On 25 March 2025, I was the keynote speaker at a webinar on “The Do’s and Don’ts of Recruiting German Speakers” organised by HRtalks by europelanguagejobs.com. Here I would like to summarise and present some of the main topics of the seminar.
Yu Shimokawa
- International Executive Recruitment Specialist for local management placements in Germany
- 15 years of experience as executive search, recruitment, and headhunting consultants in
- Tokyo, Japan for 1 year
- Bangkok, Thailand for 10 Years
- Düsseldorf, Germany for 4+ Years
- Currently based in Duisburg, Germany
Table of Contents
Recruiting German speakers can be a strategic move for companies looking to expand their reach in German-speaking markets. Based on Yu Shimokawa’s four and a half years of intensive recruitment and executive search experience in Germany, here are some key tips to ensure your recruitment process in Germany is effective and culturally sensitive. Yu has interviewed more than 400 German-speaking candidates. Through her experience, she has found interesting aspects and tendencies of German speakers.
Unique Aspects of German-Speaking Candidates
Work Ethics
German-speaking candidates are known for their cautious, detail-oriented, precise, and punctual nature. They value efficiency and productivity, preferring not to waste time. Building trust with them may take time and effort, but once established, it tends to be strong and long-lasting.
Communication Style
When engaging with German-speaking candidates, it’s important to adapt your communication style. Use formal titles such as Mr., Ms., Mrs., or Dr. to show respect. Approach candidates in a personalized way, providing detailed information about the job, the hiring background, and potential career paths. German candidates are often skeptical of generic job offers, especially those generated by AI, so personalizing your approach can make a significant difference.
Career Progression
Career development is a critical point for attracting candidates in Germany. It’s not just about salary increments or position titles; candidates look for expanded job responsibilities, delegation of authority, management experience, international exposure, and additional training opportunities. Providing benefits and support for family care, such as health and mental care, childcare, and eldercare, can also help retain employees for the long term.
Employer Branding
Employer branding is key to success in Germany’s employee-dominated recruitment market. German-speaking candidates look for companies that offer interesting job responsibilities, attractive benefits, a flexible and healthy working environment, and a positive and supportive company culture. They tend to seek long-term stability and carefully review all details during the application process, often consulting with a lawyer before signing employment contracts.
Salary Expectations
Germany offers some of the highest basic salaries in Europe, especially for office professionals. For example, newly graduated Masters or PhD students with an engineering background can start with annual salaries of between €50,000 and €60,000. Key account managers in B2B manufacturing companies can earn between €100,000 and €120,000, including commission and company car. However, it’s important to note that Germany also has higher social security, state pension and income tax contributions, which can have a significant impact on take-home pay. In addition, the cost of living is high in major cities such as Munich, Berlin, Düsseldorf and Cologne, particularly housing costs.
Attention to Detail
German-speaking candidates are very careful and detail-oriented. When they receive a job offer, many of them check the employment contract with a lawyer. Therefore, it’s common for candidates to have lawyer insurance to ensure their rights and interests are protected.
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Please do not hesitate to contact us if you have any questions regarding recruitment in Germany/Europe. We will be happy to provide you with the latest market trends and information based on our own recent recruitment experience.
