Hiring in Germany? 5 Key Things to Spot on a German CV

Hiring in Germany? Don’t overlook the CV. The German Lebenslauf follows a precise format and reflects a distinct corporate culture. If you’re an international recruiter or HR professional reviewing applications from Germany, you need to know what to look for — and what’s missing. A strong candidate can easily be rejected for ignoring German standards. Here are the 5 most essential things to check on a German CV to make sure you’re identifying the best talent quickly and efficiently.

The German CV (Lebenslauf) follows a highly structured, formal layout.

"Unlike Anglo-American or French CVs, creativity and storytelling are not appreciated. The CV should be clean, factual, and reverse-chronological — with no career gaps left unexplained."

Lea Orellana-Negrin
Recruiter
Eurojob-Consulting

Typical sections include:

• Personal Information (Name, Address, Date of Birth, etc.),
  
• Professional Experience (Berufserfahrung),
  
• Education (Ausbildung),
  
• Skills (Kenntnisse und Fähigkeiten),
  
• Languages (Sprachen),
  
• and sometimes Interests (Interessen).

According to a survey by StepStone, 73% of German recruiters reject CVs that don’t follow conventional formatting. For example, a candidate applying at Volkswagen with a one-page, creative resume would be quickly overlooked, despite having strong technical skills.

To guide applicants, refer them to platforms like Lebenslauf.de or EURES for downloadable templates that meet local expectations.

In Germany, although not legally required, the inclusion of a professional headshot on the CV is still widely expected. For international recruiters, this may feel unfamiliar, but within the German job market, its absence can even harm a candidate’s chances.

A Jobware study found that over 82% of German HR managers notice and appreciate professional photos on CVs. A high-quality, studio-shot image — with appropriate attire and a neutral background — signals professionalism and alignment with local norms.

For instance, a candidate applying to SAP who includes a professional photo in business attire creates a more favorable impression than one submitting a selfie or no photo at all.

Candidates outside Germany can use services like Photobox or find local photographers that understand professional CV requirements.

As a recruiter, don’t dismiss the cultural expectations around the photo — they can be a deciding factor in shortlisting.

Transparency and accountability are at the core of how Germans present their professional background. Unlike American-style résumés that focus on achievements, German CVs emphasize detailed, chronological work history with precise dates (month + year) and clear job descriptions.

Each entry should include:

• Exact job title,
  
• Company name and location,
  
• Start and end dates,
  
• Description of responsibilities and quantifiable results.

A software engineer applying to Deutsche Telekom might write:

“01/2021 – 06/2023: Software Developer, Deutsche Telekom AG, Bonn – Led backend development for B2B apps, reducing system latency by 40%.”

More than 60% of recruiters in Germany reject CVs with unexplained career gaps longer than 3 months (StepStone). Even time spent on training, sabbaticals, or parental leave should be included.

Platforms like Zety or CVmaker can help candidates create detailed CVs aligned with German standards.

German employers expect applicants to provide formal proof of qualifications and prior experience. These documents, known as "Zeugnisse", are typically attached to the application and include:

• Work certificates (Arbeitszeugnisse),
  
• Diplomas and training certifications,
  
• University transcripts,
  
• and sometimes letters of recommendation.

In fact, CVs without supporting documents are often dismissed outright. For recruiters working with international candidates, this step is often forgotten — but in Germany, it's non-negotiable.

Companies like Allianz or BASF always require Zeugnisse during hiring. These documents often include coded evaluations of past performance. For example, “zu unserer vollen Zufriedenheit” translates to “performed to our full satisfaction” — a sign of excellent conduct.

If documents are in another language, candidates should have them translated. Services like Apostille24 provide certified translations recognized across Germany.

According to LinkedIn Germany, 70% of German HR professionals consider Zeugnisse crucial for evaluating credibility. Make sure your applicants provide these from the beginning of the recruitment process.

Language fluency is critical for hiring in Germany. Even if the role is in English, the ability to communicate in German is often expected, especially in cross-functional or customer-facing positions.

Candidates should list their German proficiency using the CEFR scale (A1 to C2), and specify how they use the language professionally. Example: “German: C1 – Used daily in meetings, negotiations, and technical documentation.”

A report by Statista showed that over 68% of German recruiters view language skills as a decisive hiring factor.

Beyond language, cultural intelligence and international experience are increasingly valuable. Experience abroad, Erasmus studies, or work in multicultural teams should be highlighted clearly on the CV.

Encourage candidates to use institutions like the Goethe-Institut or language platforms like Babbel and Lingoda to improve fluency before applying.

German language skills and international exposure are major assets — and could be the differentiator between two equally qualified candidates.

For more great tips :

• Germany Severance Pay Explained: Legal Rules, Calculations & Best Practices
• Salary in Germany: Avoid These Mistakes When Hiring
• Which Employment Contract to Choose When Hiring in Germany?