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Chapter 4: Recruitment and Selection in the International Context
Learning Objectives:
Identify and explain stages of the international recruitment and selection process.
Learning Outcomes:
Develop an international recruitment and selection plan for different types of MNCs.
<A> Introduction
Recruitment and selection in the international context should be carefully planned to ensure
the right candidates are deployed to international posts. Failure to do so could represent a
stake. MNCs should consider various issues when preparing for international recruitment and
selection, mainly because of cultural or national differences between the countries in which
headquarters are located (parent countries) and countries where their subsidiaries are located
(host countries). These differences impact international recruitment and selection because:
The pool of job applicants for international posts is wider: MNCs can choose from
country nationals (TCNs), as well as, increasingly, self-initiated expatriates (SIEs) and
A thorough and specific job analysis for international posts is required, even if the
same type of post is advertised. For instance, the competencies a manager needs in
Australia might be different from those a manager needs in another cultural context.
MNCs selection practices are driven by the needs specific to advertising international
posts. These may vary from the need of filling a position to the need of developing the
International recruitment and selection challenges are visible at the macro-, meso- and micro-
employment, health and safety laws), national culture and social factors (e.g., education
system and career attitudes). The meso-level comprises an organisations recruitment and
selection policies, procedures and practices, developing employer brand and the evaluation of
competencies for international recruitment and selection, job analysis, person-organisation fit,
and competencies for working in and adjusting to an international work environment. Micro-
level challenges in the international recruitment and selection also represent job candidates
methods.
employees MNCs can target in their international posts, followed by a detailed analysis of
There are a number of approaches available in international recruitment and these are
Before designing their recruitment and selection practices, MNCs have to decide on their
overall approach to international recruitment and selection. The use of any of these
approaches will determine what category of international employees the MNC will target in
their selection and recruitment. We summarise the characteristics of the main categories of
----------------------------------------
Please, insert Table 1 about here
----------------------------------------
Different factors determine which approach and consequently which category of
international employee the MNCs will eventually target, such as cultural distance between
the headquarters and its subsidiaries, living costs in the host country, immigration issues and
role expectations of the international employees, among others (Dowling, Festing, & Engle,
2008; Harzing, 2004; Sparrow, 2007). For instance, MNCs might focus on PCNs because
1. Network builders who strengthen and develop the interpersonal linkages and contacts
abroad.
3. Agents of direct control who engage in direct supervision to ensure compliance of the
HCNs.
4. Agents of socialization who transfer the corporate culture (i.e. shared values and
5. Language nodes who speak a host country language and hence deal more easily with
In general, using PCNs can help MNCs achieve their targets and objectives in the host
country and all these roles involve transfer knowledge and competencies from the
headquarters to the subsidiaries located in host countries (Dowling et al., 2008). However,
Shaffer, Kraimer, Chen and Bolino (2012) have recently suggested that new demands in the
employees to fill their posts (see Table 2). Organizations use these groups to make
international posts more simple and flexible for both employees and organizations.
----------------------------------------
Please, insert Table 2 about here
----------------------------------------
In summary, MNCs can target different types of international employees.
Importantly, the choice of the targeted applicants will have a significant impact on the
In this chapter we propose a holistic four-stage model of the international recruitment and
selection process, starting with determining the competencies of the HR professionals who
recruit and select international employees and concluding with an evaluation of its
practices and procedures from the previous stages. Every stage of this process model
comprises macro-, meso- and micro-levels. Next, we will address specific challenges at these
--------------------------------------------
Please, insert Figure 1 about here
---------------------------------------------
<B> Stage 1: Determining competencies of HR professionals for international
In the first stage, MNCs should determine the competencies of the HR managers who will be
responsible for the international recruitment and selection. A macro-level challenge here is
the anticipation of the recruitment and selection practices in the host country (e.g., whether
international HR competency profile based on its strategic goals is a meso-level challenge for
the organization. The HR managers who perform different international HR-related tasks
need specific competencies (e.g., linguistic abilities, cultural sensitivity, etc.). Such
international development (e.g., MNC with only two subsidiaries in culturally similar
countries needs an HR manager with additional linguistic skills, whereas the MNC with
global staffing needs a more complex international HR competency profile). Lastly, the
skills, attitudes, abilities, personality traits and other characteristics for effective work in
international recruitment and selection, is a micro-level task for each manager and member of
the HR department.
