3009EHR International HRM: A Literature Review of Staffing & Selection

This literature review provides an overview of international recruitment and selection practices, highlighting the significance of human resources in a globalized world. It explores various perspectives on recruitment and selection methods, emphasizing the importance of job descriptions and lan...Read More

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Human Resource Management
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Human Resource Management
Contents
Introduction..........................................................................................................................3
Literature review..................................................................................................................3
Conclusion...........................................................................................................................8
Recommendation.................................................................................................................9
References..........................................................................................................................10

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Introduction
Globalization has impacted each and every firm in this world. Each business in the
universe aims to go global with its operations. For going global every business requires
some or the other resources from which human resource is the main and most significant.
There are various ways by which candidates for international business of a firm are
selected and these ways are listed in this report with a view of various authors. People
who have been significantly writing about this part their studies have been added in this
section of the study. There are many ways of recruitment and selection which have been
listed in this justification. As a matter of fact, literature review is a study of a viewpoint
of many authors who have been writing about the topic which is there in the report. So, a
similar kind of verification has been done in this report. Companies which are going
global have to choose certain special ways in order to have the best people for the job in a
company. Hence, a complete study on the international recruitment and selection is being
given in this section of assignment.
Literature review
Recruitment is pooling in the candidate for a particular kind of job and selection is
selecting best out of them. Derous and Fruyt, (2016) say that recruitment is a positive
process wherein no one is rejected and selection is a negative process wherein people are
being rejected. The first job of a company is to make proper job description for the kind
of job it is having in the company for the certain type of people. Hence, the people who
want to apply for the job would be attracted with the same way. So, a job description
plays a very important role in pooling in the applications in whichever country the
company is operating its business. International demand for a candidate varies from a
company to company and nation to nation. Hence, a job description is a must for each
and every job.
The author says that language plays a most important role in selecting a candidate for
international jobs. As the person who has to be chosen must know the local language of
the place for which it is to be selected. So, this has to take care while recruiting and
selecting a candidate. Language is the most important strength and barrier at the same
time. A person who knows the local language of a country where the company is aiming

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to operate or operating than it would be a very positive point for the success and
positioning of the organization in the new market. Also, there are many skills and
knowledge which are required for settling a business in a new market according to which
a company's recruitment and selection has to be done so as to make sure it is proper and
inclined with the position which is to be filled in the organization.
Importance of the expatriates has been justified by who mentions that they are to be
selected and assigned various roles by the company so as to have the better distribution of
further responsibilities (Cascio, 2018). A person who is being selected by the company to
take care of the operations in a new market and who already have some knowledge of the
firm's operations is the best for conducting its operation in the new market. Expatriates
are the best in terms of operations for the firm in a market which is new but they have
knowledge of that market. So, they are an asset for the company to be associated with
whenever such kind of problems arises in relation to the international market,
The international business itself includes international in it which clearly states the
importance of people who know how to operate out of a domestic nation. Hence, it has
been stated that there are many other variants which has to be taken into account while
appointing a person so as to make sure that it is compatible of various other fields where
a company is operating (Goldstein and Passmore, 2017). A company did not expand its
business over a night it takes a lot of time in the meanwhile of which strategies for the
selection of the people has also to be made so as to overcome the challenges of demand
for the various position in the new venture of the firm.
The author also justifies that regional recruitment and selection is the best process for the
company. In other words, the company can have people from the market itself at where it
is operating. This can be really beneficial and cost saving for the travel of people from
domestic country to international nation. Hence, this can be used as a solution for getting
cheap labor for the organization in no time. This will also help a company to have talent
from a various diversified nation as well as the creativity of the company will also be
enhanced with people from different mindset and campaigns.
The author contradicts by saying that it requires a huge preparation and analysis for going
into a new market. Selecting people from that new nation will be threat full as you cannot
rely on them completely (Shen et al., 2017). Trust issues and the behavior of the people

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vary from nation to nation. So, to solve this company must have some policies and rules
which each and every candidate has to rely on failing to which may cause the problem for
them. Formation of the HR policies also plays an important role which is being included
in the process of recruitment and selection. This will help to take various challenges in
terms of trust and loyalty which a company expects from a being working with it in terms
of confidentiality and secrecy. Hence, this is also a matter of fact which has to be taken
into consideration for having a candidate on board from another market for the position
of a company which is most suitable for it (Dickmann, Brewster and Sparrow, 2016). So,
the process of recruitment and selection has to be framed in accordance to this as well so
as to have best person on board for the company.
The human resource practices have been adopted by almost every organization to
accomplish their goals and objectives (Rudolph, Toomey and Baltes, 2017). Employees
of an organization are considered to be the critical asset who contributes to managing the
business operations like managing clientele effectively. The main challenges that were
identified by the human resource managers include unemployment, a high cost of hiring
personnel, brain-drain and many more. The human resource managers struggled to judge
candidates on the basis of their resumes and use specific strategies. These strategies
involved testing of technical and non-technical skills of candidates by the practice of
reasoning, aptitude and the face-to-face interviews. The recruitment process is the
systematic arrangement of desired candidates in an organization for a specific job role.
This literature review is based on describing the process of staffing, selection, and
recruitment of employees for the different organizations globally. The reflection about
the challenges faced by the human resource managers to hire skilled and talented
candidates for their enterprise is also represented Zinyemba, (2013).
International staffing means to gather efficient candidates for a particular job role from
outside the host country. The candidate can belong to any country or region and can be
hired on the basis of their skills. The journal by Nasurdin, Ahmad, & Tan, (2016),
describes the importance of international staffing and orientation for the organizations.
The reflection has been given as to why human resources are the key to organizational
success. The author says that to manage the customer relationships, communication with
stakeholders and to manage other operations, human resources are required. It is not only

