FEATURE
Some of the interview techniques through which HR can identify cultural fit would include quizzing the candidate on their knowledge of local culture, and having them f ly in for the last round of interview. That should ideally be an outside office informal meeting with everyone in the team, so they can assess the comfort levels with each other, says Lai. In the early stages of engagement, Dimension Data uses video-enabled communications wherever possible. “This provides an early face-to-face link, albeit a virtual one,” says Ahmad. In the advanced stages of the selection process, and particularly in more senior roles, Dimension Data works to expose candidates to its people and the environment in which they will work if they join the organisation. “Amongst others, we make use of multiple interviews, and in some cases panel interviews with the key team members on a face-to-face basis,” says Ahmad. “We aim for as much direct exposure as possible to help both the candidate and ourselves understand and assess the fit.
“Ensuring that international talent has both the basic skills required and the ability to function in a different county and company context is crucial for us” – SUZIE AHMAD, FROM THE PEOPLE AND CULTURE UNIT OF DIMENSION DATA ASIA-PACIFIC “Ultimately, ensuring new employees (whether local or from elsewhere) are rapidly integrated into our company, feel engaged and have the wherewithal to be productive contributors as early as possible are prerequisites for a sound, long–term relationship.”
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