Final answer:
The global staffing approach recruits managers without regard to nationality and contrasts with the insider-outsider model, which distinguishes between employees already familiar with company procedures and new or potential hires. Prioritizing a candidate's strengths and finding balance with weaknesses is vital, as is the decision to train new hires with suitable personalities in necessary skills.
Step-by-step explanation:
In the global staffing approach, the best managers are recruited from within or outside of the company, regardless of nationality. This system contrasts with the insider-outsider model, where individuals already employed by the organization are considered 'insiders' with an intimate understanding of the company's procedures. 'Outsiders', on the other hand, are those who are newly hired or prospective employees. Focusing on the insider-outsider model, firms depend on insiders for smooth operation and familiarity with procedural nuances, although excessive reliance on either can affect the firm's performance.
Another consideration in managerial hiring practices relates to strengths-based management, which emphasizes leveraging a person's strengths rather than focusing on weaknesses. However, finding the balance between utilizing strengths and addressing weaknesses is crucial for optimal performance. Furthermore, personnel selection is a critical process where companies must choose whether to invest in training new hires with the right personality but lacking skills or opting for more skilled but potentially less compatible candidates.