Cultural differences

Sweden and Germany appear very similar on the surface, but are sometimes crucially different when it comes to recruiting staff.

We lived near Gothenburg for 7.5 years and commute regularly. We are aware of the differences between Germany and Sweden that need to be considered and understood when recruiting.

A formal example is the application documents. You won't receive certificates from Swedish candidates. Instead, references are usually listed at the end of the CV. The cover letter, on the other hand, contains a great deal of detail about the candidate and their personal background.

Swedes aren't very direct in their communication. The word "no" is uncommon in their linguistic culture. A Swede almost never uses it; it's almost always phrased in a roundabout way.

Decisions are not made hierarchically, but discussed and decided upon collectively by the entire group. This certainly lengthens the decision-making process, but has the advantage that everyone then pulls in the same direction.

These are just three brief examples that outline the differences in approach.

We see our task as not only finding the right personnel professionally, but also building the interpersonal and cultural bridge so that people are a good fit.

We primarily fill vacancies through recruitment services in the sales sector.

Often for companies that are already successfully exporting to Sweden and later want to establish a branch there.

The regional responsibility for individual positions often also includes the countries of Denmark and Norway.

We are happy to provide a second opinion during discussions.

If you have any questions, please feel free to contact us: Tel. 49 (0)4283 / 60 82 481

or email: t.zwentzien[a]norr-consult.com