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