The selection of individuals to fill international assignments is particularly challenging because the content domain for assessing candidates focuses primary attention on job context rather than attempting to forecast the ability to perform specific tasks on the job or more generally, the elements listed in a technical job description. International assignment selection systems are centered on predicting to the environment in which the incumbents will need to work effectively rather than the technical or functional job they are being asked to do which in many cases is already assessed or assumed to be at an acceptable level of competence. Therefore, unlike predictors of success in the domestic context where knowledge, skills, and abilities may dominate the selection strategy, many psychological and biodata factors including personality characteristics, language fluency, and international experience take on increasing importance in predicting international assignee success. This article focuses on the predictors affecting the outcome of international assignments and the unique selection practices, which can be employed in selection for international assignments. In addition, this article discusses the practical challenges for implementing the suggestions for selecting international assignees.
All Science Journal Classification (ASJC) codes
- Applied Psychology
- Organizational Behavior and Human Resource Management