Germany

Introduction and overview of the country

Germany is a country often viewed as coordinated and very structured. This goes without saying that HRM processes standardized among companies across Germany. The minimum age for “regular” employment is 18, and the employment of children under the age of 15 is generally forbidden (Ullmann n.d.). Although unionization in Germany has dropped down to 30%, over 90% of the workforce is covered by collective bargaining agreements (Jahan 2019). The German workplace has an elaborate system called co-determination that allows workers to participate in corporate governance. The Workers Constitution Act of 1972 legally allows workers to form work councils and appoint representatives to sit amongst the board. When hiring local Germans into companies, it should be taken into consideration that Germans are often a lot more focussed on hierarchy and will therefore often wait for orders from their superior (Schuiveling n.d.).

Recruitment practices

Upon applying to a position for a company, the candidate must hand over documents like the curriculum vitae (CV), relevant certificates, and a cover letter. The curriculum vitae is similar to that of a resume and often includes a photo of a candidate (Fürnthaler, n.d.). Relevant certificates are essential documents that prove to the employer and relatable skill that the candidate posses which applies to the vacant position.  The standard recruitment process in Germany is mostly divided into 4 main steps:

1. Phone Interview
2. Competency Test
3. Face-to-face interview
4. Reference Check

The initial phone interview is held to clarify any confusing or missing information from the candidate’s CV and cover letter. Following the phone interview, the candidate is requested to complete a competency test (the use of the competency test may vary among companies). If the employer is happy with the candidate so far, a face-to-face interview will then be scheduled. German companies consider interviewing applicants personally as the most effective and eminent hiring method (Shamin 2015). A reference check is a crucial final step in the recruitment process that all German companies seek. It contains key responsibilities and an evaluation of the candidate at their previous position by the employer. Since Law states that no previous employer can give a negative reference that hinders a candidate’s chance in seeking new employment, managers have coded their evaluation of the candidate. If the candidate is said to be an average employer, then the candidate is said to be a poor worker; and if the candidate is mentioned to be great, then the candidate is a good or great worker (Fürnthaler n.d.).

Selection practices

Employee selection is choosing the right person for the job. The success of a company depends on the quality of its employees (Jahan 2019).  On a technical basis, there are two main criteria that German employers look for when selecting a candidate to fill a position: KSA and work experience. Knowledge, skills, and abilities (KSA) of the candidate are good indicators of whether or not a candidate will find success in the available position. Work experience, on the other hand, will help reduce training time and assists in differentiating similar candidates with similar KSAs from one another. Overall, German companies are looking to find candidates that provide a good fit within the companies goals and culture (Jahan 2019). Since structure and cohesion are valued highly in German companies, ideal candidates must be able to adjust to others in the company, while still being able to complete their assigned tasks. It should be noted that since candidates are hired based on their traits and characteristics, factors such as having the right connections are not often taken into account during the hiring process (Erwee & Paelmke 2008).

Miscellaneous information

If a candidate is looking to find work in Germany, learning the German Deutsch is no a requirement but more of a positive addition. There are many English speakers especially in bigger cities like Berlin Frankfurt. Learning the German Deutsch can be seen as a commitment of the candidate towards the job and it will only improve the chances of recruitment. Employers to find candidates are now frequently using online sites. LinkedIn or XING Talent Manager (the equivalent of LinkedIn for the DACH region) is among the most popular job posting sites (Anon 2017).

Bibliography

Anon, 2017. 5 recruiting trends from Germany you should be aware of. CompanyMatch News. Available at: https://www.companymatch.me/news/english/5-recruitment-trends-germany/ [Accessed October 25, 2019].

Daniel, 2017. Recruitment process in Germany. Welcome Center Germany. Available at: https://welcome-center-germany.com/recruitment-process-germany/ [Accessed October 22, 2019].

Anon, 2019. Do I need to know German? Ich möchte in Deutschland arbeiten, studieren, leben. Available at: https://www.make-it-in-germany.com/en/living-in-germany/german/german-knowledge/ [Accessed October 24, 2019].

Erwee, R. & Paelmke, H., 2008. Hiring, training and development practices in German and Indian manufacturing companies . Available at: https://www.anzam.org/wp-content/uploads/pdf-manager/1271_ERWEE_RONEL-34.PDF.

Fürnthaler, P., German Hiring Procedures and the Employment Contract. How To Germany – German Hiring Procedures and the Employment Contract. Available at: https://www.howtogermany.com/pages/hiring-procedures.html [Accessed October 21, 2019].

Huo, Y.P, Huang H, J, & Napier, N.K. 2002. Divergence or convergence: a cross-national comparison of personnel selection practices. Asia Pacific Journal of Human Resources. 40 (1), pp 38- 54

Jahan, S., 2019. Employee Selection. Human Resource Management. Available at: http://hrmpractice.com/employee-selection/ [Accessed October 25, 2019].

Schuiveling, M., Recruitment and selection in Germany. Velde. Available at: https://www.veldegroup.com/clients/recruitment-and-selection-in-germany/ [Accessed October 22, 2019].

Shamin, A., 2015. A study of the recruitment and selection practices of German Development Cooperation (GIZ). A study of the recruitment and selection practices of German Development Cooperation (GIZ). Available at: http://hdl.handle.net/10361/4463 [Accessed October 25, 2019].

Ullmann, K., Germany: Recruitment and selection. XpertHR.com. Available at: https://www.xperthr.com/international-manual/germany-recruitment-and-selection/6533/ [Accessed October 23, 2019].