How to Select the Right Employee for a Successful Expat Assignment

Companies invest heavily in international assignments, yet many fail—not because the employee lacks capability, but because they and their families struggle with the realities of expat life.

Selecting the right candidate isn’t just about expertise. It’s about resilience, adaptability, and family readiness. Employers who assess these factors holistically improve assignment success rates and reduce costly early returns.

Why Do Expat Assignments Fail?

Failure rates for expat assignments range from 20 to 40 percent, with some industries experiencing even higher numbers. The primary reason is family adjustment issues.

Sixty-five percent of assignment failures are due to spouse or family dissatisfaction with the new location.
Cultural adaptation challenges account for about 30 percent of failures.
Career concerns of the accompanying spouse lead many expats to return home early.

When an expat struggles personally, their work performance suffers, making the entire relocation effort less effective.

Capability vs. Capacity: A Critical Distinction

Many organizations focus on capability—technical skills, experience, and professional achievements. While these are essential, they are not enough.

A successful expat needs capacity—the emotional resilience, flexibility, and mindset to thrive in a new culture. Without it, even the most skilled employees may struggle.

Assessing Capability (What the Employee Can Do)

Industry expertise and technical skills
Leadership experience
Problem-solving and decision-making abilities
Past success in global or cross-cultural roles

Assessing Capacity (How Well They Can Handle the Expat Assignment)

Emotional resilience and adaptability
Openness to new cultures and ways of life
Ability to handle stress and uncertainty
Strong communication skills in diverse settings
Family’s willingness and ability to adapt

A candidate may be the best in their field, but if they lack the mindset to embrace change—or if their family isn’t on board—the assignment is at risk before it even begins.

Key Questions to Ask Before Hiring an Expat

A holistic assessment of an expat candidate includes both professional and personal factors. Employers and mobility teams should ask:

Employee Readiness

Have they successfully navigated cultural differences before?
Are they open to discomfort and uncertainty?
How do they handle stress and setbacks?
Have they lived outside their home country before?

Family Readiness

Does their spouse or partner fully support the move?
What are their children’s educational and social needs?
Have they discussed expectations and challenges openly as a family?
How adaptable has the family been in past relocations?

Support Systems

What company resources are available to assist with integration?
Is there a community or network to help the family adjust?
What mental health and well-being resources are provided?

A Personal Perspective: When the Right Fit Works

When my family moved to India, people assumed it would be a difficult transition and we would carry out our assignment and quickly return to the US. Instead, we thrived. We embraced the culture, built friendships, and found that the challenges made us stronger. So much so that we have signed two extensions (so far) and continue to grow from this experience.

This isn’t because we had all the answers. It’s because we were prepared for the challenges and willing to adapt. Companies that assess expat candidates holistically—beyond just their job skills—set them up for success.

Expat success is about more than just professional expertise. A great candidate needs the right mindset, resilience, and family support. When companies evaluate both capability and capacity, they make better global assignments. This reduces failures, improves productivity, and ensures happier, more engaged expats.

Want to ensure your next expat placement is a success? Let’s talk.