Applying Abroad: Dossier, Qualifications, Expectations

The biggest differences lie not in content but in form:

• Germany: photo customary, tabular CV with dates, cover letter as a formal letter, references as an attachment.
• France: one-page CV, photo widespread, "lettre de motivation" short and formal, often with proof of titre de séjour.
• United Kingdom and Ireland: no photo, no date of birth, two pages "CV" or "resume", achievements instead of duties.
• USA and Canada: one page (US) or two (Canada), no personal data, "cover letter" as a separate document.

Rule of thumb: the more Anglo-Saxon the market, the shorter and more results-oriented; the more continental European, the more formal and complete.

A Swiss CV contains details that irritate abroad: photo, marital status, nationality, referees. Remove what is unusual there and translate the terms:

• Education: "Berufslehre (EFZ)" → "Vocational apprenticeship (3 years, federal diploma)"; "Berufsmaturität" → "Vocational baccalaureate".
• Job titles: "Geschäftsführer" → "Managing Director"; "Sachbearbeiter" → "Administrative Officer"; "Kader" → "Management level".
• Grades and systems: a grade of 5 is good in Switzerland, average in Germany. Explain the grading or leave it out.
• Currency and sizes: convert CHF amounts into EUR or USD, retain headcount and revenue.

Important: do not "upgrade" titles. A qualification unknown in the target market is explained with institution, duration and content – not renamed.

Anyone wanting to work abroad frequently needs recognition – especially in regulated professions (health, education, law, construction).

• EU/EFTA: Directive 2005/36/EC governs the recognition of professional qualifications; for regulated professions there is a formal procedure.
• Germany: the federal states are responsible, often via the portal "Anerkennung in Deutschland".
• Canada and USA: professional associations and licensing authorities assess; language certificates (IELTS/TOEFL) are usually mandatory.
• Diploma Supplement: an English supplement to the diploma considerably eases the assessment.

Allow for three to nine months of processing time. Anyone starting recognition only after applying loses months.

Abroad, the permit question is often the first filter. Formulate proactively:

• EU/EFTA citizens: freedom of movement – one line in the CV: "EU citizen, no work permit required".
• Third countries: without a residence title an application is difficult; some countries have points systems or blue card rules.
• Swiss citizens: usually no permit needed for EU/EFTA; for the USA, Canada and Australia a visa is required – with employer sponsorship.

Concealment is not a strategy: the question comes in the first interview, and an incorrect statement ends the process.

The procedures differ more than the documents:

• Assessment centres are more widespread in the UK and Germany than in Switzerland.
• References are checked in the Anglo-Saxon world before the offer – often by telephone and without warning.
• Salary details are frequently mandatory in the UK and USA ("salary expectations") and expected in the first interview.
• Timing: in the USA processes run in days, in Germany in weeks, in France sometimes in months.

If you apply in several countries, keep a table of requirements, deadlines and status – otherwise you mix up the formats.

Anyone working abroad for a few years eventually faces the return. What counts then:

• Translated documents: references and diplomas in DE/FR/IT, certified where required.
• Swiss network: keep contacts active – re-entry often runs through recommendations.
• Social insurance: check AHV gaps, clarify pillar 3a and pension fund; contributions paid abroad are usually not creditable.
• CV structure: present experience abroad according to Swiss convention – positions chronologically, with the country stated.

Experience abroad is a plus when it is explained: language skills, market knowledge, independence. Without explanation it looks like a break.