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Today Germany has a need for IT specialists estimated at 75,000 vacancies. Not only programmers are needed, but also professionals capable of repairing laptops and other computer equipment. But, as we see, computer specialists are not exactly rushing for German salaries. And one reason for that is that German employers are not really eager to hire foreign specialists. Because the receiving side wants to get a mature specialist with good knowledge of the German language.
One of the mandatory requirements for attracting foreign IT specialists to Germany – requirements not for the applicants, of course, but for the employer – is that the invited specialist must be guaranteed a salary of at least 60,000 German marks per year. That is, a company does not have the right to invite a foreigner to a position that does not require such high qualifications and, accordingly, high pay.
How realistic are such salaries? And for which positions? In the table prepared by the newspaper 'Inostranets' based on materials from the German Federal Statistical Office, the word 'minimum' denotes the amounts received by the 10 percent of the lowest-paid specialists (still young, right after university and without experience), 'maximum' – the salary received by the 10 percent of the highest-paid. Well, what 'average' means is clear. Some positions remained untranslated – computer terminology is international and is called the same in all countries.
Another curious fact. The failures in the implementation of the green card program in IT do not stop the Germans from trying to resort to the help of 'Varangians' in other areas experiencing personnel shortages. Thus, Michael Seden, president of the German Hotel Business Federation (HVB), appealed to the government with a request to extend the green card program to the hotel business. Germany's hotels and inns are catastrophically short of receptionists, maids, and administrators.
So, perhaps, a chance to get a well-paid job in German marks may also appear for other specialists far from computers.
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