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LOGISTICS AND CULTURE
Even after you’ve hired a great foreign
worker, your job isn’t over. HR often
helps workers set up their households,
secure health insurance for their fam-
ilies, learn where to shop, establish a
bank account, and adapt to corporate
and regional norms. Sodexo’s mobil-
ity department coordinates the lo-
gistics of international moves, says
Meher-Homji, adding that relocation
frms can help address cultural issues.
The HR team at TGS, with assis-
tance from an outside organization,
created an internal training program
conducted in English to help its non-
deal with various business situations.
The company also provides training
on local business etiquette and culture.
Companies like Newland Chase and
ECA International can facilitate reloca-
tion, as well, Harrison says. Fragomen,
a global law frm, ofers compliance ad-
vice and management, immigration
services for family members, prepara-
tion of nonimmigrant visa applications,
and support for employees seeking
When onboarding, aim to not only
help a new hire understand the local
culture but to train the person’s col-
leagues on the nuances of his or her
culture, Harrison suggests. Some
Muslims, for example, might decline
to shake hands with members of the
opposite sex. “That’s a tangible example
of cultural awareness,” he says.
For many employers, these are the
new contours of recruiting. Today’s
talent environment demands a global
approach. “If you’re not getting better at
recruiting, then you’re going backward,”
Dinah Wisenberg Brin is a freelance
writer based in Philadelphia.
This article relates to Global & Cultural
Effectiveness, one of the nine competencies
on which SHRM has based its certification.
To learn more, visit www.shrmcertification.org.
‘KNOW WHERE YOUR TRIBE IS AND KNOW
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