Skilled workers shortage

from Wikipedia, the free encyclopedia

A shortage of skilled workers is the state of an economy in which a significant number of jobs cannot be filled for employees with certain skills because there are no suitably qualified employees ( skilled workers ) available on the labor market . Signs of a shortage of skilled workers can be, for example, above-average salary developments in a specialty.

Skilled labor shortage as an economic problem

How much and what human capital is formed with economically useful skills and knowledge does not always correspond to social needs. In Germany, on the basis of several judgments by the Federal Constitutional Court , it would be unconstitutional for the state to attempt (for example through professional guidance ) to match the supply of labor to the (supposed) demand for it.

However, the need for and supply of human capital are not fixed quantities. Among other things, they are influenced by the other side of the market via wages. Skilled labor shortage can be seen as a market imbalance . You can also (in Germany: you have to) view the decision of a large number of individuals to choose a particular profession as a long-term investment decision for which the individual is responsible; this is necessarily fraught with imponderables (" imponderables ").

A shortage of skilled workers weakens the potential growth of an economy. In countries of the Third World in particular , and formerly also in the states of real socialism , it also poses a problem for the development of society because essential functions of society cannot be filled. In these countries a “ brain drain ”, the emigration of qualified workers, can lead to a shortage of skilled workers.

Training cycles

The number of new students in engineering and natural sciences has more than doubled in the last 14 years.

Training courses require a certain duration of training. If a shortage of skilled workers leads to an increased number of people starting training (which is often the case), the number of employees with this qualification only increases after a certain period of time. For example, in the run-up to the dot-com bubble, the number of IT specialists required with Internet knowledge rose massively at short notice. This shortage of skilled workers led to political action such as the immediate program to cover the need for IT skilled workers . However, this shortage of skilled workers resolved with the bursting of the bubble and the end of the year 2000 problem hysteria.

Business cycles also exist in the area of vocational training . The subjective perception of a shortage of skilled workers leads to increased training performance in the areas in question. The internet phenomenon mentioned above led to a significantly increasing number of computer scientists specializing in internet technologies. This shortage of skilled workers turned relatively quickly into a surplus of highly qualified IT specialists.

As a result of the increasing number of complaints about a shortage of skilled workers, the number of new students in engineering more than doubled between 1997 and 2011 and, with currently over 100,000 freshmen per year, is well above the value of 70,000 freshmen per year, which was one in the 1990s Engineering glut, during which the unemployment rate among mechanical engineers rose to over 16% in 1997. There could be another surge of engineers in the next few years.

Skilled labor shortage as a long-term labor market forecast

The number of electrical engineers who are subject to social security contributions has decreased by over 16% in the last 10 years.

When discussing a shortage of skilled workers, it makes sense to distinguish a possible current shortage of skilled workers from a shortage of skilled workers as a long-term labor market imbalance. A diagnosis of skilled labor shortages as a long-term labor market imbalance is typically based on the following arguments:

  • The supply of skilled workers will decrease for demographic reasons (see below). It is assumed that an increase in the employment rate (in particular the female employment rate ) and changes in educational participation (i.e. an increase in the rate of applicants with a higher education or training qualification) will not be sufficient to offset the demographic decline.
  • The demand for skilled workers will increase or at least decrease less sharply than the supply of skilled workers. The relationship between demand and supply of skilled workers is therefore more favorable from the perspective of the skilled workers. An increasing demand for skilled workers can arise either from the fact that sectors with a high level of skilled labor gain in importance, or from the fact that technological developments favor the use of skilled workers.
  • In the medium to long term, in the event of a real, not merely alleged shortage of skilled workers, the changes described should theoretically lead to the wages of skilled workers rising. From the point of view of the individuals who become aware of this, this would constitute an incentive to show greater interest in the relevant activities when choosing a career and to invest accordingly in their qualifications. At the same time, the companies would receive an incentive to employ fewer skilled workers. In areas, however, in which the costs for the deployment of labor are capped (e.g. by guidelines from the corporate management), wage increases are difficult to finance. In labor-intensive service occupations in particular, a decoupling of effort and work results through new, more productive forms of work is only possible to a limited extent, so that higher productivity is primarily the result of a higher individual work pace and greater effort. This in turn makes the relevant occupations increasingly unattractive for (domestic) workers.

