communicaid presentation selection_and_assessment_totally_expat_show_2014
TRANSCRIPT
How Global Mobility can help to select the right candidate for the right location 19 May 2014© Communicaid Group Ltd. 2014
Are We Sending the Right People on International Assignments?
How Global Mobility can help to select the right candidate for the right location
How Global Mobility can help to select the right candidate for the right location 19 May 2014© Communicaid Group Ltd. 2014
Speaker
Matthew Hill
• Communicaid Intercultural Consultant
• Trainer, author and coach• 20+ years’ experience
working with international organisations
• HR & International recruitment background
• Worked and trained in 20+ countries
How Global Mobility can help to select the right candidate for the right location 19 May 2014© Communicaid Group Ltd. 2014
The Problem
“Many assignment failures are probably due to thewrong candidates being picked.”EY, Global Mobility Effectiveness Survey, 2012
“Although existing studies on international mobilityrecommend the assessment of softer aspects suchas a desire to adjust, tolerance, or cultural opennessof candidates, in practice these appear relativelyneglected.” PWC and Cranfield School of Management, Measuring theValue of International Assignments
How Global Mobility can help to select the right candidate for the right location 19 May 2014© Communicaid Group Ltd. 2014
Assignee Selection
• Selection and assessment of expatriates:
– Are we doing it correctly?
– Could we improve?
– Are there any quick wins?
How Global Mobility can help to select the right candidate for the right location 19 May 2014© Communicaid Group Ltd. 2014
Overview
• Skills and competencies
• Testing intercultural competencies
• Training and development
• Core intercultural competencies
• Conclusion
How Global Mobility can help to select the right candidate for the right location 19 May 2014© Communicaid Group Ltd. 2014
Skills and Competencies
How Global Mobility can help to select the right candidate for the right location 19 May 2014© Communicaid Group Ltd. 2014
Selection
• Certified experience
• Work experience
• Commercial knowledge
How Global Mobility can help to select the right candidate for the right location 19 May 2014© Communicaid Group Ltd. 2014
Why are we hearing about this?
• “If organisations are going to be effective global competitors, the competence repertoire of expatriate managers will play an integral role in the effective development and implementation of the organisations’ strategies”
• “Research shows that selection for soft skills (such as cultural empathy, cross cultural team building, international negotiations, understanding of conducting business in foreign countries) must be included in the assessment alongside technical skills”
Source: Harvey and Novicevic
How Global Mobility can help to select the right candidate for the right location 19 May 2014© Communicaid Group Ltd. 2014
Where is the gap in experience?
• “Although criterion-related studies address the question of what personality variables act as determinants of overseas behaviours, they do not address the question of what managers or selection decision-makers consider to be important”
• Openness to Experience, although shown to have a positive correlation to expatriate success (as defined by the decision makers), was not considered important. This suggests that managers are not fully aware of what contributes to a successful expatriate assignment.
• “...managers do not systematically assess those personality traits shown to predict overseas criteria [for successful assignments]”
Source: Viswesvaran, 1999
How Global Mobility can help to select the right candidate for the right location 19 May 2014© Communicaid Group Ltd. 2014
Reality
• Business skills are predominantly the only skills formally considered in selection process
• Retention rates are rarely measured
• Success of an assignment is only measured against tangibles
• Impact of culture is rarely considered
• Where does the responsibility lie?
Source: Communicaid research 2014, survey of clients, “Selection and Assessment of Expatriates”
How Global Mobility can help to select the right candidate for the right location 19 May 2014© Communicaid Group Ltd. 2014
What tools are there available?
• The International Profiler– Competencies tool highlighting
development opportunities and focus points
• Culture Wizard– Self-profiling
• International Readiness Check– Clear structure
• Others– Comparing cultures, measuring,
profiling
How Global Mobility can help to select the right candidate for the right location 19 May 2014© Communicaid Group Ltd. 2014
How do we use them?
• Not a “Yes” or “No” tool• Not static over time• An indicator• A developmental guide• Part of the process• ‘Springboard’
How Global Mobility can help to select the right candidate for the right location 19 May 2014© Communicaid Group Ltd. 2014
Which intercultural competencies?
How Global Mobility can help to select the right candidate for the right location 19 May 2014© Communicaid Group Ltd. 2014
Intercultural Competencies
StabilitySteadiness in chaos
Adaptability Ease of coping with the new
VarietyOpenness to the new
Tolerance and reachAttitude to other people
CoreStrength and toughness
AmbiguityFlexible in strange circumstances
Goal drivenOutcome orientation
Flexible thoughtMental agility around difference
EmpathyEQ, positively interactive
Reading peopleSensitive to the message of others
How Global Mobility can help to select the right candidate for the right location 19 May 2014© Communicaid Group Ltd. 2014
What can we DO?
• Technical skills?
• Cultural skills?
• Do we include the partner/dependents?
• What are we looking for?
• What do we do when we find it?
How Global Mobility can help to select the right candidate for the right location 19 May 2014© Communicaid Group Ltd. 2014
Conclusions and Review
How Global Mobility can help to select the right candidate for the right location 19 May 2014© Communicaid Group Ltd. 2014
What can we change?
• Assessing for intercultural competencies may have positively influenced 95% of failed assignments
• Preventing early return saves money
Source: EY, Global Mobility Effectiveness Survey, 2012
Fam
ily o
r spo
use
issue
s
Loca
tion
or cul
tura
l iss
ues
Compe
nsat
ion
pack
age
Positio
n/ro
le is
sues
Other
0
10
20
30
40
50
60
70
Causes for failure of expat assignments
How Global Mobility can help to select the right candidate for the right location 19 May 2014© Communicaid Group Ltd. 2014
Review
• Skills and competencies for the job
• Intercultural competence
• How can we fruitfully use them?
• Learning and development
• Coaching, practice, dialogue
• Selection, mobility and development
How Global Mobility can help to select the right candidate for the right location 19 May 2014© Communicaid Group Ltd. 2014
Conclusion
• Inclusive approach
• Past, present and future
• Common sense is not so common
• Continuous improvement
• Managers, trainers, mobility, recruiters and HR
Any questions?
How Global Mobility can help to select the right candidate for the right location 19 May 2014© Communicaid Group Ltd. 2014
Thank you
How Global Mobility can help to select the right candidate for the right location 19 May 2014© Communicaid Group Ltd. 2014
For more information about Communicaid’s training solutions, please contact:
[email protected]+44 (0)20 3370 8580
www.communicaid.com
Training, coaching and consultancy in global leadership, intercultural, language and international
business skills