The scope of international recruitment and selection is related to the companys stage
comprehending the local legislation and culture. In contrast, in MNCs with already developed
local HR departments, the recruitment and selection challenges often relate to cross-cultural
design job posts (i.e., identifying competencies and skills needed) and make decisions
posts will mostly be connected with marketing, and the HR manager will need to design job
International recruitment and selection calls for competencies which address the
because:
different staffing interests. Local managers interests are not always congruent
with the global interests of the MNCs. For instance, a manager in Mexico may
not support the international transfer of a team member because s/he needs his/
2010).
recruitment and selection (Meyskens, Von Glinow, Werther, & Clarke, 2009).
Building on Roes (2002) competency architecture model we derive a competency profile for
----------------------------------------
Please, insert Table 3 about here
-----------------------------------------
After having appointed an HR manager in charge of international recruitment and
selection, a recruitment strategy has to be developed to attract the best talent to the applicant
pool.
Recruitment practices are essential to attract the right talent in the highly competitive
international market (Ma & Allen, 2009). At this stage, researching the legal, social and
cultural environment in the host country is the main macro-level challenge, whereas
designing a recruitment strategy and developing the employer brand are important meso-level
issues. At the micro-level, the main challenges refer to job analysis and remuneration
planning.
Recruitment starts with job specification and analysis to define a set of characteristics
and competencies needed to effectively perform in the available international post. Such
thorough job analysis of the international post should also inform the approach to
the availability of the HCNs for specific posts, the need for close surveillance of the
headquarters or potential risks to local cultural adjustment. In order to identify these issues,
the job analysis needs to be multi-sourced, including in-depth interviews with HCNs and
PCNs who will collaborate with newly appointed employees. In this context we would like to
emphasise that future-oriented job analysis focuses on dynamic and changeable requirements
of international posts (Landis, Fogli & Goldberg, 1998). These aspects must thus be
considered when designing the recruitment strategy for the companys international posts,
together with questions such as the targeted size of the applicant pool, the length of the
commitment sought in the post (either short-term or long-term), and the budget available for
salary and other benefits. The success of the recruitment strategy (i.e., the extent to which the
company actually attracts a sufficient number of highly skilled and qualified candidates) will
depend on the quality of the employer brand reference. That is, the company has to develop a
unique image which potential job candidates value and identify with, and which is linked to
Employer branding is used mainly to attract external candidates; however, it can also
be used internally to stimulate already employed talent to apply for the companys
for PCNs, HCNs and TCNs (including SIEs and SMs), respectively.
Recruitment of PCNs can either be focused on candidates already employed by the company
(i.e. internal recruitment) or it can target anyone in the parent country labour market (i.e.
external recruitment). Internal recruitment relies on different practices and sources, such as
internal job vacancy ads published on staff boards or intranets, career planning and internal
to increase the probability of getting the international offer, and increased company
attractiveness and reputation (Briscoe, Schuler, & Tarique, 2012). Nevertheless, this strategy
can be very restrictive insofar as it limits the number and/or the quality of the candidates in
These limitations can be overcome by expanding the recruitment strategy outside the
company. Some common practices of external recruitment are attendance at job fairs, job
vacancy ads published on the company website, newspapers and social media (e.g., LinkedIn,
al., 2012). Although more highly skilled applicants can be reached, one potential drawback of
external recruitment is the applicants lack of knowledge about the company. A combination
of internal and external recruitment could be the best strategy when focusing on PCNs.
Existing literature has indicated the need to recruit HCNs for international managerial
posts to develop international talent (Ma & Allen, 2009), while paying attention to the
following issues:
1. Analysis of the host country labour market to determine the quantity of suitable
candidates for the available posts. MNCs should invest effort and resources in
image which the HCNs and TCNs value and are fond will attract more and better
informal channels or networks (Han & Han, 2009). Indian private sector
In the USA, job applicants are more likely to search for a job via job ads in
3. Adapting recruitment practices to local cultural values (Ma & Allen, 2009). In
countries with strong collectivistic values (e.g., China, Latin American countries)
In contrast, ads targeting applicants from individualistic countries (e.g., USA, UK)
It has to be highlighted that some MNCs are mostly concerned with getting the best
possible employees for their international posts regardless their nationality (i.e., targeting also
TCNs), but in this case cultural differences can be harder to control for (Moore, 2001).
