Recruiters need to keep in mind that behavioral interviews may be misleading when dealing with multicultural candidates, especially those who interview for certain categories of jobs in entry level or technical positions.
In the US, much emphasis is placed on performance during the behavioral interview phase of the hiring process. When determining who is the best candidate for the position, sometimes in the US we are getting too carried away with the significance of the results of the behavioral interview.
However, behavioral interviews are pretty much prepared answers, and they very often indicate candidates' ability to self-promote rather than do the job.
Describing past experiences and accomplishments may be very challenging for the candidates from high context cultures (e.g. Asia, Latin America). Self-promotion is not appreciated in many parts of the world. When we look for the best candidates regardless of his or hers background we need to keep that in mind.
In my opinion, skill tests are much more objective particularly when we are dealing with foreign-born candidates.
On the other hand, multicultural and foreign born job candidates need to realize that if they want to succeed in the global workplace, get promoted, and ultimately, make more money, they need to develop excellent communication skills. Those skills include high English proficiency, socializing inside and outside workplace with their colleagues, participating in meetings, conducting meetings, making presentations both to technical and non-technical audiences, speaking impromptu, dealing with conflict, and get along with all sorts of people. In other words, to grow in your profession and to move up in corporate world, they need to develop soft skills.
Article Source: https://EzineArticles.com/expert/Nara_Venditti/318174