RECRUITMENT PROCESS

 Planning
An important part of the planning is to attract more expatriate than the organisation needed so
that they can choose the right expatriate. Example: development and approval of performance
management tool.
 Strategic Development
To decide whether to recruit someone with past experience or whether to recruit someone with
fresh knowledge and invest towards the future training of that employee.

 Searching
All the application must be screened and after careful screening the expatriates who passed
should called for interview and the expatriates did not pass should sent letter explaining the
reason for failure.

 Screening
That selection process starts only after expatriates are short listed for the next stage.
 SELECTION PROCESS
 Preliminary interview
Preliminary screening of application forms which enables the manager to eliminate the
expatriate who don’t fulfil the required the qualifications.

 Selection tests
They take some selection tests which are ability test, intelligence test, interest test, and
personality questionnaire.

 Employment interview
Which involves a formal depth interview conducted by a employer to judge a expatriate
suitability for the job.

 Reference and background checks

To verify the information and to obtain more information about a expatriate, if need be.
 Selection decision
The final selection is made from among those expatriate who has successfully cleared
the tests, interview and reference checks.

 Job offer
When the expatriate passes all the stages of a selection process which are given by
McDonald’s organization provides the job offer to the applicant.
 COMMENT

 Job opportunities offered by multinational companies determine the level of

expatriate ability in accepting a job and the financial incentives offered by the

employer also motivate them to fill that position.

 RECOMMENDATION

 To minimize the risk of expatriate failure, companies should allow expatriates

sufficient time to adapt to the foreign environment. The pressure to produce

immediately in an overseas assignment compound to the demands imposed on the

expatriate and may negatively affect performance on the job.