Create a job profile for international skilled workers

What the job-profile tool does

The tool guides employers through the information that most often matters in an international search. It turns the job title, core duties, essential criteria, trainable requirements, communication situations and workplace conditions into a structured summary. The result can be aligned internally, copied and saved as a PDF through the print function. Entries are not sent to DACHma Talent and do not leave the browser. Official information for employers is available from Arbeitgeber-Service der Bundesagentur für Arbeit.

The result is deliberately a working draft, not an automated suitability, recognition or visa decision. The same job title can describe very different work in different companies. The tool therefore asks about specific outcomes and situations. During Employer Assessment, operational managers review the draft to identify contradictions, unnecessary barriers and unresolved prerequisites before sourcing begins.

Separate essentials, trainable criteria and exclusions

Essential criteria must be present on the first working day or be required for the chosen immigration route. They may include a specific qualification, evidenced experience, a driving licence or a safety-critical skill. Trainable criteria can be developed during preparation or induction. Exclusions should be narrow and objectively justified. An excessively long essential list constrains sourcing without automatically improving fit.

Each criterion needs an appropriate assessment method. A document may evidence a qualification but not every practical action. A technical interview can show understanding but does not replace formal recognition. A work sample can reveal specific skills but must be safe, fair and comparable. The job profile therefore records not only the criterion but also how and at which selection stage it should reasonably be assessed.

• Essential: required before deployment or for the route
• Trainable: can be developed through a clear learning path
• Exclusion: narrow, role-related and justified
• Assessment: document, interview, work sample or employer interview

Clarify shifts, location, mobility and accommodation early

Working conditions influence fit as much as technical criteria. Enter actual shift patterns, weekend or night work, operating locations, travel and accessibility. A driving licence should be required only where the job genuinely needs it. At rural locations, the company should consider how the workplace can be reached without a private car. Surprises after contract signature undermine trust and a stable start.

Accommodation is not a secondary detail. Employers should record whether they can provide housing, support the search or only share local information. Costs, distance, equipment, deposits and any temporary period need clear explanation. The profile records the status as available, under review or open. Housing should be promised only once it is genuinely secured; DACHma Talent can support planning but does not automatically provide accommodation.

Turn the profile into a traceable selection process

An aligned job profile guides sourcing, Candidate Assessment, the Candidate Passport and the employer interview. Each stage answers a different question. Sourcing identifies broadly relevant backgrounds. Pre-selection records criteria and information sources. The Candidate Passport distinguishes evidenced, observed and open points. In the employer interview, operational managers assess understanding of the work, expectations and collaboration before making the decision themselves.

Criteria should not shift unnoticed during an active selection process. If the role changes, the profile is versioned and the effect on people already contacted is explained. This keeps selection comparable and fair. Rejections can be based on role-related reasons while irrelevant personal characteristics remain outside the decision. The result is not an automated ranking but a structured decision aid.