How Hiring Practices Differ Between the U.S. and Europe
Julie George, Partner & Executive Search Consultant – Gilman Partners
For European companies establishing operations in the U.S., hiring the right leadership team on the ground is critical to jumpstarting success. Naturally, job applicants need the proper mix of experience, temperament, and skillset to be considered. However, as I’ve learned in over 25 years as an executive search consultant, differing expectations on each side of the table can create unnecessary hurdles to the process.
All cultures are different and it’s important to understand how the U.S. workplace culture may affect your European-based hiring practices. A simple example: The job candidate resume. Many European employers will be used to receiving a full C.V. from applicants, detailing their publications, patents, and sometimes even personal information such as height, marital status, kids, and more. In the U.S., an applicant’s resume is likely to be strictly professional, with a (usually) chronological listing of employment history, education, and perhaps some volunteer work. Discussion of one’s personal life is discouraged in American job interviews for legal reasons, so any reticence to answer such questions mustn’t be held against U.S. candidates.
This particular example is pretty well-known, but other cultural differences can be more nuanced. In my experience with hiring for European-based companies in the U.S., particularly when the hiring team still resides in Europe, these differences can catch the team by surprise. Let’s take a look at a few.
Tenure expectations. In Europe, it’s still quite common for an employee to stay with one or two companies throughout their career. In the U.S. that’s not the case, with employee tenure averaging just 3-5 years. This shorter tenure can make a significant difference in a job candidate’s mindset as they’re considering a new position and it’s important for employers to keep it in mind so they can better manage their expectations.
Resignation notice periods. During the interview process, European employers may ask a candidate, “When can you start?” In many cases, they just want to understand the terms of the applicant’s current work contract. But U.S. candidates might interpret the question as a sign of an imminent job offer, meaning “We want to hire you! How soon can you start?”
How soon they actually can start may differ greatly from European norms. In the U.S., the expectation when someone resigns is typically 2-3 weeks’ notice (perhaps a little longer for management positions) as opposed to the several months that can be commonly expected overseas, such as in Germany, Italy, and many Scandinavian and Eastern Europe countries.
Levels of formality. U.S. employees are likely to speak more casually to and about their bosses, often addressing them by their first name—and they may do so in speaking to European interviewers as well. But in many European cultures, more formal terms of address (“Mr. Smith” or “Ms. Jones”) are expected as a sign of respect, at least until trust and familiarity have been established. My advice to job candidates is to err on the side of formality and take cues from their interviewers; to European employers, I suggest they be aware of this potential cultural difference and not take it personally.
Benefits. In the U.S., the employee benefits package—including insurance, time-off policy, retirement plan, etc.—is an important selling point and likely to come up in interviews. Because many European countries have universal healthcare, some employers new to business in the U.S. may not realize they need to consider health insurance costs in the overall compensation for a candidate. European vacation policies tend to be more generous than those in the States, where employees are likely to get 2-4 weeks of paid time off per year, depending on their level and tenure with the company. Extending more vacation time to a U.S.-based candidate than they currently enjoy can be a compelling incentive.
Greater understanding of U.S. workplace culture will not only help European companies avoid miscommunications in the hiring process but can also create a more harmonious work environment within the American office being established. All cultures have their strengths and challenges but awareness of our differences and then working together will ultimately bring out the best for everyone.
