strategies for a smoother cross-cultural relocation
TRANSCRIPT
Strategies for a Smoother Cross-Cultural Relocation
Six Best Settlement Strategies Culture Shock - what is it and how to
recognise the symptoms Australian culture - understanding the basics Job hunting - ways to find the work you want
(despite your international background) Information sources - the most reliable
options Finding the networks you need
1. Find a friend1. Good at languages, sport, music & solid stomach (ex: Salsa,
tennis)2. Critical level, residual level, expert level (10,000 hours)3. Look for a friend like you were looking for a job4. Pub culture VS restaurant culture5. Ask how long they intend to stay (>6 months) and how long they
have been here (>3 years) 6. Don’t expect friendship at first sight. Ex: Coconut versus peach
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1. Find a friend7. A friend is another network of friends8. Publicis CEO – 10% return at start, 10 year experience: Maximum
return is 40%9. Small people VS big people (quality over quantity i.e 50 ppl min)10. Integrating an existing group of friends – Clique attitude11. Human limitation to social networking* (Indiana Uni 2011. Dunbar
Number) is avg. 150 ppl Quantity VS Quality12. List of websites on NN / Hard copy at LWN / Welcome to Sydney
drinks (Attention : we don’t disclose attendees’ contact details for confidentiality purposes)
*http://en.wikipedia.org/wiki/Dunbar%27s_number
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2. Expect it to be challenging1. Six first months are the hardest2. Three years plateau where expats decide to stay (i.e length of usual
expat contract is expiring, become a permanent resident…)
3. Develop new routines1. Be consistent with the activities you choose (i.e weekly basis for six
months at least)
4. Be curious - ask question1. Asking questions doesn’t mean you are stupid2. Expand your knowledge of social skills
1. How to make friends and influence people from Dale Carnegie2. The Game & The rules of the Game by Neil Strauss
http://www.newcomersnetwork.com/information/six_best_settlement_strategies.php
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5. Collect local information 1. Council (mother’s group…)2. City of Sydney (http://whatson.cityofsydney.nsw.gov.au/ for festival
newsletters...)3. TimeOut 4. Entertainment Book5. SMH Good Food Guide6. “Culture Shock! Australia: A Survival Guide to Customs and Etiquette”
from Ilsa Sharp, Penguin Books Australia7. “Why You Are Australian: A Letter to My Children” by Nikki Gemmell,
Happers Collins8. “Strange Country: Travels In A Very Different Australia” by Mark Dapin 9. Other travel books written by Anglo on your country. Ex : “Shantaram”
is a 2003 novel by Gregory David Roberts, Australian expat in Inda. “Almost French” by Sarah Turnbull, “ATLP” by Bryce Corbett
10. Expat Returned Meet-up
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6. Start new activities1. Pro actively follow-up2. Be the organizer
1. Leads to be invited back2. Small list (less than 30) VS Big list3. Always consider 20% drop-out4. The bigger the list, the less the reliability of presence5. Reliability of social network RSVP’s6. Formal VS informal settings7. Have a regular (monthly, fornightly, weekly) event you
organize so you have an excuse to invite people over without too much pressure and get people to mix around
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Stage
Length Description Examples
Stage 1 Day 1 > 3 months
Excitement and fascination with the new culture – honeymoon Fantasy about the new place/life
Stage 2 1 month > 12 months
Crisis period – particularly challenging
Hero to Zero Syndrome, depressionEx: Compare everything to home country
Stage 3 6 months > 18 months Adjustment phase – transition
When are you home? Ex: Change minds about staying or leaving
Stage 4 12 months > 10 years
Acceptance and adaptation phase - secure
Same situation, different issuesEx: Work law in FR (very strong but market is very hard) VS AU (none but flexible and reactive)
Stage 5 Returning to home
Re-entry - Reverse culture shock - repatriation
Home is where are the people you loveHomesick never leaves you wherever you goYou are a foreigner in own countryEx: Hay Fever – allergic to France
Mateship (group/individual society, public/private property)
Tall Poppy Syndrome Low power hierarchy
◦ Ask questions !!◦ Follow the rule
Low risk aversion Short term Aboriginal > NT/Kakadu/Darwin
Conflict management (annual review, neg feedback w/o neg words)
High school, university & alumni network Immigration, multiculturalism & identity (Asian denial) Motherhood and fem/masculine culture Children education (praise VS criticism) > Impact as
an adult (sales skills…) Tax, superannuation and investments Medicare and health insurance Work life balance
Dating (liberal VS conservative), incl. money symbols Public Display of Affection (the way he looks at me) Money management (low risk aversion) Pub/Boozy culture Third Culture Kid TCK / Adult Third Culture Kid ATCK Australian vocabulary (no worries, fair enough, Ta,
arvo, barbie, telly, lolly …any shorties) Avoid conflictual subjects i.e sex/politics/religion.
