International Business nowadays is majorly focussed on managing Native human resources locally.

Due to the changing landscape in Europe and North America, the hiring strategies have been based
on three theses. They are ethnocentric, polycentric and geocentric staffing. Adaptability to local
culture, the realistic preview of the job and language knowledge are some of the critical components
of the hiring process.

Ethnocentric process means the higher administration positions of a company in a foreign country
would predominantly be given to the nationals of the company's home country. Ex: The executive
positions of Hyundai India would be preferably provided to a South Korean national. Generally, an
existing employee of the home organisation is relocated to the foreign base.

Polycentric model comprises of hiring process where local resources are hired for the positions
available in the host country. Generally, firms use this approach when the job requirement matches
with the skill requirements of the local talent. In countries like China, firms need to hire locals due to
legal restrictions.

Geocentric model is hiring strategy where the best person available for the job is hired irrespective
of the nationality. Third country nationals are generally hired in a country due to this policy. Expats
in USA, Canada are able to find high end tech jobs due to geocentric model of staffing adapted by
companies. This gives a global outlook for the firm in terms of talent search.