The role of cultural intelligence in optimizing the selection process of expatriates

Abstract

Expatriates still play a vital role in the internationalization of multinational companies. Their successful assignments contribute significantly to companies’ global operations, growth and turnover. In contrast, expatriate failures are expensive and have negative effects on the organization and the expatriate. For international assignments, expatriates need to adapt to intercultural contexts to effectively interact with local stakeholders. Adaptability requires a certain level of cultural intelligence which should be assessed more in the selection process, as it directly contributes to expatriate success. The risk of expatriate failures can be minimized by identifying how the selection process can be optimized with cultural intelligence. Therefore, the thesis describes this concept along with its dimensions and influences on expatriate performance. Furthermore, the paper studies the recruitment and selection processes with a particular focus on components such as job profiles, selection criteria and assessment tools. Qualitative interviews with former and current expatriates were conducted to study their main challenges and key characteristics for successful assignments. In addition, HR managers provided insights into their expatriate selection processes and the requirements for candidates. The findings revealed that companies use formal approaches in selecting expatriates, but they prioritize employee performance and potential over intercultural competence.