Federica Boarini

Let’s be honest: Germany’s IT vacancies aren´t unfilled because of a “talent shortage.” They remain unfilled because candidates and employers live in 2️⃣ very different realities 🔁 📊 Based on data I gathered from several sources: 61% of companies say salary expectations are far above what they can offer. 46% complain candidates are technically underqualified. 41% point to missing soft skills. 35% cite lack of German language skills. On the employer side: 40% admit they can’t provide remote work options Nearly 20% offer little to no career development So let’s stop pretending 🎻 Candidates: ambition is great but salary expectations need to match actual skills. Employers: do you want top talent? Then flexibility and growth opportunities can’t be optional anymore. Vacancies stay open not because talent doesn’t exist, but because expectations on both sides are misaligned ➕ ➖ Until skills, salaries, and workplace policies align, this gap will only grow. What’s your opinion: are candidates aiming too high, or are companies too slow to adapt? #TechJobs #ITCareers #WorkInGermany #RemoteWork

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You might be missing your next top hire. Here are 3 main reasons why. After working with over 3,000 international job seekers across Germany — in both group programs and 1:1 sessions — I’ve seen a clear pattern emerge. These three obstacles are why great candidates often get overlooked by recruiters and hiring teams:  1. Unclear positioning Many international candidates have rich, diverse experience — but it often comes across as “scattered” or “unfocused.” That’s not a lack of skill. It’s a lack of local framing. They simply don’t know how to speak the language of your job descriptions yet.  2. Too much adaptation, not enough value articulation They talk about their relocation, language learning, and cultural adjustment — and forget to highlight what they can actually do for your business. But here’s the thing: if someone learned German in 9 months, moved countries, and rebuilt their life from scratch — imagine what they could do in your team with the right onboarding.  3. Culturally misaligned applications Their LinkedIn and CVs often follow non-German norms — full of fluff, lacking structure, or misaligned with what German recruiters expect. It’s not about incompetence. It’s about not knowing the rules of the game (yet). ⸻ The talent is there. But the bridge is missing. And if we don’t build it — we all lose. I’m doing my best to teach these candidates the language of the recruitment in Germany — how to speak your language, show their value, and position themselves clearly. But it also takes willingness on the other side — from recruiters and hiring managers — to look beyond the surface, to go beyond the checklist. Diversity isn’t just a metric. It’s a mindset. Let’s meet each other halfway. #DiversityHiring #GermanyJobs #RecruitingTips #HiddenTalent #NemusliConsult #HiringInternationally

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Is your company ready?! EU Pay transparency is coming! More details and how your company can prepare comes soon and specially how Workday can help you! But for now let's check out what's this all about and what can you do already! By June 2026, all EU companies with 100+ employees will face new legal requirements to boost pay transparency and close gender pay gaps. Key changes include: ✅ Salary ranges must be shared before interviews ✅ Employees can request info on average pay levels by gender ✅ Companies must report gender pay gaps (starting from 100+ employees) ✅ Gaps over 5% must be justified — or corrected ✅ Burden of proof shifts to employers in discrimination claims This isn’t just about compliance — it’s about building trust and equity in the workplace. 🔍 Now’s the time to: 1️⃣Audit your pay structures 2️⃣Set up gender-neutral job evaluations 3️⃣Prepare hiring teams for transparency 4️⃣Get the right tech & data foundations in place - here Workday can definitely be the right partner. Companies that act early will lead the way — not scramble to catch up. Are you one of them? Let's talk and find solutions together. #PayTransparency #EUDirective #HRCompliance #Workday #EqualPay #FutureOfWork #workday #coreteam

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🌶️ Job Boards: Who Are They Really For? 🌶️ If you're job hunting in Germany, you've probably been on Indeed, StepStone, LinkedIn, or even XING. These platforms dominate the market, but none are built with actual job seekers in mind. Indeed has the volume. But the clutter? Unreal. Duplicate posts, irrelevant suggestions, and a mess to navigate. StepStone is corporate-friendly and widely used. But salary transparency? Work culture insights? Almost nonexistent. LinkedIn shines for networking and visibility. But its job listings? Outdated, spammy and burdensome to search. What’s Missing? ➡️ Concise overviews - No more tab-opening to find out what the actual company's business model is. ➡️ Real insights – Actual reviews from employees who’ve worked there. ➡️ Transparency – Open salary data, honest and compact (!) job descriptions. ➡️ Organisation - No more self-made excel sheets to keep track of your interview processes. ➡️ Less pay-to-play – Right now, sponsored listings flood the platforms. Genuine opportunities get buried. So… Where’s the Job Board for us, the Talent? All these platforms prioritize companies. Their needs, their ads, their convenience. But what about job seekers? Imagine a platform that actually puts talent first. No ads. Good search. Just real jobs, real salaries, and real insights. Any suggestions?

