Recent data indicates that while Germany successfully attracts international skilled professionals, it faces significant challenges regarding the long-term retention of these individuals.

近期數據顯示，雖然德國成功吸引國際專業人才，但在如何讓這些人才長期留任方面面臨重大挑戰。

The Institute for Employment Research (IAB) conducted a quantitative analysis of immigrants aged 18 to 65 who departed Germany prior to April 2025. The findings suggest that emigration is precipitated by a multifactorial convergence of drivers rather than a singular cause. Primary determinants include familial obligations, experiences of discrimination, and systemic inefficiencies. Demographic profiling reveals that emigrants are typically younger, possess shorter durations of residency, and exhibit higher proficiency in English relative to German. While 60% of these individuals repatriate to their countries of origin, 40% migrate to other European jurisdictions, specifically Spain, Switzerland, Italy, and Croatia, indicating an intra-European competition for human capital.

就業研究中心 (IAB) 對 2025 年 4 月前離開德國、年齡 18 至 65 歲的移民進行了量化分析。研究結果顯示，移民是由多個因素共同驅動，而非單一原因。主要決定因素包括家庭義務、歧視經驗以及制度性低效率。人口特徵分析顯示，移民通常較年輕，居住時間較短，且英文能力相對於德文較高。雖然 60% 的個體回到了原產國，但有 40% 移居至其他歐洲管轄區，特別是西班牙、瑞士、義大利與克羅埃西亞，顯示出歐洲內部對人力資本的競爭。

Institutional impediments are cited as critical factors influencing the decision to emigrate. Specifically, the protracted processing times for visas, residence permits, and the recognition of foreign professional qualifications, compounded by high administrative fees, undermine the perceived viability of long-term residency. Furthermore, a perceived deficiency in career development support from employers and state authorities exacerbates this instability. Tilman Frank, representing the Federal Association for International Skilled Labor Recruitment, posits that insufficient linguistic preparation constitutes a fundamental flaw in the migration pipeline. He argues that the reliance on English-taught degree programs is insufficient for labor market integration. Additionally, the misalignment between professional qualifications and actual job assignments—such as acute care specialists being relegated to basic nursing home care—contributes to professional dissatisfaction.

制度障礙被視為影響移民決定的關鍵因素。具體而言，簽證、居留許可以及外國專業資格認證的處理時間過長，加上高昂的行政費用，削弱了長期居留的可行性。此外，僱主與政府部門在職業發展支持上的不足，進一步加劇了這種不穩定性。代表國際專業勞動力招募聯邦協會的 Tilman Frank 指出，語言準備不足是移民流程中的根本缺陷。他認為，依賴英文授課的學位課程不足以實現勞動力市場的整合。此外，專業資格與實際工作分配不匹配——例如急性護理專家被指派至基礎養老院護理——導致了專業上的不滿。

Despite these challenges, there is a noted increase in applicants from Kenya, India, and Vietnam, particularly within the geriatric care sector. In response, the German administration has initiated several structural reforms. These include the implementation of a centralized system by the Federal Employment Agency, the establishment of a central immigration authority in Hesse, and the proposed creation of a federal 'Work and Stay' agency. However, the efficacy of these measures is currently constrained by personnel shortages within public authorities and a fragmented, piecemeal approach to digitalization across various municipalities.

儘管面臨這些挑戰，來自肯亞、印度與越南的申請人數有所增加，特別是在老人護理領域。對此，德國政府已啟動多項結構性改革。其中包括由聯邦就業局實施的中央系統、在黑森州成立的中央移民局，以及擬議成立的聯邦「工作與留任」機構。然而，由於公共部門的人力短缺以及各市鎮數碼化進程的碎片化，這些措施的成效目前受到限制。

Germany continues to attract skilled labor from global markets, but systemic administrative failures and linguistic barriers persist as primary obstacles to permanent retention.

德國持續吸引全球市場的專業勞動力，但系統性的行政失敗與語言障礙仍是長期留任的主要障礙。