This paper examines that many companies are faced with an enormous issues such as expatriate failure. Therefore, some of the expatriates are rseturnedt back to their home countryies earlier due to their lack of job performance. With anthe expansion of globaliszation in the marketplace, many companies are sending expatriates to manage their businesses abroad. This is because ofthe expatriates have a gmoodre experience than local employees in terms of many cases such technical abilities, languages, and oethersc. Moreover, expatriate failure is as a result of weakness in international selection methods in multinational companies or MNCs. Consequently, the main purpose fofr this research is to identify the methods used by the Al-Barzanji General Trading Company in selecting expatriates. Also, another aim is to investigate the perception and experience of expatriate managers of selection methods by Al-Barzanji General Trading Company. The last purpose is to identify how the selection methods can be improved by Al-Barzanji General Trading Company.

According to the literature review, I focused on expatriate failure, international selection methods, and cultures such as culture shock or others. Therefore, these interim findings are based on questionnaires (Ssurveys) with 18 of expatriate managers and other international employees at Al-Barzanji General Trading Company in UAE. The participants are from various countries around the world., Tand the findings suggest that there is a gap between reality and theory. This is because of the company still has no recognition in some of the factors of international selection methods, which are extensively more complex than domestic selection processes. For instance, some expatriates have obstacles in technical abilities, languages, family issues, and personalities, and otherstc.