Different opinions might impact relationships Appraisal culture
Australian resume standards ◦ 3 page long, no picture ( recruitment agencies do not usually correct
resumes. Ask for feedback and face to face meetings)◦ Experience over 10 years, just put one line. Don’t leave gaps. Precise
work experience location (city, country)◦ Look for templates on www.careerone.com.au◦ Indicate objectives, key competencies, key achievements◦ Check your references will give you actual good references◦ Keyword software screening ◦ Adapt your resume as you submit applications, based on job
descriptions of your ideal job on www.seek.com.au◦ Obtain recognition of local standards for your education in your industry
or consider taking them (ex: CA, CPA for Accountants...)◦ Consider taking classes (ex: TAFE ...)◦ Anglo Saxon Name VS Foreigner Name. Consider adopting nicknames
(ex: Ella, JF) & indicating nationality (ex: Sanaz UK): 65% less to be contacted for an interview if your name is Indian, Chinese ...
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How you apply is important too ◦ Your Resume Filename is… “Resume” (i.e put your name!!!)◦ Your Email Makes No Reference to the Open Position◦ Your Email Has no Text, no message, nothing◦ You Tell Me You Have “All of the Right Qualifications” When You
Don’t Have a Single One◦ Follow up and Say “Thank You” (ex: Card, ref Edwina...)◦ http://www.youtern.com/thesavvyintern/index.php/2013/01/07/your-resume-is-being-ignored-because/
Interview tips◦ Ask about the company (search Google is a minimum)
Why this job wasn’t fulfilled some internal resources? What is a typical day? Do you like working for this company? Why? What are the company’s objectives in the next 3 years? What does the
jod/department brings to this objectives?
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First Australian work experience (> 6 months)◦ Travel further to get experience◦ Graduate Program / Internship ◦ Voluntary work / Non paid work ( 457 and PR can break the low if
there are under a certain threshold)◦ Other experience in your industry even if it is non-related to your
usual occupation ◦ Create a public profile on Seek.com, LinkedIn.com◦ Join professional groups on LinkedIn.com ◦ Consider a reconversion (i.e studies)
Hospitality experience◦ Pass the Responsible Service of Alcohol (RSA)
http://www.olgr.nsw.gov.au/courses_rsa.asp
◦ Agencies: www.stedmans.com.au, www.troys.com.au, www.cliffordwallace.com.au, www.alseasons.com.au, www.pinnaclepeople.com.au
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*http://www.hays.com.au/salary/default.aspx**http://www.immi.gov.au/skilled/457-market-salary-rates.htm
Salary surveys (ex: Free annual salary surveys from HAYS*, Temporary Skilled Migration Income Threshold – currently $47 480 per annum**). Do not encourage lower paid jobs.
Level of English (ex: IETLS > 7.0)◦ First test is the recruiter phone call◦ Recruiters will tell you to come back in six months◦ Get hands-on (i.e stop inferiority complex, avoid rambling…)◦ Find a buddy for swap language (ex: www.sharedtalk.com, British
Council... Attention to notion of standard English US/UK/AU)◦ Attend a language school http://www.navitasenglish.com/ or
http://www.englishlanguagecompany.com/ Better appreciated by Universities Better than TAFE (?) With Nativas, can bargain prices if there is a cheaper language school i.e
$350 instead $396/week if you go through one of their agents
*http://www.hays.com.au/salary/default.aspx**http://www.immi.gov.au/skilled/457-market-salary-rates.htm
Co-optation◦ Preferred channel for companies (i.e. employees’ network)◦ Do not hesitate to contact operational people directly (ex:
LinkedIn.com). They obtain significant bonuses when they place someone even if they don’t pass the probation period.
