Considering the global realities and the technological evolution, within a knowledge-based economy, many organizations aim at the human capital development, setting up not just organizational standards but promoting environmentally HR’s adjustment criteria in order to provide sustainability for recruitment and selection processes. Therefore, developing an adapted employee profile for expatriates should be one of the major imperatives for International Human Resources Management (IHRM) function. The work paper pleads for considering IHRM as an important organizational dimension, responsible for adjusting the international employee’s behaviour in accordance with the organizational and external domestic environment, in order to promote the overall value of foreign employees for national economy, culture and society.