Recent data shows that while Germany successfully attracts skilled professionals from abroad, it faces significant challenges in keeping these individuals in the long term.

最近的數據顯示，雖然德國成功吸引外國專業人才，但在長期留才方面面臨重大挑戰。

The Institute for Employment Research (IAB) analyzed immigrants aged 18 to 65 who left Germany before April 2025. The findings suggest that people leave due to a combination of reasons rather than a single cause. The main factors include family obligations, experiences of discrimination, and inefficient government systems. Generally, those who leave are younger, have lived in Germany for a shorter time, and speak English better than German. While 60% return to their home countries, 40% move to other European countries, such as Spain, Switzerland, Italy, and Croatia, which shows that European nations are competing for the same talent.

就業研究中心 (IAB) 分析了在 2025 年 4 月前離開德國、年齡 18 至 65 歲的移民。研究結果顯示，人們離開是多種原因共同作用的結果，而非單一原因。主要因素包括家庭義務、歧視經驗以及低效的政府系統。通常離開的人較年輕，在德國居住時間較短，且英文能力優於德文。雖然 60% 的人返回原籍國，但 40% 則移居至其他歐洲國家，如西班牙、瑞士、義大利和克羅埃西亞，這顯示歐洲各國正在爭奪相同的人才。

Administrative problems are also a major reason why professionals decide to leave. For example, long waiting times for visas and residence permits, as well as slow recognition of foreign degrees, make long-term residency feel difficult. Furthermore, many workers feel they lack career development support from their employers. Tilman Frank, from the Federal Association for International Skilled Labor Recruitment, emphasized that poor language preparation is a serious flaw. He argued that relying only on English-taught degrees is not enough for successful integration. Additionally, professional dissatisfaction occurs when workers are given jobs below their qualification level, such as specialists working in basic nursing care.

行政問題也是專業人士決定離開的主要原因。例如，簽證與居留許可的漫長等待時間，以及外國學位認證緩慢，使得長期居留顯得困難。此外，許多勞工認為僱主缺乏職業發展支持。聯邦國際專業人才招聘協會的 Tilman Frank 強調，語言準備不足是一個嚴重缺陷。他認為，僅依靠英文授課的學位不足以實現成功的融入。此外，當勞工被分配到低於其資歷水平的工作（例如專家從事基礎護理工作）時，會產生職業不滿。

Despite these issues, there is an increase in applicants from Kenya, India, and Vietnam, especially in elderly care. In response, the German government has started several reforms. These include a new centralized system by the Federal Employment Agency and a central immigration authority in Hesse. However, the success of these measures is currently limited because public offices lack enough staff and the digital systems across different cities are not well-coordinated.

儘管存在這些問題，來自肯亞、印度和越南的申請人數有所增加，尤其是在老人護理領域。對此，德國政府已啟動多項改革。其中包括由聯邦就業局建立的新中央系統，以及在黑森州設立的中央移民局。然而，這些措施目前的成效有限，因為公共部門缺乏足夠人手，且不同城市間的數位系統缺乏良好協調。

Germany continues to attract skilled workers globally, but administrative failures and language barriers remain the main obstacles to keeping them permanently.

德國持續吸引全球專業人才，但行政失能與語言障礙仍是長期留才的主要障礙。