How a candidate can be assessed on cultural intelligence?

Added: Mar 29, 2018 UTC
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With the increasing trend and requirement of corporate to have a perfect blend of cross-cultural, it is equally important to have a workforce that can adjust well with the colleagues from a different cultural background. The recruiters already take intelligence quotient seriously during the interview process and ask questions accordingly to check their level of intelligence. Additionally, the requirement of strong emotional intelligence is need of the hour where employees have to be very strong to handle the pressure and workload in the organizations.

Of course, the functional fit is important for a company, but to maintain healthy employee relation, the candidate must be a cultural fit as well. Employee training can only work in terms of developing required skills not the cultural fit in most of the cases. It is a critical factor that may decide if the candidate would be wildly flourishing — or dissatisfied, possibly troublesome and make an early exit, leaving you at the same place where you started. Most of the times the recruiter is so eager to close the position that the transparency goes out of the window and employee relation break at the beginning of the association itself.

HR professionals are well aware of the fact that it costs more than double when it is a wrong hire, culturally unfit who may not be able to handle employee relation within a team. It effects negatively on the existing team members as well when they have an open position in the team and the workload gets divided among them.

So, here is the quick guide for the HR professionals to work on the employee training in recruitment team to check if the candidate would be a good fit in terms of culture or not.

Question: Give me an example of a culture you learnt something new about that you liked a lot. How did you learn about it?

Significance: Such questions help an interviewer to know the learning capabilities and openness towards the different cultures in the organization. Employee training may not help to know the other employees in the team; hence learning about other’s cultures on their own is very important.

Question: Please share an example when you were required to work cross-functionally. Was it easy to navigate the goals and work styles across the teams?

Significance: If the candidate is good at cross-functional assignments, it can be a good sign that he has a good analogy on cultural quotient. It can include different countries, departments, cultures, adaptability, and understanding. The answer by the candidate can show if he is comfortable in accommodating unfamiliar processes or objectives.

Question: Have you been to a situation where you need to adjust your behaviour so that other team members feel comfortable? What was your strategy?

Significance:  Such question will help the interviewer to know how good the candidate is in understanding employee relation. Such a question can give you an idea about how the candidate approaches intercultural disputes in their day to day life. The perfect answer would reflect how they recognized the requirements to change (mental), and how they felt about the same (emotional), as well as what actions they took eventually (physical).

Question: Have you ever had a pre-conception about a culture that proved to be wrong in real life? Were you comfortable handling the change in your thoughts?

Significance: The answer of the candidate will reflect if he is brave enough to accept the differences in his thoughts regarding various cultures. Also, when you ask the candidates to share their past cultural burst through, it will help you to find out whether they are open to change or not.

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