| Abstract: | This article aims to identify and examine the key factors in effective recruitment for people to work successfully overseas. It investigates key factors such as experience of working overseas, attitude and personality which determine the success or failure of people recruited to work in education in developing countries; from personal reasons for seeking such work and the appropriate recruitment process, to the induction and how expatriates settle in to their work and life in a very different culture and working environment. The ‘culture shock’ experienced on arrival is studied to reflect on how its effects may be lessened. Three case studies illuminate specific lessons that can be learned where there is evidence of match or mismatch between expatriate and employing organization. |
