Recruiting and selecting staff for international assignments
This essay Recruiting and selecting staff for international assignments has a total of 13258 words and 61 pages.
Hiring and then deploying people to positions where they can perform effectively
is a goal of most organizations, whether domestic or international. Recruitment is
defined as searching for and obtaining potential job candidates in sufficient numbers
and quality so that the organization can select the most appropriate people to
fill its job needs. Selection is the process of gathering information for the purposes
of evaluating and deciding who should be employed in particular jobs. It is important
to note that recruitment and selection are discrete processes and both
processes need to operate effectively if the firm is effectively to manage its staffing
process. For example, a firm may have an excellent selection system for evaluating
candidates but if there are insufficient candidates to evaluate then this selection system
is less than effective. Both processes must operate effectively for optimal
staffing decisions to be made. We shall return to this point later in the chapter.
Some of the major differences between domestic and international staffing are
first that many firms have predispositions with regard to who should hold key positions
in headquarters and subsidiaries (i.e. ethnocentric, polycentric, regiocentric
and geocentric staffing orientations) and second, the constraints imposed by host
governments (e.g. immigration rules with regard to work visas and the common
The focus of this chapter is on recruitment and selection activities
in an international context. We will address the following issues:
● The myth of the global manager.
● The debate surrounding expatriate failure.
● Factors moderating intent to stay or leave the international
● Selection criteria for international assignments.
● Dual career couples.
● Are female expatriates different?
Recruiting and selecting
staff for international
31017_05_Ch05_p109-136.qxd 9/7/07 12:15 PM Page 109
requirement in most countries to require evidence as to why local nationals
should not be employed rather than hiring foreigners) which can severely limit the
firm’s ability to hire the right candidate. In addition, as Scullion and Collings1 note,
most expatriates are recruited internally rather than externally, so the task of
persuading managers (particularly if they are primarily working in a domestic
environment) to recommend and/or agree to release their best employees for international
assignments remains a key issue for international HR managers.
In this chapter, we will explore the key issues surrounding international recruitment
and selection, with a focus on selection criteria. Implicit in much of the discussion
and research about selecting staff for international assignments is that
there are common attributes shared by persons who have succeeded in operating
in other cultural work environments – that is, the so-called global manager. Our
discussion on this topic centers around four myths: that there is a universal
approach to management; that all people can acquire appropriate behaviors; there
are common characteristics shared by global managers; and there are no impediments
to global staff mobility. We then consider various factors – such as expatriate
failure, selection criteria, dual career couples and gender – that impact on the
multinational’s ability to recruit and select high calibre staff for deployment internationally.
For convenience, we will use the term ‘multinational’ throughout this
chapter, but it is important to remember that the issues pertain variously to all
internationalizing companies – regardless of size, industry, stage in internationalization,
nationality of origin and geographical diversity. We continue to use the
term expatriate to include all three categories: PCNs (parent-country nationals),
TCNs (third country nationals) and HCNs (host-country nationals) transferred into
headquarters’ operations, although much of the literature on expatriate selection
is focused only on PCNs.
Issues in staff selection
The myth of the global manager
Multinationals depend on being able to develop a pool of international operators
from which they can draw as required. Such individuals have been variously
labeled ‘international managers’ or ‘global managers’. The concept of a global
manager appears to be based on the following myths or assumptions.
Myth 1: there is a universal approach to management. The view that there is a
universal approach to management persists, despite evidence from research to the
contrary, and many multinationals continue to transfer home-based work practices
into their foreign operations without adequate consideration as to whether this is
an appropriate action. The persistence of a belief in universal management may
be evidence of a lingering ethnocentric attitude or perhaps an indicator of inexperience
in international operations. However, as we discussed in Chapter 1 in
relation to the convergence–divergence debate, work practices have, to a certain
extent, converged through the transfer of technology and ‘best practice’ and this
process is supported by the global spread of management education programs
that reflect the dominant Western approach to management. Linked to this
process is the belief in the power of organizational culture as a moderator of
cultural differences in the work setting.
