International Job Search - Essay Example

It is crucial to note that the firm provides feedback and responses to online applications. Coca-Cola embraces creative recruitment strategy that focuses on talent management. These methods have interactive sessions during interviews. Most importantly, the firm has recruiters that traverse the globe, in search of management and production experts. These recruiters are involved in processes that require self-selection (Griffin, 2007). This means that the recruiter carryout the selection and separation processes or stages of the recruitment exercise.

Additionally, the firm has arranged group interactions that allow potential candidates to interact and express their feelings. These sessions focus on the evaluation of character, working knowledge and levels of interest. Job Classifications at Coca-Cola The job classifications at Coca-Cola are based on academic and professional qualifications and requirements for the job. These classifications include administrative assistant to the officer, international customer relations, international company representatives and officer coordinators.

The classifications are grouped into productions and human resources. These job classifications are spread out for the regional and international markets (Griffin, 2007, p. 145). The assumptions that can arise from these classifications include academic requirements, social requirements such as age, language and personal background such as place of origin, educational background, family status and criminal records. For instance, an individual may assume that the firm does not consider the criminal records of the job applicants.

International Assignment The international assignment is crucial when determining optimal mix of home and host country employees. For instance, the job opening may be present in a distant location such as Malaysia, which leads to the requirement for a person with knowledge concerning this region. The firm will look for a host country employee because the person understands the culture and economics of the host country (Griffin, 2007). The Culture and Language Preparedness of the Employee These are also crucial because in case the employee is not prepared in terms of culture and language, then he is not fit for the job.

It is crucial to acknowledge that language is a crucial factor because it determines communication. Culture is crucial because it influences communication and interactions (Ireland, Hoskisson & Hitt, 2007, p. 416). The employee should be, culturally, and linguistically prepared for the job. This influences the mix because the firm must seek for an individual with the background of the host nation. The Length of the Assignment In this case, the firm can give the job to a home employee because this does not depend on cultural or linguistic aspects.

Additionally, the firm can give this position to a host country employee, which will be logical in terms of stability, settlement and travel expenses. For instance, in case the job is located, in South America, it is logical to give the job to a South American (Ireland, Hoskisson & Hitt, 2007, p. 437). However, the firm can also give the job to an American. Giving the job to a South American facilitates operational stability because issues such as the discontinuation of work because of travel will not affect the operations.

The Host and Home Country Recruitment and Selection Practices These are crucial for consideration because