Applying in the German-Dutch Context
The application process is and remains the most intimate form of a sales conversation. At this moment, we are selling ourselves, feeling as if we are "putting our skin on the market," and reacting more sensitively to every question or comment, no matter how positive it is meant. This is the case in all cultures alike. To plan this already sensitive process more proactively, we asked communication trainer Katja Schleicher to comment on what is particularly important to consider when Germans studying in the Netherlands apply for a job there or when Dutch people look for a new job in Germany.
In general
In the Dutch mindset, the relationship between the involved communication partners always comes first, while in Germany the matter itself does. This calls for an adjustment of priorities throughout the entire application process.
Job Advertisements
This aspect is already reflected in job advertisements: often, Dutch companies give space to the "interpersonal" aspect, explaining what soft skills and social competencies are expected from the applicant. For the Dutch, this is comparatively normal, while German applicants often feel less invited by this. Conversely, Dutch applicants are more often discouraged by the abundance of expertise required.
Application
Apart from formal online and offline tips for applying (do not send vacation photos, mention the last job first, etc.), here are some peculiarities in the German-Dutch context: Certificates (including interim certificates) are valued more highly in Germany. For Dutch employers, it is not a given to issue these. Better to ask once more. In the Netherlands, not every certificate needs to be sent. It is sufficient to choose one or two exemplary ones. Upon request, the complete collection can be submitted later. In the letter itself and in the design of the CV, pay attention that towards the Netherlands, competencies and participation in projects are emphasized more, whereas towards Germany, more value is placed on achieved results and positions. This also applies to unsolicited applications on both sides. Applications to the Netherlands may be written somewhat more emotionally and personally. This costs some German applicants courage because they see the risk of revealing too much about themselves too early and thus losing opportunities. The Dutch think more pragmatically and are pleased when applicants show early what kind of mindset they have. This makes the decision for or against easier. If the application is written in English, double attention must be paid to ensure that the choice of words also covers the emotional meaning for the respective culture: for the German side, rather linear and sober, emphasizing factual competence and expertise; for the Dutch side, rather emotionally charged and highlighting social connections.
Between application and interview
On both sides, the path from a job advertisement is often long and winding. German applicants should not hesitate to call in between and ask about the status. Possibly, the Dutch HR manager will not give a binding date on the phone but will certainly give a time frame. Also, such an interim phone call is very suitable for empathetic contact. This also applies to Germany but is more often associated there with the implicit accusation of having expressed oneself unclearly. From the German side, concrete dates are also more often given by when applicants can expect information.
Job Interview
The personal click and agreement in interpersonal "chemistry" is considered more important in the Netherlands than in Germany. Therefore, the first job interview has a completely different meaning. In Germany, it serves to more clearly cluster and categorize applicants ("who do we have and into which groups can we divide them?"), whereas in the Netherlands, it initially creates a broadly based emotional foundation from which one can then choose. The German approach is more often that the applicant is asked at the beginning of the interview to introduce themselves and explain their expectations. Emotionally, the applicant quickly comes into the spotlight. In the Netherlands, HR or hiring managers often open the conversation and talk about the company and the position as such. The applicant can initially breathe and adjust to the interview situation. On the Dutch side, shortcomings in outward appearance are more easily forgiven, while worn-out shoes remain a deficiency longer on the German side. The question of how well the applicant fits into the team is valued equally with professional qualities on the Dutch side. In Germany, qualifications stand equally alongside professional experience, with the applicant's personality following. German HR managers might now say, "But we are certainly interested in emotional quality!" This is certainly true from the German internal perspective, but still less so than from the Dutch internal perspective. During the interview, the question often arises about the applicant's view of the company. What stood out, what is seen critically, what would one do differently, etc. The Dutch are used to and can handle very critical and very direct input ("I would outsource the entire administration immediately"). This is understood as a sign that the candidate "has done their homework." Important: this criticism should relate exclusively to the matter. People should be consciously left out. With a German employer, one should draw on questions from one's own competence and experience but remain neutral. "There are many good examples in this market of companies that have successfully outsourced their administration"... Future colleagues are more involved early and often unexpectedly in the interview in the Netherlands to check how well the applicant fits into the team. Structured German applicants should not be unsettled by this but show sociability and flexibility. Often, this is also meant to test how quickly the applicant makes emotional contact. On the German side, such a meeting with potential team members is usually scheduled only in the second round—and announced beforehand.
Negotiations about money and "package"
In the Netherlands, supervisors are used to being challenged by their employees. Following the motto: "You are my boss, prove yourself," Dutch employees often show a self-confidence unusual by German standards. This may also be reflected in salary demands that clearly show: I am worth this money. Dutch people applying in Germany should show their self-esteem but take into account the valid hierarchies, which play a greater role in Germany. The author: Katja Schleicher is a communication and media trainer in an intercultural context. Her heart beats for Europe; she has two passports and trains in three languages. www.interview-training.eu