Recently, I was asked by one of my clients to help a Chinese spouse find work in Denmark. Her name was Xiaowu. We met on company premises, in a meeting room with an adjacent kitchenette where one could help themselves to coffee and tea.
I recently met a man called Niels who recruits Indian professionals to Denmark. We talked about how he successfully recruits candidates to Danish companies when there are such enormous cultural differences between Denmark and India.
6 months ago we bought a new family computer - an Apple MacBook with the Mac operating system. Looking back, the change from the well known language of a PC to the unknown language of Mac can easily be compared to the 4 phases of culture shock.
A German nurse was in training at a Danish hospital as well as studying Danish to improve her job prospects. She was shadowing her Danish mentor at work on the ward when she heard a doctor talking to a patient...
At the end of a recruitment process for a good job in a company with excellent career prospects two candidates are left. They are equally well qualified. One of them you don't know, the other is your cousin. The question is: which candidate would you choose?
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“The first six months are crucial. If the family settles in, the employee settles in”
A.P. Møller Mærsk taken from "Denmark - a need for talent", white paper published by AmChamDenmark, Copenhagen Capacity and Heidrick & Struggles, 2010