 In this topic we are going to discuss about another issue of staff selection and we are going to discuss that from the basis of data that is available to us that the profile of the expatriate is generally inclined towards certain type of categories. So looking at the profile of an expatriate we find that the combination of different variables or different demographic characteristics of the expatriates who are working in the all over the globe, they are according to different criteria number one from the type of nationality so number one PCNs are 44% of the expatriates who 8CNs host country nationals are 29% of the expatriates working in the entire world and third country nationals are only 27%. So we see that there is a tendency and there is a tradition of hiring parent country nationals for expatriate assignments and generally like around 50% of the people who are hired as expatriates are parent country nationals. So when we talk about the regeocentric or geocentric approaches they are not that much apparent in the statistics that people from all over the world are hired in the multinational. Now the second criteria the gender criteria you can see that 77% of expatriate assignments are taken up by male staff and females are only 23%. So that is like almost more than three fourth more than three quarter of the population of expatriate managers is men. So that means that women are not sent for expatriate assignments as much as men are sent for that. Then when you look at the age in this survey it was found that 66% of people they belong to the 30 to 49 years of category so people in their mid-career which means they are middle-level managers they are sent for expatriate assignments and people from 20 to 29 years of category there are only 16% expatriates who are working in that particular category. Then if you see that what is the on male status 61% of the people are married 28% are single and 11% they live with a partner. Generally one thinks that people who are more mobile who go for international assignments would be single or not married and not committed to somebody but from the data it is quite apparent that 61% of the people are married so generally people who are settled and they have a spouse they are sent on an international assignment and that is again enhanced by the information of the next category that whether they are accompanied so 81% of the people who are sent on international assignment are accompanied by the spouse so their spouses whether it's the wife or the husband 81% of them they go with them wherever they are sent on the international assignment and 52% of the people are accompanied by children as well so when we talk about expatriate management and their relocation and the investment and effort that needs to be taken in order to adjust their families it is not something which is of a minute value or a few number of people they take their spouses and children alongside a majority of people take their spouses and children along with them on expatriate assignments so the adjustment and the relocation of the entire families is an important aspect of expatriate management in international human resource management now if we look at the next criteria that is the duration and from this information we find that 53% of the positions are they have they are for one to three years so towards the towards the traditional type of expatriate positions and short term are only 27% and when we look at what is the reason for sending somebody to an expatriate assignment then the first and primary reason for sending someone for an international assignment is to fill a position so we discussed that in previous topics as well that filling a position is still the most important reason to send somebody on international assignment and because people are not available for filling that particular gap people are sent for filling that particular position so from this profile of an expatriate we can see that there is a lot of inclination towards one or to one towards one category for example there are more males there are more parent country nationals people are accompanied by spouses duration is generally longer term assignment so accordingly the selection and recruitment and selection has to be done according to this kind of profile of the expatriate people who are working in different international locations so we can get guidance from this kind of an expatriate profile that what kind of people will be hired or may be hired for positions that are that come up in an international scenario