How can you consistently hire across cultures?

1 Define your hiring criteria

Before you start looking for candidates from different cultural backgrounds, you need to have a clear idea of what you are looking for. What are the essential skills, qualifications, and competencies for the role? How do you measure them objectively and fairly? How do you balance your organizational culture and values with the diversity and inclusion goals? You should create a hiring criteria matrix that outlines the key requirements and expectations for each position, and use it as a guide throughout the hiring process.

2 Source candidates from diverse channels

To attract and reach candidates from different cultures, you need to diversify your sourcing channels and strategies. You can use online platforms, social media, referrals, events, and networks that cater to specific communities and groups. You can also partner with organizations and agencies that specialize in cross-cultural recruitment and talent development. You should also review your job descriptions and advertisements for any language, tone, or content that might discourage or exclude certain applicants.

3 Prepare for cross-cultural communication

When you communicate with candidates from different cultures, you need to be aware of the potential differences and challenges that might arise. For example, you might encounter different styles of communication, such as direct or indirect, formal or informal, high-context or low-context. You might also face different expectations and norms around time, feedback, etiquette, and rapport. You should do some research on the cultural background of your candidates, and adjust your communication style accordingly. You should also use clear, simple, and respectful language, and avoid jargon, slang, or idioms.

4 Conduct effective interviews

Interviews are a crucial part of the hiring process, especially when you are hiring across cultures. You need to design and conduct interviews that are fair, consistent, and culturally appropriate. You should use structured or behavioral questions that focus on the candidates' skills, abilities, and achievements, rather than on their personal or cultural traits. You should also use multiple interviewers and methods, such as phone, video, or panel interviews, to reduce bias and increase reliability. You should also provide feedback and follow-up to the candidates, and thank them for their time and interest.

6 Hire and onboard with care

Once you select the best candidate for the role, you need to hire and onboard them with care and support. You should make a clear and attractive offer, and negotiate the terms and conditions respectfully and transparently. You should also provide them with the necessary information and resources to help them relocate, settle, and integrate into your organization and culture. You should also assign them a mentor or buddy, and check in with them regularly to ensure their satisfaction and engagement.

7 Here’s what else to consider

This is a space to share examples, stories, or insights that don’t fit into any of the previous sections. What else would you like to add?