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 X-Expats interviewed Paul Pleus, founder and CEO of International Executive Recruiting-IER , an executive search company dedicated to helping organizations find the best executive management professionals worldwide including Germany and Europe. Paul possesses over 15 years of international leadership experience in different functions including Sales, Finance, IT, Operations, and International Multiple Project Management. Prior to founding IER, Paul served as the Project Leader overseeing the implementation of a large international system with more than 1000 employees involved worldwide including interim managers, and contractors. His responsibilities encompassed team setup, recruiting, developing, and managing the workforce.
X-Expats: How would you describe current employment trends in Germany?
Paul Pleus: You can observe a considerable increase in new types of employment that have had a major impact on Germany over the past ten to fifteen years. Such new forms include fixed-terms, casual/flexi-time, part-time, and interim/temporary employment. In addition, in the past, it was common for workers to work for many years or even their whole life for the same organization.
The current trend is that the length of employment with one employer has shortened. Another development is the significant demand for graduate engineers and the increasing importance of the service sector.
X-E: Are there specific foreign markets with increasing German presence?
PP: The following developments have occurred over the past few years: Trade with the ten new member states of the EU (Estonia, Latvia, Lithuania, Malta, Poland, Slovakia, Slovenia, Czech Republic, Hungary, and Cyprus) has increased considerably. German imports augmented between 2003 and 2008. About 52% of German exports to the above countries grew from 8,5% to 10,6%. The main beneficiaries of this development are the Czech Republic, Poland, and Hungary. To summarize the foreign trade, it has to be mentioned that 3/4 of the German exports are directed towards European partner countries. Second is the Asian market with 11.3%, followed by the United States with 10.2%. Imports originating from Asia represent 16.1% of all imports. China remains the most significant market in Asia and has become the third most important commercial partner. In addition, the middle class’ growing needs and increased spending power in emerging markets provide German exporters with great opportunities. Another development is the growth of export related activities for the German services sector, which reached an all-time-high (increase of nearly 100% compared to the year 2000). Statistics show above average growth for engineering services.
X-E: Many repatriates/returning expats experience challenges finding suitable positions when returning to their home country. What advice(s)/recommendations do you have for German nationals who have worked abroad and are looking for a position in Germany?
PP: It is very important to start preparing your return timely in order to prevent acting under pressure. Start establishing contacts as early as possible and develop connections through social networks (i.e. XING and LINKEDIN). I run groups on these two networks. : https://www.xing.com/net/pri28cb1ax/internationalexecutive/ and http://www.linkedin.com/groups?gid=164075 People can connect easily but it is critical to have exposure in a professional manner (i.e. your profile should have professional updates!).
X-E: In your opinion, are there industries that are actively recruiting talent with international experience?
PP: With the increasing influence –and pressure- of globalization, employees’ international experience is gaining more and more relevance for companies. This means that in general in all industries, international experience will gain in importance. Already, in industries like “infrastructure”, “oil and gas” globalization plays a major role, so a recruiting focus on “international experience” already exists.
X-E: What are the most common tools used by recruiters and hiring professionals to locate foreign talent?
PP: Social networks like LINKEDIN and XING.
X-E: What typical mistakes do job seekers make when creating profile(s) online?
PP: Many job seekers do not exactly understand how recruiters search for candidates. They do not use the correct keywords in their profile(s). They do not spend enough time detailing their experience or creating a professional profile.
X-E: Are there organizations/sites that may help German returning expats reenter the local job market?
PP: There are several organizations, consultants and communities, which offer help/ information for Germans who want to return to the German labor market (i.e. http://www.europaserviceba.de and http://www.germanexpats.com) but to be honest, the easiest and most satisfying way to return to the local job market is through existing personal contacts and visibility on professional networks.
X-E: Thank you Paul for sharing this valuable information on economic and employment trends.
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