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about the requirement of human resources but to know the stability of an organization
within the marketplace skilled labors is compulsory. It is because skilled candidates do
not require training within the departments which costs a lot of expenses of the
organization (McCarthy et al., 2017). However, human resource managers used the
process of examining employees based on their skills to make the recruitment process
quite easy. The recruitment process should include series of tests to analyze the suitable
candidates for a particular job role.
According to the author, the customer relationships are built in an organization only by
an effective team of employees. To understand customer requirements, the employee
with good communication skills is necessary. To handle the issues of customers is the
most critical task. The hiring of the suitable workforce from different countries counts the
skills required, a culture of the organization and the ethics followed by that organization.
It is believed by most of the organizations that to recruit talented employees contributes
to the success of career development globally. This creates competition for other
organizations who are hiring candidates worldwide. In today’s era, technological
advancements are taking place frequently. So, selecting employees who have knowledge
about trending technologies is getting more and more difficult. For hiring international
employees, multinational enterprises (MNEs) are concerned with selecting resumes of
candidates. International staffing includes parent country nationals, third-country
nationals and the host country nationals. Types of international employees are
An Expatriate- these are the employees who belong to the country where the
organization's headquarters are located and who do not have any relation with the branch
of that organization. A host-country national- Such employees belong to the country
where the plant of a particular organization is situated which is managed by the
headquarter officials situated in some another country.A third-country national- these are
the employees that work for a different country but belongs to some another country. The
countries in which these employees work in are managed by the third host country from
where their headquarters are located.
The journal by Guo, Rammal, & Dowling, (2016), describes the international staff
selection in China where the knowledge transfer model is used. This SECI (Socialization,
Externalization, Combination, and Internalization) model provides each and every detail

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about the organization. There are various issues regarding the recruitment of employees
at a global level as mentioned in this journal. The journal focuses on hiring of expatriate
employees for the organizations considering technical aspects. There are different
patterns of hiring candidates also discussed by the author such as traditional assignments
for hiring international staff. It has been found from this journal selection of expatriate
employees is useful for their career development as they get opportunities to explore
different countries around the world.
The journal by Kang & Shen, (2013), describes the evolution of MNEs for the process of
international staff selection. The management of human resources is described in this
journal about the South Korean countries. The researchers say that MNEs of South Korea
pays attention to expatriates first and then the personal issues of the human resources
during the international staffing selection process. The selection of expatriate employees
is made on priority because these employees belong to the same country where the
organization's headquarters are located. This makes the communication process easier.
The transfer of essential documents can be done easily.
The journal by Kim & Ployhart, (2014), describes the importance of recruitment for a
firm. The author gives information as to how the organizations gain competitive
advantage from the international staffing. It can be reviewed from this journal that
environmental changes can affect the process of international staffing which in turn
results in the hiring of less skilled employees. Employees are the assets of an
organization; therefore, selection for international staffing requires a conceptual
framework as described in the journal.
This journal by Ekwoaba, Ikeije, & Ufoma, (2015), reflects the impact of international
recruitment process on the productivity of an organization. The journal describes that
how recruitment process is useful for improving the performance of an organization.
Efficient employees tend to create fruitful strategies for the organization to build better
customer relationships.
This journal by Li (2015) represents the employee research that is made by Nestle at an
international level. The company considered human resources as the most important key
to their success. Therefore, the company managers selected candidates according to their
skills and capabilities. The selection of employees affected this enterprise in a positive