It is difficult to make a long-term forecast of the need for skilled workers in Germany, as numerous boundary conditions influence the need for skilled workers in Germany. A study by the Kiel Institute for the World Economy, for example, comes to the conclusion that professions in the MINT subjects in particular can and are relocated abroad particularly easily because they are based on internationally standardized knowledge (the laws of nature apply all over the world ) and, on the other hand, do not place great demands on the infrastructure. The relocation of production facilities abroad is much more complex. Medical, legal or many service professions can also be difficult to relocate abroad, as these professions require close customer proximity. The high growth rates in the emerging countries and the high availability and low salaries of MINT employees in the emerging countries, which often only correspond to a tenth of German salaries, are putting massive pressure on German MINT professions to shift. This is particularly evident in the development of the number of electrical engineers who are subject to social insurance contributions (graphic on the right). Although the demand for electronic goods is increasing worldwide, the number of electrical engineers who are subject to social security contributions in Germany has been falling continuously for the past 10 years. During this period, the number of these jobs decreased by over 28,000 (more than 16%). According to a study by the employment agency, it is precisely this relocation of MINT professions abroad that may even further increase unemployment in German MINT professions in the future.

Political discussion in Germany

Demographic development and general shortage of qualified workers

Articles published by the Federal Agency for Civic Education warn of a shortage of skilled workers (see below). In its previous publications on this topic, the Institute for Employment Research (IAB) predominantly represents the opinion that the shortage of skilled workers could develop into a serious problem, although 2007 could not be referred to as a general shortage of skilled workers. Taking into account the demographic development , the study by Fuchs and Zika predicts significant underemployment for the next few years.

There is empirical evidence of the trend that over decades more workers will retire in Germany than newcomers will enter professional life. There is also evidence that the better the education and training of a group of economically active persons, the lower the unemployment rate. It seems reasonable to draw the conclusion from this that there could be a general shortage of workers in Germany, the intensity of which increases the higher the qualifications required are.

Thomas Straubhaar thinks this assumption is wrong, especially because of the lack of differentiation between industries and regions. Due to the digitization of large areas of the economy, there will be an increase in labor productivity , the extent of which cannot be reliably estimated. “If an annual efficiency increase of around three quarters per cent is achieved between 2016 and 2060, in 2060 exactly the 34 million labor force will be needed that will be available in Germany with an expected net immigration of 100,000 people annually. If the annual net immigration is as high as 200,000 people, a labor-saving increase in efficiency of half a percent is enough to ensure that the effects of demography and digitization are balanced, ”says Straubhaar. With regard to immigration, it should be added that the immigrants and their descendants must include a sufficiently large number of people with the qualifications in demand for Straubhaar's account to work out.

Industry associations such as the German Chemical Industry Association (VCI) do not see a general shortage of skilled workers.

On the occasion of a study by the ManpowerGroup , the media reported in October 2016 that there are bottlenecks in numerous companies due to illness or a brief increase in order volumes, as many companies had reduced their previous overhead staff in the course of rationalization . Bottlenecks would be particularly evident in service companies. In some disciplines, temporary agency work cannot help, and bottlenecks in critical positions are often overlooked. According to the results of the study, in previous years the proportion of companies that had difficulties filling vacancies had risen to 49%, the last time this figure was exceeded in 2006 (56%). This study shows that a shortage of skilled workers is often caused by the fact that companies that calculate their costs carefully do not have enough personnel reserves on hand. The ongoing boom in the temporary work industry in Germany confirms this assumption.

Forecasts for the STEM area

In a study published in December 2011, the Federal Employment Agency came to the conclusion that there was no general shortage of skilled workers in the MINT professions.

