Should a CV for a European office of an American company include personal information (picture, age, nationality, etc.)?

Question

When applying in the US, it is advised not to include any personal information that could lead to discrimination charges (photo, age, nationality, etc.). Apparently, an application may be discarded by HR for not complying with this policy. It makes sense, of course, that everyone sticks to this rule.

However, in some European countries like Switzerland and Germany it is, on the contrary, expected that you include a picture (out of tradition, I guess), nationality (let's them figure out quickly if work permit problems could arise), age, and sometimes others. Here, HR would view a CV as incomplete if it didn't include them - see e.g. this study (in German). EDIT: While employers don't ask for it, most career guides I could find (e.g. from university career centers) strongly suggest to include it. Please note, while it may be a questionable custom, it is still a custom that when not followed, could severely undermine one's chances.

Now if an applicant wants to submit their CV to a Silicon Valley company for an advertised job open at their Swiss office, to which standard should it hold? If it includes a picture, I'm afraid it might be processed and discarded by someone in US HR before it even gets to the local branch. If it doesn't include it, it might be discarded by a local employee for not adhering to customary standards.

What's a good way to proceed here?

edit: it would be an application through the company's international website, where the job is advertised with the specific location.

Answer 1

Ask the company whether they'd like an american style CV or a german one.

If you can't ask, I'd take a clue from the language of the job posting. If they ask for a "resume" or "CV" they probably expect an american style CV, but if they ask for a "lebenslauf" they probably expect a submission in the german style.

I recommend this because in my experience it really depends on how autonomous the local office operates. In particular, if they are quite independent and have their own HR, they might expect local norms, whereas an office with little autonomy and centralized HR would most likely expect an american style CV.

Answer 2

Note that article you link to is from "before GDPR" and most of the thing you mention should not be included in CV unleast it's an important part for hiring process (for example age when you are in "safe time before retirment"). Maritial status and age should not play a role in hiring process according to The Employment Equality Framework Directive. Also Switzerland is not part of EU so there are few different rules than in Germany for example.

Also under GDPR your CV should by GDPR compliant. Enough contact info to contact you and your work/education experience.

If this a multinational company I would advise that the CV should follow the company guidelines for CV's. They should be listed on the offer. Do they ask for age, sex, sexual life, Ethnic or racial origin?

There might be "customary standards" that are just not legal.

Ok, a little explanation: Article 9 of the GDPR

1. Processing of personal data revealing racial or ethnic origin, political opinions, religious or philosophical beliefs, or trade union membership, and the processing of genetic data, biometric data for the purpose of uniquely identifying a natural person, data concerning health or data concerning a natural person's sex life or sexual orientation shall be prohibited.

[Bolding mine] italics mine to emphasis that in this case GDPR is about prohibiting

Point 2 explain where point 1 should not be applied BUT the reason for it to no be applie should be stated on the ad itself as applicant must give consent to proccesing therefore he must be informed of the reasons BEFORE. Also point h) of point 2 say

processing is necessary for the purposes of preventive or occupational medicine, for the assessment of the working capacity of the employee, medical diagnosis, the provision of health or social care or treatment or the management of health or social care systems and services on the basis of Union or Member State law or pursuant to contract with a health professional and subject to the conditions and safeguards referred to in paragraph 3;

[Bolding mine]

Which explain that if the reason boils from the job description IT should also be explained in the reasons to gather such data. [i.e. age for selling alcohol or religion to handle meat]
Some might argue that above data might be need for equal opportunities monitoring BUT such data should be collected in a way that the data cannot be traced back to individuals. So different special form without CV informations. Data gathers on later stage of recruitment and so on.

From the OP comment below we can see how such requirments make no sense. What is nationality needed if you work in US based company in Switzerland? Obtaining a work permit? Needed only if you need one. Also much better information would be if applicant is from EU or third-state national.