Question

International Human Resource class

Why is it so important to make the right decision when hiring a new employee, especially when you are filling a position in an international company? Consider, for example, the costs for hiring a replacement if the individual selected does not work out. There are generally eight categories of costs you need to consider when hiring on a national basis:

1. advertising job availability
2. pre-employment administrative functions (e.g., review of applications, checking references)
3. interviews -- (e.g., travel expenses for candidate, staff time, etc.)
4. testing (e.g., aptitude, personality)
5. staff meetings (some positions require meetings with HR and department holding the vacant position
6. travel/moving expenses for individual who is hired
7. processing new employees -- e.g., costs of setting up the employee's records in the HR information system, counseling about pay and benefits and enrolling employees in benefit programs
8. medical exam, if necessary

These items don't include the costs of orienting and training new employees. In calculating the costs of training, most organizations will need to consider the costs of both the formal and informal instruction a new employee needs to become effective in the job. In calculating the informal cost, you need to develop an estimate of the amount of time employees spend in "helping out" the new person. You need to consider the impact on the productivity of the experienced worker and the cost, if productivity falls.

Given this, what would you use as a guideline in filling international openings?

Answer 1

Answer:

We would use as a guideline in filling international openings as below

• The candidate should be is suitable for the position and meets most of the skill sets and competency for the international positions.
• The candidate is able to lead the international position for the sufficient time of 3-5 years of time.
• The candidate is technically, functionally, managerially, ethically, competent and is posses all the key skills and experience that is suitable for international position.
• The candidate need to posses the required education qualification, functional experience, professional experience and leadership experience so that the candidate is suitable and will not call for re-processing for the recruitment of alternate candidate.
• The age of the candidate should be suitable for the position.
• The candidate should be capable for the international position.
• The candidate interest should be matching to the job role.
• The candidate should be fit for the international organization.
• The candidate’s long term career interest should match with the job profile.
• The candidates should have communication skills suitable to international role and should posses good leadership skills.

All these guidelines will be helpful in filling the international role because these will ensure that the candidate will work for long time and it will not increase the employee turnover. The employee turnover is very costly to the international organization and it call lot of formalities and processing required before making the final decision for the company.