Tackling the Issues of Hiring NRIs BY ASEEM JUNEJA AND JENNIFER KUMAR From slow economic growth in the West to a burgeoning Indian economy, there are a litany of reasons to explain the trend of non-resident Indians (NRIs) desiring to venture to India in search of employment. Juneja and Kumar outline four challenges Indian employers face when hiring NRIs and offer tips for applicants on how to overcome the pitfalls inherent in the hiring process. 72 MOBILITY/AUGUST 2011
Transcript
Tackling the Issues ofHiring NRIsB Y A S E E M J U N E J A A N D J E N N I F E R K U M A R
From slow economic growth in the West to a burgeoning Indian economy, there are a litany of reasons to explain the trend of non-resident Indians (NRIs) desiring to venture to India in search ofemployment. Juneja and Kumar outline four challenges Indian employers face when hiring NRIs and offer tips for applicants on how to overcome the pitfalls inherent in the hiring process.
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During the past few years, atrend of non-residentIndians (NRIs) desiring to
settle back in India has become reali-ty for many. In preparing to return,NRIs often want to apply for jobs inIndia from abroad. Applying remote-ly for many jobs often is difficult,whether or not it is in the same coun-try or between countries. Many com-panies are wary of hiring returningIndians because of the following fourreasons.
1.The employer needs to know,“does this candidate bring
something exceptional to thetable?”
Gone are the days in India whenexperience abroad demands respect.The employer needs to know what isit about your experience that makes itworthwhile for them to consider youwhen there are so many in India whoare already vying for the open posi-tion.
How to tackle this: Research thecompany well. See if it is a good fitfor you and your experience. Showthat you have done your homework.Assess if your experience not onlymatches their requirements but thatyou can bring something to the tablethat is worthwhile. Be ready to pro-vide concrete examples.
2.The employer may be con-cerned about the NRI cultur-
al adjustment period and how thiswill affect work.
In addition to the initial adjust-ment phase of at least three to sixmonths, wherein you will reacclimateto Indian culture, find a suitableplace of residence, and put downnew roots (again), you will have tofind your footing professionally.Though an NRI may have five, 10,15 or more years of experienceabroad, no one really knows aboutthat in India, and may not care. Theydon’t know you. They don’t know
your strengths. They don’t knowhow you have built your reputationabroad. You will have to start all overagain from scratch. Remember the“fish out of water” feeling you hadwhen you initially moved abroad?That is most likely to happen againas you find your footing and rebuildyour reputation in India.
How to tackle this: Plan for yourmove well in advance; if possible,even a year or two ahead. Start bynetworking online. Connect tomovers and shakers in your field, andcommunicate about things that willexpose them to your business objec-tives and accomplishments. When thetime is right, start reaching out toapply for jobs. Show humility and behumble. When interacting withprospective employers, show themthat you are serious and not overlyaggressive about moving upward inthe company. Demonstrate that youunderstand you will be a newbie—
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you will have a learning curve—butthat you are willing to go the extramile to learn quickly and adapt as re -quired. Don’t forget, as an NRI, you have done this before. Remem -ber how it felt then, and step back inthose shoes and try it again.
3.Employers are concernedabout the applicant’s avail-
ability for interviews, personalassessments, and how to holdvideo conferences across timezones.
Employers also may not under-stand how to collect reference checksacross cultures. The logistics ofscreening applicants abroad is tediousand often there may be no infrastruc-ture within organizations to supportthis process. If the company has notdealt with foreign time zones orwork cultures before, these thingscan hinder or prevent interest in hir-ing someone who is abroad.
How to tackle: Clearly communi-cate your availability. If you have theopportunity to participate in confer-ence calls or interviews via theInternet, inform them you will beavailable during regular businesshours in India. If the meeting willhappen by phone, offer to call themon your own dime. This shows deter-mination and a willingness to accom-modate them. If you have tripsplanned to India, clearly communi-
cate this to the potential employer sothey are aware you will be availablefor an in-person interview.
4.Most important—Indianemployers are not really sure
if you will make the transitionback to India.
Employers have to be satisfied thatyour reasons are genuine and youare serious. Many NRIs dream ofreturning and assume the readjust-ment will be easy because it’s theirhome country, they grew up there,and they know the culture and peo-ple. However, as you have changedduring your time abroad, and thecountry you have lived in has seenchange, so has India. India has notremained stagnant—it is rapidlychanging. NRIs can and do experi-ence extreme reverse culture shockbecause of this and quite a few stay afew months or a few years and endup going back abroad because of theinability to readjust. The process ofcultural adjustment, not only atwork but at home, in daily life, andin every other arena can seriouslyaffect work. Employers want toknow you are committed aboutreturning to India and it is not just afantasy that needs to be played out.
How to tackle: Employ the help ofyour friends or family who haveexperienced moving back to India.Ask them about their experiences.
Find out from them what facilitatedadjustment and, more important,what their challenges were and howthey overcame them. Start to amendyour mindset to different expecta-tions. It often is the small things out-side the work environment that canprovide the most culture shock.Remind yourself why you or yourfamily initially wanted to settleabroad. What made life “hard” inIndia and “easier” abroad? How willthis affect adjustment back to day-to-day life in India, which is very differ-ent from the two-week or two-month stays many NRIs have hadover the years? The adjustment alsowill affect you and your immediatefamily members differently if youhave a spouse and children. Researcheducational options, health care, anddaily transportation needs ahead oftime. And be sure to determine youroverarching goal for moving back: itwill keep you focused and help youkeep moving forward through theculture shock as you rebuild your lifeback home.
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Jennifer Kumar is a cross-cultural coach atAuthentic Journeys, based in Kochi, India.She can be reached [email protected] or viahttp://authenticjourneys.blogspot.com.
Aseem Juneja is an executive search consultant and runs Ten Yards Advisors, based in Philadelphia, PA, and New Delhi,India. He can be reached at [email protected].
On the WebFor more information on working in India, please visit www.WorldwideERC.org
The Trailing Spouse In Indiawww.WorldwideERC.org/Resources/MOBILITYarticles/Pages/1109-manian.aspx
