On a visit to Jakarta this week, Johann Wadephul (CDU) warned that Germany must do more than accelerate visas or draft new migration laws. “We must show a true Willkommenskultur towards foreign skilled workers,” he said. “Language courses and quick visas alone will not be enough to convince people to stay in Germany permanently.”
His words strike at the heart of Germany’s challenge: while the country urgently needs nurses, engineers, and IT specialists, many of those who arrive soon leave again — worn down by bureaucracy, slow recognition of degrees, and a social climate that often feels less welcoming than advertised.
Indonesia: Addressing Nursing Shortages
Germany sees potential in Indonesia, a country with a young population. With around half of its 284 million citizens under 30, Indonesia provides a pool of young professionals interested in working abroad. During his Jakarta visit, Wadephul visited a state college for health professions where German language courses are incorporated into nursing education, a project supported by the Goethe-Institut. Officials also signed an agreement to establish four additional training centers.
Although 329 Indonesian nurses have moved to Germany, the total number of visas issued — approximately 1,000 per year — remains limited compared to Germany’s estimated annual need of 400,000 additional skilled workers.
India: International Students and Workforce Integration
India is now the largest source of international students in Germany, surpassing China. Factors such as affordable tuition, English-language programs, and relatively straightforward entry processes attract students who may later contribute to Germany’s labor market as engineers, IT specialists, or scientists.
However, many students return to their home countries after completing their studies. Despite legal pathways to remain in Germany, challenges such as visa transitions, labor market barriers, and cautious employers reduce long-term retention.
Mexico: Administrative Hurdles
The case of Maria, a 28-year-old nurse from Mexico, illustrates the administrative challenges faced by foreign professionals. Although she arrived in Berlin ready to work, her degree required recognition, a process that extended over two years. While hospitals offered housing support and integration programs, delays in official approvals prevented her from practicing as a qualified nurse. Ultimately, Maria returned to Mexico.
Hospital surveys confirm that the main obstacles in recruiting international staff are language requirements, recognition of qualifications, visa procedures, and administrative complexity. While training, mentorship, and support programs are widespread, bureaucratic processes can hinder integration.
Experts estimate that Germany requires at least 400,000 new skilled workers annually to address demographic and economic needs. Current initiatives, including pilot projects and international recruitment programs, represent steps in the right direction but remain limited in scale.
