Refugees can support businesses as a well-trained new workforce

The number of refugees around the world is constantly increasing, and not only since the war of aggression against Ukraine. They often bring skilled workers into the country, many of whom are looking for work and can be an asset to the local economy. However, the hiring process for refugees seems more complex and poses challenges for employers. Due to issues such as language barriers and opaque bureaucracy, the recruitment process often fails. In this article, you will learn how you as an employer can support and what enrichment the hiring of refugees means for your company.

An enrichment for the culture and productivity of companies

Refugees bring a large number of different specialists into the country. Their professional backgrounds are thus diverse and can make up for the lack of employees in a wide range of sectors. At the same time, they bring with them a high work ethic. People do not leave their country lightly and often not voluntarily. They are driven by the prospect of a fresh start, which they bring with them to their jobs and thus a high level of productivity. And culturally, too, international employees enrich the company. This allows different and new ways of working to be explored and tapped into. In the end, everyone can benefit from a diversified work environment.

So do not forget that refugees also have qualifications and ambitions and want to prove themselves in the working world.

How can a company reduce barriers for refugees?

However, refugees face various problems that make it difficult for them to find a permanent job: Personal trauma, social discrimination, language barriers and regulatory complexity put obstacles in their way. This is where you as an employer can provide support. Whether in the recruitment process, onboarding or during the course of the employment relationship, at each stage they can provide valuable input as an employer, as listed below.

Relate certificates and diplomas to skills

Whether an applicant is really qualified for a job opening is often communicated through educational qualifications or training. Here, certificates or diplomas are usually of decisive importance. But what happens if applicants cannot present an (internationally) recognised certificate?

For you, as an employer, it is crucial that the applicant has the right competencies and skills. Certification through certificates should therefore become secondary here and the classic hiring process should be expanded. Also, make sure to put any gaps in the resume in perspective with the life situation of the refugees. Many of them have had a long journey, sometimes having to stay in various places for several months before being able to move on. Some also had stays in refugee camps.

Breaking down language barriers in creative ways

The classic way to learn a language is through courses. Unfortunately, this path often proves to be a time-consuming one. To bridge the time until the language is mastered well enough to do the job, creative solutions are needed. Perhaps there are tasks that can be done without language skills at the beginning. This means that at first you only must take care of translating the most important documents (for example, safety instructions or contracts). You may also have the possibility to involve multilingual staff as translators.

In the next step, you can then consider how to support the newly employed refugees with the help of in-house or external language courses. See language diversification as an opportunity. It can ensure that your company remains internationally competitive and attracts new international workers. Think about how you can make it easier for the refugees to interact with colleagues:  Give all your employees the opportunity to attend language courses, for example to learn or improve business English, so that internal communication is easier.

Internal team spirit can also be strengthened through tandem or buddy programs or activities such as the famous Lunch Roulette. The idea is as simple as it is effective: three to four individuals are thrown together at random to spend the lunch break together. An ingenious opportunity that enhances communication and strengthens togetherness in equal measure.

Acknowledge cultural differences and backgrounds

Different countries, different customs - this is also important to consider when hiring international workers. Employers should be particularly sensitive to the situation of refugees. Many people have left their home countries for tragic reasons. By taking responsibility as a company and making sure that these people feel welcome and that their culture is taken seriously, you can make a significant contribution to the inclusion of refugees.

Get support from organisations

If, as an employer, you still do not feel able to accommodate refugees under your sole leadership, then contact organizations that work in this field and already have contacts with refugees looking for work. The UN refugee agency, the United Nations High Commissioner for Refugees (UNHCR), offers a wealth of information for potential engagement. Local job boards and platforms that connect employers with refugees are also a useful tool.