Once the company is satisfied with the quality and size of the applicant pool, it starts
In this section we review different selection criteria and selection methods relevant in the
international context. In this stage, macro-level challenges are related to the adaptation of
selection methods to the host country environment, meso-level challenges include the choice
of selection methods MNCs will use for their international posts, and micro-level challenges
candidates expectations to adjust to the new situation. Black, Mendenhall, and Oddou (1991)
performance expectations.
and therefore stresses the necessity of using the HCNs language adequately.
Family Situation
Family situation is an important criterion impacting the decisions of PCNs regarding their
acceptance of an international post and their subsequent job performance (Harvey &
Novicevich, 2001). Effective family communication (i.e., the ability to share and discuss
opinions clearly, and develop constructive solutions for any conflicts arising) and having
emotional support among family members reduce stress intensity and facilitate the adaptation
process to the new environment (Caligiuri, Hyland, Joshi, & Bross, 1998).
declining an international job offer (Riusala & Suutari, 2000). Some MNCs resolve this
problem by providing career counselling, assistance with job searching and work permit
arrangements, or even covering education expenses for the spouse (Dowling et al., 2008). A
recent study of PCNs spouses from Canada, UK, Australia, Asia, USA, and Europe has
showed, however, that the employment assistance programmes for spouses were almost non-
existent (Cole, 2011). Among the most desired assistance were the need for networking
information (e.g., getting the list of employment agencies and other Western companies using
the MNC should cover the travel and communication costs of the PCN and his/her family
(Ntshona, 2007). MNCs should also consider other family constraints in accepting the
international job offer, such as a disruption to childrens education, a lack of care services for
aged family members and the adverse effect of relocation for family members (Osiecka,
2001).
Linguistic Ability
A UK-German study has reported linguistic ability as the fifth most important selection
criterion, ranked after sociability, openness, cultural adaptation and professional perfection
(Marx, 1996 cited in Osiecka, 2001). Although language differences are recognised as having
a negative impact on successful cross-cultural communication and job performance, and may
even cause a premature return of PCNs from an international post (Jordan & Cartwright,
1998), some MNCs consider linguistic abilities to be among less essential attributes.
Previous experience in the international context helps potential applicants develop more
accurate expectations about the international post. Moreover, it reduces uncertainty and stress
due to acculturation-related issues (Black et al., 1991). Extensive experience of travelling and
relocations also helps in adjusting to a new environment, new tasks and establishing new
Personality Traits
performance and their adaptation process to international posts (Caligiuri, 2000a; Harvey &
4. Emotional stability the extent to which the individual is calm and able to cope with
5. Openness and intellect the extent to which the individual is imaginative and able to
assignments may change in relation to culture. For example, introverts may be preferred over
extroverts in cultures where modesty and conservatism are accepted as fundamental values
In their model, Mendenhall and Oddou (1985) suggest four dimensions linking
al., 2008):
1. The self-oriented dimension, reflecting the extent to which the expatriate expresses
the HCNs behaviour by using their ability to combine all their previous perceptual
ability to the new environment is affected by the degree of similarity between the host
countrys culture and the parent countrys culture. The effect of sub-cultures within
countries, cultural empathy, cross-cultural team building, international negotiation skills and
international posts (Harvey & Novicevich, 2001). Technical competence is another essential
easily manage job uncertainty, have fewer work-related problems, and build trustworthy and
Person-organisation fit
Job applicants are attracted to organisations which relate to their personal values (Kristof,
1996). Due to the differences between the parent countrys and the host countrys
the prediction of success in international posts (Rian & Ulf, 2012). The alignment of
applicants personal values with the host countrys organisational values fosters employee job
Once the HR department establishes the selection criteria, the appropriate selection methods
have to be chosen, such as tests, interviews, assessment centres and the use of HR
consultancies.
