It can be difficult for any organization to maintain its focus and direction, but that is especially true of firms that do business on an international level. When an organization grows to the point of having operations in more than one country, it will always run the risk of going off in too many different directions to be successful. Instead of moving in directions that are not going to allow the business to ultimately reach its desired destination, it is important that the organization remain focused on its core values and culture in order to thrive. It is against that backdrop that the EPG model comes into focus.

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This international recruitment policy template describes the four global staffing approaches. It will help you set up your own international staffing strategy. Our international recruitment policy refers to practices and strategies we employ to hire people all over the world.

We explain approaches to international recruitment and when to use each one. This policy applies to all employees, offices and branches of our company regardless of location.

We will never use international transfers as a means to discipline employees or to retaliate against them. There are four approaches to international recruitment: ethnocentric, polycentric geocentric, regiocentric. The ethnocentric approach to recruitment means that we hire people from our parent country to fill positions all over the world.

For example, if we want to fill an executive role in a foreign country, we could:. The polycentric approach to recruitment means that we hire locals to fill our positions in a host country. For example, we could advertise on local job boards or create a contract with a local recruitment agency. We use the polycentric approach when [ we need the skills of locals to conduct our business. The regiocentric approach to recruitment means that we hire or transfer people within the same region like a group of countries to fill our open positions.

For example, we might decide to transfer employees within Scandinavian countries. So if we want to hire someone in Sweden a host country we could transfer one of our employees from Denmark, a host country in the same region. We use the regiocentric approach when [ the costs of transferring an employee from a host country are lower than transferring them from the parent country. Geocentric approach to recruitment is hiring the best people to fill our positions without regard to where they come from or where they live.

This means:. To use the geocentric approach, we need to have a global outlook on recruitment. For example, whenever a position opens at a host country or our parent country, the hiring team could:. Workable is all-in-one recruiting software. Source and evaluate candidates, track applicants and collaborate with your hiring teams. Start hiring now with a day free trial. Or talk to us about your hiring plans and discover how Workable can help you find and hire great people.

Skip to content. HR Toolkit HR Templates Company policies International recruitment policy This international recruitment policy template describes the four global staffing approaches. Scope This policy applies to all employees, offices and branches of our company regardless of location.

Policy elements There are four approaches to international recruitment: ethnocentric, polycentric geocentric, regiocentric. Hire a person from our parent country who lives or wants to live in the host country. What is polycentric staffing?

What is regiocentric staffing? What is geocentric staffing? This means: Hiring remote employees. For example, if we want a customer support agent in another time zone to support our customers there. Relocating our employees. This includes both bringing foreign talent into our parent country and relocating people to a new host country. We use this approach when we need someone to be physically present at a specific location, but the best person for the job is living elsewhere.

For example, whenever a position opens at a host country or our parent country, the hiring team could: Advertise on global job boards first, before using local job boards mentioning the location of the job clearly. Also, advertise on job boards focused on remote work when possible. Source candidates online without looking at their current location.

Check our global employee database to find internal candidates who may wish to relocate. Ask recruiters to suggest candidates they met at international career fairs or events. Ask for referrals from our existing employees, as they may have someone in their network who could fit in this position and be willing to relocate. International recruitment and selection process Whenever a position opens, hiring teams should follow this process: Decide which staffing approach is most suitable for this particular case.

Use this policy to determine whether the regiocentric, ethnocentric or polycentric approach suits best. Determine the recruitment methods that work for this approach. For example, if you decided on the polycentric approach, then consider local job boards and locally-based recruiters in the host country. Allocate your budget.

To make sure you can coordinate recruitment activities, look into your budget. Also, you may decide you need to meet candidates from the host country in-person so pay attention to travel expenses. Evaluate candidates. When it comes to resume and phone screening, we evaluate all candidates the same way. You could also use video interviews for remote candidates.

Each role will demand a different skillset, but to make sure our employees can work well together, look for people who: Are self-motivated and can work independently especially if their manager is remote. Can communicate well even through cultural and language barriers. Have a global mindset. Are tech-savvy. Close the hire and discuss paperwork. Once a candidate accepts a job offer, ask HR how to proceed with any legal procedures regarding visas, immigration policies or taxes. Be in close collaboration with the new hire until everything is resolved.

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International recruitment policy

EPG Model is an international business model including three dimensions — ethnocentric, polycentric and geocentric. It has been introduced by Howard V. The epg is a framework for a firm to better pinpoint its strategic profile in terms of international business strategy. The importance of the EPG model is mainly in the firm's awareness and understanding of its specific focus.


Global Staffing Approaches: Ethnocentric, Regiocentric, Polycentric, and Geocentric

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The EPG Model

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Explain the ethnocentric, polycentric, regiocentric, and geocentric approachestoward international human resource management, including when and how heach is best used. Ethnocentricity means strong orientation towards home country. The company uses the home base for the production of standardized products for the export markets. Decisions in such an organization are centralized.

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