Management of the expat expectations
One of the biggest challenges faced by HR Managers and International Mobility Departments is managing the expectations of expatriate employees and their families.
It is perhaps the most sensitive and delicate management of an expatriation, since it is at stake, above all, many personal factors, as well as professionals. A first job offer abroad is usually the most important moment in the life of an employee and can generate high expectations in their life project.
Commonly when a worker is young and without commitment, this challenge is usually carried out more calmly, but when the worker has dependents, the picture can be totally different. A series of questions often arise such as “How will this affect my family? Will it adapt? Will my partner find work? Will my children make new friends at school? Will we like the new city? Is it safe? Will we have the same quality of life? Language and cultural differences will be a barrier? ” and so many other questions that arise as the employee begins to evaluate the offer made by his company.
More detailed professionals will take into account the legal and fiscal landscape, questions will arise such as, “What will be the tax implications of this displacement? Where will I be a tax resident? Will I need a visa or work permit? Where do I keep my contributions to the Social security? What will happen to my retirement? ” But here those doubts do not end …
An employee with more vision to the future will even have doubts about his repatriation, that is, the moment in which his international mission ends and he has to return home “what will happen on my return? Will I return to the same job? all those benefits derived from expatriation? ”
Therefore, it is important that HR Managers communicate the offer with clarity and as much information as possible, anticipating these questions and doubts that arise while the employee evaluates the offer.
Not only do we face the risk of whether the expatriation will be a success or a failure, but also whether the offer will be accepted or rejected.
It is important to take into consideration that the investment, effort and work of the HR Departments when evaluating profiles, selecting candidates, preparing tailored proposals, conducting negotiations and analyzing the implications of the transfer is at risk if the proposal worker does not pose clearly and concretely. The acceptance of an offer will depend to a large extent on the skills of the interlocutor, on how the project is present, the confidence it conveys, its tone, enthusiasm, empathy and clarity in the information.
For this reason, it is important to have a well-founded expatriation policy, but it is also necessary to provide the Departments of Human Resources and International Mobility with the training and resources necessary to successfully complete the closing of these offers and achieve the minimum possible time the incorporation of the new candidate.
Therefore, those responsible for the management of expatriates should count, acquire or promote the following skills:
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To have experience of having personally experienced an expatriation process in order to have a real perspective of what an international assignment entails.
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Visit the main subsidiaries of the company to know in depth the organizational culture and transmit it in an appropriate way to the potential candidate.
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Study the practices and trends of the market that other companies follow to be updated and thus be able to offer competitive remuneration packages aligned with the sector.
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Integrate or involve the spouse or partner in the interview processes with the selected candidates.
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Have a specialized professional accompaniment of coaching for the development or promotion of communication skills between the HR manager and the candidate.
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Anticipate future needs with a new approach to interview that allows to answer all the doubts and uncertainties that arise during the process of personnel selection.
By Rossana Encina – Managing Director – Expat Advisors
Expat Advisors ©
Global Mobility experts
Tel.: +34 91 781 80 85
Fax: +34 91 781 70 20
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