Analysis on selection policy andcriteria for expatriate selection inBangladesh
Who is expatriate? Expatriate is a person who leaves his country to work and live in a foreign country.
Why We Require Expatriate inBangladesh? The unavailability of the required skills and talents takes the organization to source talent from other countries. To get the job done more efficiently and effectively.
Risks Involved in Hiring Expat inBangladesh. Recruitment of expatriates involves greater time, monetary resources and other indirect costs. Improper recruitment and selection can cause the expatriates to return hastily or a decline in their performance.
Expat Selection Policy inBangladesh In Bangladesh there is no fixed policy for recruiting expatriates and it depends on the individual organizational policy. The organizations in Bangladesh mainly try to follow the European policy for recruiting expatriates. Companies apply Ethnocentric, Polycentric, Regiocentric and Geocentric as per requirement.
Selection Criteria Technical ability– ensure that the person chosen for a given jobs abroad has the competencies, abilities, knowledge and experiences that are required in order to perform well. Past international work experience– The candidate should be well experienced and should have expertise skill.
Selection Criteria (cntd.) Cross-cultural suitability– ensure that the person is knowledgeable of the culture of the foreign countries for his or her mission. It is important to consider that the lack of knowledge about the culture of other country is one of the primary reasons for failure of expatriate jobs. That is, the employee should have Adaptability to the new culture
Selection Criteria (cntd.) Family requirements – this is important because, in general, it is not just the decision of one person but with the couple. Different studies that there are great connections and correlations between the adjustment aspect of the spouse and the expatriate.
Selection Criteria (cntd.) Country/cultural requirements – it is important to focus on the macro- environmental factors which can be found in the foreign country, which include the political and environmental risk, which can affect safety of the employees.
Selection Criteria (cntd.) Language – language is the primary aspect connected to communication; communication on the other hand is a vital factor which causes success of relationship in the team, which will result to productivity and efficiency. Therefore, it is important to send person who is experienced and knowledgeable, at the same time, can verbally and non-verbally communicate using the language of the foreign country.
Selection Criteria (cntd.) Company requirements – it is important to consider the different requirements needed by the company where to send the expatriate. It is important to consider, that there are some regions in the world that do not accept women for managers and leaders. Therefore, it is important to consider these aspects.
Selection Criteria (cntd.) Empathy towards local culture– The candidate should have soft corner towards the cultural trend of Bangladesh. Flexibility– It considers how much an employee may be flexible while acting as an expatriate in Bangladesh.
Selection Criteria (cntd.) Tolerance and open-mindedness– the expatriate should be in the habit of zero tolerance and open-mindedness.Recruitment of expatriates shouldbe followed by cultural andsensitivity training, and languagetraining.
Conclusion In conclusion we can say that most of the processes are not as visible and clear as it says in literatures. There is no specific policy for recruiting expatriates in Bangladesh, companies customize policies as and when needed; that is, it changes time to time, considering situation, government rules, organizational policies, and other factors.