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way. The author also describes the condition of strategy failures of the organizations if
the recruitment is done of unskilled labors. Therefore, human resource managers have to
be very careful in making decisions for the recruitment of candidates. The growth of an
organization is based on a systematic approach.
Issues related
Managing global workforce requires attention, dedication and hard work of the human
resource managers from the different organizations. These contribute to building social
relations of employees that will help in the growth of their career. The employees can
also be selected for the most renowned organizations on the basis of their talents. These
are some of the issues that are highlighted in the journal by Hjartardóttir & Lundeborg,
(2017)-
 Cost- The most important issue of international recruitment is the cost. The cost
of hiring labor is high as the human resource managers have to travel long
distances and to different countries to search talents. The expenses are higher for
conducting interviews and managing the scheduled interview.
 Complexity- as far as international staffing is concerned it is quite a complex
process when compared with the hiring of candidates at a national level. The
details of employees have to be managed properly which includes the names of
employees, professional and personal details. Even the telephonic interviews cost
much as the billing of international calls are higher than calling made at the
national level.
 Globalization- the changing global environment affects the procedures of hiring
candidates internationally. Since the organizations have expanded themselves to
overseas; this is the main challenge for human resource managers to conduct
interviews in such locations.
Conclusion
It can be concluded from this report that international recruitment process for human
resources needs to be done in an appropriate way. Most of the organizations use different
strategies to reduce complexities of hiring candidates. The human resource managers
have brought an idea to open local branches of their organization only for the recruitment

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purpose. This will decrease the cost of traveling. This is to conclude from this literature
review that international recruitment, selection, and staffing is the systematic approach to
developing a career of employees. This also affects the organizational performance at a
global level. Organizations assure that the selected candidates should be expertise in
technical fields to overcome challenges in the market.
Recommendation
It can be recommended for the multinational companies to develop effective strategies for
hiring skilled labors. The cost of interviews can be managed by using online interviews
using Skype or conducting telephonic interviews. The human resource managers have to
change their current business strategy to recruit new candidates for the job roles. This
will help the organizations to selected efficient employees from the process of
international staffing. Also, organizations can plan for new goals and objectives and can
implement the latest technologies to manage their business operations.

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References
Cascio, W. (2018) Managing human resources. McGraw-Hill Education.
Derous, E. & De Fruyt, F. (2016) Developments in Recruitment and Selection Research.
International Journal of Selection and Assessment, 24(1), pp.1-3.
Dickmann, M., Brewster, C. & Sparrow, P. eds. (2016) International Human Resource
Management: Contemporary HR Issues in Europe. New York: Routledge.
Ekwoaba, J. O., Ikeije, U. U., & Ufoma, N. (2015). The Impact of Recruitment and
Selection Criteria on Organizational Performance.
Ekwoaba, J.O., Ikeije, U.U. & Ufoma, N., (2015) [Online]. The Impact of Recruitment
and Selection Criteria on Organizational Performance. Available at:
http://www.savap.org.pk/journals/ARInt./Vol.7(4)/2016(7.4-15).pdf. [Assessed on
28th April 2018].
Goldstein, H. & Passmore, J. (2017) The Wiley Blackwell Handbook of the Psychology of
Recruitment, Selection and Employee Retention. US: John Wiley & Sons.
Guo, Y., Rammal, H. G., & Dowling, P. J. (2016). Global talent management and staffing
in MNEs: An introduction to the edited volume of international business and
management. In Global Talent Management and Staffing in MNEs (pp. xv-xxiv).
Emerald Group Publishing Limited.
Hjartardóttir, F. H., & Lundeborg, L. (2017). Managing a Global Workforce:
International Human Resource Management as a Strategic Tool.
Kang, H., & Shen, J. (2013). International recruitment and selection practices of South
Korean multinationals in China. The International Journal of Human Resource
Management, 24(17), 3325-3342.
Kim, Y., & Ployhart, R. E. (2014). The effects of staffing and training on firm
productivity and profit growth before, during, and after the Great
Recession. Journal of Applied Psychology, 99(3), 361.
Li, T. (2015). Nestle Employee Recruitment Research. International Journal of Business
and Social Science, 6(4).
McCarthy, J.M., Bauer, T.N., Truxillo, D.M., Anderson, N.R., Costa, A.C. & Ahmed,
S.M. (2017) Applicant perspectives during selection: A review addressing “so

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what?,”“what’s new?,” and “where to next?”. Journal of Management, 43(6),
pp.1693-1725.
Nasurdin, A. M., Ahmad, N. H., & Tan, C. L. (2016). The role of staffing and orientation
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behaviour. Asian Academy of Management Journal, 21(2).
Rudolph, C.W., Toomey, E.C. & Baltes, B.B. (2017) Considering age diversity in
recruitment and selection: An expanded work lifespan view of age management.
In The Palgrave Handbook of Age Diversity and Work (pp. 607-638). Palgrave
Macmillan, London.
Shen, W., Sackett, P.R., Lievens, F., Schollaert, E. & Van Hoye, G. (2017) Updated
perspectives on the international legal environment for selection. In Handbook of
employee selection (pp. 659-677). New York: Routledge.
Zinyemba, A. Z. (2013). The Challenges of Recruitment and Selection of Employees in
Zimbabwean Companies. International Journal of Science and Research (IJSR)
(0nline), 2310-7064.