5 million.

However, the number of immigrating doctors from all over the planet continues to grow. With just 11039 verified doctors working in Germany in 1996, the number of practising physicians almost quintupled in little bit more than two decades. Today over 52361 foreign doctors build a significant percentage of the people working in the German health care sector helping stabilize it in the long run and preparing for future challenges.