Picking A Winner
Managing Expatriate Selection Risk
By Paul Pittman & Natalie Richter
It used to be common for employers to suggest that not accepting an international assignment would be career-limiting. Employees called that bluff when they saw their colleagues return with no job and no recognition; nor a desire by the employer to take advantage of the experience they had gained.
Selection for international assignments is not one-sided. Being able to select the right employee depends on having the right group from which to select. With individuals motivated by “what’s in it for me?”, if the best candidates cannot see a clear personal advantage, they are unlikely to accept…
Published in Global Benefits Vision, May 2016, download the full article.