If you need to hire someone here in France, how do you go about it? Our Expatica expert on human resources explains how the recruitment process works in France, including why so many of the cover letters you'll receive are handwritten.

I have to recruit people locally [in France] to help grow our international company. How does the recruitment process work in France?

Recruiting in another country seems simple. OK, people likely speak another language and have some different habits, and after all, in the end it all comes down to hiring the best person for the job.

However, if you have ever attempted to recruit in another country, you will know that the process isn't quite so simple.

The European labour market contains some unexpected hurdles as national differences between the countries of Europe manifest themselves not only in different languages but also in different recruitment practices.

Recruiting in another country definitely entails more than reading CVs in another language. It starts by understanding what motivates people in certain countries.

Recruiting in France

In France it is important to understand the significance of hierarchy. In French organisations positions and the corresponding power levels are clearly defined. Most communication lies underneath the surface and is a complex network of personal ties and alliances that helps people to accomplish matters.

Graphology is still widely used by recruiters in France.

French communication expert Yvon Laret also stresses the importance of personal networks: "For the French knowing and comprehending each other's background is essential. Doing business without knowing the person opposite you is out of the question."

If you want to hire the right person for the job, it is essential to find some common ground.

For instance, the number one mistake would be deleting all hand-written application letters from your record of candidates. Don't be surprised at how many you receive. Around 75 percent of French employers request a hand-written application letter.

Graphology is still one of the selection tools used in the application process in France. Most commonly it is used to confirm other psychological testing. So be prepared to receive a handwritten application letter of about 15 to 20 lines, which focuses on the applicant's most recent activities and demonstrates with examples why they consider themselves the right person for the job.

A French application

The standard French CV is either in a reversed chronological order or clustered by function. The CV, often with a photograph attached, is brief, two pages at a maximum. The personal details include; the candidate’s name, their address and telephone number, their nationality, civil status, age and place of birth.
Usually only the highest education is mentioned. Job-experience and responsibilities are described in detail along with Language skills.

On the other hand hobbies and extra-curricular activities get less attention. Often a French CV contains a 'projet professionel'; in a maximum of five lines the candidate describes their educational background and where, making use of their strongest skills, they see themselves professionally in five to 10 years time. This is usually placed below the personal details.

References and copies of diplomas are not included, but candidates bring these to the application interview.

Nannette Ripmeester

Nannette Ripmeester

Nannette Ripmeester is an expert on international mobility issues. She has co-authored 34 books on working internationally and has written numerous articles on the topic of globalisation and the effects on HR processes.

Ripmeester, who is currently president of the Amsterdam Chapter of Executive Women International, member of the Dutch Federation of Businesswomen and member of the Advisory Board of the University of Amsterdam, is managing Director of Expertise in Labour Mobility (ELM).

ELM  is a knowledge-based consultancy, specialised in customising solutions around international mobility. With research, information products, and training aimed at enhancing international expatriate assignments.

June 2006

For more information about recruiting in France, you can consult 'Looking for work in France'(ISBN 90-5896-0064), a guide which also covers differences in management culture.

Subject: Recruiting in France, the French job market