How can HR professionals recruiting international talent more accurately find out if a candidate is a good fit for the company and ready to deal with the challenges of living abroad? As Team Lead Human Resources at InterNations, a company with employees representing more than 43 nationalities, Christa Fellner, is well-experienced in this area. She shares her five key questions and explains why these are important.
Christa’s View on an Ideal International Talent Fit
For me a candidate is a fit if I see that there is an innate interest in other cultures and countries. It's good to see that the person has a natural curiosity and the mindset of discovering new aspects, professionally and personally, regardless of the country. The candidate needs to go abroad with the mindset that yes, they have a good foundation for success, but that having only their career in mind is not enough. Of course, it is beneficial, but it’s not just about climbing the corporate ladder abroad. Having this one-sided point of view can be very detrimental. It is super crucial that the candidate also realizes they need relationships outside of work and people to make them feel at ease, to help them understand local cultures, and to help interpret certain behaviors. It's important for the candidate to be open-minded to other perspectives and easily approachable. It’s much harder to have a good start abroad if there is not an openness to discovering all the treasures of working and living abroad.
Christa's 5 Key Questions
Interested in more practical questions?
Also read: 5 Questions to Ask Assignees to Determine Cultural Fit (and Why)