This was preceded by disputes as to whether and to what extent there was a shortage of engineers and whether the VDI represented the interests of its members. Employee representatives such as Hartmut Meine, IG Metall district manager in Lower Saxony, criticized that this regulation would enable companies not bound by collective agreements to hire engineers from the Third World. This will significantly reduce the level of salaries for engineers.

In 2011, Minister of Economic Affairs, Philipp Rösler , claimed that Germany was lacking 140,000 skilled workers in the mathematical and scientific field. Rösler's assertions contradict DIW studies for the mathematical and scientific field:

“There are hardly any signs of a currently significant shortage of skilled workers in Germany. This results both in terms of current developments on the labor market and in terms of the situation in academic and company-based vocational training. In addition, the wages of skilled workers - an indicator of shortages in the market - have hardly risen in recent years. Even in the next five years, in view of the sharp rise in the number of students, it is not yet to be expected that there will be a severe shortage of labor in technical and scientific professional fields. "

In 2012, the DIW carried out a study according to which there was no shortage of skilled engineers among engineers.

On April 15, 2015, Michael Schwartz, Head of Strategy and Communication at VDI, gave two reasons in the FAZ why there is no longer talk of a skilled worker gap:

“On the one hand, the dropout rate in engineering courses has fallen from 45 percent to 35 percent within two years. On the other hand, wooing women was worthwhile. In technical professions, they are still outnumbered by their male colleagues. But their share is slowly increasing. And in the medium term, it is becoming noticeable that two graduates graduated from high school a year ago and started studying. Therefore, in five years time, a large group of young engineers will enter the job market. ""

- Georg Giersberg : The missing gap comes back (2015)

Over-academicization

Under the heading of the over-academization thesis, it is discussed whether certain apprenticeships do not have enough applicants because too many young people passed the Abitur and then started studying. The consequence would be a shortage of skilled workers in these apprenticeships.

The Federation of German Employers' Associations (BDA) and the Federation of German Industry (BDI) declared in 2014: “The ongoing discussion about a possible 'over-academization' is overshadowing the current educational policy challenges. A lack of training maturity, a lack of professional orientation, high drop-out rates in schools and universities as well as a still high number of people without any professional qualifications are the actual current challenges in education policy. We have to reduce these deficits - through more quality in the education system and through setting the right course in vocational training. 'We need everyone!' [...] "

With the help of a “job light” (“green” for good prospects from the applicant's or employee's point of view, “red” for poor prospects), the “ star ” regularly provided up-to-date information for prospective students, students and academics about the labor market situation until the mid-2010s the 26 most common courses in Germany. All versions showed that there were always academic courses and professions in which the supply of applicants was lower than the demand for them, but that at the same time there were also courses and professions in which the opposite was the case was. Only in a few cases did the “traffic light” show the same color over the years.

Critical evaluation of the discourse

Abuse allegation

The term skills shortage is also used based on interests. There is then misuse of a shortage of skilled workers, even though there is actually no such shortage.

Motives and purposes of manipulation

Qualified specialists are a valuable production factor for companies . Some employers pay skilled workers inappropriately low when there is an oversupply of them. It therefore often makes economic sense for employers to claim a current or future shortage of skilled workers, even if there is no such shortage, in order to achieve an oversupply of workers or to steer political decisions in their interests (e.g. the demand to increase the Working hours , lowering the earnings thresholds for foreign skilled workers or increasing the retirement age .). Data from Thuringia show that "not all foreign workers are hired according to their qualifications" and that there are sometimes massive differences in income between skilled workers from Germany, other EU countries and countries of origin.