Coaching/Career Development◦ Career Development Association of Australia cdaa.org.au◦ Find a mentor, someone more experienced than you◦ Career Development Center http://www.careerdc.com.au/
LinkedIn◦ Add everyone from your previous companies, universities and
personal network◦ Complete 100% your resume with keywords & recommendations◦ Join groups and asked politely to be introduced to people, especially
if you submitted an application to a company
◦ Most companies outsource their recruitment. They work for the customer, not for the applicant > Manage expectations (even locals can make the mistake)
◦ Call them before or while you send your resumes to them to obtain more information
◦ Regularly keep in touch and keep submitting applications◦ Work with them > refer profiles if your application is rejected.◦ Cons: They will try to place you where they have jobs not necessarily in
the right place. Sales driven◦ Pros: they work for your target salary as they may receive a percentage
of it, if not a commission. They are here to convince customers.◦ Submit your resume even if you tick 3 boxes out of 5, so they have your
resume in their database. Another similar offer may come up later or the job description may change along the way.
◦ Some recruiters may be less experienced than you in your field (i.e avg 8 months of experience in recruiting). Use their keywords
◦ Work as a recruiter (Note: There are recruiters for recruiters)
Main networks: ◦ Professional (ex: Institute of Chartered Accountants (CA/CPA) for
Accounting, IIA for Internal Auditors, ISACA for IT Internal Auditors, ACS for IT, ...)
◦ Professional events: Volunteer for conferences/exhibitions in your field as staff Get an ABN as a sole trader and get the entrepreneur rate
◦ Social/community (ex: LinkedIn.com, Xing.com, Chamber of Commerce and Industry*, Sydney Community College with the Skilled Migrant Mentoring Program**, CentreLink/Individuals/Moved to Australia and other government agencies for permanent residents, Sydney Young Professionals*** ...)
◦ University (UNSW, UTS, University of Sydney, University of Macquarie also available online via Open Universities****, TAFE, evening classes WEA...)
◦ Personal/hobbies (ex: meetup.com, facetime.com.au, internations.org ...)
◦ Sport (ex: rugby NRL, cricket, footy/AFL, netball ...)
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*http://www.jcisydney.org/ - http://www.my-australian-job.com/**http://getskilled.sydneycommunitycollege.com.au/skilled-migrants**http://www.humanservices.gov.au/customer/themes/job-seekers***http://www.syp.com.au/****http://www.open.edu.au/
Common mistakes: ◦ Do not demonstrate value to the potential
references First impression counts (7 words, 2 seconds) Why would they refer you? What do you have in common Only asking for contacts is not enough (ex: Beatrix W) Help them to shape your referral
◦ Do not connect with the potential references They will mostly judge your soft skills or what you can bring them
apart from money (that they don’t really need) Search for a common denominator Open door technique
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Common mistakes: ◦ Sydney is a small city
4,5 Million spread out on 12 000 km² (50km) – d= 2058/km² London: 8M spread out on 1,500 km2 – d= 5,206/km2 Hong Kong: 7M spread out on 1,100 km2 – d= 6,480/km2 Paris: 2M spread out on 100 km2 – d = 21,196 /km2
Same community (pro, perso) gets quickly the word Your name will be known faster than you think (ex: Marlene for
marketing...). You will bump on the same people, especially in your industry and in your community
Word of mouth works better than agency (ex: Thien Lan, Laurent) even if it can take some time
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Sponsored Business Long Stay Visa (457)◦ Depends on the customer. Suggest you take care of the
paperwork if required◦ Biggest constraint for employer is to prove 1% gross salary is
dedicated to training for PR and Australians◦ Less than $500 for visa application (Coe + employee)
General Skilled Migration (EOI)◦ Expression of Interest◦ State Sponsored Visa
Working Holiday Visa Student Visa De Facto / Partner Visa
◦ Register your relationship with NSW Registry Births, Deaths & Marriages
◦ Prove 1 year of relationship for PR, 6 months for 457◦ Two year probation. If partner cancels visa, 28 days to leave
Migration agents are rated against their application success rate and they are updated by the DIAC of all major changes
Ready List – 3 points rule◦ Can be a reason to charge more
Frequent changes regarding visas Average price $4,000 per application www.immi.gov.au / http://migrationblog.immi.gov.au/ www.mra.com.au