So, you have just landed up in Germany and planning to apply for a good German job? But, have you really wondered what are the things that will get your CV clicked by the various payroll Germany companies? You are required to go through a specific recruitment process of PEO Germany for getting a job in Germany. Here are things that you as an applicant must know in order to ensure your hiring in Germany: Availability Of All The Complete Official Documents Depending upon your native location, you are required to submit a number of official documents when you apply for a job in Germany. The official documents include:
Such documents are required by the German employer before the individual begins working in the company. German Job Dossier When you write an application for a job in Germany, you are required to include a number of documents. This is one major difference between applying for job in Germany and any other country. A German job application must include the following:
A German job application minimum comprises of 10-15 pages. Also, a copy of main diploma should compulsorily be included. In case, the same is forgotten, the chances of application being rejected stands high. German CV The CV for a German company is to be written in the same manner as is done for a UK or EU company. One piece of advice here is to try to accommodate the most relevant set of information on the first page of the CV itself. Therefore, elements such as Title, Full name of the candidate, contact details (local and permanent), educational background, personal skills, professional experience and languages known should be readily available on the first page for the payroll company to scan through. The second page may comprise of your projects and internships and the key interests and other activities may be included in the end. The CV must bear a date and must be signed before making an application in any German company. Photo In German CV Adding your picture to your CV has always been a debatable issue. Earlier all German companies made it compulsory for the candidates to add a picture on the CV, but the same was amended with passing of a law in the year 2006. So, it is totally your will whether you wish to attach or not a picture of yours on the CV. However, in case you wish to attach, ensure that the picture is done in a professional manner. The picture can be a coloured one or black and white, that is totally the will of the candidate.
0 Comments
Setting up a company in Germany is an exciting part of an entrepreneur’s life. But there comes an overwhelming amount of questions with this thought. Is setting up a GmbH in Germany is a good idea or should I go for some other form? What is the procedure of company formation Germany? What are the legal regulations involved?
Don’t worry because we’ve put together a roadmap to help guide you through the entire process of company formation. 1. Choose The Right Limited Liability Company For Your Business The foremost thing or the first decision to make is to identify which form of the company would work best for you. Here having an expert firm by your side can help as they can help you with the right legal entity for your purposes. 2. Check If You Have Sufficient Share Capital For a UG, you need a mandatory capital of €1 but it is recommended to have €1,000 or above. For setting up a GmbH, the bare minimum to have in the account is €12,500 but it is recommended to have at least €25,000 is best. Founders’ Hack: The UG is also known as a “mini” GmbH. It requires less share capital. But in order to make sure that the whole formation process is hassle-free, you should opt for a minimum of €1,000 as share capital. But this may not be the right solution in all cases so you need to consult with an expert before you file for a company type. 3. Come Up With A Company Name The next step is to come up with a company name. In order to zero on a unique name, you can check the commercial register (Handelsregister) in order to find out if the name has already been taken or not. 4. Decide On The Object Of The Company (Unternehmensgegenstand). According to German law, you need to quite specific with this one. A little tip here is to check the Handelsregister in order to see what similar companies have used for their Unternehmensgegenstand. This would give you an idea about how to decide on the object of the company. Pro Tip: The German Chamber of Commerce and Industry (IHK) will run a check on your company name and objective for compliance for free. So you can benefit from this offering. 5. Find A Notary And Make An Appointment To Form The Company The next step is to find a notary and meet with them for the company formation. This could be a time-consuming process depending upon the availability of the notary. 6. Get Together Your Necessary Documents The documents you need at this stage would be as follows:
7. SHOW UP To The Notary Appointment With Your Fellow Shareholders Now all you need to do is show up at notary’s office with all the shareholders. Don’t forget to bring your ID and all the necessary documents! So many things are happening since you started the company. You have grown substantially and built a brand in the market, the company is growing into many employees and now you have a lot of things to take care of along with running your business. One day you are hiring an employee in Germany and the next you are working towards outsourcing payroll Germany. So much to do and so little time right.
This 4 tips will help your work towards hiring in Germany a bit easier: 1. Look Beyond The Resume “Probably the number one mistake is that they focus on skills and experience as opposed to focusing on attitude and fit. The analogy with that is that you should hire for the things you cannot train.” In other words, read past the resume. It is called reading between the lines. Try to look for attitude and judge it with case studies during an interview. The more clarity you get on an employee’s attitude, the better the chances you would be able to hire the right candidate. 2. Ask Not What They Would Do, But What They Did Do Another important tip to keep in mind is trying to gauge a person’s caliber from what they have already done rather than what can they do or would do for your company. It is fairly easy for me to say that. “I can work towards making your company FORBES top 100 companies.” But who is to say that the same employee won’t leave the company in the next 6 months just because he got a better opportunity. So judge the employee with their past work. What problems did they solve for their previous employer? What approach do they follow while solving these problems? The answers to such questions would give you a much clear picture. 3. Put A Premium On Personality Tests Personality tests help you in the most crucial way. Identifying whether the candidate would be a good cultural fit in the company. These days companies prefer like-minded people over highly skilled ones due to a number of reasons. The foremost being the fact that skill can be taught but attitude and culture can not be imbibed in any person. Therefore, always prefer a candidate whose personal goals match with your organizational goals. Only then will you be able to find a candidate who will be efficient, loyal and innovative. 4. Trust The Evidence; Not Your Gut I am going by my gut is a very cool thing to say but when it comes to filling a crucial vacancy in the company, impulse hiring can be extremely dangerous. Go through all of the steps of the hiring process and collect data that can tell you whether the candidate you are considering has the skills, personality, and instincts to be a good fit in your organization. Behind every successful business, there is an army of dedicated, motivated and talented employees. The employees are the biggest asset to any company and it is up to the company to ensure that its employees have all the necessary skills to perform their jobs at a high level with maximum productivity.
Employee training is an important part of any PEO in Germany. Their experienced team helps the company in identifying every aspect of the employee life cycle that includes training and helping you identify opportunities for improvement in your employees. Training programs help in a lot of ways -
What Is A Training Needs Analysis? Training needs analysis is the process of identifying employees’ “levels of skills, competency, or knowledge in relevant areas and then comparing that competency to the required industry standard established for that particular position.” Through a training needs analysis, the company can gain insight into the skill gap that exists in its employees. This would help create a customized training plan that can help you get the most out of your training program and would benefit the employees in the maximum possible ways. When Should Training Needs Analysis Happen? When the employee assessment shows a visible gap and problems, you know it is time to have a training needs analysis in order to identify the gaps and bridge before it starts impacting the overall performance of the company. Of course, it is a great practice to get this done annually however, there is no set schedule and you can get it done as and when you feel the need for it. The Importance Of Developing A Training Needs Analysis Program In order to reach your organization’s goals, training needs analysis can do the much necessary task of helping you identify the problems and gaps so that you can work towards finding the solutions and adapting to a pre-emptive approach. |
AuthorWrite something about yourself. No need to be fancy, just an overview. Archives
April 2022
Categories
All
|