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High failure rates of expatriates signal the necessity of finding new and more reliable ways of selecting expatriates for overseas assignments. In this chapter, extant literature on expatriate selection is reviewed with a specific emphasis on possibilities and limitations of using personality scales in the selection of employees for international posts. First, research in the field of expatriate selection is described from a historical perspective, which is followed by a critical evaluation of the current state of research. Conceptual and methodological problems are identified, and recommendations for future research are presented. Various practices adopted by multinational companies to select employees for overseas assignments are reviewed, and possibilities and limitations of using personality scales are discussed. Finally, the chapter concludes with a pilot study whose primary purposes is to provide some insights into the …