strategies for a smoother cross-cultural relocation
TRANSCRIPT
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Strategies for a Smoother Cross-Cultural Relocation
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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
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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
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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
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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
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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
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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
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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
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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
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◦ 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)
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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/
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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
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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