International assignments can be risky. Here’s how to help your expatriate staff members succeed in their new roles.

It’s been estimated that in 2004, the number of U.S. expatriates reached 394,000. That number continues to rise.

What's more, 16–50 percent of expatriate assignments end early, and the costs of early termination for just one expatriate can be anywhere from $55,000 to $1 million.

That’s why it’s so important to understand the factors and personality traits relative to successful expatriate assignments. Tools, such as expatriate assessments, provide helpful suggestions to better prepare candidates to succeed in their new assignments. 

Expatriate Success Factors

Although typical selection considerations still apply — for example, the candidate needs to have the requisite technical knowledge for the job — there are a variety of personality traits that successful candidates possess. These include:

• Extraversion. Desirable candidates are friendly and have a genuine interest in meeting new people.
• Agreeableness. Desirable candidates are pleasant, accommodating in social situations, and empathetic toward others.
• Flexibility. Desirable candidates are open to change and new experiences.
• Social adaptability. Desirable candidates are interested in learning about other cultures and embrace the assignment as a new adventure.
• Initiative. Desirable candidates are proactive; they make things happen rather than wait for things to happen. In addition, they enjoy taking on new challenges and initiate projects with limited or no help from others.

It’s also important to consider the expatriate’s family. Research has shown that it’s often the family situation that leads to a premature end of an assignment. Here are a few suggestions:

• From initial considerations, the expatriate candidate should be asked questions about his/her spouse and family.
• Spouses and children should be interviewed and/or tested for overseas assignment.
• The expatriate, spouse, and children should visit the country (at the organization’s expense) during the selection process. (This means before a decision has been made.)
• Don’t select expatriates whose spouses and, to some extent, children (especially high school age) don’t want to go.

Preparing for Success

Whether you’re choosing the right expatriate candidate or you’ve already made your selection, assessments can provide organizations the information they need to prepare a candidate for success. To begin, the assessment report identifies a candidate’s strengths and risk factors (including risk factors related to the candidate’s family). Once the report has been generated, coaching sessions can offer specific suggestions to the expatriate on how to quickly adjust to his/her new position, and offer specific suggestions for the organization to support the expatriate’s success. It’s a win-win for the expatriate and the organization. 

In Conclusion

The costs of terminating an expatriate’s assignment early are staggering. Taking the time to assess the candidate’s strengths and risk factors are two ways to help prepare the candidate, and ultimately your organization, for success.