Job interviews in the USA compared with other cultures

Cross-cultural interviews

Having a degree in translation, it is possible that one day you will want to work in an international company in Kazakhstan or work in a company abroad. Then you will attend an international employment interview. An interview is cross-cultural if it is attended by the employees from different nationalities and cultures.

International interviewing can be an extremely challenging experience. The key to success is being prepared, being familiar with a culture or country, with the way interviews are conducted in their country.

v Dress and appearance. In some cultures, the quality and sophistication of your dress is assumed to reflect your quality and sophistication as a person. In other cultures, being too well dressed can send a message of elitism or arrogance to the interviewer.

v Your role in the interview. In some cultures, you are expected to “sell” yourself during the interview. Being proactive and expanding and elaborating on your responses may be expected. In other cultures, your role in the interview may be more passive. You may be expected to only answer the questions you are asked.

v Formality and etiquette. In some cultures, you may be evaluated more on how you behave than on what your credentials are. Often, the quality of a person is judged by his or her attention to social niceties and the details of etiquette. In other cultures, formality and over-attentiveness to etiquette can be negatively evaluated.

v The pacing of the interview. In some cultures, the interview may proceed slowly and involve lengthy questioning. In other cultures, the interview may proceed rapidly with questions asked in rapid-fire fashion and answered directly and to the point.

v Relationships. In some cultures, the most important aspect of the interview may be who introduced the candidate to the company. To mention your relationship with someone of influence is natural. (Mediterranean countries). To ‘ name drop’ in interviews may be considered inappropriate for many recruiters in Europe. The focus is more on achievements, and competence.

v The value of educational credentials, certifications, and intellect versus experience. In some cultures, experience that can be documented through diplomas, certificates or written references is the most valued. In other cultures, experience counts more than the supporting documentation.

The following table focuses on the several major differences found between job interviews in the U.S. and job interviews in other countries.

U.S. interview	International interview (other countries)
Be punctual. Arrive 5 to 10 minutes prior to appointment.	Personal relationships may be more important than time. Being late may not be a problem.
Eye contact is expected and shows confidence.	Eye contact, especially with persons of higher status, may be disrespectful.
Interviewer styles vary. They may begin with direct questions or minimal small talk.	Interviewers commonly start with small talk and look for information regarding character or personality.
Interviewer may do most of the talking or may expect the candidate to do most of the talking.	Interviewer may talk for the majority of the interview.
Questions regarding age, race, sex, and marital status are illegal.	Age, race, sex, or marital status may be issues in the interview. Males may be expected to dominate interactions with females. Younger people may be expected to show deference to older people.
Direct questions regarding competency, experience.	Indirect questions regarding competency, experience.
Open discussion of accomplishments and skills shows confidence.	Citing accomplishments and skills might be considered boastful, self-serving, or too individualistic.
Show clear self knowledge, career goals and long-term plans.	Jobs may be assigned by government or family. Companies sometimes assign work and expect individuals to accept what is available.
Interviewer may expect immediate competency and look at each new employee for a 2 to 5 year commitment.	Interviewer may not expect immediate competence and instead be looking for a long-term employee.
Self-disclosure of strengths, weaknesses, personality, leadership style, problem-solving abilities, etc. may be appropriate.	Personal questions regarding such issues might be considered an invasion of privacy.
Inquiring about the status of an application after the interview is acceptable and demonstrates interest in the position.	Inquiring about the status of an application after the interview may be seen as rude.

Дата добавления: 2014-11-20