3. Chapter Objectives
The focus of this chapter is on recruitment and
The focus of this chapter is on recruitment and
selection activities in an international context. We
selection activities in an international context. We
will address the following issues:
will address the following issues:
The myth of the global manager
The myth of the global manager
Selection criteria for international assignments
Selection criteria for international assignments
Dual-career couples
Dual-career couples
Gender issues
Gender issues
4. The global manager
Myth 1: There is a universal approach to
management.
Myth 2: People can acquire multicultural
adaptability and behaviors.
Myth 3: There are common characteristics
shared by successful international
managers.
Myth 4: There are no impediments to mobility.
5. Current Expatriate Profile
Category PCN (42%) HCN (16%) TCN (42%)
Gender Male (82%) Female (18%)
Age (Yrs) 30-49 (60%) 20-29 (17%)
Marital status Married (65%) Single (26%)
Partner (9%)
Accompanied by Spouse (86%) Children (59%)
Duration 1-3 years (52%) Short-term (9%)
Location Europe (35%) Asia-Pacific (24%)
Primary reason Fill a position
Prior international experience 30%
Source: based on data from global Relocation Trends: 2002 Survey Report, GMAC Global Relocation Services,
National Foreign Trade Council and SHRM Global Forum, GMAC-GRS 2003.
6. Factors Moderating Expatriate Performance
Inability to adjust to the foreign culture
Length of assignment
Willingness to move
Work-related factors
9. The Phases of Adjustment
The U-Curve is not normative
The time period involved varies between individuals
The U-Curve does not explain how and why people
move through the various phases
11. Using Traits and Personality Tests to Predict
Expatriate Success
Although some tests may be useful in suggesting potential
Although some tests may be useful in suggesting potential
problems, there may be little correlation between test scores
problems, there may be little correlation between test scores
and performance
and performance
Most of the tests have been devised in the United States, thus
Most of the tests have been devised in the United States, thus
culture-bound
culture-bound
In some countries, there is controversy about the use of
In some countries, there is controversy about the use of
psychological tests ((different pattern of usage across countries)
psychological tests different pattern of usage across countries)
Use of personality traits to predict intercultural competence is
Use of personality traits to predict intercultural competence is
complicated by the fact that personality traits are not defined
complicated by the fact that personality traits are not defined
and evaluated in similar way in different cultures
and evaluated in similar way in different cultures
13. Solutions to the Dual-career Challenge
Alternative assignment arrangements
Short-term
Commuter
Other (e.g. unaccompanied, business travel, virtual
assignments)
Family-friendly policies
Inter-company networking
Job-hunting assistance
Intra-company employment
On-assignment career support
14. Barriers to Females Taking International
Assignments
External Barrier Self-established Barriers
HR managers reluctant to Some women have limited
select female candidates willingness to relocate
Culturally tough locations or The dual-career couple
regions preclude female Women are often a barrier to
expatriates their own careers by behaving
Those selecting expatriates according to gender based
have stereotypes in their role models.
minds that influence decisions
