Social and Cultural

At this point in time, increasing cross-border human traffic has meant that companies are no longer dealing with a homogenous native community from which they recruit their staff. Companies are now facing cross cultural challenges in how they recruit, manage and develop multi-cultural staff. One area of ​​note where HR and management are difficulties in the interview room.

with companies recruiting from a pool of candidates from different nationalities, cultures and faiths the cross cultural interview is an area to be analyzed properly if recruiters wish to exploit the potential available to them. It is necessary to ensure that candidates in cross cultural interviews are not discriminated against through misperceptions and poor judgments.

Conversations can be described as a similar game. All the actors know their lines, appropriate incentives and appropriate behavior. Interviewers expect model answers, so questions are anticipated and revised by the respondents. However, the game only makes sense in terms of getting the best out of the interview, when participants share a similar culture. When the talks on a cross cultural element, differences in the mode of action can cause misunderstandings. Such misunderstandings will unfortunately lead to interviewers wrongly rejecting candidates.

All recruiters share a common goal in wanting to hire the best. However, when cross cultural misunderstandings occur in the interviews, this hinders the process of hiring the best staff for the company. Learning to work with cross cultural differences in interviews ensures that you get the best of the candidates, and not to allow cross cultural misperceptions that prevent the verdict.

based on the inclusion of the cross cultural framework of understanding in interviews to overcome the "presumption". Assumptions related to several interrelated elements. Interviewers assume what should or should not happen, what is normal and abnormal, and what is right or wrong. Assumptions related to what someone's physical appearance says about them, what their body language speaks of confidence, how people communicate and how they present themselves.

For example, the cross cultural interview is taking place between the English-German interviewer and respondent. Quite early in the interview, the interviewer starts to make assumptions about a person character, personality and suitability for the position based on misperceptions of the German candidates appearance, behavior and communication style. Although the respondent is a fairly high-brow, blunt in conversation, formal and academic behavior, it does not mean that he / she is rigid, inflexible or reserved as the interviewer assumes. Instead, it is the way the game is operated in Germany. If the conversation was a little more aware of the German theater (ie, cross culturally aware), then such assumptions may not be made.

As you can see from the above example, assumptions can lead to interviewers making the wrong decisions based on their culturally insensitive assumptions. In this case, you could potentially have lost a true positive with their company.

In addition to areas listed in the example above, interviewers must also be aware of culturally ingrained assumptions about areas such as eye contact, tone of voice, gestures, posture, showing emotions, giving the information iupotreba language to name a few. Everyone has a cross cultural element that needs to be understood correctly.

In addition to areas listed in the example above, interviewers must also be aware of culturally ingrained assumptions about areas such as eye contact, tone of voice, gestures, posture, showing emotions, giving the information iupotreba language to name a few. Everyone has a cross cultural element that needs to be understood correctly.

Similarly, to speak loudly and clearly can be interpreted as a positive move in the UK but also in many other countries such as Malaysia they believe speaking softly is a good quality.

In the UK and other 'western' nations, we communicate explicitly, meaning that we disclose information beyond the topic at hand is based on the assumption that the listener is aware of the background or the correlation of questions. Implicit communicators, such as Japanese, to discover something that they believe that the listener will be aware of these problema.Japanski interviewees and are not deliberately vague, but rather assumes that you understand what he / she means to mean.

"name drop" in the talks might be considered inappropriate for many recruiters in Europe, but in countries where family and community ties play a greater role, such as in Mediterranean countries, noting its relationship with some of the impact is natural.

Although Latin Americans are very expressive and emotional, it is not equal to them are exciting and unpredictable and therefore unsuitable for professional jobs.

Language also plays a key role in cross cultural interviews. Where the respondent is English is not strong, the use of metaphors, proverbs and colloquialisms will confuse them. Similarly, technical terms do not apply across borders. Where a long break from the respondents, and do not presume to play for time or do not know the answer, the interviewer should assume they are looking for a word, phrase or just digesting the information contained in the question.

The key point is that assumptions must be overcome if recruiters are to do their job effectively. All the above examples of misperceptions based on cultural assumptions about what things mean. It is therefore important to begin recruiting staff evaluation, analysis, and overcome cultural assumptions through greater cross cultural awareness, if you want the best for your company.

The key point is that assumptions must be overcome if recruiters are to do their job effectively. All of the above examples of misperceptions based on cultural assumptions about what things mean. It is therefore important to begin recruiting staff evaluation, analysis, and overcome cultural assumptions through greater cross cultural awareness, if you want the best for your company.