Expatriate is a person who leaves his country to work and live in a foreign country.

Generally, expatriates are the nationals from the other countries than the host and the MNCs parent country, i.e. expatriates are the third country nationals. The unavailability of the required skills and talents takes the organisation to source talent from other countries. The procedures and processes of recruiting and selecting the human resources are never uniform even within a single organisation. The procedures vary according to the post, the skill set required, the nature of work etc. More of it is seen in the case of recruitment of expatriates. The recruitment and selection procedures and considerations are drastically different for expatriates than that of the domestic employees. Recruitment of expatriates involves greater time, monetary resources and other indirect costs. Improper recruitment and selection can cause the expatriates to return hastily or a decline in their performance. A mismatch between job (its requirements) and people can reduce the effectiveness of other human resource activities and can affect the performance of the employees as well as the organisation. Recruiting expatriates require special considerations and skills to select the best person for the job. Except for a few expatriate selection policies, the expatriate selection criterion is generally organisation and nation specific. The recruiters for recruiting the expatriates should be carefully selected and trained. The recruitment strategies for expatriates should be aligned with requirements of the job. The interviews of expatriates are designed in a manner to judge their:

Adaptability to the new culture Intercultural interaction Flexibility Professional expertise Past international work experience Tolerance and open-mindedness Family situation Language ability Attitude and motivation Empathy towards local culture

A few researches in this field also suggest that women are morel likely to be successful in certain positions as expatriates as they are more sensitive towards new culture and people. Recruitment of expatriates should be followed by cultural and sensitivity training, and language training.

Traditionally, an individuals skills in a specific technical area has been the primary concern to staff screening potential expatriates. But expertise includes more than just an individuals own training and work experience; it also includes his/her ability to assess the technical capabilities of the overseas job situation and to be innovative. Anumber of personality characteristics are associated with success in living and working overseas including empathy, interest in the local culture, flexibility, tolerance, initiative, open-mindedness, sociability, and positive self-image. These characteristics need to be screened for during recruitment and selection. Furthermore, there are many factors which impact upon an expatriates effectiveness. These include: previous overseas experience, age, gender, family situation, language ability, nationality, motivation, attitudes and expectation, culture shock, and personality versus situational determinants. The Role of Previous Overseas Experience While previous experience abroad does ease the adjustment to a new country, it does not predict effectiveness in the new environment. Since most individuals are chosen for work, in part, on the basis of previous overseas experience, the implications for recruitment are obvious. Individuals with no previous overseas experience but with requisite capabilities must also be chosen to work overseas. Lack of experience abroad is an insufficient reason to exclude them. The Age Factor No direct relationship appears to exist between the age of an expatriate and his or her effectiveness. However, there is a greater degree of altruistic motivation among older individuals and, in the case of developing countries, where Canadians are more likely to be exploring, this attitude does appear to be positively correlated to effectiveness. This altruistic motivation imparts an enthusiasm which can assist an individual through the adaptation to the new environment. The Role of Women Some research suggests that women in certain overseas positions and cultures are likely to be more effective than men. In these cases, women exhibit a greater willingness to involve themselves in the new culture and to learn the new language. If these traits are essential to the success of an assignment, then greater consideration should be given to women as expatriates. Of course, many men share these traits and, it would appear, are equally likely to be excluded from such opportunities. The Role of the Family A close family is likely to be supportive of the individual members and therefore assist in the adaptation process. However, a family experiencing difficulties prior to departure is likely to see these difficulties exacerbated upon entry into a new culture. Research suggests that singles participate in the local culture to a greater degree than couples with children. This may be due to the fact that family ties reduce contact with the local culture1. The Role of Motivation, Attitudes and Expectations The role of motivation is central to overseas effectiveness. Individuals who are committed to the work they are doing are most likely to participate in the local culture. These individuals are seen to be the most effective overseas. Culture Shock and Effectiveness Interestingly, individuals most likely to succeed in an expatriate posting are also likely to endure the greatest degree of acculturative stress, or culture shock. Individuals with well developed inter-personal skills value other people in their lives. It does not seem surprising, therefore, that these individuals should suffer considerable

culture shock when they have not yet established close relationships. Admitting to feelings of culture shock appears to be viewed, by many, as a sign of weakness. Once again, since technical capability and previous overseas experience are the most valued selection criteria, this attitude does not seem surprising. Other equally or more important characteristics are often ignored. Personality versus Situational Determinants of Success Factors such as living conditions and job constraints are described as situational determinants. It has traditionally been felt that these forces have considerable influence on expatriate effectiveness. Recent studies, however, suggest that this is not the case. Similar situations may, in fact, be viewed quite differently by different individuals. Indeed, it is these differences in outlook that have a far more direct impact on the outcome of an expatriate assignment than the actual situations themselves. CONCLUSIONS AND RECOMMENDATIONS An individual who possesses professional, personal and interpersonal skills is more likely to become involved in the local culture. This involvement lends itself to a greater understanding, trust and respect between the expatriate and nationals which, in turn, contributes to an environment where sharing and learning are encouraged.