The international recruitment
The recruitment of candidates displaying cross-cultural skills constitutes for Phenicia Conseil the major axis of its action.
Cross-cultural skills are not only linked to international recruitment, they are necessary within a country and in any HR organisation.
For a business executive, cultural intelligence is reflected in the ability to adapt to different enterprise cultures and working methods.
All international HR functions are concerned by cross-cultural management.
An enterprise is a collection of several interacting cultures and subcultures that are constantly evolving.
Cross-cultural aspects influence strategic and organisational management and international human resource management in their approach to international recruitment.
Regarding international expatriate recruitment (ref.), despite the wider development of processes focusing on cross-cultural training and integration, the failure rate of candidates remains too high.
Integrating a cross-cultural approach and sensitivity into an international recruitment process allows:
- Better local recruitment or recruitment of international candidates
- Performance evaluation
- Development or adaptation of career plans
- Preparation for the expatriation of the candidate
- Preparation of the candidate’s return to his/her country of origin and his/her reintegration
- Training and management of international teams
- The choice of information systems and technological supports best adapted to cultural contexts to optimise human resources management
- Better understanding of the real practices within a structure
- Identification of the main causes of dysfunction in order to develop the most effective corrective strategies and promote a process of change at the employee level.