The Generation of the Millennium, the new Expats.

They are those individuals who were born in a moment of digital transition, technological modernism and scientific revolution. The famous “millennials” are that generation that was born to promote an increasingly globalized world.

They have been born and have grown hand in hand with technology, those born in the 80’s and 90’s have lived very closely the evolution of an innovative world. They have observed how the human way of communicating, interacting and relating has changed, from the time of MSN and Nokia phones to what are today Smartphones and Artificial Intelligence.

The Millennial Generation knows no barriers, changes and transformations do not overwhelm them, being close to a culture totally different from their own is not an alarming fact for them. They are increasingly open to new languages, can be defined as citizens of the world, rather than a specific country or place. Which in turn translates as an adventurous generation, open to change, to new opportunities and challenges.

It is a generation whose entrepreneurship is broadly committed to a careful sense of the environment, gender equality, collective innovation and ethical talent. With these characteristics they manage to drive more and more the internationalization of their projects.

Unlike past generations, this group of individuals has a very different concept of what international assignments mean. They do not perceive an expatriation as a sacrifice or a threat to their stability, but on the contrary, they see it as an opportunity to grow and obtain new knowledge. Most millennials seek to obtain this striking offer, which beyond salary, provides an experience of great emotional value in their work and professional expectations.

In the case of Spain, despite having great growth in internationalization projects, there is still a resistance to expatriate young people. The traditional expatriations still seem to dominate the trend, are usually profiles of senior executives, middle-aged, with family. This fact may be related to the usual process of selection for internationalization projects, which is based mainly on the experience and curriculum an employee has in the company, the years of seniority and their position.

However, the reality is that in an increasingly globalized world, new jobs, with technical and digital knowledge, are being much more required by companies. Innovation in companies allows generations of digital natives to be more sought after in expatriation processes. Something that also contemplates other benefits:

• Expatriating young people, without contemplating years of experience, contributes to making the processes simpler, more dynamic and more enriching since this generation sees a work transfer with greater enthusiasm.
• The management of their expectations will be less complex since their needs will be much smaller compared to an expatriate with a partner and children
• The costs in housing, intercultural training, accommodation for the family and other benefits will be lower.
• Young people do not have many attachments to the country of origin, such as belongings or other commitments, which gives them flexibility, independence and autonomy and the ability to manage long stays abroad.

In addition, the experience of being transferred abroad can have an added emotional value between the company and the expatriate, since the professional impulse can be so enriching that the feeling and commitment of loyalty of the employee with the identity of the company will be strengthened . This mission is also in the hands of the Human Resources Departments, who manage the talent of the employee and to a large extent it is their responsibility to train their possible future managers.