To successfully advance your career in a French or German environment, it is extremely important to know in advance about the many cultural differences in the country and its inhabitants. You apply differently in France than in Germany and vice versa.
With the help of our career guide, you will know how to write a CV and job application letter in French or German, what rules apply to a job interview in France or Germany, and how to behave as a German-speaking person in France and the other way around.
In France, interim management has gradually become a common practice. 20 % of French companies have already made use of it, as did 17 % of big international groups, 29 % of medium sized companies and 15 % of small companies in Germany. In fact, oftentimes, when French and German companies rely on interim management, it's during a merger between two companies that aren't based in the same country. But generally speaking, there are several configurations or strategic issues that can lead a company to think about temporary or "interim" management.
Without them, the digital world would stop spinning: software developers, system administrators, online security experts, web developers and many others. Standards in the technological and digital fields are changing so rapidly that it has become difficult to base HR decisions on hard data. What is relatively constant, however, is the shortage of available IT professionals. In this context, let’s have a look at the three indispensable steps you need to consider to recruit efficiently.
Let’s face it: the one “IT guy” who has to take care of everything that relates to computing in an entire company is a relic of the past. In order to attract and retain IT talent, or, if you are just that, to be sure to receive fair compensation for your work, you need to be able to tell apart the different IT positions and determine the layers of salary accordingly. Here are our 3 tips to match person, position & pay.
If you are working with French or German coworkers or will be in the near future, there are cultural differences you may notice even as you start the recruiting process. Each recruiting & onboarding process is different, especially depending on the profession in question. As we’ve done with several different types of employee, let’s recall the quick checklist for efficient & harmonious work with your European IT professionals.
We have previously written about how one should go about attracting sales candidates in the French or German markets, where there are more open positions than available professionals. When looking to hire in Europe, companies can easily be taken aback by the local talent scarcity, and such pacing problems can be hard to catch up on. If you’re trying to figure out if and how you should manage the recruiting process in France, in Germany or in both, here are our five tips.
How to accelerate recruiting as an English-speaking company in the EU? A recent study by Eurojob-Consulting, the consulting firm for French and German talent acquisition, concluded that the hiring process in both countries currently takes between 8 and 12 weeks on average. This means that companies can still optimize and speed up their recruitment process. We give you 10 tips to achieve this goal.