Recommendation / Reference

In an increasingly globalised job market, the humble letter of recommendation has taken on new complexity. What reads as a glowing endorsement in one culture can seem lukewarm in another, and phrases meant to convey reliability may inadvertently signal mediocrity. Understanding these nuances is not just a matter of politeness; it can make or break a candidate's chances. Take, for example, the difference between the American and Japanese styles. In the United States, superlatives are expected. A reference that says 'She is a hard worker' might be interpreted as faint praise, barely worth the paper it is written on. In Japan, by contrast, effusiveness can seem insincere. A balanced assessment that acknowledges a candidate's weaknesses as well as strengths is often seen as more credible. European systems add yet another layer. In Germany and Austria, a strict code governs what an employer's reference can say. Describing someone as 'sociable' when they were hired for technical work may actually suggest they spent too much time chatting. This indirect terminology, known as 'encoded language', is legally mandated in some sectors. For HR professionals and managers, the key is not to abandon the reference letter but to adapt it to the audience. A reference for an international application should be explicit but culturally aware, emphasising qualities that travel well—adaptability, resilience, and specific achievements rather than vague personality traits. After all, the goal is not merely to say something nice, but to say something meaningful in a language the reader truly understands.