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MBA - MANAGEMENT CONCEPTS - POLYCENTRIC, REGIOCENTRIC, GEOCENTRIC, & ETHNOCENTRIC

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There are four approaches to international recruitment:
ethnocentric, polycentric geocentric, regiocentric.

1. What is ethnocentric staffing?

The ethnocentric approach to recruitment means hiring people from the 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:

.Relocate one of our existing employees who’s a permanent resident of our parent country.

.Hire a person from our parent country who lives or wants to live in the host country.

2. What is polycentric staffing?

The polycentric approach to recruitment means that hiring locals to fill the positions in a host country. For example, we could advertise on local job boards or create a contract with a local recruitment agency.

3. What is regiocentric staffing?

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 cost of transferring an employee from a host country is lower than transferring them from the parent country.] When deciding to use this approach, take into account any language or cultural barriers that may exist.

4. What is geocentric staffing?

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:

a. 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.

b. Source candidates online without looking at their current location.

c. Check our global employee database to find internal candidates who may wish to relocate.

d. Ask recruiters to suggest candidates they met at international career fairs or events.

e. Ask for referrals from the existing employees, as they may have someone in their network who could fit in this position and be willing to relocate.
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