Recently, I wrote about how our systems are often less open than we like to believe, especially when it comes to recruitment. Today, I want to show what that means in practice. Especially for international applicants.
I’ve seen it many times: highly qualified, highly motivated, highly frustrated.
Because they thought: “Germany is looking for skilled workers. I will find a job.”
But then reality hits. No replies. No feedback. Endless applications. And the feeling grows: it must be me.
But here’s the truth. It’s not just them. It’s us.
Yes, Germany needs talent – but getting hired here means understanding the logic of a system that is rarely explained.
As someone who grew up inside this system, I’ve learned: we do not just hire qualifications. We hire what feels familiar.
Familiar CVs. Familiar tone. Familiar interview behaviour.
And that is exactly where international candidates face a silent uphill battle.
They don’t just need to be good. They need to decode expectations that no one ever says out loud.
So what do they really need?
- Orientation – about cultural expectations, industry norms, and hidden rules.
- Reflection – to understand how they are perceived and where misunderstandings start.
- Guidance – on how to shape CVs, navigate interviews, and present soft skills.
- Reassurance – because constant rejection is not just technical. It is emotional.
I’m not a recruiter. I’m not an international applicant.
But I observe. I listen. And I learn.
And I know: Saying “get the job” sounds simple. Getting it is not.