Tests
Psychometric tests are used for personality and competence assessment, linguistic ability
assessment, and cultural adjustment and flexibility assessment, among others (Briscoe et al.,
2012; Moore, 2001). When using tests in international selection we should consider the
following:
1. The need to assess specific competencies and skills for international posts.
2. The use of culture-free tests or tests adapted to the applicants culture of origin for
HCNs and TCNs. Certain tests have been translated, validated and standardised in a
diverse range of cultures, and these should be the preferred tests in international
selection, such as the Big Five Personality Questionnaire (Schmitt, Allik, McCrae, &
Interviews
All selection procedures include some sort of interview. More structured interviews are more
effective with applicants from high so-called power distance cultures (e.g., Latin and Asian
countries), whereas less structured interviews yield higher effectiveness with applicants from
so-called low power distance cultures, such as Anglo and Germanic countries (Ma & Allen,
different departments of the company to get a balanced assessment of the applicants (Briscoe
applicants ability to adapt to different cultural contexts. It can also be conducted via video
conference in order to assure a diverse panel composition. However, applicants seem to least
prefer this selection method (Chapman, Uggerslev, & Webster, 2003), and the extent to
debatable.
Assessment centres
personality tests, structured interviews and exercises such as leaderless group discussion, in-
basket exercises (i.e., job candidates are given a set of items related with their future post and
are asked to indicate how they would prioritize and deal with each one of them; the exercise
simulates a typical pile of papers you might find on your desk upon your return from
holidays), case studies and role playing. Applicants engage in different exercises in both
individual and group contexts (Searle, 2003). The assessors may be HR personnel or line
(Edenborough, 2005; Guion & Highhouse, 2006). Importantly, in the international context
they should be from both parent and host countries to address the cultural and national
aspects of the applicant selection (Briscoe, 1997). This method is widely used by many
MNCs around the world, such as Shell, Siemens, HSBC and BASF (Jansen & Jongh, 1997).
Some companies prefer outsourcing ACs since they lack experienced staff or adequate
facilities. Outsourcing this task may also prevent biases if the selection is carried out among
the internal candidates and the company prefers an in-house AC, the assessors personal
relationships with the candidates might affect the objectivity of their decisions in the
exercises.
Some MNCs are more inclined to outsource their recruitment and selection to HR
consultancies, especially for managerial posts. Consultancies success and past experience
with recruitment and selection, and their knowledge of the MNCs, are essential factors that
determine the appropriateness of a consultancy (Ballantyne & Povah, 2004). The decision to
use a specific HR consultancy also depends on the presentation of its credentials and
employees, its history and size, its clients, its spread in different countries, its costs and time
efficiency, and the quantity of positive references compared to its competitors (Schoye &
Ramussen, 1999). The consultancys location and facilities should also be considered (e.g., a
central location provides easy access for the candidates). Some MNCs prefer to work with
only one consultancy to reduce costs and achieve integrity of the selection process. Yet,
others acknowledge that some consultancies have more experience regarding specific
positions or occupations or have a rich portfolio related to a specific region. These MNCs
will most likely choose different consultancies depending on the type of posts or regions they
Two important practices may ease the international employee selection process (Caligiuri &
1. Realistic previews about the post which could prevent its premature completion and
which could be done through interviewing repatriates who occupied the same post in
the past.
family issues. These tools may contribute to the creation of an applicant pool for
technical knowledge, skills and abilities, job and life experiences and preferences for
could be ineffective when there is a lack of job opportunities in the labour market,
since applicants could overestimate their competencies and preferences for working in
other countries due to the difficulty of finding jobs in their own countries.
The final step in the selection process consists of a final decision and job offer made to the
selected applicant. Depending on the level and the purpose of the international post, HR
managers may or may not have the power to take the final decision, but in any case they will
be asked to make a recommendation(s) about the best candidate for the job. The final
decision in this case will be made by the top management team or the CEO.