Critics suspect that business associations postulate a shortage of skilled workers in order to further fuel the rush for engineering courses, which creates an oversupply of skilled workers and thus depresses wage costs in the relevant industries. In 2012, the VDI welcomed the lowering of the earnings threshold for hiring foreign engineers to 34,200 euros as well as the complete elimination of the priority check when hiring foreign engineers. However, in 2015 he published an article by the personnel expert and long-time author of the VDI-Nachrichten Heiko Mell , in which he denied a current lack of engineers:

“One thing is certain [...] that the industry does not behave as if it is missing 50,000 engineers. [...] I know what it looks like when the industry is desperately looking for workers (e.g. engineers): Comprehensive advertising campaigns, money hardly plays a role, it is advertised in the relevant media that it only "smokes". In addition, in such situations the companies are ready to compromise on the requirement profile, they also suck up all young professionals they can get hold of, the unemployed are just as welcome as the older ones. There can be no question of that at the moment. "

Methods of manipulation

Inadequate or biased statistics are often used to prove a shortage of skilled workers even though there is no such shortage:

  1. When including the number of vacancies in statistics, it is often overlooked that several job offers from different competing companies in the field of temporary employment and recruitment only exist for one real open position at the same time and therefore the number of real open positions is not accurate in this way can be captured.
  2. Statistics often assume that every advertised position actually exists or should be filled immediately. However, the posting of a position can have other backgrounds:
    1. Companies can be tempted to maintain their profile on the job market by posting vacancies. Awareness is important when competing for talent (see employer branding ). For this purpose, job advertisements are regularly placed in large job exchanges on the Internet and in well-known magazines or newspapers. This can also happen even though the company does not want to fill a position with this professional orientation or at times when the company does not actually want to hire new staff.
    2. Temporary employees can maintain a consistently filled applicant database. The applicant database is used to serve a customer's inquiries as quickly as possible from the existing pool of applicants (see Recruitment ). For this purpose, the profiles that are typically requested are continuously advertised as positions. Inquiries about temporary employment can be triggered by very urgent needs, which is why it is advantageous for competing temporary employment to be able to suggest candidates as soon as possible in response to a customer's request. There is no need to post job advertisements and hold job interviews.
    3. Even larger companies can maintain a consistently filled applicant database for which positions are continuously advertised. The advantage here is that the application process can be shortened as soon as there is an actual need, as candidates are immediately available.
    4. Advertised positions can serve the purpose of labor market monitoring. For example, statistics can be created on the applicant's salary requirements and qualifications. From this it can be deduced whether the labor market is currently favorable for new hires or not.
  3. Some statistics derive a statement about a shortage of skilled workers from the time it takes to fill a position (the so-called vacancy time). Since not every job advertisement (as in the example of temporary workers) has to be owed to an immediate need, a long vacancy time does not necessarily mean that there is a shortage of skilled workers.
  4. Statistics can use the number of openly registered positions at the Federal Employment Agency and the number of skilled workers registered as unemployed in order to conclude that there is a shortage of skilled workers. Some statistics (e.g. from the VDI ) multiply the number of openly registered positions by a factor in order to compensate for positions that are not registered with the Federal Employment Agency. In addition to the problem of multiple advertisements for a single real position, which already leads to a multiplication, it is overlooked that there are also unemployed skilled workers who are not registered with the Federal Employment Agency. But this is not taken into account.

example

In 2011, the employer-related Institute of the German Economy (IW) named 240,000 vacancies for skilled workers in the MINT field, compared to 74,000 registered unemployed people with corresponding qualifications. Since the beginning of the year, the shortage of skilled workers in the MINT area has increased by 73%. This study was sharply criticized by Karl Brenke from the German Institute for Economic Research (DIW) , among others , because these figures were extrapolated to take account of vacancies that the employment agencies did not have.

"Free rider mentality"

In 2017, the Education and Science Union (GEW) assessed complaints from the private sector about a lack of young people who want to start an apprenticeship as implausible. Since 2011, the proportion of companies in Germany that take part in vocational training has decreased from 25 to 20 percent. 20,000 young people who were looking for a training position in 2016 were registered as unemployed as of September 30, 2016. Another 60,000 who would have liked to begin an apprenticeship would have decided to go to school or study (20,000 of the 60,000 named would have had a university entrance qualification). In autumn 2016, a total of 80,000 young people told the Federal Employment Agency that they were (still) interested in taking up dual vocational training. According to the GEW, the behavior of the companies described is an indication of the spread of a "free rider" mentality, in which companies like to hire fully trained young people who have trained others instead of training the future specialists they will need (later) .

