International Selection

International Selection
What is Selection?
Selection is the process of differentiating between applicants in order to identify (and hire) those
with a greater likelihood of success in a job. It is the process of picking individuals having relevant
qualifications and experiences for filling job vacancies in an organization. Traditionally, most
selection of expatriates appears to be done solely on the basis of successful records of job
performance in the home country. Although technical and managerial competence, as reflected in
domestic performance records, are important to the success of expatriates, arguably, the cross-
cultural aspects of the environment require other competencies for success. Further, because most
employees considered for international assignments are already a rather homogenous group in
terms of professional competence, other characteristics are likely to play a role in predicting success.
Expatriate Success
Prior to developing valid and effective selection methods, expatriate success must be clearly defined.
Expatriate success has at least three aspects: adjustment, performance and turnover. Many
researchers try to predict adjustment of the expatriate to the new culture, to new work
responsibilities, or to interacting with people from the host country. Other researchers have
attempted to predict turnover or turnover intentions, because if expatriates leave their assignment
early it is expensive for employers. Some others use ratings of expatriate job performance as a
criterion of expatriate success.
Criteria of Expatriate Selection
Selecting somebody for an international assignment requires something more than the usual criteria
for outstanding performance in a domestic setting. Candidates will face a range of tough challenges,
such as those associated with changes in culture, language and lifestyle. Within the abundant
research on expatriate managers, certain selection characteristics or traits have been identified as
predictors of expatriate success. These include technical ability, managerial skills, cultural empathy,
adaptability, diplomacy, language ability, positive attitude, emotional stability, maturity and
adaptability of family.
The four factors were identified by Tung which may contribute to expatriate success. These are
broadly described as:
● Technical competence on the job
● Personality traits or relational abilities
● Environmental variables
● Family situation
Other authors have categorized these as:
● Job factors
● Relational dimensions
● Motivational state of the expatriate to be hired
● Family situation
● Language skills.
Technical Ability
Technical competency or ability is most often used as the selection criteria for expatriates, but that is
rarely the best selection technique. The technical skills of an expatriate are of course important, but
other supporting job related skills are also important. For example, an expatriate is likely to make
more progress at the overseas location if he or she has effective managerial skills and administrative
competencies. Strong relationships with the host country and headquarters’ operations also make
the expatriate’s assignment more productive. Conflict resolution skills are also important to the
expatriate.
Relational Dimensions
To reduce the likelihood of premature termination of the assignment, companies should choose
expatriates who have well-developed relationship skills. Some characteristics are crucial for a
successful expatriate: tolerance for ambiguity, behavioral flexibility, strong interpersonal skills, and a
nonjudgmental disposition. In addition, an effective expatriate would have high cultural empathy.
Ethnocentrism is the belief that one’s culture is superior. Ethnocentric expatriates are likely to have
problems adjusting to a new culture, and the local people are likely to perceive them negatively.
Proficiency in communication and knowledge of the local language are also important for expatriate
success.
Motivational State of the Expatriate
Motivation is likely to be higher if the expatriate has an interest in the specific host country culture
as well as in an overseas experience. To be successful the expatriate must be willing to acquire new
behavior patterns and attitudes. The most successful expatriates enjoy the challenge of forging their
way through new situations and are comfortable networking and initiating new social contacts.
These are also critical for the families of expatriates. Training for expatriates and their families is
therefore as important as proper selection.
Family Adjustment Issues
Most expatriates take their families with them to the foreign country, and their family situation is
one of the most critical factors in the successful completion of an overseas assignment. Family
transition must be taken very seriously. An expatriate must be comfortable on a personal level.
Major stress can be caused for the entire family by something as seemingly trivial as the
transportation of a family pet. An expatriate’s spouse must have a very strong willingness to live
abroad. The spouse must be supportive as well as adaptive. Many firms have had expatriates’
assignments terminated early because the spouse was unwilling or unable to make the necessary
adjustments to the host country.
Personality Attributes of the Expatriate

● Openness to Experience: This personality variable has recurring positive links with successful
performance in an international environment. For example, broadmindedness could be considered
as an essential personality attribute required to appreciate cultural differences and openness to
change could be deemed to be essential for enduring inevitable hardships and frustrations.
● Extroversion: Evidence from previous research suggests that high extroversion in the form of
gregariousness may not facilitate the social skills necessary for expatriate success, and that
extroversion is more important in some cultures than others. However, the relational aspects of
expatriation do require a social boldness and participative warm-heartedness that is usually
associated with extroversion.
● Tolerance to Stress and Anxiety: As individuals move through the process of relocation and culture
shock they experience high levels of stress. Emotional stability is therefore required to withstand
and recover from such short sharp shocks.
Language Skills
The expatriate needs to have some working knowledge of the host country language. But it may be
more important that the expatriates have outstanding nonverbal communication skills and an
understanding that nonverbal communication varies between cultures. He or she should become
familiar with common nonverbal protocol in the new culture.
References
Books
Indranil Mutsuddi

International Selection

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International Selection

Criteria of Expatriate Selection

● Technical competence on the job

● Personality traits or relational abilities

Other authors have categorized these as:

Motivational State of the Expatriate

Family Adjustment Issues

Personality Attributes of the Expatriate

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