The acceptance of the job offer depends on various factors, but mainly on the content
of the offer, which ranges from objective factors (e.g., pay, holidays and job title) to
subjective factors (e.g., person-organisation fit and person-job fit). Applicants from
masculine cultures1 (e.g., USA or UK) have been argued to pay more attention to objective
1
Masculine cultures refer to societies in which emotional gender roles are clearly distinct:
men are supposed to be assertive, tough, and focused on material success; women are
supposed to be more modest, tender, and concerned with the quality of life (Hofstede &
Hofstede, 2005, p. 402). Scoring high on masculine dimension implies that the society is
driven by competition, achievement and success. According to Hofstede (2001), Japan,
Mexico, UK, Germany, the US and Australia are the most masculine societies.
2009).
Once the selected applicant takes up employment, the company must socialise the
newcomer. This will to a large extent determine the success of the international recruitment
In this section we discuss main indicators of successful selection and the actual costs for the
comprise a continuous exploration of contextual factors in the host country which affect
Micro-level challenges include the analysis of recruitment and selection effectiveness for the
individual employee (e.g., satisfaction with the post). All of these challenges are related with
successful completion of the international post. At the micro-level, selection was successful if
employees completed their international posts and adjusted to the new culture (Bhaskar-
Shrinivas, Harrison, Shaffer, & Luk, 2005; Bonache, Brewster & Suutari, 2007). The
evaluation of success should also consider performance level in terms of the fulfilment or
even overachievement of the organisational goals, not merely completion of the post.
Different factors improve the performance of international employees and diminish their
intention to quit, such as adjustment to the host country culture, some personality traits, and
the level of support PCNs and their families receive from the MNCs and their subsidiaries
(Bhaskar-Shrinivas et al., 2005; Takeauchi, 2010). Next, we discuss some of these indicators.
The ability of individuals, couples and children to adjust to a foreign environment and new
customs is one of the most critical aspects of expatriate success (Hays, 1974). Other work-
family related factors that could influence employee performance levels are childrens well-
being, family satisfaction, and quality of family and marital life, among others (Takeuchi,
2010).
As Takeuchi (2010) points out, the headquarters could have a comprehensive HR strategy
that facilitates the process of adjustment in terms of international logistic assignation (e.g.,
providing housing support, spouse relocation, etc.) and organisational support (e.g.,
HCNs can support PCNs in achieving their objectives to a greater extent by developing better
relationships with them (Bhaskar-Shrinivas et al., 2005). In this sense, HCNs and PCNs could
regardless of who is the supervisor and who is the subordinate, resulting in improved
attitudes and behaviours for HCNs (e.g., supervisory satisfaction (Shay & Baack, 2004)), and
increased adjustment and job performance for PCNs (Kraimer & Wayne, 2004). Some
subsidiaries also implement practices such as on-site mentoring of PCNs by HCNs. Mezias
and Scandadura (2005) suggest that such on-site mentoring ensures PCNs basic needs in the
new country are better fulfilled (e.g., getting advice about supermarkets, restaurants, banks,
etc.).
Individual factors
of work and non-work satisfaction, organisational commitment, early return intentions and
higher performance (Takeuchi, 2010). Other characteristics that could help improve the
experience and to new learning, resilience to stress and tolerance for uncertainty (Caligiuri,
The cost of failure of the appointed international employee for the headquarters could be
measured in economic terms. PCNs are the link to knowledge transfer in areas such as
product design, distribution, know-how, skills and innovative customer service (e.g.,
Subramaniam & Venkatraman, 2000). Failure in their selection diminishes benefits and
could decrease productivity, profitability and sales growth, and could even influence
customer satisfaction and market penetration, depending on the position and job status of the
international employee, since these outputs are directly related to their competencies. Lastly,
failing in the international post could have negative effects on the employee him/herself, such
2010).
