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  string(19) "2017-04-18 16:43:35"
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  string(2552) "In 2017 the world is smaller than it’s ever been. Cultures are blending and borders are eroding as the workplace becomes more and more diverse.

Unfortunately, many companies continue to believe that hiring the correct culture fit relies on hiring someone from the same exact culture. This sort of thinking will keep a company in the past when they could be harnessing new ideas and viewpoints for change and growth.

Below is a list of potential red flags seen by employers who could be missing out on the absolute best fit for their company’s growth.

Name

An innumerable amount of qualified candidates are often disregarded at the first sight of their name. Too many assumptions are made based on if someone’s name starts with an X or if their last name has more than 5 vowels.

If the skills match, the skills match and the candidate deserves the chance to prove them.

University

In the entry level market, recent college graduates are a reliable pool of hardworking candidates seeking to prove themselves in the work place. Everyone knows the top universities of their own countries, but rarely do the research to find out those of others. If a candidate has great internship experience, it’s worth the google.

Phone Interview

When initially speaking with a candidate the phone interview is often the first “make or break” part of the process. A deep accent often leads to a quick dismissal, which can be understandable if the role relies heavily on phone communication.

However if it doesn’t, it’s up to you to work harder. The more you listen and ask for clarification, the easier communication becomes for both parties. It may not be the easiest call, but you could easily miss out on a treasure trove of great skills. Once face-to-face, those communication barriers are often erased with the help of non-verbals and context.

Face-to-Face Interview

The biggest tip for interviewing people of different cultures is to do your best, take yourself outside of your own cultural standpoint. Whether it’s eye contact, handshakes, or showing emotion during the interview, people from different backgrounds are taught to behave differently.

If you’re interviewing a candidate from a different culture, please do not automatically read the above signs as potential red flags! A culturally diverse workplace brings different ideas, approaches and ultimately a different understanding around what your company can achieve."
  ["post_title"]=>
  string(53) "A Guide to Interviewing Culturally Diverse Candidates"
  ["post_excerpt"]=>
  string(145) "In 2017 the world is smaller than it’s ever been. Cultures are blending and borders are eroding as the workplace becomes more and more diverse."
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  ["post_modified"]=>
  string(19) "2017-04-20 08:45:24"
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In 2017 the world is smaller than it’s ever been. Cultures are blending and borders are eroding as the workplace becomes more and more diverse.

Unfortunately, many companies continue to believe that hiring the correct culture fit relies on hiring someone from the same exact culture. This sort of thinking will keep a company in the past when they could be harnessing new ideas and viewpoints for change and growth.

Below is a list of potential red flags seen by employers who could be missing out on the absolute best fit for their company’s growth.

Name

An innumerable amount of qualified candidates are often disregarded at the first sight of their name. Too many assumptions are made based on if someone’s name starts with an X or if their last name has more than 5 vowels.

If the skills match, the skills match and the candidate deserves the chance to prove them.

University

In the entry level market, recent college graduates are a reliable pool of hardworking candidates seeking to prove themselves in the work place. Everyone knows the top universities of their own countries, but rarely do the research to find out those of others. If a candidate has great internship experience, it’s worth the google.

Phone Interview

When initially speaking with a candidate the phone interview is often the first “make or break” part of the process. A deep accent often leads to a quick dismissal, which can be understandable if the role relies heavily on phone communication.

However if it doesn’t, it’s up to you to work harder. The more you listen and ask for clarification, the easier communication becomes for both parties. It may not be the easiest call, but you could easily miss out on a treasure trove of great skills. Once face-to-face, those communication barriers are often erased with the help of non-verbals and context.

Face-to-Face Interview

The biggest tip for interviewing people of different cultures is to do your best, take yourself outside of your own cultural standpoint. Whether it’s eye contact, handshakes, or showing emotion during the interview, people from different backgrounds are taught to behave differently.

If you’re interviewing a candidate from a different culture, please do not automatically read the above signs as potential red flags! A culturally diverse workplace brings different ideas, approaches and ultimately a different understanding around what your company can achieve.

Tags: Client Tools | Diversity |

One thought on “A Guide to Interviewing Culturally Diverse Candidates

  1. I really liked this part of the article, with a nice and interesting topics have helped a lot of people who do not challenge things people should know… you need more publicize this so many people who know about it are rare for people to know this……

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