The international recruitment
For Phenicia Conseil, recruiting candidates with intercultural competencies is at the heart of its activities.
Cross-cultural competencies are not only related to international recruitment, they are also necessary within a country and within any HR organisation.
For a business executive, cultural intelligence means being able to adapt to different business cultures and working methods.
All international HR functions are affected by cross-cultural management.
A company is a collection of several interacting cultures and subcultures that are constantly evolving.
Cross-cultural issues influence strategic and organisational management as well as international human resource management in their approach to international recruitment.
In terms of international expatriate recruitment ( ref.), despite the increasing development of processes that focus on intercultural training and integration, the failure rate of candidates is still 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 selection of information systems and technological supports best adapted to cultural contexts to optimise human resources management
- A 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