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RE: Seeking advice on leading an interview for a technical
Subject:RE: Seeking advice on leading an interview for a technical From:"McLauchlan, Kevin" <Kevin -dot- McLauchlan -at- safenet-inc -dot- com> To:Alison Wyld <alison -dot- wyld -at- wyld-home -dot- net>, "techwr-l -at- lists -dot- techwr-l -dot- com" <techwr-l -at- lists -dot- techwr-l -dot- com> Date:Thu, 8 Mar 2012 11:19:15 -0500
Think like an insurance company:
You could probably bury in your policy and contract fine-print
that your company will not provide re-relocation assistance if
the applicant decides to bail due to pet related difficulties
or to accommodate recalcitrant family members.
Or, go the other way and include a limited list of reasons
for which you _will_ provide assistance to get the new hire
back to their country if things go sideways. Anything else is
not covered.
"Sign here. Initial here, here, and here..."
That might either discourage a risky applicant who is wise
enough to consider the cost of reversing a big international
move without assistance, or protect your company's budget if
the candidate decides to make the leap anyway despite
reasonable misgivings, and then later reneges.
> -----Original Message-----
> From: techwr-l-bounces+kevin -dot- mclauchlan=safenet-inc -dot- com -at- lists -dot- techwr-
> l.com [mailto:techwr-l-bounces+kevin.mclauchlan=safenet-
> inc -dot- com -at- lists -dot- techwr-l -dot- com] On Behalf Of Alison Wyld
> Sent: March-08-12 5:23 AM
> To: techwr-l -at- lists -dot- techwr-l -dot- com
> Subject: RE: Seeking advice on leading an interview for a technical
>
> Just another point. If you are interviewing candidates who will have
> to
> make an international move in order to take up the post, you might want
> to
> do a little informal digging to find out what their needs and
> expectations
> are, as the number 1 cause of an international move failing is
> inability to
> settle in a new location, especially as it impacts family. For example,
> you
> mention non-EU candidates. Does that mean you might have a scenario
> involving a spouse who doesn't have a work permit, or children who
> don't
> speak the language? Has your candidate really thought about what this
> will
> mean? Is the family prepared to treat the thing as an opportunity or
> adventure, or is there a risk of you losing a good colleague in 6
> months
> because their kids can't settle? (In fact, there is always this risk,
> but
> you can at least be alert to it.) We once lost a perfectly
> good colleague because she hadn't really grasped before coming that she
> wouldn't be able to live her day to day life entirely in English...
> Another
> worked out well but needed a lot of support during the move because he
> had
> a big dog. (Its much more complicated to import a dog than you would
> think.) You need to tread carefully because of employment law, but be
> alert
> for this kind of factor that you don't need to think about when making
> a
> purely local hire.
>
> cheers
>
> Alison
>
>
> Thank you all for your quality answers.
> > For the 1st round of interviews, lead by my manager, she?ll be
> > interviewing French citizens as well as other countries citizens (EU
> and
> > non-EU). Whenever possible, she?ll be leading the interviews in
> French. If
> > they pass the 1st round, that?s when I jump in (now it?s a known
> fact: I?ll
> > be leading the 2nd round of interviews).
> >
> > In France it?s not illegal to ask some personal questions but usually
> the
> > recruiters don?t ask. Though they tend to do that more often.
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