Hiring truck drivers: international recruitment for German employers

Hiring truck drivers: international recruitment for German employers

For many German transport, logistics and construction businesses, recruiting qualified truck drivers is an ongoing challenge. Employers seek staff but cannot always find enough suitable applicants locally.

Employers therefore increasingly ask: How can we recruit truck drivers reliably for long-term employment?

One option is direct international recruitment. Overseas candidates are screened, introduced to an employer and, if selected, employed directly by that company. This is the basis of cooperation with SZB Sagdullaev Zwei Brüder UG (haftungsbeschränkt) in Münster.

German employers can find out more about international recruitment through SZB UG on the company’s contact page:
https://szb-nrw.de/contact-us/

Why recruiting truck drivers can be difficult in Germany

Driver shortages create risks for logistics and capacity planning. A study published by the federal transport ministry examines the causes and possible consequences. Forecasts should not be presented as verified current vacancy counts. (German Federal Ministry of Transport)

For a business, this may mean:

  • positions remaining vacant;
  • greater pressure on existing drivers;
  • replanning routes or declining orders;
  • disruption to supply chains;
  • growth constrained by staffing gaps.

These challenges can affect medium-sized hauliers, regional transport operators, construction companies with their own fleets, logistics providers and businesses with regular goods movements.

When international driver recruitment makes sense

When local recruitment does not produce enough candidates, international hiring can complement it. It requires a structured process:

  1. finding suitable candidates overseas;
  2. checking driving experience and motivation;
  3. assessing licences, qualifications and language skills;
  4. organising employer interviews;
  5. preparing the contract and supporting documents;
  6. coordinating the visa and entry process;
  7. supporting onboarding and integration.

Employers need a transparent process planned around the applicable requirements. Not every overseas driver can start immediately. Depending on the case, check the driving licence, professional qualification and proof, Fahrerkarte, visa, licence conversion and further training.

Direct employment

For employers seeking long-term staff, SZB UG offers this approach:

A direct employment contract with the employer, without labour leasing.

Following selection, the candidate signs an employment contract directly with the German employer. This suits businesses wishing to integrate a driver into their own team for the long term.

Direct employment can offer:

  • a more lasting employment relationship;
  • clear employment responsibilities;
  • integration into the employer’s team;
  • long-term workforce planning;
  • no temporary labour-leasing arrangement;
  • direct communication between employer and driver.

Recruiting in Uzbekistan and Central Asia

Employers can consider applicants from Uzbekistan and Central Asia alongside other recruitment markets. Assess each person’s experience, documents, language and career goals; origin alone does not establish qualification or motivation.

Potential candidate profiles include:

  • drivers with freight-transport experience;
  • C or CE licence holders;
  • applicants with technical or logistics experience;
  • drivers with international experience;
  • applicants with relevant language skills;
  • applicants willing to complete necessary training.

Each applicant needs an individual assessment. Driving ability matters, as does a realistic path to meeting Germany’s employment requirements.

Requirements to assess

A CV alone is insufficient when hiring overseas drivers. Relevant information includes:

  • existing driving entitlement;
  • licence-issuing country;
  • C or CE category;
  • driving experience;
  • professional driver qualification;
  • qualification evidence such as an FQN or valid Code 95 entry;
  • language skills;
  • medical fitness to drive;
  • driver card;
  • immigration route;
  • intended duties;
  • employment contract and pay;
  • accommodation and integration.

For professional drivers, the Bundesagentur für Arbeit provides a separate Supplement C (Zusatzblatt C) to the Declaration of Employment (Erklärung zum Beschäftigungsverhältnis). It relates to the relevant residence route and includes driving-licence information. (German Federal Employment Agency)

The driver route has specific requirements, so prepare documents against the current checklist for the individual case.

Professional qualification, Code 95 and driving licences

Professional qualification is a separate requirement alongside the driving licence. Check the applicable rules and evidence with the Federal Office for Logistics and Mobility and current legislation. (BALM)

Employers need to establish how the applicant proves the required qualification or will obtain it before driving professionally.

Candidate situations may differ:

  • a driver with an EU licence and valid professional qualification evidence;
  • a driver with a third-country licence;
  • an experienced driver without the qualification required in Germany;
  • an applicant needing licence conversion or training;
  • an applicant needing additional steps before deployment.

Do not assume work readiness. Check the specific documents, validity periods and requirements.

