Recruitment from Morocco through a structured 360-degree process

Skilled employment or apprenticeship: two distinct routes

Qualified employment and dual vocational training have different requirements. The search profile, timing factors, documents, language needs and preparation are therefore planned separately. Official information for employers is available from Bundesagentur für Arbeit.

For skilled workers, an existing vocational qualification is the starting point, but its relevance to the specific role and any recognition procedure must be assessed separately. Professional experience, actual duties and operational requirements therefore need to be considered together from an early stage. For apprentices, by contrast, educational background, occupational motivation, willingness to learn and the requirements of dual vocational training take centre stage. Both groups need their own timetable and preparation route; sharing a country of origin does not make these pathways interchangeable. Recruitment therefore begins with a clear classification rather than supposedly identical standard requirements for both groups.

The employer's contribution also differs. For a skilled worker, the company must describe the duties, level of responsibility, induction and any professional evidence precisely. For an apprenticeship, the trainer, vocational school, learning structure, remuneration and planned start date must also be considered. DACHma Talent assigns the requirement to the appropriate route and coordinates the next steps. Residence-related and recognition requirements are assessed case by case; binding decisions are made by the competent authorities and bodies. This makes it clear at an early stage which company information and preparations are still missing for the relevant type of hire in the specific project.

• Skilled workers based on qualifications and assignment profile
• Apprentices based on educational background, motivation and willingness to learn

Pre-selection through Candidate Assessment

DACHma Talent considers approved evidence of qualifications, experience, motivation, reliability, willingness to learn and communication. The Candidate Passport brings the findings together without claiming to be an official certification.

Candidate Assessment treats information from documents and interviews separately. A qualification certificate demonstrates something different from practical experience, and a language certificate something different from communication observed spontaneously. Motivation and willingness to learn are assessed through concrete questions about the occupation, location and expected daily life. Reliability is not established by a single label, but through consistent information and participation in the process. These observations are documented in relation to the position without claiming to be an official examination or infallible prediction. Uncertainties and missing evidence are identified as such.

The Candidate Passport brings approved information together so employers can read profiles through the same set of questions. It may include qualifications, experience, relevant evidence, observations about language, motivation and points still requiring clarification. Its purpose is not to make applicants publicly available or impose a rigid ranking. Instead, its structure prepares the employer interview. There, the company can examine professional examples, explain expectations and decide for itself whether to continue the selection process with a person. Data remains limited to the specific recruitment purpose and the decision-makers involved.

Prepare, arrive and continue to receive support

The Germany Ready Academy, Pre-Departure Check, support with accommodation and workplace onboarding form the transition. Twelve months of aftercare provide fixed points of contact following arrival.

Preparation before departure addresses not only documents, but also expectations of the new daily life. The Germany Ready Academy covers workplace culture, communication, punctuality, responsibility, housing and independent orientation. A Pre-Departure Check brings together the practical matters still outstanding around travel, arrival, accommodation and initial contacts. The content is adapted to skilled employment or training, as well as to the company and location. An internal quality record documents the preparation, but does not replace any officially recognised evidence. At the same time, the employer receives a basis for preparing its own onboarding promptly and appropriately.

Within the company, the working relationship begins with prepared onboarding. Employers appoint contacts, plan instruction, explain routines and agree early feedback dates. Over twelve months, aftercare check-ins provide an additional framework for questions concerning induction, vocational school, language, the team or accommodation. DACHma Talent moderates and supports within the agreed scope; people management remains with the employer. Any replacement search is governed exclusively by the final contractual conditions and guarantees neither placement nor retention. Feedback is translated into concrete steps assigned to the appropriate responsible party and revisited at the next joint check-in.