Deck 9: International Recruitment, International Selection, and Repatriation

Question 1

Recruiting involves gathering and analyzing information about applicants.

Answer 1

False

Question 2

Selection involves searching for and attracting qualified applicants to create an applicant pool.

Answer 2

False

Question 3

External recruiting sources are often favored because they reduce labor costs, are valued by employers and employees, and can enhance the company's reputation as an employer of choice.

Answer 3

False

Question 4

Only one factor influences an individual's receptivity to an international career or willingness to accept an IA.

Question 5

A good selection decision will identify, but does not have to predict, IAs who are likely to perform well on the assignment (in a different culture).

Question 6

Most firms primarily base their choices for international assignments on candidates' technical expertise.

Question 7

Success or failure for IAs is usually defined in terms of five types of failure.

Question 8

Remarkably, over the last twenty-five years, the percentage of women on international assignments has not increased.

Question 9

For many expatriates and their families, the move "back home" is even more difficult than the original move abroad

Question 10

Career-related planning for expatriates needs to begin before an IA and be updated regularly during the assignment.

Question 11

Repatriating refers to the __________ of bringing the international assignee and family back "home" from the foreign assignment.

A) policy
B) process
C) intention
D) none of these

Question 12

The process of selection involves all of the following EXCEPT

A) gathering information.
B) analyzing information.
C) considering profiles of successful candidates.
D) attracting qualified applicants.

Question 13

Recruiting is highly dependent on the workforce planning process - recruiting begins after the firm's immediate and long-term __________ needs are defined.

A) strategic
B) population
C) labor
D) management

Question 14

The process of finding candidates from labor markets that are geographically dispersed is called

A) sourcing.
B) outsourcing.
C) offshoring.
D) all of these

Question 15

Which of the following is NOT an example of an internal recruiting source?

A) Nominations
B) Global talent management inventories
C) In-house global leadership programs
D) Executive search firms

Question 16

Two benefits related to the use of internal recruiting sources are

A) increasing the size of the applicant pool and reducing infighting.
B) increasing the quality of the applicant pool and enhanced reputation.
C) reduced labor costs and enhanced reputation .
D) all of these

Question 17

Selections for international transfer are most successful when based on which of the following factors?

A) Maturity of the candidate
B) Ability to handle foreign languages
C) Desire to for an overseas assignments
D) All of these

Question 18

The most important selection criteria for international assignments include all of the following EXCEPT

A) job suitability.
B) cultural adaptability.
C) developing cultural sensitivity.
D) desire for foreign assignments.

Question 19

Expatriate success is defined as

A) completion of the foreign assignment (achieving the original goals and objectives).
B) cross-cultural adjustment while on assignment.
C) good performance on the job while on the foreign assignment.
D) all of these.

Question 20

'Exemplary practice' or best practice in international assignee selection processes includes___________.

A) selecting based on job tenure
B) focusing on the international assignee without involving family members
C) involving HR in assignment decisions and support services
D) all of these.

Question 21

Several practices are useful for helping repatriate international assignees at the end of their assignment, including all of the following except

A) assigning a 'sponsor' back home
B) providing career counseling
C) use of the skills acquired overseas in special task forces
D) assuming that the international assignee is aware of the changes in the firm while they were away.

Question 22

The three phases of support that can be provided to repatriates includes activities that occur during the foreign assignment such as

A) regular communication between home office and the expatriate
B) opportunities to travel back to the home country to share experiences and knowledge
C) assigning mentors to guide future career development
D) all of the above

Question 23

Due to the international knowledge gained from the overseas experience and the insights gained about how the firm is viewed in another country, the repatriate plays an important role in accelerating the ________________ from host countries to headquarters and vice versa.

A) transfer of visas
B) transfer of knowledge
C) cultural exchange
D) none of the above

Question 24

Identify two HR-related questions that need to be addressed before the recruitment process starts?

Question 25

List three selection methods that organizations may use to select individuals for international assignments.

Question 26

List five types of interventions that firms can use to provide support for expatriate spouses.

Question 27

What are the implications of the increasing equality of jobs and talent associated with MNEs use of third-country nationals (TCNs) in staffing their foreign subsidiaries?

Question 28

Many of the challenges presented by international assignees involve their families. Discuss strategies the MNE can use to make the assignment successful for both the employee and their family.

Question 29

Discuss the support practices MNEs can provide to repatriates before the foreign assignment, during the foreign assignment, and after the completion of the foreign assignment.