10 Tips for Culturally Sensitive Interviews

These days, hiring people could mean getting in touch with talented people from other countries and cultures. This kind of hiring process opens the door for an abundance of skills and backgrounds. But on the other hand, it also requires people to be mindful and respectful of culturally sensitive things. Remember: What's normal in one place might be rude in another. Learn, adapt, and build bridges, not walls.

1. Learn About Cultural Norms

Before you start offshore interviews, get to know the cultural norms of your candidates' countries. This knowledge can make a big difference in your hiring process.

Here's how to use this info:

• Look up the country's business etiquette
• Learn common greetings and taboos
• Understand how hierarchy works

In different countries, cultural norms around greetings, eye contact, and personal questions vary. In the USA, a firm handshake is the standard greeting, eye contact is direct, but personal questions are typically avoided. In Japan, people greet each other with a bow, maintain limited eye contact, and may occasionally be open to personal questions. Meanwhile, in India, a 'Namaste' is the common greeting, eye contact is moderate, and personal questions are often expected as part of building relationships.

By learning about cultural norms, you'll:

• Avoid accidental offense
• Build trust faster
• Make smarter hiring choices

Don't assume your way is the only way. Take time to learn and adapt. Your efforts will pay off with stronger, more diverse teams.

2. Pay Attention to Body Language

Body language can make or break an interview. But here's the catch: it's not universal.

In the West, strong eye contact = confidence. But in many Asian, Latin American, and African cultures? It can come off as disrespectful or aggressive.

Handshakes carry different meanings depending on the culture. In Western cultures, a firm handshake conveys confidence. In the Far East, a gentler handshake is seen as a sign of respect. In Turkey, however, a firm handshake can be considered rude. In contrast, in some African countries, a limp handshake is viewed as normal and appropriate.

Gestures can carry vastly different meanings across cultures. For example, a thumbs-up is a positive gesture in the US, but it’s considered offensive in the Middle East and Greece. Silence also holds different connotations. In many Asian cultures, it's a sign of respect or thoughtful consideration, while in Western cultures, it often leads to discomfort or awkwardness.

So, what's the game plan?

• Watch how locals greet each other and respect personal space
• Keep your face in check
• Read the candidate's non-verbal cues
• When in doubt, just ask

3. Respect Personal Space

Personal space is like an invisible bubble around each person. But here's the twist: this bubble's size changes depending on where you are in the world.

In the US, people typically maintain about 4 feet of personal space in social settings, while in Argentina, that distance is closer to 2.5 feet. In Romania, however, the preferred space increases to around 4.5 feet. These subtle differences can be significant in professional situations. For instance, standing too close to a Romanian candidate during an interview might make them uncomfortable even before the conversation begins.

So, what's the approach?

1. Watch and learn: Pay attention to how locals interact. Are they close talkers or distance keepers?

2. Start with more space: When in doubt, give more room. You can always move closer if needed.

3. Read the room: Is your interviewee leaning away or crossing their arms? That's your cue to back up.

4. Just ask: A simple "Is this distance okay?" can work wonders.

Also read: What Is Cultural Differences and Why Is It Important?

4. Use Simple Language

Clear communication is key in cross-cultural interviews. Simple language bridges gaps and keeps everyone on the same page.

Why it matters:

• Prevents mix-ups
• Boosts interviewee confidence
• Speeds up the process

Keeping communication simple is key. Skip the jargon—say 'We’re rewarding our fans' instead of 'We’re incentivizing our brand evangelists.' Slow down to give your audience time to process what you're saying, and break down complex ideas into short, clear sentences. Always check for understanding by asking if anything is unclear. Remember, it's not about oversimplifying but about making sure your message is understood.

Do:

• Use everyday words.
• Explain technical terms when needed.
• Speak at a moderate pace.
• Ask for clarity.

Don’t:

• Use complex vocabulary unnecessarily.
• Assume everyone knows the jargon.
• Rush through important points.
• Assume understanding without confirmation.

5. Understand Time Perceptions

Time isn't just about clocks. Different cultures see time differently, and this can affect your interviews with offshore talent.

Western cultures often view time as linear. They stick to strict schedules and believe "time is money." Other cultures? They're more fluid. They prioritize relationships over rigid timetables.

Here’s how you handle these differences:

1. Learn how your interviewee's culture views time.

2. Be upfront about timing expectations.

3. Keep some wiggle room in your schedule.

4. Don't label different time views as "wrong."

Bottom line: Understanding time perceptions builds trust and respect in cross-cultural interviews.

Also read: Besting Time Zones: Tips for Hiring & Managing Remote Teams

6. Recognize Hierarchy

Hierarchy can make or break your offshore interviews. Some cultures love strict pecking orders. While the other not so much. Get it wrong, and you might miss out on top talent. Let's break it down:

Hierarchical Cultures:

• Big on authority
• Top-down orders are the norm
• Lower ranks rarely push back

Egalitarian Cultures:

• Flatter structures
• Open chats across levels
• Challenging ideas is no issue

These differences can trip you up in interviews. Picture this: A Canadian interviewer chats casually with a Southeast Asian candidate. The candidate might think it's rude.

