Most recently, 530,000 jobs in Germany remained unfilled - and the trend is rising. The need for workers affects not only specialists and managers, but all qualification levels. Migration is an important part of the solution. Companies that take culturally specific characteristics into account when selecting suitable employees are ahead of the game.

However, many traditional selection procedures fail to actually hire these talents. Assessment centers, standardized application processes and rigid requirements for language certificates are insurmountable hurdles for many international and refugee talents - and often unnecessarily so. If you want to be successful, you have to rethink.

Here are five common stumbling blocks in the application process - and how companies can avoid them.

Application Documents: Understanding Different Communication Styles

There are cultures in which specifications and procedures are often written down, such as Germany, and there are cultures in which oral presentation is highly valued. This is also reflected in application documents and interviews.

In addition, culturally different long and detailed or short and concise styles can be an expression of professionalism. Achievements are sometimes exaggerated, overstated or reduced. Depending on the weighting, this can result in a misjudgement.

✅ Solution:

• Instead of focusing purely on formal criteria, companies should enable multimodal application channels (e.g. video pitches or trial tasks).

• Consider culturally different ways of presenting qualifications and pay more attention to content rather than wording.

• Communicate clearly what is really important: CV? Portfolio? Work samples?

The Importance of Language Certificates

A B1 certificate is not the same as a B1 level. Here, too, we find ourselves in the field of interpretation between strong written and strong oral cultures.

In addition, a polished language is of little help if the subject matter expected in the workplace is not understood conceptually. Many language tests and the associated recruitment requirements unfortunately place the wrong focus here.

Extroverted cultures have particularly great advantages over introverted cultures in this respect. However, this does not necessarily say anything about qualifications.

✅ Solution:

• Focus less on formal certificates and instead use practical language tests in the application process.

• Carry out trial tasks or technical interviews to test language skills in a work context.

• Enable language support in the company, e.g. through job-related language training.

Key Terms: Culturally Interpreted Differently

Values such as punctuality, feedback culture or flat hierarchies have different meanings in different countries. What is taken for granted by German companies may be misunderstood or interpreted differently in other cultures.

For example, the answer to the question “How do you deal with feedback?” can vary greatly depending on the cultural background:

• In some cultures, critical feedback is only common in one-to-one conversations.

• In others, feedback is seen as a sign of insecurity among managers.

• In still others, feedback is only given if it is explicitly requested.

✅ Solution:

• In job interviews, don't just ask whether someone can handle feedback, but how feedback has been experienced in previous work contexts.

• Avoid misunderstandings through clear communication and onboarding processes.

• Introduce training for HR teams on intercultural communication.

Assessment of Expertise and Aptitude

“Can you operate machine XY?” Answer: “Yes!”

What does this “yes” from someone from a different culture mean? Different educational systems are based on different values and educational goals.

A “yes” can mean that you do everything you can to meet the requirement. However, it does not mean that you can already fulfill the requirement per se. Or perhaps you don't want to and shouldn't show any weakness.

In cultures where hierarchies play a major role, individual characteristics are often less important. Individual skills are present, but are not displayed.

Conversely, individual overvaluation can be particularly important, but says nothing about real knowledge. Here, too, culturally determined behavior plays a major role. You just have to be aware of them.

✅ Solution:

• Practical tests or trial tasks instead of relying purely on self-assessments.

• Ask clear questions: “Which machines have you already operated?” instead of “Can you operate this machine XY?”

• On-the-job training instead of relying solely on previous experience.

Lengthy Decision-making Processes: Speed Counts

International specialists often apply to several companies at the same time. Companies that take three months to make a decision lose talent to faster employers.

Typical problems in companies:

❌ Lengthy internal coordination processes

❌ Lack of intermediate communication with applicants

❌ Unclear contact persons or complicated bureaucracy

✅ Solution:

• Simplify and speed up the selection process

• Transparent communication: inform applicants regularly about the status of their application

• Introduce digital application processes to avoid unnecessary delays.

• Instead of multi-stage selection processes, use more targeted interviews or trial work.

Those who Rethink Win the Best Talent

The German labor market needs international and refugee talent - but many companies lose valuable candidates due to homemade hurdles. Those who make their processes more inclusive, faster and more flexible have a clear competitive advantage.

In our blog posts, we do not use gender-inclusive language to make them easier to read for non-native German speaking readers. Of course, all genders are included, as diversity and inclusion are important to us.