Topics Related to Recruiting and selecting staff for international assignments
Expatriate, Human migration, Nationality, Residency, Social psychology, Relocation service, International business, Internationalization, Culture shock, Executive search, Assignment, Euro
Essays Related to Recruiting and selecting staff for international assignments
The Iranian RevolutionThe Iranian Revolution Iran is a country located in the Middle East. The main source of income for the country is oil, the one object that had greatly influenced its history. Iran's present government is run as an Islamic Republic. A president, cabinet, judicial branch, and Majilesor or legislative branch, makes up the governmental positions. A revolution that overthrew the monarch, which was set in 1930, lasted over 15 years. Crane Brinton's book, An Anatomy of a Revolution, explains set of fou
AtticusAtticus Atticus, a deeply affecting novel by Ron Hansen, opens in winter on the high plains of Colorado to the tropics of Mexico, as well as from the realm of whodunit detective mystery to the larger realm of the Mystery, which has its own heartbreaking, consoling, and redemptive logic. Misunderstanding, dissolute, prodigal, wayward, wastrel, alias, and bribery are only a few words that tell the powerful story of Atticus. The case was labeled as a suicide. The body was identified as forty-year-o
International Human Resource ManagementEXECUTIVE SUMMARY International Human Resource Management (IHRM) is a method of selection,acllotication and utilizing of human Resourses in an international context. This report focuses on IHRM practices and the issues MURDOCH University faces in its IHRM strategies. The management of Global workforce policies and practices. Recruitment and Selection, training and perfomance management and renumeration process of Murdoch. MURDOCH University is regarded as a leading Australian and Global universi
International Human Resource ManagementEXECUTIVE SUMMARY International Human Resource Management(IHRM) can be defined as the methods of selecting, allocating, and utilizing human resources effectively in an international context. IHRM is the methods of selecting, allocating, and utilizing human resources effectively in an international context. MURDOCH is distinguished as a leading Australian and Worldwide famous university. To be successful, the university focuses on attracting, retaining and patronizing those educators who are dedi
Managing across culture Managing across culture ----Final choice of location Group members: Introduction A place to start a new operation has been looking by a multinational Corporation (MNC) from the food & beverages industry. This MNC already has main operations in France, USA, India and New Zealand. To select the location of new operation, national cultural values, optimization of productivity, efficiency, market penetration and cultural value-added should be taking into account. Hofstede’s model was used to analyz
HUMAN RESOURCE MANAGEMENT IN INTERNATIONAL ORGANIZATIONS HUMAN RESOURCE MANAGEMENT IN INTERNATIONAL ORGANIZATIONS * Received: 08. 09. 2001 Review Accepted: 15. 11. 2001 UDC: 658.3 In the paper, the author first presents various approaches to the management and recruitment of employees in subsidiaries that the company has established in different countries. Then, she turns her attention to the basic functions of international human resource management, among them recruitment and selection of new employees, development and training of employees, assess
Recruiting and selecting staff for international assignments109 Introduction Hiring and then deploying people to positions where they can perform effectively is a goal of most organizations, whether domestic or international. Recruitment is defined as searching for and obtaining potential job candidates in sufficient numbers and quality so that the organization can select the most appropriate people to fill its job needs. Selection is the process of gathering information for the purposes of evaluating and deciding who should be employed in particular job
William Shakespeare William Shakespeare William Shakespeare (baptised 26 April 1564 - 23 April 1616)[a] was an English poet and playwright, widely regarded as the greatest writer in the English language and the world's pre-eminent dramatist. He is often called England's national poet and the Bard of Avon (or simply The Bard). His surviving works consist of 38 plays 154 sonnets, two long narrative poems, and several other poems. His plays have been translated into every major living language, and are performed
The Yellow House Preschool at Dunearn RoadT06 Winona Roxanne 19 The Yellow House Preschool at Dunearn Road is a preschool that takes in children from 18 months to 6 year olds. Located conveniently by the main road, the school has a balanced mix of expatriates’ children as well as of locals’. I conducted an interview on the 21st of May with one of the educators who has been working in the preschool for six years. Throughout the ten questions asked, it is clear that the top three most distinct principles of Nurturing Young Learners that t
Case Study #2 Case Study #2 Starbucks: Forbidden in the Forbidden City What are the reasons forced Starbucks which in Forbidden City been closured? Starbucks has been closured from Beijing\'s Forbidden City. Chenggang Rui who is a popular CCTV anchor says its cultural history and American coffee chains shouldn\'t mix. That is trampling over Chinese culture. The Forbidden City, one of the most recognized historic sites in Beijing, China, under the pressure of a Web-based activist campaign. It collected more t