How companies from around the world are likely to recruit


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Written by: Malini Goyal

The US  US
Tell your story. Paint the big picture. They would like to hear your world view. Americans like articulate talkers who come from pedigreed schools and colleges and have been at well-known companies. They like the resume to be crisp and sharp — not more than a page. They also like breakfast meetings, but the candidate must stick to talking, not eating. There is a lot of thrust on quarter-on-quarter targets and delivery — as a result, XO-level salary has a high component of variable pay

Japan Japan
The Japanese like planning, are very structured, formal and consensus-driven. A Japanese executive will never interrupt anyone and will never disagree in public. They want CXOs to be good listeners, humble, conservative in speech, precise in decision-making, measured in body language and meticulous in approach. They like very detailed resumes to know the candidate well. Unlike Americans, they expect candidates to reply to the point. They have an ethnicity bias, with most firms headed by the Japanese and with the HQ playing a critical role. They hire for the long term, reward loyalty, give high weightage to cultural fit
India India
Indian promoters typically indulge in gut-based and instinctive hiring. Even if they have the processes and structures, with HR heads and headhunters, they lean on their gut instincts. Their hiring is quick. The old-generation entrepreneurs are warm and hospitable. A dinner invitation to their home is not rare. Expect them to ask a lot of personal questions — family, wife, children, etc. They are uncomfortable about CXOs living away from the family and may insist that the family relocates. They are flexible and easily change with time. An Indian entrepreneur, short on time, met and interviewed a potential candidate while attending his nephew’s wedding

Korea  Korea
Even at CXO level, they aren’t looking for executives strong on strategy. For that, there are Koreans in this two-in-one-box talent strategy where for every local position there would be a Korean shadowing the senior executive. So do not go to the interview, expecting grand visions, a five-year career path, etc. You will get none. The employer-employee relationship is very transactional even at that level. They have a need right now and all they are vetting is whether you will be able to fulfil that need/role for the next six-twelve months. Yes, you may be leading the team, but your team composition may change without your knowing. Or, often you may not be the boss deciding on your team performance

China China
They prefer people who can follow orders, are great executors, know how to respect hierarchy. Do not question. Things can change on a whim. Contract paper that you signed be damned. Often there are little processes and structures here, unlike the West. Your job profile, position, team, salary etc may change at times and you just have to learn to live with it. The hiring happens very quickly
Europe  Europe
While being western in outlook, they think long term and hire for the long term, relative to the Americans. They are also a lot more formal than Americans in their approach. They have evolved structures and processes for the recruitment process — for example, a company like Ericsson has a global talent board that interviews candidates and takes a decision. They maintain a sharp distinction between professional and personal life. For example, calling a German executive post 4 pm on a Friday is not okayArticle linkhttp://economictimes.indiatimes.com/jobs/how-large-corporations-go-about-picking-cxo-level-honchos/articleshow/52811063.cms

 

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