Recruitment across Culture

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Recruitment across
Culture Made by Svetlana Kuznetsova Moscow
2009
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The Iceberg of Culture
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Cultural Facts and
their interpretation

• Interpretation

? FACTS
?
?
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Recruitment and Culture

• CV
• Questionnaires and forms
• Informational sources about vacancies
• Interview
• Candidates assessment
• Professional and transferable skills
• Behaviour strategies in conflict situations
• Dress-code
• Motivation
• Operating schedule
• Education

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Cultural Categories
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(No Transcript)
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How to motivate
FINNS
BRITONS
GERMANS
AMERICANS

• KEY money
• Remember time is money
• Talk straight
• Show drive and enthusiasm
• Avoid silences
• Share risks with them
• Remember everything is possible in the United
  States

• KEY Ordnung
• Obey the rules
• Respect privacy
• Show solidity
• Display trust
• Deliver what you promise
• Give serious answers to serious questions

• KEY humour
• Offer career challenge
• Give orders in the form of hints
• Appear casual about business and money
• Laugh at yourself often
• Dont rock the boat
• Understate everything

• KEY reliability
• Be low key and modest
• Dont persuade or push
• Show you rely on them
• Give them physical and mental space
• Do what you have said you will do
• Share silences

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Guidelines for successful recruitment across
cultures

• Be aware of your own cultural make-up and
  understand that what seems normal may not be at
  all normal for the candidate or your overseas
  colleagues. There are various online personal
  cultural profiling tools on the market to help
  you. Two of the best-known are the British
  CultureActive and American GlobeSmart.
• Understand the culture of others ideally
  through self-assessment of culturally-determined
  behavioral styles and values and beliefs relative
  to other cultures, as this goes beyond national
  stereotyping.
• Appreciate the over-riding importance of
  sensitivity to national  communication patterns
  (including listening habits) as an aid to real
  understanding, and that the impact of what is
  said, or not said, can be totally different from
  the intent.

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• Use your in-house diversity effectively. If you
  dont do that, how can you help your clients
  achieve results from a diverse staff?
• Educate your clients in
• a) the value of recruiting a
  culturally-diverse workforce
• b) the competitive advantage of cultural
  flexibility
• c) the importance of continuing cultural
  education in order to retain people.
• Put in place ongoing training and cultural
  awareness programmes to increase mutual
  understanding so that recruiters, clients,
  employees and migrants can learn from, and better
  interact with each other.

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CROSS-CULTURAL COMMUNICATIONS CENTRE 46
Udaltsova Street Moscow 119607 Russian
Federation Phone [phone],
228-09-24 E-mail
info_at_crossculture.ru www.crossculture.ru