Recruitment Case Study

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When recruiting people for an international assignment, international human resource managers must identify the global competitiveness of the potential applicants at the time of the recruiting process. Recruitment has been defined as process of searching/seeking and attracting potential jobs candidates in sufficient of number and wide range of qualities (Stone, 2013). This is done with the purpose of having range of people so that an organisation can select the most applicants who are fit for the job (Caligiuri, Tarique & Jacobs, 2009). There are two types of recruitment process, which are internal and external recruitment. Internal recruitment happens when an organisation decides to recruit within its own branches, and external recruitment …show more content…

Job advertisement and description can prohibit the success of recruitment. Firstly, this assignment is going to discuss the factors (such as job description) that may prohibit a successful recruitment and how these factors can be avoided or prevented for future practice. Once the right person or people for the right task have been selected, it will discuss how the organisation can support the expatriate to ensure the success of the expatriate. Close communication (national and international) will be the second point of this discussion. Cross-cultural has been discussed to have an impact on expatriates and affect the performance of the individuals in a foreign country. Addressing the influence of cross-cultural on expatriates will be the third point of this discussion. Throughout the discussion, the strategies to enhance the success rate of expatriate will be implemented, and with a number of research to support the …show more content…

The three strategies that were discussed that can be used to improve the success rate of foreign assignments; job description and advertisement, communication tools, and cross-cultural. Job description and advertisement was first strategy that was discussed, the right description and advertisement of the job enhance the success of recruitment. An example of right description that was discussed, a description that does discriminate people according to their age, sex or race background. The second strategy was communication, effective communication between two parties (local organisation and expatriate) enhance the success rate of the foreign assignment. To ensure that recruitment process goes smoothly, human resource planning must be involved in all the steps. The third point of discussion was cross-cultural and how impacts on foreign assignment. It has been identified to have the most influence on international operation. From various research, there suggested that if the organisation offer some sort of training of the foreign language and cultural background may improve successfulness of the of the assignment. Final words are to encourage organisations to improve their communication mechanisms and operation/management mechanisms should be improved to enhance

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