Incorporating global mobility assessment and selection tools into an organization’s talent management strategy is a productivity, retention, and cost savings measure that should not be overlooked. A recent session at Worldwide ERC’s Global Symposium, highlighted how talent management can be impacted dramatically by management and cultural differences.

Participants in the session learned from industry experts why assessment and selection tools are important for the ROI of international assignments and more. However, a survey of session participants revealed the use of candidate assessment and selection tools was spotty among corporate attendees.  As may be expected, cultural differences will play heavily when considering the approach taken in various global regions. The session presenters provided a framework for managing employee populations, particularly when cultural differences come into play.

RELO Direct® sees many organizations struggling striking a balance between the equally important components of candidate, location, and timing. Furthermore, an understanding of the need to have qualified candidates rather than simply “filling a spot” is critical to assignment success. The cost of sending the wrong candidate on assignment can be substantial for any organization, in terms of both losses of revenue and employee productivity. Additionally, when an assignment fails, the resulting failed business initiatives and the costs of sending the assignee home are also substantial. The careful assessment and selection of the proper candidate up-front are critical steps in any global assignment program to avoiding these costs.

RELO Direct® supports a holistic approach to candidate selection, and carefully evaluating each applicant to assess if it is the right time in their career development for the assignment. Other factors also need to be considered such as their family, situation communication skills, and ability to adapt to a new culture. Keep in mind, the attribute of being a strong leader in one culture may not be an asset in the host culture. By carefully assessing all of these variables, corporations increase the opportunity for an assignment’s success.

Is the evaluation and selection of candidates for global assignments part of your responsibilities? If it is, and you are using instruments to measure adaptability and suitability for international assignments, please visit our comments section to share what tools and programs you are having success with.

Posted by:  Mary Dougherty