When it comes to recruiting international executives, understanding cultural differences is paramount. It is not enough to treat all candidates the same; instead, the approach should be tailored to the individual's culture, location, and expectations. This is especially important given the high failure rate of international assignments (only 58% are considered satisfactory).Culture plays a major role in international human resource management (IHRM). A recent Aetna International survey of expatriate employees revealed that relocating and adapting to new corporate cultures and local circumstances can have a detrimental effect on employee well-being, happiness, and productivity.
Dr. Lori Stetz, Senior Medical Director at Aetna International, emphasizes the importance of regular staff evaluations that include well-being indicators: “The stress of stepping into the unknown and dealing with very different work practices and corporate cultures can be a major burden for an international assignee. To ensure the continued well-being of people and the success of an organization, it's essential to regularly evaluate staff.”Recruiting international executives necessitates a thorough understanding of cultural differences. It is essential to take into account the individual's culture, location, and expectations when crafting an approach.
Regular staff evaluations that include well-being indicators are also essential for ensuring the success of an organization. Organizations must be aware of cultural nuances when recruiting international executives. It is important to consider the individual's culture, location, and expectations when creating an approach. Additionally, regular staff evaluations that include well-being indicators are necessary for ensuring the success of an organization. By taking these steps, organizations can increase their chances of successful international executive recruitment.
