Appoint people from different countries or diverse cultures

This standard is for anyone who appoints people from different countries or diverse cultures. This standard addresses recruiting or promoting people with the required skills and language levels, arranging strategies for communication, building relationships with support organisations, inducting and supporting new people, training and managing the perceptions of the wider workforce.

This standard is for anyone who is involved in appointing people from different countries or diverse cultures.

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1. follow the relevant legislation and selection procedures for workforce from other countries
2. evaluate candidates’ suitability to the roles and their potential to do the job
3. base your decisions to employ or promote people in accordance with job specifications, skills and work experience
4. build relationships with, and signpost to, organisations that can support people from the countries or cultures you are employing
5. identify and remove any barriers that may stop people from different countries or diverse cultures working effectively
6. onboard, train and support people from different countries or diverse cultures to help them adapt and maximise their productivity
7. manage the expectations and perceptions of existing workers and arrange for any necessary training or ongoing support
8. implement communication strategies and that take account of the diversity of language and culture of the people within it
9. comply with relevant recruitment, equality and diversity legislation

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1. the importance of cultural competence in the context of diverse, global working environment
2. how differences and similarities between your own and other people’s cultural behaviour may affect working practices
3. the differences in attitudes to roles of men or women
4. the levels of hierarchy and formality of business meeting conventions
5. how your own and other people’s values and beliefs may change as a result of cultural influence on working practices
6. how to promote respect and inclusivity in the workplace
7. the variety of opinions about people from different countries or diverse cultures
8. how to avoid individual and common perceptions, bias, stereotypes, behaviours, prejudices or old information on working practices
9. how to promote cultural competence within your team and organisation
10. the key political and historical factors that affect the country or culture you are working with
11. how expectations may change or affect business ethics, decision making, communication, financial transactions, working procedures and relationship-building
12. the variety of communication techniques and styles used by yourself and the people from the countries or cultures
13. the ways to minimise misunderstanding and improve communication with people with a different first language to you
14. the benefits, use and drawbacks of different communication methods
15. the terms and phrases necessary to carry out particular jobs
16. the relevant courses to study English as a foreign language
17. the translation or interpreting services
18. the importance of taking time to listen, using simple phrases, avoiding jargon and idioms
19. the range of challenges in communicating with people from another culture who share the same first language with you
20. the factors to consider for appointing, recruitment or promotion of staff from other countries and diverse cultures
21. how to assess candidates’ levels of English and match them against job requirements
22. how to operate selection and promotion procedures for people from different countries or diverse cultures
23. how to create job specifications with relevant skills and experience
24. the questioning and interviewing techniques
25. the importance of clarification questions and putting them in context for a specific job
26. the criteria and evaluation methods of candidates’ suitability for the job
27. the methods of recognising experience, qualifications and references from other countries
28. the relevant documentation for the candidates from other countries and why it is necessary to check it on a regular basis
29. how to make employment in your organisation more accessible to people from different countries or diverse cultures
30. how to meet different people’s cultural needs whilst maintaining fairness for all
31. your own or other people’s cultural, local or community knowledge, interpersonal skills
32. the types of training or support to develop your skills and competencies for working with people from different countries or diverse cultures
33. the intercultural skills’ training
34. the courses or awareness programmes about other countries
35. the benefits of mentoring, coaching and work-shadowing
36. how to find and make accessible or signpost to the information new people from different countries or diverse cultures
37. the local and national organisations that can support the people you are recruiting
38. how finding shared ground can contribute to good working relationships between people from different countries or diverse cultures
39. the benefits and challenges cultural and linguistic differences may bring into building working relationships
40. the challenges and barriers newly arrived people from other countries may face
41. how cooperation and competition can affect organisational relationships and to what extent these will benefit your organisation and working relationships
42. how to improve working relationships between existing workers and new workers from different countries or diverse cultures
43. the relevant equality and diversity legislation
44. why it is important to review your working policies, practices on a regular basis
45. what to do or who to approach if you or a colleague feel unfairly treated at work

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1

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2030

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Current

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Original

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Instructus

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CFAIWS3

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Administration, Administration and Secretarial Occupations, Architecture, Arts, Media and Publishing, Associate Professionals and Technical Occupations, Building and Construction, Child Development and Well Being, Communications, Construction, Planning and the Built Environment, Corporate Managers and Senior Officials, Customer Service Occupations, Elementary Cleaning Occupations, Elementary Occupations, Elementary Personal Services Occupations, Elementary Sales Occupations, Elementary Security Occupations, Engineering Professionals, Financial Institution and Office Managers, Functional Managers, General, Government and Related Organisations, Hairdressers and Related Occupations, Health, Public Services and Care, Hospitality and Catering, Housekeeping Occupations, Information and Communication Technology, Language, Literature and Culture, Law and Legal Services, Librarians and Related Professionals, Managers and Proprietors in Hospitality and Leisure Services, Managers and Senior Officials, Managers in Distribution, Marketing and Sales, Media and Communication, Performing Arts, Personal Services Occupations NEC, Process, Plant and Machine Operatives, Production Managers, Protective Service Officers, Quality and Customer Care Managers, Research Professionals, Retail and Commercial Enterprise, Retailing and Wholesaling, Sales and Customer Services Occupations, Sales Assistants and Retail Cashiers, Sales Related Occupations, Secretarial and Related Occupations, Service Enterprises, Skilled Trades Occupations, Sports and Fitness Occupations, Systems Support, Transport Associate Professionals, Transportation Operations and Maintenance, Travel and Tourism, Warehouse and Distribution, Administration and Law, Legal Associates

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4159

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communication, language, cultural awareness, stereotype, prejudice, cohesion, diversity, racism, respect

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