1. Analysis on selection policy and
criteria for expatriate selection in
Bangladesh

2. Who is expatriate?
 Expatriate is a person who leaves his
country to work and live in a foreign
country.

3. Why We Require Expatriate in
Bangladesh?
 The unavailability of the required skills
and talents takes the organization to
source talent from other countries.
 To get the job done more efficiently
and effectively.

4. Risks Involved in Hiring Expat in
Bangladesh.
 Recruitment of expatriates involves
greater time, monetary resources and
other indirect costs.
 Improper recruitment and selection
can cause the expatriates to return
hastily or a decline in their
performance.

5. Expat Selection Policy in
Bangladesh
 In Bangladesh there is no fixed policy for
recruiting expatriates and it depends on the
individual organizational policy.
 The organizations in Bangladesh mainly try
to follow the European policy for recruiting
expatriates.
 Companies apply Ethnocentric, Polycentric,
Regiocentric and Geocentric as per
requirement.

6. Selection Criteria
 Technical ability– ensure that the
person chosen for a given jobs abroad
has the competencies, abilities,
knowledge and experiences that are
required in order to perform well.
 Past international work experience–
The candidate should be well
experienced and should have
expertise skill.

7. Selection Criteria (cntd.)
 Cross-cultural suitability– ensure
that the person is knowledgeable of
the culture of the foreign countries for
his or her mission. It is important to
consider that the lack of knowledge
about the culture of other country is
one of the primary reasons for failure
of expatriate jobs. That is, the
employee should have Adaptability to
the new culture

8. Selection Criteria (cntd.)
 Family requirements – this is
important because, in general, it is not
just the decision of one person but
with the couple. Different studies that
there are great connections and
correlations between the adjustment
aspect of the spouse and the
expatriate.

9. Selection Criteria (cntd.)
 Country/cultural requirements – it is
important to focus on the macro-
environmental factors which can be
found in the foreign country, which
include the political and environmental
risk, which can affect safety of the
employees.

10. Selection Criteria (cntd.)
 Language – language is the primary
aspect connected to communication;
communication on the other hand is a
vital factor which causes success of
relationship in the team, which will result
to productivity and efficiency. Therefore,
it is important to send person who is
experienced and knowledgeable, at the
same time, can verbally and non-verbally
communicate using the language of the
foreign country.

11. Selection Criteria (cntd.)
 Company requirements – it is
important to consider the different
requirements needed by the company
where to send the expatriate. It is
important to consider, that there are
some regions in the world that do not
accept women for managers and
leaders. Therefore, it is important to
consider these aspects.

12. Selection Criteria (cntd.)
 Empathy towards local culture–
The candidate should have soft corner
towards the cultural trend of
Bangladesh.
 Flexibility– It considers how much an
employee may be flexible while acting
as an expatriate in Bangladesh.

13. Selection Criteria (cntd.)
 Tolerance and open-mindedness–
the expatriate should be in the habit of
zero tolerance and open-mindedness.
Recruitment of expatriates should
be followed by cultural and
sensitivity training, and language
training.

14. Conclusion
 In conclusion we can say that most of
the processes are not as visible and
clear as it says in literatures. There is
no specific policy for recruiting
expatriates in Bangladesh, companies
customize policies as and when
needed; that is, it changes time to
time, considering situation,
government rules, organizational
policies, and other factors.