According to Karl-Heinz Reith, the standards are also wrong when it comes to “fitting problems” in terms of supply and demand in vocational training. In order for the civil right of an applicant for an apprenticeship to be free to choose “profession, place of work and training place” (Art. 12 GG) in practice, there would have to be a quota of 100 applicants to 112.5 vacancies. Only then would apprenticeship applicants really have a sufficient choice between several offers. The Federal Constitutional Court found that in 1980. In fact, the rate in 2016 was only 100: 104.2 and a rate above 112.5 had only been reached once in the previous four decades: in 1992 with 118.7: 100.

"Phantom Debate"

Additional recruitment efforts for skilled workers from abroad are also being discussed again and again, although many highly qualified immigrants in Germany already work in the low-wage sector and do not achieve a position corresponding to their qualification. A study by the labor market expert Karl Brenke from DIW attracted public attention because it was edited shortly after it was published in advance by its institute director Klaus F. Zimmermann .

“So completely new passages appear in the new version: 'The time perspective is the current situation - with a view to the training of the next four to five years. Medium- and long-term trends are not the subject of this report, 'it says, formulating a bit cross-wise right at the beginning. Translated this should mean: Brenke now does not doubt the shortage of skilled workers evoked by his boss. The original heading 'Skilled labor shortage in Germany: a Fata Morgana' has been changed into a harmless variant: 'Skilled labor shortage not yet in sight'. "

Lars Niggemeyer sees the discussion about the alleged shortage of skilled workers as a phantom debate that serves the interests of employers for an oversupply of workers, longer working lives , weekly working hours , expansion of immigration and low wages . In the interests of employees, completely different points should be discussed: "[...] the redistribution of work by reducing working hours and expanding employment in the public service sector, in health, care, education and upbringing [...]." ()

Measures to combat a real shortage of skilled workers

If a shortage of skilled workers is feared, measures are usually required in the areas of education , work-life balance and immigration in order to increase the domestic and international supply of qualified skilled workers.

There is a demand to use more domestic workers and not to hope for sustainable change through controlled immigration. This hope regularly neglects the costs that arise from the fact that it takes years for skilled workers who do not have a command of the German language, or only inadequately, to be able to hold satisfactory conversations in German with everyone involved. For example, former Federal Chancellor Helmut Schmidt called on the economy to train skilled workers and employ domestic lateral entrants. Schmidt assumes that there are still untapped talent reserves in Germany that only need to be promoted.

The EU Blue Card was introduced on the basis of Directive 2009/50 / EC (Highly Qualified Directive) , which is intended in particular to enable highly qualified third-country nationals to stay in the EU. The EU Blue Card was introduced in Germany on August 1, 2012.

In Germany, the federal, state and local authorities have special instruments for handling staff shortages due to the duty of loyalty of civil servants. For example, the state of Bavaria imposed a retirement ban on civil servants who are not incapable of working and who are not severely disabled and who want to leave the service prematurely, and are rejecting applications for part-time work for other than family reasons. Saxony has a side entry rate of 52 percent for teachers. Hessen reactivated retirees in 2017. In many countries, grammar school teachers are (partially) transferred to primary schools.

On November 19, 2018, the Federal Ministry of the Interior presented a draft for a skilled worker immigration law, which is intended to facilitate the immigration of qualified workers from third countries . The draft was approved by the cabinet on the same day . The Skilled Workers Immigration Act was enacted on August 15, 2019 and essentially comes into force on March 1, 2020 ( Federal Law Gazette I p. 1307 , see also: Migration package ).

