Interviewing can be a complex activity - add language and cultural differences into the equation, and it is easy for strong foreign-born candidates to slip through the cracks. Acceptable workplace behavior varies greatly between cultures and these differences often manifest themselves in the interview.

Imagine how the following values might impact your perceptions of a qualified candidate:

• Bragging about one’s accomplishments during the interview is unacceptable
• Authority is highly respected and rarely challenged
• People are measured by family and origin, not personal accomplishments
• Directness and open criticism are considered offensive

Oyumaa Kennedy, an Upwardly Global Alum from Mongolia, shared her interviewing experiences with the Wall Street Journal for a 2006 article written about Upwardly Global. When asked about how she would handle stress, she responded, “I would take a nap.” Oyumaa, understanding her mistake, recalls, "I didn't relate it work. Take a nap! I was so wrong!"

These types of cultural differences may lead to the candidate seeming unqualified, passive, or not interested in the position. For example, the question, “Tell me about a time you pushed back to a supervisor,” can be difficult for a foreign-born candidate whose culture did not accept such behavior.

Put yourself in the candidate’s shoes. If an interviewer asked, “How many children do you have?” or “What church do you belong to?” it would not be surprising if you avoided the question or hesitated as you tried to figure out the appropriate response. These subjects could be appropriate in other countries and cultures, yet would be uncomfortable for most Americans to answer.

Don't let small cultural differences like this get in the way of finding a great candidate. Acceptable work behavior is quickly learned and alternative perspectives on how to do business can add diversity and creativity to the team.