Finding the right people in any life endeavor is a classic area for introspection; whether it is a thought as to whom to prefer as a teammate, roommate or who to trust as a work colleague. In hiring employees the decision is made more complicated in that there is often no prior relationship. Hiring the right employee for an overseas assignment becomes even more burdensome.
Assuming the interviews go well there are any number of tests and checks one can perform. Depending on the position some of the following may be more or less necessary: Character Reference Check, Citizenship, Credit History / bankruptcies, Criminal History Report, Driving and vehicle records, Drug testing, Education Verification, Employment history, Employment References, Identity and Address Verification, Licenses, Certifications, etc., Litigation records, Medical, Mental, and Physiological evaluation and records, Military records, Previous clearances, Psychiatric assessments (Wonderlic, Myers Briggs) and Social Security Number; to name the basics (there really is more). For some, drug testing and credit checks may seem among controversial practices. However, please bear in mind the implications of sending the wrong person literally into a foreign environment.
As we come into the second decade of the new millennium the larger European countries are among those hiring again; but no more than the emerging countries: Brazil, China and India. Among the domestic criteria just spoken of, made all the more important with the global consideration, there are international considerations. How well does the individual know the target country, its customs, culture, and language? How prepared is the prospect to be overseas for significant lengths of time? If the best candidate has a family how prepared are they to answer these questions if they’re following him or her.
(explore: www.executiveplanet.com)
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