When filling a position for an overseas assignment, consider using a team approach. The interview team consists of at least three individuals: a manager from the home country, a manager from the host country, and an HR representative. The manager from the home country will be able to act as a sponsor to the individual. The host-country manager will be able to give a perspective of what is required to get the job done and will be aware of what challenges the expatriate may encounter. The HR representative should help the managers through the selection process by educating them about the selection tools available, as well as making sure that they comply with state and federal regulations.

The selection team should follow a couple of steps before the interviews:

• Define the assignment goals. If you have broad strategic goals, you will help the expatriate, as well as help the company to get maximum results from the assignment.
• Evaluate the culture. Culture shock is one of the main reasons for a failed assignment. By evaluating the culture’s demands, differences, and barriers, you will help to determine what the training needs are. In addition, by having this information available, you may cause candidates to withdraw themselves from the selection process.

Once a selection team is in place and it has determined the strategic goals and cultural issues, it can begin the selection process. Because of the extraordinary challenges that an expatriate can encounter, the selection criteria for a successful candidate are more extensive than for a home-country position.

As with any position, job knowledge and personality traits are major factors for a successful assignment. However, experts say that it is impossible to concentrate on one or the other. Because such assignments present a wide variety of challenges, it is impossible to say that one candidate will be more or less successful according to his or her job knowledge or personality. One method to determine the potential success of an expatriate was developed by Michael Tucker of Tucker International (see www.tuckerintl.com). According to his Overseas Assignment Inventory, there are 14 predictors of a successful expatriate:

Expectations

• Open-mindedness
• Respect for other beliefs
• Trust
• Tolerance
• Control
• Flexibility
• Patience
• Social adaptability
• Initiative
• Risk-taking
• Sense of humor
• Interpersonal interest
• Spousal communication

If employees accept an overseas assignment, their family will also be affected. It is essential to assess the family’s readiness and willingness to live overseas. It has become a common practice to interview the spouse and children to determine their ability to adapt to a different culture. Here are some issues to consider:

• Is the marriage stable?
• Do the children have any learning disabilities that would affect their ability to adapt to a new culture?
• Does the family have any responsibilities for taking care of other family members?
• Are the children attached to any specific sport or activity that may not be available in the host country?

Although these are very private issues for an employee and an employee’s family to reveal to the employer, it is essential that these topics are discussed, because the number one reason for the failure of an assignment is discontent within the family.

 
Please Note: This material is provided as general information and is not a substitute for legal or other professional advice. Contact the Knowledge Center for more information.
 

Express Request
SHRM’s Express Request (ER) service allows members to request and receive resources on over 100 timely HR topics via e-mail. Available Express Requests are listed on the web site, and responses are sent immediately.