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IHR: Dual career couples in recruiting expatriates

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Dual career couples are becoming more and more prevalent in the work force. As an IHRM manager would you view this as a negative or positive aspect in the recruiting of expatriates? Explain your answer.

Dowling, P., Festing, M. and Engle, A. (2009). International human resource management, (5th ed.). Mason, OH: South-Western Cengage Learning.

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Solution Summary

The issue of dual spouse is considered to be one of the biggest barriers to overcome for an IHRM trying to place the top talent in international assignments, often leading to the use of less talented people to fill these positions or the use of TCN's (Dowling, Festing, & Engle 2009, pg 127-128).

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When recruiting expatriates, one of the key concerns will always be the effect the move has on the family, specifically the spouse. If the spouse of the expat is unhappy, this typically leads to the assignment being unsuccessful as the expat cannot focus on their job.

In the situation where you can potentially place two expats into a location together, as an IHRM you're looking at a win-win. The advantage of having the family intact ...

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