<A> Summary
This chapter discusses the following points of recruitment and selection in the international
context:
Recruitment and selection practices in the international context are driven by diverse
factors, such as cultural differences between the parent and host countries, language
MNCs can target different types of international employees in their recruitment and
selection efforts, ranging from PCNs, HCNs and TCNs to more contemporary
We proposed and explained in detail our four-stage model, which covers the whole
o Stage 1: MNCs should recruit and select the HR managers in the headquarters
o Stage 2: a recruitment strategy to attract the best talent to the applicant pool is
o Stage 3: the selection of the best candidate to fill the available international
post is conducted, considering the criteria that will determine the success of
employees themselves. As international posts and the need for global employees will
only grow in future, the success of the international recruitment and selection process
We need to conduct an in-depth job analysis when planning the recruitment and selection
should we target (e.g. PCN, TCN, HCN, short-term assignee, etc.) and what competencies
who have extensive knowledge of both headquarters (e.g., organizational culture) and host
Different competencies and social and personal skills that facilitate the individuals
adjustment to the host country should be considered when selecting for international posts.
A failure to select and recruit adequate employees for the international posts could imply a
significant financial loss as well as unfulfillment of MNCs strategic goals (e.g., reduced
1. What are the key features that characterise international recruitment and selection?
international employees?
post.
wrong.
IHRM in Practice
1. Mercer, world economic forum explore global talent mobility practices that drive
http://www.mckinsey.com/insights/organization/how_multinationals_can_attract_the_
talent_they_need
http://www.coca-colacompany.com/careers/why-work-at-the-coca-cola-company
selection: http://uk.hudson.com/international-recruitment
Activities
Break up into small groups and prepare a set of interview questions for the following
international post:
Mercator Group is looking for a board member in subsidiary in Bulgaria. The responsibilities
- Business trips to headquarters in Slovenia and other markets, where Mercator operates.
Ivan Vasiljev, 37 years, MBA from the University of Ljubljana, Faculty of Economics.
Altogether he has 12 years of working experience. During the last 6 years he has been
is a large multinational company. He spent 4 years in Hong Kong, China and 2 years in
Singapore working for this company. As a head of sales he was responsible for business
development. Before that he had spent 2 years in another multinational company. He had
worked as a country manager in Slovenia. His company was a supplier of non-food products
for all significant retail companies in Slovenia. The first 4 years he had worked in Slovenian
daughters. His hobbies are golf, skiing and tennis. He is fluent in English and Croatian, he
How would you conduct an interview with this candidate? Develop a set of suitable questions
Mercator Group will enter a new market (Romania) and will open a shopping mall in
Bucharest. You are working in the Mercators HR department and your task is to prepare a
recruitment plan. You need several profiles. In the first stage you need to build an initial team
marketing manager, 2 accountants, 1 IT associate and 1 secretary. In the second stage you
need 1 shopping mall head, 6 line managers and 75 sales staff. Mercator Group has a strong
employer brand in all existing markets, but Romania is a special challenge, because it is not
known there.
How would you approach to recruitment? Discuss and develop an action plan in small
Read the article on Special Report: Travelling more lightly - Staffing globalisation. (2006
2. Why are traditional profiles of expatriates (e.g., male and Western) being
3. What are the challenges of handing over the responsibilities from international to
local employees?
Eastern Europe. It is focused on fast-moving consumer goods, home products and technical
devices. Their retail network includes shopping malls, hypermarkets, supermarkets and
convenience stores operating in seven markets: Slovenia, Croatia, Bosnia and Herzegovina,
Serbia, Montenegro, Albania and Bulgaria. They also own several distinguished private
system
Montenegro)
system
Today, Mercator Group employs more than 24,000 people. Its IHRM strategy has
developed in accordance with the companys international development. In the early phases
of internationalisation there were only few international posts. The first subsidiaries were
established in Croatia, Serbia and Bosnia and Herzegovina in the 1998-2003 period. In the
beginning those were small companies, starting with opening one shopping mall. Usually
they have two international posts per subsidiary, namely one procurator for marketing,
category management and operations and one procurator for finances, investments and HRM.
Headquarters in the domestic market recruited and selected international assignees from an
internal talent pool, rarely from the external labour market. The HRM department in
headquarters also played a significant role in the recruitment and selection of local employees
departments, and they now perform recruitment and selection locally. The HR department in
the headquarters cooperates only in selection for key management positions. The number of
international posts expanded, and these are not limited to internal talent from headquarters
HR department at headquarters still selects them, but local HR departments perform the
recruitment and pre-selection. Thus, local HR departments play a key role in the recruitment
25.000
20.000
12.232
11.319
8.497
Numberofemployees
8.577
7.674
5.892
3.591
2.370
15.000 1.904
1.893
1.279
487
3
10.000
13.647
13.219
13.194
13.139
12.827
12.781
12.769
12.721
12.438
12.413
12.163
12.034
11.018
5.000
0
1999 2000 2001 2002 2003 2004 2005 2006 2007 2008 2009 2010 2011
Year
Domesticmarket Internationalmarkets
Questions:
Why does Mercators international HRM strategy emphasise local integration in their
subsidiaries?