See also

literature

Web links

Wiktionary: Shortage of skilled workers  - explanations of meanings, word origins, synonyms, translations
Videos

Individual evidence

  1. ↑ Troltsch, Klaus, Christian Gerhards, Sabine Mohr: From the rain to the eaves. Vacant training positions as a future challenge for the training position market. BIBB REPORT 19 (2012): 12.
  2. ↑ Betriebsrat.de , Handelsblatt (April 6, 2009) .
  3. ↑ So that people are not marginalized. IG Metall, March 24, 2014, accessed June 10, 2017 .
  4. ↑ Klaus Schrader, Claus-Friedrich Laaser: “Globalization in the Economic Crisis: How Safe Are Jobs in Germany?” (PDF, 1.73 MB) from May 2009.
  5. ↑ Hasnain Kazim: "Salaries: Competition for the best salaries" , Manager Magazin from February 28, 2006.
  6. ^ "Perspective 2025: Skilled Workers for Germany" (PDF, 4.17 MB) from January 2011.
  7. ↑ Alexander Reinberg, Markus Hummel: “Is Germany heading towards a shortage of skilled workers in the long term?”. IAB short report No. 9, Nuremberg 2003
  8. ↑ Martin Dietz, Ulrich Walwei : “Need for skilled workers in the economy. Scientific findings and research perspectives ”(PDF, 58.2 kB) from August 2007.
  9. ↑ Johann Fuchs, Gerd Zika: "Labor market balance until 2025 - demography shows the way" (PDF; 505 kB), IAB short report from June 2010.
  10. ↑ Thomas Straubhaar: The shortage of skilled workers is a phantom . The time . March 7, 2016
  11. ↑ VCI facts and viewpoints: Natural science specialists in chemistry. In: VCI Online. August 26, 2010, accessed December 13, 2012 .
  12. ↑ Kristina Gnirke: Lack of staff: companies save, customers pay. Spiegel online, October 26, 2016, accessed October 27, 2016 .
  13. ↑ Study by the ManpowerGroup - Shortage of skilled workers in Germany: Every second company has problems filling vacancies. wallstreet: online, October 18, 2016, accessed October 27, 2016 .
  14. ^ "The job market in Germany. Labor market reporting December 2011 “(PDF, 150 kB) ( Memento of the original from May 26, 2012 in the Internet Archive ) Info: The archive link was inserted automatically and has not yet been checked. Please check the original and archive link according to the instructions and then remove this notice. . @1@ 2Template: Webachiv / IABot / statistik.arbeitsagentur.de
  15. ↑ Simone Janson: VDI opinion on the shortage of skilled workers & threats to leave: Systematic wage dumping or just individual cases? berufebilder.de on January 9, 2012;
    Simone Janson Shortage of skilled workers - Engineers mobilize against their own association: We are VDI , berufebilder.de on February 24, 2012
    Initiative We are VDI on Twitter , discussion on the Facebook page of the VDI
    Unemployed Engineers - We were sorted out , Spiegel Online on 9 February 2012 September 2011.
  16. ↑ "The balance sheets have golden edges" from April 13, 2012.
  17. ↑ "Minister of Economic Affairs: Germany opened borders too late". Retrieved June 26, 2011 .
  18. ^ Karl Brenke : "Short-term shortage of skilled workers not yet in sight" (PDF, 351 kB) .
  19. ^ Karl Brenke: Engineers In Germany: No shortage in sight. (PDF) DIW, November 1, 2012, accessed on April 20, 2015 .
  20. ↑ The missing gap comes back , article by Georg Giersberg in the FAZ of April 15, 2015, accessed on August 9, 2015
  21. ^ Federal Association of German Employers' Associations / Federation of German Industry: We need everyone! Strengthen vocational and academic education - leverage potential . December 2014. p. 4 (3)
  22. ↑ Job traffic light . "The star"
  23. ↑ Lars Niggemeyer: "The Propaganda of the Skilled Worker Shortage" , sheets for German and international politics from May 2011.