Quick guide for your interviews:

1. Do your research: Know your candidate's cultural background.
2. Use proper titles: Keep it formal unless told otherwise.
3. Mind your language: More formal for hierarchical cultures.
4. Respect seniority: In group interviews, defer to the top dog.
5. Hierarchical (Southeast Asia, Middle East): Use formal titles and avoid contradicting candidates from this background.
6. Egalitarian (Scandinavia, Netherlands): Adopt a more casual approach and be open to debate with candidates from this background.

7. Be Aware of Religious Practices

Religion shapes many cultures. It can impact your interviews too. Here's what to keep in mind:

Prayer times: Some religions have set prayer times. Muslims, for example, pray five times daily. Plan your schedule accordingly.

Dress codes: Candidates might wear religious symbols or clothing. Don't comment on these or ask for their removal.

Food restrictions: If offering refreshments, remember dietary rules. Muslims avoid pork, some Hindus are vegetarian.

Religious holidays: Be flexible with interview dates. They might clash with important religious events.

Practical tips:

1. Ask about availability upfront
2. Offer a quiet space for prayer if needed
3. Be open to rescheduling for religious conflicts

Remember: In the U.S., it's illegal to ask about a candidate's religion directly. Focus on job requirements and let candidates bring up any needed accommodations.

8. Don't Make Assumptions

Assumptions in cross-cultural interviews can mess things up. They limit your talent pool, lead to discrimination, and make you miss out on great candidates.

Here's how to avoid assumptions:

1. Judge skills, not identity: Focus on what candidates can do, not who they are.
2. Use a standard playbook: Create an interview guide to evaluate everyone fairly.
3. Treat everyone like a pro: Give all candidates the same respect, regardless of first impressions.
4. Check your biases: We all have them. Recognize yours and work on them.
5. Question your thoughts: When you catch yourself assuming, stop and think twice.

To fight this, train your team on unconscious bias. Hold workshops or share resources to help interviewers spot and challenge their own preconceptions.

9. Listen Carefully

Listening is key in cross-cultural interviews. It's not just hearing words; it's getting the full message. Here's why it matters and how to do it right:

Why it's crucial:

• Grasps nuances in communication styles
• Shows respect for the candidate's culture
• Cuts down on misunderstandings

How to do it:

1. Focus fully: Ditch distractions, zero in on the speaker.
2. Watch body language: It speaks volumes.
3. Use cultural context: Remember, styles vary.
4. Double-check: Sum up key points to ensure you've got it.
5. Be patient: Allow for pauses and different pacing.

Here’s a Real-world example: An MIT cross-cultural expert found a company leader who didn't talk to or listen to employees. Result? Frustrated staff and communication breakdown.

To avoid this:

• Ask open-ended questions
• Practice mindfulness during interviews
• Create a quiet space for virtual chats

"To nail cross-cultural communication, you MUST develop solid listening skills." - Sana Reynolds, Cross-Cultural Communication Expert

10. Set Clear Expectations

When interviewing offshore talent, setting clear expectations is crucial. Here's how to do it:

1. Be specific about job requirements

List the exact skills, qualifications, and experience needed, for example:

• Technical skills: Proficiency in Python, SQL, and AWS.
• Experience: A minimum of 3 years in data analysis.
• Language: Fluent in English (written and spoken).
• Time zone: Able to work at least 4 hours of overlap with EST.

2. Explain company culture

Don't just say "we're innovative". Give concrete examples:

• Weekly brainstorming sessions
• Flat hierarchy with open communication
• Monthly 1-on-1 feedback sessions

3. Outline performance goals

Use SMART objectives:

• Specific: Increase customer retention rate.
• Measurable: By 5%.
• Achievable: Through an improved onboarding process.
• Relevant: Aligns with company growth goals.
• Time-bound: Within 6 months of hiring.

4. Address cultural differences

Be upfront about potential challenges:

"We're flexible with time off for important cultural events and religious holidays."

5. Use the "3 Cs" rule

• Clarify: State expectations clearly
• Communicate: Use simple language
• Check: Confirm understanding

Building Bridges, Not Barriers

As the hiring process is more open and effective, which will help you find and keep global top talent, it’s important to remember that cultural sensitivity is more than just avoiding mistakes. Work with cross-cultural team members is about bridging gaps, developing understanding, and providing a friendly atmosphere for everyone.

When we approach interviews with cultural sensitivity, we not only improve the candidate experience, but also enhance our own understanding of the world. We open ourselves up to new perspectives, new ideas, and new ways of thinking, which can lead to better hiring decisions and stronger, more innovative teams.

Talentport is your expert partner in building diverse and high-performing teams. You don’t need to worry about cultural differences and the challenges they pose in the hiring process. We can streamline your recruiting efforts so you can focus on what matters. Contact us today to learn more about our comprehensive talent solutions.

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