If you are required to recruit expats, what qualities will you try to judge during the interview?

Apart from the Job requirements and knowledge, it is also very important to understand the culture fit and the thought process of the expat candidate on working with global workforce. 

a wrong culture fit for the organization, even if the candidate is with excellent expereince is a bad investement

Well I will certainly focus following things while interviewing an expat.

1) The candidate's seriousness towards his career prospect in our organization.

2) The desired skillset and communication level.

3) The long term working potential and interest.

his professional experience,educational qualification, language skill.

If you are required to recruit expats, what qualities will you try to judge during the interview?

While interviewing an expat, it would be good idea to understand that he has really handled the portfolio that one is given your Job Description.

The candidate must have basic job skills knowledge to extract work from others.  Extracting work is a skill and that gets developed with exposure and experience.

No one recruits expats generally for basic job  so you would be interviewing the person for a highly skilled or managerial job, so naturally you would aim your questions to understand his managerial capability and working style.

It is equally important to know that he will have to be better informed and well exposed to areas than the host country staff.

It is also important to know if he is a team player and willing to lead the team. If candidate with solo approach is recruited to lead a team, it is likely to affect morale of reporting staff as they may not get feeling for getting adequate weightage for their contributions.

Another important task is stress management. You must have an expat who handles stress nicely without affecting or affecting less to others. New place, new environment, new people are all contributing factors for stress and if the person does not have capability to handle stress on his own, the employer will be helpless.

We as a Management must know how does candidate handles situation when he is nervous and should explore that aspect while interviewing.

It is also important to know that the candidate is well mannered and follows etiquettes and respects local culture, else the staff or customers would find offending.

You must get a candidate who is honest and the employer can satisfy himself about his honesty before employing him.

His ability to fit in company environement

1. Be objective in finding out the capabilities and less subjective about his nationality.

2. Context is different from country to country. Hence make your judgement based on the country the expat come

3. Reduce bias and look for creativity. 

4. Embrace diversity.  

Key would be to look at 

1. Cultural fitment and / or adaptability.

2. Ability to communicate clearly and understand the communication provided.

3. Team Interpersonal skills.

4. Ability to handle diversity - especially if the workforce come from different backgrounds.

His research on new location and adaptability to the new workplace. Also, Diversity sensitivity are a few key indicators in new expat hiring. 

First of all I will foucus on candidate personalty then his qualification.