book

Recruiting, Retaining and Promoting Culturally Different Employees

by Lionel Laroche, Don Rutherford

February 2007

Beginner

320 pages

8h 15m

English

Routledge

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Culture DefinedNational CultureIceberg AnalogyCulture Is About Making ChoicesGeneralizations and StereotypesDefinitions and Terms
North American Recruitment and Selection ProcessComparing North American Recruitment and Selection Processes with Other RegionsRésumé Differences Across CulturesWhy Culturally Different Résumés Do Not Reach Their Target AudienceAction Steps for the Organization
Telephone InterviewsFace-to-Face InterviewsTestingAction Steps for the Organization

Who Are You and How Can You Possibly Help Me?The Résumé Is Not the First Step in the ProcessThe Job SearchKeeping in Touch
Culture Shock and AdjustmentNew Employee Orientation, Coaching, and SupportSummary
Introduction to CommunicationNonverbal Communication DifferencesVerbal Communication DifferencesWritten Communication“The Medium Is the Message”More Communication IdeasSummary
Hierarchy in Manager-Employee RelationsCross-Cultural FeedbackSummary
IndividualismHierarchyRisk ToleranceIssues of Building Cross-Cultural TeamsSummary
Rewards and RecognitionPromotionsHow Can Culturally Different People Reach Their Professional Objectives in North American Organizations?How Can North American Organizations Help Their Culturally Different Employees Reach Their Professional Objectives?
Individual Employee and Manager BenefitsCompany BenefitsFinal Words of Advice

Content preview from Recruiting, Retaining and Promoting Culturally Different Employees

3 Interviewing Candidates

When recruiters have narrowed down the stack of résumés to a manageable short list of a few candidates, they move on to the interview stage. Because interviews involve interactions and communication between people who do not know one another, they can easily be derailed by cultural differences. Indeed, culturally different candidates attempt to demonstrate that they are the best person for the job by behaving in ways that, in their home countries, demonstrate that they have the right attributes and skills for the position. The way these candidates behave and the words they use are interpreted differently by North American recruiters. In most cases, the interpretations are negative, and these candidates ...