ASET Technology Alberta Spring 2016 - 11
What are some common misconceptions about FTPs
integrating with their new organizations?
Culturally different FTPs don't just look different or speak a different language, they think, communicate and respond differently in the same professional situations. Day-to-day, it is this
difference in the way of thinking that makes it challenging and
also generates opportunities. The trick is for everyone to learn
to manage differences constructively.
One challenge I hear when working with organizations is people speaking a language other than English in the workplace.
Speaking a second language all day long is exhausting, so many
FTPs end up gathering with other people who speak the same
first language at lunch time or at break. This behaviour is interpreted as "They don't want to integrate. They speak their first
language because they don't want me to understand, because
they are talking about me". In most cases, they are just shooting the breeze. Helping everyone deal positively with language
differences in the workplace is one of the most commonlymentioned headaches of HR when it comes to integrating FTPs.
Another misconception is regarding a lack of initiative. Most
FTPs come from countries that are significantly more hierarchical than Canada. As a result, they were brought up in an
environment where initiative was not encouraged (and in many
cases, was actively discouraged). When they work in Canada
and report to the average Canadian manager, they end up being considered as lacking initiative - every time their manager
delegates a task to them, they come back with a long list of
questions, to which their managers answer "I don't know, you
figure it out". Back home, it would be the responsibility of their
managers to answer their questions; here, it is their responsibility to find the answer to these questions.
What are the current trends/examples of hiring
practices revolving around FTP's?
There are many best practices related to recruitment and retention that level the playing field and enable FTPs to have a better
chance to find employment in Canada that is in line with their
experience, education and expertise.
FE ATURE
Do you have any final tips for employers and FTPs
to help smooth their integration?
Canadian organizations can take many steps in order to help
FTPs integrate. The most important steps they can take are:
* Train their Human Resources professionals: Whenever a
cross-cultural issue arises within the organization, people often go see their HR business partners in order to figure out
what is going on, so the HR business partners need to be able
to do a correct diagnosis in order to apply the right remedy.
* Train the managers of these FTPs so that they know how to
adapt their leadership style to the needs and expectations of
their new employees and know how to teach them what they
need to know in order to perform and grow within a Canadian
organization.
* Teach FTPs the importance of soft skills in Canada, which soft
skills they need to develop in their particular positions, what
good soft skills look like, and how to develop their soft skills.
Looking for more resources
on integrating FTPs?
Here are two books co-authored by Laroche
(both available on amazon.ca or indigo.ca):
Recruiting, Retaining and Promoting Culturally
Different Employees
by Lionel Laroche and Don Rutherford
Danger and Opportunity: Bridging Cultural
Diversity for Competitive Advantage
by Lionel Laroche and Caroline Yang
For example, organizations can post on their websites a description of their recruitment process and provide concrete
examples of the kind of information they will look for during interviews. They can also train the people who are involved in the
recruitment and selection process so that they learn to separate personality from culture during job interviews, and can
therefore determine whether a FTP candidate has what it takes
to do the job they are being interviewed for.
Employers can also hire FTPs with slightly more qualification
than the position requires, with the idea that the additional technical skills will compensate for the lower soft skills that FTPs
have on average. In regards to training, they can spread the New
Employee Orientation Program (NEOP) over a period of time rather than do it all in one day (the NEOP of the average Canadian
organization feels like drinking from a fire hydrant for recent immigrants - information is coming at you so quickly that you are
completely overwhelmed and only absorb a small percentage).
TECHNOLOGY ALBERTA | SPRING 2016 | 11
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