Expatriate Turnover: Poor Candidate Selection & Culture Shock - Essay Sample

Introduction

As observed, our company has recently experienced a quite severe expatriate turnover. Looking into the matter, I realized that poor candidate selection and culture shock are the main reasons that contribute to this condition in the organization, among many other factors. Poor candidate selection happens when the human resource department considers only a few qualifications of the candidate primarily academic requirements. By forgoing the personal skills and other qualities that a candidate is required to portray while performing the assignment, the candidate is most likely to deliver poor results or quit. Cultural shock happens when the individual is not wholly ready to conform to the new environment. Some candidates may have high expectations or low expectations, thus failing to adhere to the exciting culture. In this memo, I am proposing two strategies that the company can incoporate to reduce expatriate turnover. These two strategies are proper and improved recruitment and selection process and; creation of awareness to the employees about the organization enhanced by awarding most disciplined employees.

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Appropriate and Enhanced Recruitment and Selection Process

First, the human resource team should understand the job description of the vacant position even before advertising it to potential candidates. The job description will enable them to understand and approximate the skills, knowledge, abilities, experience, and other qualifications required to effectively and efficiently perform the assignment. If necessary, the management should organize training for the human resource department so that they can be enlightened on how to do job analysis; if not, sub-contracting expertise in the field of job analysis is also an option.

Secondly, when advertising the job to potential candidates, there should be clear communications on the skills required. Clear statements should be made concerning the level of education, working experience, and skills necessary to accomplish the task.

The company should additionally allow the human resource department to carry out the selection process independently. In the case where management dictates the candidate to fill a particular position in the organization, they interfere with the independence of our department. Selection should be made based on the most qualified and the right candidate fit for the position depending on the selection results. When we allow nepotism, tribalism, or even racism in the selection process, we encourage expatriate turnover.

I believe that if we adhere to the set recruitment and selection process concerning the prescribed job in the job analysis, we will have the right candidates for the right positions. Our employee's skills will meet the required excellent performance, thus reducing expatriate turnover.

Creation of Awareness on the Organization Culture and Awarding Best-Disciplined Employees

Knowledge of our culture to the employee is crucial towards overcoming culture shock. Educating the employees of the culture can be done during the orientation and induction period when they are new and ready to learn more about the organization. Organizing seminars and lectures to bring to the employees' attention what is required of them can also be used to create awareness.

For the employees to remain inspired, awarding the most disciplined employee can motivate them to be followers of the culture. The more motivated our employees become, the less the number of expatriate turnover. If we set up an enticing reward system, I am convinced that we will retain more employees, thus lowering unnecessary costs such as unbudgeted recruitment costs due to expatriate turnover.