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📍 Randstad has just launched our The Randstad Workmonitor Research, this is one of Randstad's flagship pieces of research conducted globally covering 35 markets with the aim to provide a deep dive towards talent personalisation, community and skilling. Some of the key findings include: 🔷 Personalisation - 85% of talent perform better when they feel a sense of community 🔷 Community - 56% of talent trust employers more when benefits are personalised 🔷 Skilling - 38% if talent would leave their job if there were no L&D opportunities to future-proof their careers If you are interested in hearing more, do not hesitate to reach out to me Rebecca Bui 📞 0478 492 422 📧 [email protected] #randstad #partnerfortalent #workmonitor #global #research #insights #trends #sustainablegrowth #recruitment #hrsolutions

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QUEREINSTEIGER welcome! Reality check... As a recruitment consultant and headhunter specializing in international professionals and executives, I see it time and again: A resume that does not follow the traditional career path is often viewed skeptically by many German companies. Those who do not have the “right” education or the “typical” career path are often sorted out early. In doing so, companies are missing out on enormous potential – especially in times of a skills shortage. Quereinsteiger (Career Changers) as a Solution to the Skills Shortage! Germany is facing a massive talent crisis. Almost all industries lack qualified professionals. Meanwhile, there are highly motivated, talented individuals who passionately immerse themselves in new topics, continue their education, and bring valuable experience from other fields. Yet, instead of recognizing and utilizing this potential, many companies cling to rigid requirements. In other countries, particularly in the Anglo-Saxon world, competence and proven performance often count more than the "perfect" resume. Here we hold on to certificates, titles, and stringent career paths. We must urgently rethink this mindset if we want to remain competitive. How Companies Can Successfully Integrate Career Changers? Successfully integrating career changers means more than just having an open door – it’s about creating a supportive environment: Evaluate competence over degrees: Instead of focusing solely on formal qualifications, companies should prioritize actual skills, learning achievements, and potential. Enable structured onboarding: Career changers need structured onboarding programs, mentors, and training opportunities to become productive quickly. Foster a culture of openness: An inclusive corporate culture that values diverse career paths leads to more innovation and better teams. Be flexible: Sometimes, career changers need different conditions – such as more flexible entry options or adaptable job profiles. My Appeal to Companies... The world is changing, career paths are no longer linear – and that’s a good thing! Companies that break away from old thought patterns and dare to focus on potential rather than perfection will be more successful in the long run. Let’s not allow rigid structures to hold back people who are ready to achieve great things. What are your experiences with career changers – as an employer or as someone who has made a career switch? I look forward to your thoughts! 

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You’ve Got the Job Offer — But Should You Accept It? After months of interviews, assessments, negotiations (and maybe a little second-guessing), the offer finally lands: “We’re thrilled to offer you the position and can’t wait for you to start!” For many, this moment is the finish line in the recruitment process. But in my 20+ years advising senior professionals through career transitions, I’ve learned this: the real decision starts now. Now it’s your turn to pause and ask the right questions before you say yes. Some Key questions to consider before accepting an offer: 1) Is this truly the right role for you? Beyond the title and salary, does it align with your values, strengths, and goals? 2) Have you overlooked any red flags in the excitement of being offered the position? That nagging gut feeling or awkward interview moment? It likely won’t improve once you have started in the position. 3) What is the authentic company culture, and does it align with your values? Look beyond the polished company website and social media pages. What do current and former employees, clients, and customers say? How do they live values like inclusion, integrity, or innovation? 4) Are there genuine opportunities for growth and development? Is there a clear path forward? Are promotions earned, internal moves supported, and ambition encouraged? 5) How will you build relationships in the modern work environment? In remote or hybrid work settings, team engagement and internal workplace networks are more critical than ever. 6) What else should I be negotiating? Beyond salary, development budgets, flexible working, wellness support, relocation assistance, onboarding, and time for volunteering all matter. What is one question you always ask before accepting a new role? Or better yet, what’s one you wish you had? #jobsearch #CareerAdvice #newjob

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