Aspects of Intercultural Recruitment and Selection of Highly Skilled International Female Staff in Slovenia

Abstract

Abstract The research analyses drivers of and barriers to highly skilled female applicants going through the recruitment process in Slovenia as highly skilled self-initiated international expatriates (SIEs). The qualitative research methodology was designed with six in-depth interviews with female respondents from Russia, Belarus, Latvia and Sweden. Theoretical frameworks of G. Hofstede, E.T. Hall, F. Trompenaars and C. Hampden-Turner and cultural intelligence competence models were applied to define HRM processes within the analysis. The findings demonstrate that the future female employees ought to consider not only general working aspects but also cultural differences and similarities, which affect the international HR selection and recruitment process and appear to be drivers of and barriers to SIEs. Necessary intercultural competences (cultural awareness, proactivity, sensitivity, flexibility, reflexivity, open mindset, readiness to challenges) and certain fields of knowledge (procedural, culture-specific, legal knowledge) for the entry level of the recruitment process in Slovenia are identified. The main contribution of this research is estimated within the IHRM perspective as the representation of the highly skilled female employees’ side within the recruitment process in the international arena. Moreover, it may improve intercultural cooperation within the female expatriates’ recruitment and selection process and enrich personal intercultural competences concerning the employment culture in Slovenia and the European Union.