Documents the employer should prepare

Hiring an overseas driver requires more than applicant documents. The German employer also provides information about the role and employment conditions.

These may include:

  • job description;
  • employment contract or binding job offer;
  • pay information;
  • working-time arrangements;
  • work location;
  • accommodation details, if offered;
  • Declaration of Employment (Erklärung zum Beschäftigungsverhältnis);
  • Supplement C for professional drivers;
  • the employer’s Betriebsnummer;
  • company contact person;
  • onboarding and integration plans.

The Declaration of Employment is used when the Federal Employment Agency examines employment conditions, among other purposes. Obtain the current version and instructions from the agency. (German Federal Employment Agency)

For drivers, also check the Supplement C requirement. All employer documents should consistently describe the same role and conditions.

How recruitment with SZB UG works

SZB UG supports German employers with direct international recruitment of workers and vocational trainees. For drivers, the process may follow these stages:

1. Defining requirements

Establish the number of drivers, licence categories, routes, pay and accommodation options.

2. Sourcing candidates

Candidates are sourced through media channels, applicant contacts and professional networks, followed by initial screening.

3. Screening

Assess experience, motivation, licences, language skills and basic suitability.

4. Employer shortlist

The employer receives structured profiles and selects applicants for online interviews.

5. Interview

The online interview allows direct discussion of duties, expectations, routes, employment conditions and integration.

6. Contract and documents

Following selection, prepare the employment contract, employer documents and other required information.

7. Visa and entry coordination

Support is organisational. Legally binding decisions remain with the competent authorities and diplomatic missions.

8. Onboarding and integration

After arrival, support with employer–employee communication and initial orientation can be agreed.

Further information and direct employer contact:
https://szb-nrw.de/contact-us/

Potential benefits for employers

A specialist partner can help with:

  • access to international applicants;
  • structured screening;
  • document preparation and process coordination;
  • planning the stages;
  • recruitment without labour leasing;
  • direct employer contracts;
  • clear communication;
  • entry and integration support;
  • sourcing through established media and recruitment channels.

For drivers, assess actual readiness for the specific role. Job requirements, driving authorisation and practical integration must align.

Setting realistic expectations

International recruitment is generally not a way to fill tomorrow’s shift. Allow time for documents and preparation.

Allow for the following:

  • visa processing takes time;
  • qualifications need verification;
  • licences and professional qualification evidence need individual review;
  • language levels vary;
  • accommodation and integration need early planning;
  • authority decisions cannot be guaranteed;
  • not every applicant suits every business.

A sound process means careful candidate assessment and a realistic start date.

Which businesses may benefit?

International driver recruitment may suit:

  • freight forwarders;
  • transport operators;
  • logistics providers;
  • construction firms with vehicle fleets;
  • food and retail logistics businesses;
  • companies with regional or nationwide distribution;
  • businesses seeking long-term driver integration;
  • employers seeking direct employment.

This route works best when a company can provide structured onboarding, clear employment conditions and support for integration.

Why this article appears on Alman Visum

Alman Visum provides information about visas, work, vocational training, documents and Germany. Applicants from Uzbekistan and Central Asia use it to explore potential relocation routes.

Cooperation with German employers is handled through SZB Sagdullaev Zwei Brüder UG (haftungsbeschränkt) in Münster. This article therefore directs employers to SZB UG for international recruitment enquiries.

Employer contact:
https://szb-nrw.de/contact-us/

Hiring drivers through international recruitment

International recruitment can help fill driver vacancies when it is carefully prepared, transparent and planned for the long term.

Employers should:

  • assess each applicant individually;
  • realistically assess licences, qualifications and visa routes;
  • prepare complete contracts and employer documents;
  • plan integration and onboarding early;
  • choose an employment model matching long-term staffing needs.

If your German company plans to hire truck drivers and is considering applicants from Uzbekistan or Central Asia, contact SZB UG directly.

Employer contact

SZB UG — international recruitment for German employers
Website: https://szb-nrw.de/
Contact page: https://szb-nrw.de/contact-us/

Phone: +49 176 93173450
Email: hr-management@szb-nrw.de

Other projects and information resources

HireKraft — information for employers and partners:
https://hirekraft.de/

LKW Fahrer Direkt — truck-driver recruitment:
https://lkw-fahrer-direkt.de/

Alman Bildung — German language and preparation:
https://almanbildung.com/

YouTube channel:
https://www.youtube.com/@AlmanBildung

Official sources

Official sources

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