The process, step by step
How international recruitment works with DACHma Talent
The employer defines its requirements and makes the hiring decision. DACHma Talent guides the agreed sourcing, selection, organisational and integration steps.
1–2: Enquiry and Employer Assessment
A brief staffing enquiry is followed by a structured review of the profile, number of hires, language, working conditions, location, accommodation and preferred start date. The result is an agreed search assignment. Official information for employers is available from Bundesportal Make it in Germany.
The staffing enquiry first provides concise orientation: whether skilled workers, apprentices or both groups are sought, for which occupation, in what number and at which location. The preferred start period and accommodation situation are also included. During the subsequent Employer Assessment, this is turned into a robust description of duties and requirements. Employers explain tasks, qualifications, experience, working hours and language; DACHma Talent structures the information, follows up contradictions and separates essential, preferred and exclusion criteria for the later search assignment. The agreed result also describes what candidates in Morocco should know before applying.
These first steps determine the quality of the entire project. An unclear occupational title can produce profiles that appear formally similar but are unsuitable for the assignment. The level of responsibility, working environment, team contact and skills that can be developed are therefore expressly recorded. The company reviews and approves the result. Only then does recruitment in Morocco begin. Changes remain possible, but must be assessed transparently because they can affect the candidate approach, assessment standard and further schedule. The process therefore remains objectively understandable to everyone even when questions arise later.
3–5: Recruitment, assessment and Candidate Passport
The search in Morocco follows the agreed search profile. Suitable people are assessed against approved criteria; the Candidate Passport brings together the relevant information for pre-selection.
Recruitment aligns its approach and search with the agreed profile. Interested people receive the relevant information about the task, location and conditions. This makes it possible to clarify before assessment whether fundamental prerequisites and expectations match. The aim is not the largest possible database, but a manageable selection whose connection with the employer's specific assignment can be described transparently. Feedback from the search can also provide early indications that the profile should be refined objectively.
During Candidate Assessment, qualifications, experience, communication, motivation, reliability and willingness to learn are considered separately. Formal documents and interview observations remain recognisable as different types of information. The Candidate Passport arranges approved data, evidence and open questions in a consistent structure. Employers can compare profiles more purposefully and prepare the interview. The Passport is neither official certification nor a hiring decision. Missing evidence and uncertainties are identified so they are not carried into the next phase as confirmed facts. This guards against false confidence based on inconsistent or incomplete information.
Would you like to assess this step for your specific staffing requirement?
Describe your staffing needs6–7: Interview, employer decision and contract
DACHma Talent coordinates the interviews. The employer assesses professional and personal suitability, makes its own decision and, following a positive selection, concludes the employment or apprenticeship contract.
DACHma Talent coordinates online interviews and supports a clear conversational framework. The employer contributes professional questions, typical working situations and relevant team members. Candidates can in turn raise the task, working hours, location, accommodation or training. This two-sided meeting supplements the written documents and makes expectations concrete. The company assesses professional and personal suitability itself; DACHma Talent neither dictates the hiring decision nor promises that a particular person will fill the role. Interview notes then record which expectations have been clarified and which questions remain open before the contract is signed.
Following a positive decision, the employer and selected person clarify the contractual conditions. The employment or training contract describes the binding basis of the intended assignment and should be explained clearly. Only then are the dependent organisational steps continued in an orderly way. Signing a contract replaces no official examination and guarantees neither the visa nor the date of entry. If the role, target start or other material conditions change, the effect on documents, procedural steps and preparation must be examined. The documented decision gives everyone a clear handover into the organisational phase that follows.
Responsibilities at a glance
Who handles what — and who makes the decision?
