Information checkedInformation unaudited Information geprüft Information ungeprüft From typewriters to digital workflows

1995 – a time when the internet was still in its infancy, typewriters clattered in offices, emails were the exception rather than the rule, and human resources operated very differently from today. Back then, anyone applying for a position at LLB had to impress not only with their expertise but also with their handwriting – at least in some cases.

By Elena Betz

Today, that sounds almost surreal. Recruiting and onboarding have undergone a complete transformation – no more handwriting analysis, but instead digital applications, structured onboarding programmes, and modern HR processes. One person who has witnessed this evolution from the very beginning is Michael Verling, who has been an HR Business Partner at LLB for nearly 30 years. We spoke with him about how the first day on the job has changed over the years, some curious stories from the past – and why things were different back then, but not necessarily better.

Michael, be honest – what did the application process at LLB look like 30  years ago?

You could say it was a mix of paperwork and a test of patience. Job advertisements appeared in newspapers – yes, on actual paper! Applications arrived by post, were carefully copied, and then distributed to managers via internal mail. Everything was recorded in meticulously maintained Excel spreadsheets, and particularly promising applications were stored in a well-stocked filing cabinet – just in case a position opened up later. Job interviews were always conducted in person, and rejection letters were sent out politely but firmly by post. In short, it was a lengthy, analogue process that required a great deal of patience.

Back then, there was actually a handwriting analysis for applications. What criteria were assessed, and did you really have to pass the test?

No, fortunately not – otherwise, I might have received a polite rejection letter! But handwriting analysis really did exist, albeit in rare cases. The idea behind it? Handwriting was believed to reveal something about a personʼs character. Did it actually work? Opinions were divided. Graphological reports existed, but even then, they were highly controversial and rarely used. How the external graphologist reached their conclusions was always a mystery to me. Personally, I never relied on such analyses, and looking back, Iʼm glad my career didnʼt depend on the shape of my “L”.

As we all know, the first day at work comes faster than expected. What was your first day at LLB like 30 years ago? And how would you describe the difference compared to today?

Onboarding used to be quite simple: The HR team would briefly welcome new employees and introduce them to the key doʼs and donʼts – essential guidelines to help them settle in smoothly. A group photo of the newcomers was taken and posted on the Black Board at all locations, so everyone knew who had just joined. At that time, LLB only had its main office in Vaduz, with around 450 employees. I recall there was even a short bank tour, during which the CEO personally welcomed the new staff members. The tour covered the headquarters and the Haus Äule building. But one thing was just as important then as it is today: making new colleagues feel welcome from day one. That has always been and remains a top priority.

Today, there is modern HR software, digital onboarding, and structured induction programmes. If you compare the two, was everything really better in the past, or has HR work changed in a positive way?

Modern HR software, digital onboarding, and structured induction programmes have made HR work significantly easier today. But even back then, our goal was clear: New employees should feel welcomed with respect and appreciation from day one – using the tools available to us 30 years ago. Our HR team was less than half the size it is today, and looking back, some of our old ways of working might make us smile. Many processes were cobbled together, but they were always geared towards delivering high quality.

Was it better or worse? Neither – just different. One big difference was the pace: Instead of emails and chats, we relied on internal mail, which took time. But even then, what set us apart was the personal, close-knit, and appreciative atmosphere. Many applicants valued exactly that – and itʼs something special about LLB that we can be proud of: We have preserved this strong cultural element to this day.

What was your most bizarre or funniest experience from the early days when it came to job interviews or new colleaguesʼ first day at work?

My long-term memory isnʼt the best, but a few moments have stuck with me. One was a job interview with a somewhat corpulent, middle-aged applicant who arrived in a suit and a light blue shirt. He was so nervous that his shirt changed from light blue to dark blue in record time. I really felt for the poor guy, but it was impossible not to notice.

Then there was the application folder of a young woman who, alongside the usual documents, had included a rather revealing holiday photo – romantically lit under an evening street lamp. Whether this was a bold attempt at self-marketing or simply an accident remains a mystery to this day.

These moments still make us smile today – and they prove that job applications will always come with a few surprises!

If you could bring back one thing from the “old days,” what would it be?

If I could bring something back from the good old days, it would definitely be the well-stocked applicant market. In the 1990s and 2000s, it was common to receive 30 to 50 applications for a job posting – and almost always, several highly qualified candidates were among them.

The ability to select the best possible person from a large pool of strong applicants was a real luxury, something we rarely experience in todayʼs tight labour market. Nowadays, attracting top talent often requires active recruitment rather than simply selecting from a wide range of candidates. In that sense, hiring was certainly easier back then.

While recruitment has changed fundamentally, the key factors today are different: team spirit, expertise, and the right mindset. And fortunately, we no longer judge candidates by their handwriting!

One thing, however, remains the same: The first day at work is always exciting – whether itʼs 1995 or 2025. The biggest difference? Where mountains of files and stacks of paper once awaited new employees, today they are greeted with digital welcome packages and structured onboarding programmes. Is that better or worse? That depends on who you ask. But whatʼs clear is that the better a new team member is welcomed, the greater the chance that they will one day look back on their early days with nostalgia – perhaps even in an interview like this one.