Ten Things to Keep in Mind When Hiring Executives in Germany

80 per cent of our executive search consulting clients are U.S. subsidiary companies. Because of this, we are frequently called on to explain to U.S. businessmen some of the problems involved in hiring German managers for U.S. operations. In response to this need, we have prepared the following "check list".

1. German businessmen tend to be well-organized. Get off on the right foot in selling your opening and company by having a job description and company literature on hand when you meet the candidate.

2. The candidate who has worked previously for another international company is, all other factors being equal, probably more suitable for your opening than someone who has been exposed only to German companies.

3. Don't underestimate the "mentality problem". Your efforts to really try to understand local problems will be rewarded by the good impression you will make on the candidate.

4. Fine ... your prospective key man in Germany speaks perfect English. But what about his German? How effective will he be in "communication" with other employees of your German subsidiary and your German customers? Make sure that your candidate is screened in German before your hire him.

5. Do you know what a "Zeugnis" is? It is a written statement of a German employee's work record and performance which he receives from a company when he leaves it. In these testimonials, however, the real meaning is often hidden between the lines.

6. What about the employment contract? How should important matters such as probationary period, termination conditions and notice period be handled in the employment agreement? Make sure that you receive sound advice in this important area.

7. When can your new man report to work? Maybe nine months from now because of the tender of resignation and the resulting notice period, as defined by the employment contract, he has to give his present employer. Be aware of the timing problems this factor can cause.

8. Don't forget that long vacations (sometime up to 4 weeks) and a company car are fairly common fringe benefits in companies in Germany.

9. Know about prevailing local salary levels before doing any serious salary negotiating.

10. Hiring the wrong key man for your German operation can have fare-reaching negative consequences. Decide before hiring key executive here if you should "go it alone" or seek professional help.