How can you balance local knowledge and global experience in expatriate selection?

1 Define the job requirements

The first step is to define the job requirements clearly and objectively. What are the specific tasks, responsibilities, and goals of the position? What are the essential skills, qualifications, and competencies that the candidate needs to perform well? How much local knowledge and global experience are required for the job? For example, a marketing manager may need more local knowledge than a finance manager, while a project leader may need more global experience than a technical specialist. You should also consider the degree of interaction and collaboration with the host country stakeholders, such as customers, suppliers, partners, and employees.

2 Use multiple assessment methods

The second step is to use multiple assessment methods to evaluate the candidates' suitability for the job and the host culture. You should not rely on a single method, such as resume screening, interviews, or tests, as they may not capture the full range of skills and competencies that the expatriate needs. Instead, you should use a combination of methods, such as behavioral interviews, case studies, simulations, role plays, personality inventories, and intercultural adaptability assessments. These methods can help you measure the candidates' technical expertise, communication skills, problem-solving abilities, leadership potential, and cultural awareness.

3 Involve local input and feedback

The third step is to involve local input and feedback in the selection and assessment process. You should not make the decision based on your own assumptions and preferences, but rather consult with the host country managers, colleagues, and mentors who will work with the expatriate. They can provide valuable insights into the local context, expectations, and challenges that the expatriate will face. They can also help you evaluate the candidates' fit with the host culture, team, and organization. You should also solicit feedback from the candidates themselves, as they may have questions or concerns about the job and the host country.

4 Provide pre-departure training and support

The fourth step is to provide pre-departure training and support to the selected expatriates. You should not expect them to adapt to the host culture and perform well without adequate preparation and guidance. You should design and deliver a comprehensive training program that covers the following topics: the job role and expectations, the host country culture and business practices, the expatriate policy and benefits, the relocation and logistics issues, and the personal and family adjustment issues. You should also provide ongoing support and coaching to the expatriates before, during, and after their assignment, such as regular communication, feedback, mentoring, and career development.

5 Evaluate and reward performance and potential

The fifth step is to evaluate and reward the performance and potential of the expatriates. You should not ignore or overlook the contributions and achievements of the expatriates, as they may feel undervalued or demotivated. You should establish clear and realistic performance criteria and goals, aligned with the host country and the global objectives. You should also conduct periodic performance reviews and appraisals, based on the feedback from the host country and the expatriates themselves. You should recognize and reward the expatriates for their results, learning, and development, as well as their intercultural competence and global mindset.

6 Review and improve the selection and assessment process

The sixth step is to review and improve the selection and assessment process. You should not assume that the process is flawless or fixed, but rather monitor and evaluate its effectiveness and efficiency. You should collect and analyze data and feedback from the host country and the expatriates, as well as the stakeholders involved in the process, such as the HR managers, the recruiters, and the trainers. You should identify the strengths and weaknesses of the process, as well as the opportunities and challenges for improvement. You should also implement and communicate the changes and improvements that you make, based on the best practices and lessons learned.