Discussion

Expatriate Selection Criteria The demand for expatriate employees is growing rapidly. Companies, repeatedly report that one of their top strategies is to “deploy” more staff on international assignments.” Selecting someone for an international assignment depends on a variety of different employment factors, including the extent of contact the business will have with local citizens and the government and the degree to which the foreign environment differs from the home environment. The magnitude of differences between the political, legal, socioeconomic, and cultural systems of the host country and those of the home country should also be assessed. Even companies that believe they have selected the best candidates frequently experience high expatriate failure rates. Poor cultural fit is a major reason why assignments fail. A lack of expatriate support from headquarters is another major cause. Yet another big factor is a spouse’s inability to adjust to his or her new surroundings. Today, more companies are preparing families by offering them cultural and language training. If you were considering an international assignment, which of the expatriate selection criteria would be of greatest concern to you. Share your views. Figure 15.4 (page 588) Expatriate Selection Criteria