Clear roles prevent false expectations. DACHma Talent coordinates the process, while employers and competent authorities retain their respective decision-making powers.
| Phase | DACHma Talent | Employer | Competent authority |
|---|---|---|---|
| Search profile | Facilitates, structures and documents the requirement | Describes the workplace and approves the criteria | – |
| Search and pre-selection | Recruits, reviews approved information and prepares the Candidate Passport | Conducts the professional interview and makes the selection | – |
| Contract and documents | Coordinates information, status updates and next steps | Defines employment terms and concludes the contract | Reviews matters only within its legal remit |
| Visa and recognition | Supports the organisational preparation | Provides the required employer information | The authority or recognition body decides independently |
| Onboarding and aftercare | Prepares the transition and supports agreed check-ins | Manages, instructs and provides job-specific induction | – |
8–10: Documents, procedures and preparation
Documents, visas and recognition where required receive organisational support. In parallel, the Germany Ready Academy, accommodation planning and Pre-Departure Check prepare candidates for the transition.
During the organisational phase, employer and candidate documents are coordinated for the specific case. Whether recognition is required, which evidence counts and which authority is responsible depend on the occupation, type of hire and procedural route. DACHma Talent assists with compilation, records queries and communicates status within the agreed scope. Substantive assessment remains with the authorities and recognition bodies. General checklists provide orientation, but replace neither current official requirements nor individual legal advice. Employers can therefore see at any time what contribution is currently required from them.
In parallel, the Germany Ready Academy prepares people for work, training and independent daily life. A Pre-Departure Check arranges arrival, accommodation, contacts and initial journeys. At the same time, the company plans the workplace, instruction, induction and responsible contacts. This parallel approach does not shorten official processing, but ensures practical tasks are not left until the final phase. Schedules are updated as new information emerges; DACHma Talent cannot guarantee the result, recognition, visa or fixed travel date. Outstanding preparation is assigned to responsible parties and followed through consistently until departure.
- The employer and candidate provide the required information
- DACHma Talent coordinates the status and next steps
- Public authorities and recognition bodies decide independently
11–12: Onboarding and twelve months of aftercare
Arrival leads into workplace onboarding. Planned check-ins create regular opportunities over twelve months to discuss questions concerning work, training, language, housing and working together.
Before arrival, the meeting point, accommodation, journey to work, first working day and accessible contacts should be confirmed. Structured onboarding then begins in the company with a welcome, equipment, safety instruction, introduction to the team and step-by-step induction. For apprentices, the link with vocational school must also be considered. DACHma Talent supports the handover within the agreed scope; professional management and people-management responsibility lie with the employer. A clear start plan helps both sides recognise priorities and direct questions to the right place in good time. It provides orientation without artificially shortening the necessary learning period.
Twelve months of aftercare continue the process support following arrival. Depending on need, agreed check-ins consider induction, understanding of tasks, language, team communication, training, accommodation and daily life. Observations are translated into concrete next steps and revisited later. DACHma Talent can moderate and coordinate, but assumes neither a management nor public-authority role. Support encourages open dialogue but guarantees neither performance development nor employee retention. Any replacement search is governed solely by the final contractual conditions. Each meeting ends with named responsibilities so its observations are actually addressed afterwards.
Clear answers
Frequently asked questions
These answers set out the scope, requirements and boundaries transparently.
Send us your questionHow long does the entire process take?
A general timeframe would not be credible. The occupational profile, documents, recognition and processing by the authorities all affect the schedule.
What does the employer need to prepare?
The main requirements are a clear vacancy or apprenticeship profile, the company's operating conditions, named contacts and the relevant documents.
When does the employer see candidates?
Following the search assignment and structured pre-selection, suitable approved profiles are presented for the employer's decision.
Who provides status updates?
DACHma Talent coordinates status communication throughout the agreed project stages without anticipating decisions made by third parties.
Does the process end with entry to Germany?
No. Onboarding and twelve months of aftercare are part of the 360-degree process described here.
The next step
Turn a staffing need into a robust search profile.
Tell us the role, number of hires, industry and preferred start. We will contact you by email to clarify the search profile, requirements and realistic process.
Request a needs assessment