FOCUS
They are not foreigners, just staff
A German candidate essentially forwards a prolonged CV running into five or six pages whereas a Frenchman prefers a short, hand-written one. Russians indulge in detailed biographies and the Chinese present numerous recommendation letters to back them up. An Austrian applicant invariably lands up in highly formal attire, irrespective of the weather, while Americans are casualness personified. Australians display right attitude traits like honesty and straightforwardness at
an interview and the Finns prefer to showcase their teamwork skills rather than technical abilities. A Canadian aspirant waxes eloquent on his accomplishments while the British focus on competencies and competitiveness.
To top it all, a Swede will definitely turn up with a trade union representative in tow.
Contrary to what it may appear, this is not a satire on the individual job search idiosyncrasies of different nationalities. It merely presents a window for recruiting foreign applicants in keeping with the global trends. Yes, looking across the country’s borders for fresh talent is no flash-in-the-pan. With a global culture becoming the order of the day, mixing foreign faces among the domestic employees has become a universal war cry. For example, over 10 per cent of Tecnovate eSolutions is European while a major Indian software giant employs people of 18 different nationalities.
Setting the stage
Opening the doors to foreign employees is no easy task. It is best to contact an immigration lawyer and educate yourself regarding the fundamentals of government policies and procedures of both countries involved before venturing further.
A company would benefit if it attempts a local recruitment before testing the waters abroad. Moreover, many jobs need prior government approval and you may have to sponsor the employee to boot. Remember to educate the potential candidates as to the various laws and procedures; lest your efforts should be futile.
Carrying the show forward
Many firms are casting their net across the world to recruit top personnel by inviting foreign applications or conducting campus interviews overseas. Several Indian companies have programmes wherein they consciously pick foreign nationals, call them to India and select them depending upon the profile and employee preferences. For example, one Indian company has established over 10 global development centres worldwide to recruit foreigners for the company headquarters and major development centres in India.
At the time of hiring, it is necessary to understand the cultural background of the applicant apart from a comprehensive review of his qualifications. They should be made aware of issues pertaining to management of employees, peers, suppliers and others from local cultural issues. This calls for cultural sensitivity training to sensitise them to the nuances of customs, ethnicity and language.
Gains galore
Tapping the global talent pool yields a plethora of benefits.
• A company can turn truly global and climb up the value chain by employing people from diverse cultures. Adaptability, motivation, consummate professionalism and flexibility are some of the gains from overseas employees.
• Foreign hands can help keep the workforce stable and reduce employee turnover rate in call centres and the IT industry.
• Technical upgradation, installation of equipment and preparation of design work requires certain expertise not wholly available in India. Firms have thus acquired specialist foreign personnel to complement their capabilities and help bridge missing skill sets. It also saves time and training costs.
• In areas like petroleum, telecom, biotech and BPO, companies bidding for the world’s up-and-coming talent can add immediate value and competitiveness to their operations. This ‘brain gain’ is a valuable source of fresh ideas and the rich genre of experience and training can rub off on the locals too.
• Companies can break the inhibitions of foreign customers by providing people who understand their language, culture and also their way of doing things. It also benefits clientele looking for multi-lingual capabilities.
The battleground
Foreign resources have their share of drawbacks too.
Employing foreigners calls for a higher payout rate. The employers have to offer cost of relocation, higher salary, special perks and leaves at par with the country of their origin.
Also, employees with temporary visas can work only for a period of four to six years after which they have to return home.
A multicultural workforce can stir a hornet’s nest too. The domestic employees may view ‘the outsiders’ as a threat or be peeved. Cultural differences may set the stage for tussles and misunderstandings.
However, the snags can be overcome with some deft handling. All said and done, the world is your playground today. So, remember to put up posters in Spanish campuses to win them over and take up personal contacts to charm the daylights off the Hungarians. Organise an excellent on-campus dinner and you will have the Italians literally eating out of your hand!
P. RAMESH
faqs@cnkonline.com
Printer friendly
page
Send this article to Friends by
E-Mail
Opportunities
