Final answer:
HR professionals should consider language fluency, cultural fit, adaptability, project management skills, and personal preferences when selecting employees for expatriate assignments to ensure a successful international work experience.
Step-by-step explanation:
When HR professionals are selecting employees for expatriate assignments, there are several important factors they should consider. The question, "Are they fluent in the local language?" is important as it can greatly affect the expatriate's ability to perform well and integrate into the new environment. Factors such as recent promotions may influence the decision but do not directly pertain to the ability to thrive abroad. Whether an employee prefers working remotely or not is relevant if the assignment cannot be accomplished remotely. Lastly, being skilled in project management is certainly beneficial, but it may or may not be the primary skill needed depending on the specifics of the assignment.
It's crucial to consider aspects such as cultural fit, adaptability, and the capacity to handle the challenges of living and working in a different country. Additionally, professionalizing human resources functions is vital to reduce bias, which has been shown to favor applicants with certain backgrounds or names.
Finally, the location and personal requirements of the job should align with the candidate's preferences and lifestyle, ensuring a mutually beneficial arrangement. It's recommended to get arrangements like remote work in writing to avoid future misunderstands.