Steve Jobs was once asked what product he was most proud of; his response was the team at Apple. Teams are more than a grouping of talented individuals, they are the core of how work gets done, how a culture grows and develops and the way a company vision gets actualised.

Recruiting cross cultural teams makes business sense as it enables a broad talent pool to be harnessed for a team and a business unit. Multiple perspectives and lived experiences are applied to process, work streams and outcomes.

• Understanding cultural differences. During recruitment, there are cultural nuances to be considered: what works in one culture may translate poorly in another. Understanding some of these subtle differences will build rapport with cross-cultural candidates, enable effective communication and build trust.
• Doing research. When recruiting for cross-cultural roles, our Talent Trace Team ask critical questions to gain insight into cross cultural candidates and role fit. We additionally harness our network and speak to similar employees to inform our search and recruitment process. Research helps our Talent Trace team understand the countries or cultures a client is targeting and provides our team with an insider’s perspective. 
• Use inclusive language. Job descriptions are key to attracting the outlier talent you seek. Our Talent Trace team are well versed in developing well-crafted job descriptions. We make emphasis to use careful language which sets the tone of the company culture, work ethic and role details. We have found that inclusive language makes a difference in attracting a diverse talent pool.

• Diverse interview panels. Representation in interview panels reflecting a range of backgrounds, gender and culture, helps to ensure a balanced and fair process.  Everyone has preferences. If a diverse group makes hiring decisions, these are less likely to influence the outcome as it will be based on merit and competency. A diverse panel can challenge each other and enable different perspectives on a single candidate’s interview, making the selection process more objective.
• Technology as an active recruitment tool. Technology is an enabler of cross-cultural recruiting, opening a global talent pool across geography and time-zones. Online job boards and social media platforms also make it easier to connect with candidates worldwide, broadening the recruitment search significantly. Virtual interviews can also play a major role in shortlisting potential candidates, enabling engagement regardless of a candidate’s location.

We believe, that’s when candidates and companies succeed.