Keeping international talent in Thuringia

International students offer considerable potential for securing a skilled workforce in Thuringia. Many can envisage staying in the Free State after successfully completing their studies. However, for them to actually stay, more is needed than just attractive jobs. A study by the University of Jena shows what companies, institutions of higher education and other stakeholders can do to ensure that the place where students study becomes a long-term centre for work and life.

According to the study, key factors include a good command of German, an understanding of recruitment processes, early contact with regional companies, and a corporate culture that welcomes international employees. Institutions of higher education can specifically prepare international students for their career start; companies, in turn, can make their recruitment processes and working conditions more accessible to international candidates.

These are key recommendations for action from the research project »ARAPiS – Analyse der Rolle und des Arbeitsmarkt-Potenzials internationaler Studierender der Friedrich-Schiller-Universität Jena im Kontext Thüringens« (Analysis of the Role and Labour Market Potential of International Students at Friedrich Schiller University Jena in the Context of Thuringia). The project investigated which factors facilitate international students’ transition into the Thuringian labour market and which obstacles stand in the way.

The extent to which international students can help address the shortage of skilled workers is demonstrated, amongst other things, by a recently published assessment report by the German Economic Institute (IW), commissioned by the German Academic Exchange Service (DAAD). For the 2022 cohort of around 79,000 first-year international students, the IW calculates a long-term surplus for public finances of between 7.4 and 26 billion euros, depending on the assumed retention rate – in other words: the taxes and social security contributions paid by international university graduates over the course of their working lives significantly exceed public expenditure on their studies and other state support.

Many want to stay – but starting a career is a hurdle

This issue is particularly relevant for Thuringia, as the federal state is facing far-reaching demographic upheavals. International students have already been living in the Free State for several years; they are familiar with their surroundings and build up social and professional contacts during their studies. The University of Jena alone sends around 400 international graduates into the labour market every year. Many international students can, in principle, envisage staying in Thuringia after graduation. However, the transition from university to the world of work proves to be a crucial phase.

The ARAPiS project therefore surveyed international students, graduates and Thuringian companies. Among other things, the findings show that language skills, job-application skills, contacts with employers and the openness of companies are key factors for a successful start to a career.

»As institutions of higher education, we must make international students even more aware of how important a good command of German is for their entry into the regional labour market,« says Dr Claudia Hillinger, Head of the International Office and the Career Point at the University of Jena, as well as project leader of ARAPiS. »At the same time, integration can only succeed if companies also reach out to international graduates and give them a genuine opportunity.« For example, companies could explore ways in which international graduates can acquire German language skills as part of their day-to-day work.

Bringing companies and international students together at an early stage

According to the findings of ARAPiS, an important starting point is early contact between students and regional employers. Internships, part-time student jobs, final year theses in collaboration with companies and networking events can provide international students with insights into the Thuringian labour market, whilst at the same time giving companies the opportunity to get to know potential skilled workers.

The study also recommends that companies review their recruitment processes to ensure that international candidates are actually being reached. This includes clear job advertisements, transparent communication of the required German language skills and – where possible – information provided in English. Companies can also benefit from increasing their visibility amongst international students and making greater use of university networking opportunities.

Targeted support for language and application skills

Institutions of higher education also have a role to play. International students should be informed at an early stage about the requirements of the German and regional labour markets. In addition to subject-specific qualifications, German language skills and knowledge of application processes play a particularly important role.

Language centres, career services and other university departments can provide support here through language courses, personalised advisory services, job application training, talks and networking events. ARAPiS also recommends emphasising the importance of language acquisition to international students and raising their awareness of career prospects after graduation as early as possible in their studies.

Creating a welcoming culture is the responsibility of the entire organisation

The company survey reveals varying attitudes towards the employment of international professionals – ranging from great openness and established experience to marked reluctance. The recommendations for action therefore do not focus solely on recruitment. The sustainable integration of international professionals can entail a process of change for companies that affects the entire organisation and may need to be supported professionally and sensitively.

This includes preparation of the workforce for collaboration in international teams and provision of training in intercultural skills. At the same time, companies should establish contact and reporting channels that international employees can turn to if they experience discrimination. A genuine culture of welcome therefore means not only attracting international skilled workers, but also offering them a working environment in which they receive support, can develop professionally and become a long-term part of the workforce.

Stakeholders from business, public administration and civil society also play a supportive and networking role. Recommendations include continuing education and advisory services for companies and institutions of higher education, as well as closer cooperation between career services and regional employers. English-language information and support services can initially make it easier for international students and graduates to access companies and the labour market. However, they are no substitute for acquiring German language skills, which remain a key requirement for long-term professional integration.

»International students have already made a decision to choose Thuringia as their place of study. We should not let this potential go to waste«, says Hillinger. »However, for a place of study to also become a permanent centre of work and life, cooperation is needed between institutions of higher education, businesses and other stakeholders in the region.«