Global Comparative Management

As we all know, the hiring in Germany is highly structured. There are some things you must know. First, there is many official documents people should have when people apply for a job in Germany. For example, people should have a valid visa if the person comes from a non-EU country. Second, Most German firms require 1 PDF file that includes all the person’s application documents. That person includes a copy of his main diploma is mandatory. In addition, people need to provide references and testimonies of his experience. Third, the most recruiters read the applicant’s cover letter and documents thoroughly. Therefore, applicant should write a cover letter which gives he a chance to elaborate on some things and also try to explain his individual situation and what may seem ‘unusual’. Moreover, the German General Equal Treatment Act is important during the hiring process. The law aims to abolish unequal treatments of employees based on certain criteria: race and ethnic origin, gender, religion and so on. Finally, the hiring process is: Step 1: The phone interview; step 2: Computer test; Step 3: Face-to-face interview; Step 4: Assessment day (optional).

In terms of employee compensation, the Minimum Wage Act provides employees who are worked in Germany currently for a minimum wage of EUR8.84 gross per hour since 1 January 2015. The minimum wage is reassessed every two years. Under the Federal Holiday Act, the minimum legal annual holiday entitlement is 20 days based on a five-day working week and 24 days based on a six-day working week. However, a number of employers grant more paid holiday in practice; it’s very common that between 27 and 30 days’ paid holiday. Employees have the right to enjoy a holiday pay which is some sort of continued payment of the salary for the minimum statutory annual holiday entitlement. The holiday pay is calculated based on the employee’s average salary in the 13 weeks prior to the holiday. The Continued Remuneration Act gives employees who once have been employed for four weeks six weeks’ legal sick pay. During pregnancy and until four months after the childbirth, it is illegal to terminate the employee's employment. An employer must do whatever is necessary to ensure his employees’ health and safety.