1. 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

2. D
uring the past few years, a How to tackle this: Research the your strengths. They don’t know
trend of non-resident company well. See if it is a good fit how you have built your reputation
Indians (NRIs) desiring to for you and your experience. Show abroad. You will have to start all over
settle back in India has become reali- that you have done your homework. again from scratch. Remember the
ty for many. In preparing to return, Assess if your experience not only “fish out of water” feeling you had
NRIs often want to apply for jobs in matches their requirements but that when you initially moved abroad?
India from abroad. Applying remote- you can bring something to the table That is most likely to happen again
ly for many jobs often is difficult, that is worthwhile. Be ready to pro- as you find your footing and rebuild
whether or not it is in the same coun- vide concrete examples. your reputation in India.
How to tackle this: Plan for your
try or between countries. Many com-
panies are wary of hiring returning
Indians because of the following four
2. The employer may be con-
cerned about the NRI cultur-
al adjustment period and how this
move well in advance; if possible,
even a year or two ahead. Start by
reasons. will affect work. networking online. Connect to
1. The employer needs to know,
“does this candidate bring
something exceptional to the
In addition to the initial adjust-
ment phase of at least three to six
months, wherein you will reacclimate
movers and shakers in your field, and
communicate about things that will
expose them to your business objec-
table?” to Indian culture, find a suitable tives and accomplishments. When the
Gone are the days in India when place of residence, and put down time is right, start reaching out to
experience abroad demands respect. new roots (again), you will have to apply for jobs. Show humility and be
The employer needs to know what is find your footing professionally. humble. When interacting with
it about your experience that makes it Though an NRI may have five, 10, prospective employers, show them
worthwhile for them to consider you 15 or more years of experience that you are serious and not overly
when there are so many in India who abroad, no one really knows about aggressive about moving upward in
are already vying for the open posi- that in India, and may not care. They the company. Demonstrate that you
tion. don’t know you. They don’t know understand you will be a newbie—
MOBILITY/AUGUST 2011 73

3. On the Web
For more information on working in India, please visit www.WorldwideERC.org
The Trailing Spouse In India
www.WorldwideERC.org/Resources/MOBILITYarticles/Pages/1109-manian.aspx
Awakening Giant—India’s Burgeoning Workforce
www.WorldwideERC.org/Resources/MOBILITYarticles/Pages/1010-Solomon-Dubberke.aspx
Help Wanted: China and India’s Search for Experienced Managers
www.WorldwideERC.org/Resources/MOBILITYarticles/Pages/0309draeger.aspx
you will have a learning curve—but cate this to the potential employer so Find out from them what facilitated
that you are willing to go the extra they are aware you will be available adjustment and, more important,
mile to learn quickly and adapt as re- for an in-person interview. what their challenges were and how
quired. Don’t forget, as an NRI,
you have done this before. Remem-
ber how it felt then, and step back in
4. Most important—Indian
employers are not really sure
if you will make the transition
they overcame them. Start to amend
your mindset to different expecta-
tions. It often is the small things out-
those shoes and try it again. back to India. side the work environment that can
3. Employers are concerned
about the applicant’s avail-
ability for interviews, personal
Employers have to be satisfied that
your reasons are genuine and you
are serious. Many NRIs dream of
provide the most culture shock.
Remind yourself why you or your
family initially wanted to settle
assessments, and how to hold returning and assume the readjust- abroad. What made life “hard” in
video conferences across time ment will be easy because it’s their India and “easier” abroad? How will
zones. home country, they grew up there, this affect adjustment back to day-to-
Employers also may not under- and they know the culture and peo- day life in India, which is very differ-
stand how to collect reference checks ple. However, as you have changed ent from the two-week or two-
across cultures. The logistics of during your time abroad, and the month stays many NRIs have had
screening applicants abroad is tedious country you have lived in has seen over the years? The adjustment also
and often there may be no infrastruc- change, so has India. India has not will affect you and your immediate
ture within organizations to support remained stagnant—it is rapidly family members differently if you
this process. If the company has not changing. NRIs can and do experi- have a spouse and children. Research
dealt with foreign time zones or ence extreme reverse culture shock educational options, health care, and
work cultures before, these things because of this and quite a few stay a daily transportation needs ahead of
can hinder or prevent interest in hir- few months or a few years and end time. And be sure to determine your
ing someone who is abroad. up going back abroad because of the overarching goal for moving back: it
How to tackle: Clearly communi- inability to readjust. The process of will keep you focused and help you
cate your availability. If you have the cultural adjustment, not only at keep moving forward through the
opportunity to participate in confer- work but at home, in daily life, and culture shock as you rebuild your life
ence calls or interviews via the in every other arena can seriously back home.
Internet, inform them you will be affect work. Employers want to
Aseem Juneja is an executive search
available during regular business know you are committed about consultant and runs Ten Yards Advisors,
hours in India. If the meeting will returning to India and it is not just a based in Philadelphia, PA, and New Delhi,
India. He can be reached at
happen by phone, offer to call them fantasy that needs to be played out. ajuneja@tenyardsadvisors.com.
on your own dime. This shows deter- How to tackle: Employ the help of
Jennifer Kumar is a cross-cultural coach at
mination and a willingness to accom- your friends or family who have Authentic Journeys, based in Kochi, India.
modate them. If you have trips experienced moving back to India. She can be reached at
authenticjourneys@gmail.com or via
planned to India, clearly communi- Ask them about their experiences. http://authenticjourneys.blogspot.com.
74 MOBILITY/AUGUST 2011

4. MOBILITY
Magazine of Worldwide ERC ® August 2011
Multicultural Mavens:
Getting Savvy about
Buyers and Business
Inside this Month:
Education
Considerations
in Asia
Recruitment and
Retention in India
Death On Assignment