Month: June 2025

By Nick Young

If I had the chance to take an international position a few years into my career, I’d definitely consider it, especially if it was in Italy. I actually got to study abroad in Rome during my senior year of college, and it was one of the best experiences of my life. I loved the culture, the people, the pace of life, and how different the work-life balance felt compared to back home. That experience made me realize how much I enjoy being in new environments and learning from different cultures.

One of the biggest differences between Italy and the U.S. is how people approach work and communication. Based on Hofstede’s cultural dimensions, Italy is less individualistic than the U.S., meaning people focus more on relationships and teamwork. I’d need to adjust how I communicate and make sure I’m putting effort into building strong connections. Italy also scores higher in uncertainty avoidance, so people prefer structure and clear expectations. I’d need to be more organized and detail-oriented in how I work and manage projects.

Outside of culture, I’d also think about the language, the impact on my personal life, and whether the company would support the move. Things like help with housing, cultural training, and a clear long-term plan would be important to me.

What would convince me to take the role is knowing that it would help me grow professionally and personally. If the company showed they were committed to helping me adjust and the job aligned with my future goals, I’d go for it without a doubt.

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By Nick Young

Throughout this class, we’ve covered a lot of important topics, but the one that stuck with me most was the idea of cultural fit when making hiring decisions. I found this concept interesting because it goes beyond qualifications or experience. It’s really about whether someone will work well with the team and fit into the overall vibe of the company.

Cultural fit means hiring someone whose values, attitude, and work style align with the company’s environment. It matters because even if someone has all the right skills, they might not last long or perform well if they don’t connect with the team or feel comfortable in the workplace. I want to be in a leadership or management position one day, and now I understand how important it is to think about how someone will fit into the bigger picture, not just whether they check all the boxes on paper.

What really stood out to me was learning how poor cultural fit can lead to issues like low morale or high turnover. Even if someone’s talented, if they don’t fit in, things can fall apart fast. On the flip side, someone who fits well with the team can grow into the role and help others succeed too.

Another thing I appreciated was how we talked about not taking cultural fit too far. If a company only hires people who act and think the same way, it can stop new ideas and hold back growth. The goal isn’t to hire people who are all alike, but to bring in people who share the company’s values while still bringing fresh perspectives.

This lesson is going to stick with me because it taught me to look at hiring in a more thoughtful way. When I’m in a position to bring someone onto a team, I’ll make sure I’m thinking about how they’ll contribute to the culture and work with others, not just what’s on their resume. Cultural fit is one of those things that can really make or break a team, and I’m glad I learned about it now before I’m actually in those decision-making roles.