ABSTRACT
The focus of this chapter is on recruitment and selection in an international context and in this context we consider how recruiting and selecting staff for international assignments plays an important role in enabling international firms to compete effectively in international business. First, we will examine expatriate failure and adjustment which is an important area in international recruitment and selection because the high cost of failure in international assignments in both economic and human terms highlights the importance of effective recruitment and selection. Second, we will discuss the core competencies of the global manager and will consider the three main research streams which have contributed to our knowledge in this area. Third, we will examine three broad alternative approaches to resourcing. Fourth, we will evaluate some important methods which international companies use to source and attract international managers, and in particular consider to what extent selection techniques can be adapted for use in the international context. A summary of the issues which will be addressed in the chapter are outlined below:
● expatriate failure and adjustment ● the core competencies of the international manager ● alternative resourcing strategies ● different approaches to attracting and sourcing international managers ● methods of selecting international managers.