  24. ↑ Part-time work and a shortage of skilled workers ( memento of the original from October 6, 2014 in the Internet Archive ) Info: The archive link was inserted automatically and has not yet been checked. Please check the original and archive link according to the instructions and then remove this notice. , vbm-online.de. @1@ 2Template: Webachiv / IABot / www.vbm-online.de
  25. ↑ Arrival of foreign skilled workers - now an average salary is enough , sueddeutsche.de.
  26. ↑ Retirement at 63 exacerbated the skills shortage , zeit.de.
  27. ↑ mdr.de: Diversity: It doesn't work without external specialists | MDR.DE. Retrieved May 26, 2020 .
  28. ↑ "shortage of skilled workers: who's afraid of the killer statistic?" , Spiegel Online October 12, 2011th
  29. ↑ "Government lowers barriers for non-EU foreigners. VDI welcomes new regulation for the immigration of skilled workers ” from March 28, 2012.
  30. ↑ Heiko Mell : What should become of my son? , VDI nachrichten No. 7, February 13, 2015.
  31. ↑ The job market for academics ( memento of the original dated November 26, 2013 in the Internet Archive ) Info: The archive link was inserted automatically and has not yet been checked. Please check the original and archive link according to the instructions and then remove this notice. ,arbeitsagentur.de. @1@ 2Template: Webachiv / IABot / statistik.arbeitsagentur.de
  32. ↑ Germany lacks train drivers and plumbers , welt.de.
  33. ↑ Why the lack of engineers is a myth , spiegel.de.
  34. ^ "Skilled labor gap in technology and science is growing rapidly" , haufe.de of December 2, 2011.
  35. ^ "Skilled workers shortage: Business makes MINT wind" , Spiegel-Online from November 30, 2011.
  36. ^ A b Karl-Heinz Reith: The flagship lurches. (PDF) In: E&W, edition 10/2017. Retrieved December 8, 2019 . P. 18f.
  37. ↑ Stefan Dietrich: "The illusion of the shortage of skilled workers" , FAZ from August 3, 2010
  38. ↑ a b “DIW experts doubt lack of skilled workers” , Spiegel Online from November 16, 2010
  39. ↑ See also Philip Faigle in DIE ZEIT of February 1, 2011: “Farewell without roses. DIW boss Klaus Zimmermann resigns - and leaves behind many enemies. His successor could be a Keynesian. "
  40. ↑ Lars Niggemeyer: “The Propaganda from the Shortage of Skilled Workers” , sheets for German and international politics , 5/2011, pages 19–22
  41. ↑ See for example the competitive factor skilled workers: strategies for Germany's companies. (PDF) (No longer available online.) McKinsey Germany, 2011, p. 39 , archived from the original on March 19, 2015 ; accessed on January 17, 2016 . Info: The archive link was inserted automatically and has not yet been checked. Please check the original and archive link according to the instructions and then remove this notice. @1@ 2Template: Webachiv / IABot / www.mckinsey.de
  42. ^ "Late Night: At Schmidt Maischberger becomes a little girl" , Welt-Online from December 15, 2010. Quote Schmidt: "Then the economy should kindly train skilled workers."
  43. ↑ "Manager seminars: Concentrate on the placement of lateral entrants" ( Memento of the original from January 2, 2011 in the Internet Archive ) Info: The archive link was inserted automatically and has not yet been checked. Please check the original and archive link according to the instructions and then remove this notice. , Manager seminars, issue 153 from December 2010 @1@ 2Template: Webachiv / IABot / www.talentfrogs.de
  44. ↑ cf. also the statement by BDA and BDI cited above
  45. ↑ What is happening in other countries? Education & Science (E&W) Lower Saxony (magazine of the Education and Science Union of Lower Saxony). Edition 07/08/2017. August 31, 2017, p. 11
  46. ↑ How skilled workers can stay in Germany - politics. In: Süddeutsche Zeitung. November 20, 2018. Retrieved November 25, 2018 .
  47. ^ David Böcking: Immigration law for skilled workers: Who will be allowed to come to Germany to work in the future? In: Spiegel online. November 22, 2018. Retrieved November 25, 2018 .