While spending a lot of resources on finding people with the right experience and professional skills for an international assignment, how do we make sure that our candidates can leverage all their experiences in a completely new environment?
Maja Brogi, Senior Consultant, Intercultural Communication at Human Entrance, shares her experience from helping a large number of recruiters, assignees and HR-teams below.
The right attitude and skills
Involving intercultural factors early on in the assignment process helps a lot. We believe intercultural competence should be a factor as early on as during the selection phase.
Why? It makes sure that the candidate has the right attitude, knowledge and skills to function well and work productively in a new culture.
It also gives you more data and knowledge about the candidate when evaluating candidates. And, importantly, it makes later phases of intercultural training more productive and fruitful.
No need to change the recruitment process. Just add the right tool
Making changes to the recruitment process might take a lot of time and effort. However, there is no need to make dramatic changes. Yet, we believe one small change could make a big difference.
Basically, what you need to do is find a suitable tool for assessment. Most assessment tools are available online and are usually very user friendly.
What tool to use?
There are two types of intercultural tools online; the self assessment / questionnaire type, and information portals. We normally recommend using self assessment tools in combination with a qualitative analysis and personal training. After the personal training we recommend using an information tool to further deepen the country specific knowledge.
Do you need help choosing your assessment tool?
We are certified for analyzing and interpreting the results of the most common intercultural competence assessment tools on the market. We can help you choose the most suitable tool for your needs. Contact us for more information: ic@humanentrance.com
