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Selection methods
A number of selection methods were covered in Chapter 6, but here we 
briefly examine other methods that can be used to attract and select 
international managers with the potential for leadership in organizations. 
The first is selection from within the organization itself. This is often the 
first source, depending on the availability of tried- and- tested experienced 
personnel.
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138 Cross-Cultural Communication
Joynt and Morton (2000: 100–3) refer to the following additional 
methods:
 Head- hunters: these employ executive search techniques to help 
identify
high- quality candidates for senior level appointments. Their 
well- developed contacts enable them to operate internationally, often 
networking with large organizations and their extensive contacts in 
emerging markets.
 Cross- national advertising: this method involves the use of international 
advertising agencies and advertising consultants across the world.
Internet recruitment: this is particularly effective in attracting internation-
ally mobile managers for those firms requiring specialist skills, or multi-
national companies wishing to promote their presence and interest in a 
particular market. The use of the Internet has the advantages of lower 
costs, wider recruitment sourcing, websites, online application forms, job 
specifications and access to curriculum vitae/résumés.
International graduate programmes: these can be useful in selecting ‘high 
flyers’ for future senior appointments, but organizations are wary of low 
retention rates and the possibility of a lack of long- term commitment 
from those recruited.
The cross- cultural implications of performance management