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Policy brief & purposeOur international recruitment policy refers to practices and strategies we employ to hire people all over the world. We explain approaches to international recruitment and when to use each one. ScopeThis policy applies to all employees, offices and branches of our company regardless of location. ‘Parent country’ refers to the country our company was founded or is headquartered in. ‘Host country’ is a country other than our parent country where our company has employees and operations. We’ll take our employees’ wishes and plans into account when deciding on transfers and relocations. We will never use international transfers as a means to discipline employees or to retaliate against them. Policy elementsThere are four approaches to international recruitment: ethnocentric, polycentric geocentric, regiocentric. We’re mainly a [geocentric company/ polycentric company/ etc.] but we may occasionally shift to other approaches based on our needs. Here’s a description of each of these approaches with recommendations on how and when to use them: What is ethnocentric staffing?The ethnocentric approach to recruitment means that we hire people from our parent country to fill positions all over the world. For example, if we want to fill an executive role in a foreign country, we could:
We use the ethnocentric method when [opening a new branch at a new country, so it’d be easier for our company’s policies and procedures to be transferred from the parent country to the new branch]. As a rule, expatriates from our parent country should comprise less than [20%] of a foreign office so that we minimize the total hiring costs and avoid missing the pulse of the local community. What is polycentric staffing?The polycentric approach to recruitment means that we hire locals to fill our positions in a host country. For example, we could advertise on local job boards or create a contract with a local recruitment agency. We use the polycentric approach when [we need the skills of locals to conduct our business. For example, if we want to expand our clientele to a specific country, we’d hire a local professional who knows the market and can coordinate our sales operations.] We’ll apply one of the other approaches if we haven’t found qualified candidates after [four months]. What is regiocentric staffing?The regiocentric approach to recruitment means that we hire or transfer people within the same region (like a group of countries) to fill our open positions. For example, we might decide to transfer employees within Scandinavian countries. So if we want to hire someone in Sweden (a host country) we could transfer one of our employees from Denmark, a host country in the same region. We use the regiocentric approach when [the costs of transferring an employee from a host country are lower than transferring them from the parent country.] When deciding to use this approach, take into account any language or cultural barriers that may exist. What is geocentric staffing?Geocentric approach to recruitment is hiring the best people to fill our positions without regard to where they come from or where they live. This means:
To use the geocentric approach, we need to have a global outlook on recruitment. For example, whenever a position opens at a host country or our parent country, the hiring team could:
International recruitment and selection processWhenever a position opens, hiring teams should follow this process:
What are the three types of staffing policies in international business?Types of Staffing Policy Approaches in International HRM
Ethnocentric staffing. Polycentric staffing. Geocentric staffing.
What is staffing in international human resource management?Staffing is the process of hiring eligible candidates in the organization or company for specific positions. In management, the meaning of staffing is an operation of recruiting the employees by evaluating their skills, knowledge and then offering them specific job roles accordingly.
In which staffing policy all key management positions are filled by home country nationals?A geocentric staffing policy is one in which all key management positions are filled by parent-company nationals.
What are the factors influencing international staffing choice?They are: supply side issues, demand side issues, expatriate performance and expatriate failure, performance evaluation, costs and finally career dynamics.
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