What was the philosophy toward international recruitment and selection in the early
Further reading
Antecedents and relationships with applicant pool quality. Human Resource Management,
Hechanova, R., Beehr, T. A., & Christiansen, N. D. (2003). Antecedents and consequences
Takeuchi, R., Wang, M., Marinova, S. V., & Yao, X. (2009). The role of domain-specific
Tharenou, P. (2010). Womens self-initiated expatriation as a career option and its ethical
Table 1. A summary of main advantages and disadvantages of using different categories of international employees
Host country nationals HCNs Facilitation of job opportunities for Reduced control of the headquarters over the
local workforce subsidiaries operation
Reduced costs compared to hiring Limited opportunities for PCNs to gain
PCNs or TCNs international experience
Deeper understanding of the local Host country governments might resent hiring
regiocentric approach
Hiring highly qualified employees Limited job and career opportunities for HCNs
Third country nationals TCNs
TCNs are frequently career managers
Reduced costs compared to hiring Superficial understanding of the company's
PCNs, also less expensive to maintain goals, practices and procedures
them and their families abroad
Table 1. Continued
International
Tasks Advantages Disadvantages
employee
Developing a specific task or
project
Cost-effectiveness Separation stress
Short-term Skill/technology transfer
Global boundary Lack of integration
assignee Problem-solving
spanner with HCNs
Management
control/development
Separation/travel
stress (health issues,
Visiting foreign markets work-family
Cost-effectiveness
and/or clients conflict)
Flexpatriates Global boundary
Team supervising Time zone
spanner
Skill/technical transfer differences (jet lag)
Global perspective
Problem-solving Lack of social
integration at home
and host locations
Separation/travel
Visiting foreign markets Global boundary
stress
and/or clients spanner
International Time zone
Supervising units and/or Relationship
business differences
projects maintenance with
travellers Host country
Negotiation home-country
relationships limited
Meeting conferences colleagues
to work colleagues
Element
Knowledge
International HRM theory
Recruitment and selection theory
Core business of MNC
Comparative management
Skills
Cross-cultural and cross-functional cooperation skills
Verbal communication skills
Nonverbal communication skills
Fluent in MNCs official language
System thinking
Observation skills
Attitudes
Positive toward diversity
Positive toward MNC
Comfortable with changes
Reconciliation of viewpoints
Abilities
Emotional intelligence
Verbal reasoning
Analytical reasoning
Personality traits
Openness
Responsibility
Adaptability
Self-confidence
Proactivity
Emotional stability
Other characteristics
Interest in people from different cultures
Motivation for working in an international environment
Committed to teamwork
Mobility
Free from prejudices
Table 3. Cont.
Element
Competencies
International internal and external employer branding
Cross-cultural integration of workforce planning
Cross-cultural internal and external selection system design
Local adaptation of recruitment and selection methods
International networking
Cross-cultural collaboration with local HR departments and local managers
Coordination and monitoring of international recruitment and selection
Sub-competencies
International and local job market mapping
Cross-department cooperation for employer brand development and maintenance
International assignments planning
Conducting interviews with international candidates
Assessment of international candidates
Evaluation of international work experiences, education and competencies
Managing the mobility of international assignees
Balancing between global standardisation and local adaptation of recruitment and selection
practices
Source: Own elaboration, based and adapted from Roes (2002) model
Job analysis to
determine the tasks P-O fit, socialisation,
and required KSAOs contextual factors,
in the international work-family conflict
posts
Stage 1:
Stage 4:
Determining
competencies Stage 2: Stage 3: Evaluation of
of HR the success of
professionals International International international
for recruitment selection recruitment
international and selection
recruitment
and selection
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