Labor expatriation: Challenges and opportunities.

When companies from different sectors consider the expatriation of some of their employees to international destinations, it is to carry out specific projects or to open new international markets. Both companies and employees have to take several factors into account in order for said expatriation to be successful.

How to choose the right candidate, so that the expatriation mission is successful?

At first, the company has to have a clear vision of the functions and objectives to be carried out in the new destination. It is very important that the company puts forward a strategy to know exactly what its goals and purposes are.

Aspects to take into account:

The first point to consider is the place of displacement, mainly due to the cultural challenges that the new destination entails. It is important that the candidate has communication skills, knowledge of languages, preferably international experience, open mindedness, flexibility and great ability to adapt to new social, cultural and business situations. It should be noted that previously the Human Resources Departments took into account the gender of the person to be expatriated. The vast majority of expatriates were male, however, today the labor market is changing and the percentage of expatriate women is growing.

Other factors that are taken into account, is the potential candidate’s marital status. Whether you have a family or not, can influence the adaptation to your new job. Family stability is very important. Apart from this, they must take into account extra expenses that they will have during the entire transfer. These expenses can be: schools for the children, employment for the spouse, housing for the whole family, life insurance, trips for the whole family, etc.

What happens if I am the chosen candidate?

Imagine that after a selection process by the Human Resources department, you receive a message in the Outlook requesting a meeting to propose a trip abroad.

From the first moment, you begin to have many doubts and questions “should I accept the assignment? What will be the position and position that I will perform? How will my spouse, my children and my pet take it? , What will my benefits be? What will my compensation be? What type of employment contract is the most convenient? Where will I live? How can I find a home and a school for my children? What immigration procedures does it entail?

The most important thing about this challenge is to be aware that the international assignment entails a responsibility that, over time, can become one of the best experiences of life. To start this challenge, the first step is to leave the comfort zone.

How to leave the comfort zone and face new changes?

“We must stop being prisoners of the daily routine.” Life can be very comfortable if we sit down to observe it. However, if we stay in the same place and do not advance, the dependence on this comfort can deprive us of knowing other productive scenarios in life.

To leave the comfort zone is to experience an inner struggle to progress and improve, but many times the mind resists and seeks to overprotect that comfort, this is also often due to the fear of failing.

Realizing this is the first step and it is also the best time to make the decision to act boldly and take a risk. It is the only way to discover your true potential.

A trip abroad has to be seen as a prize and a great opportunity. We must bear in mind that situations await us that will bring out the best we have inside, “face our fears to conquer ourselves”.

Nowadays, the companies that move their personnel to other countries, are increasingly aware that in order to achieve a successful expatriation, they need the support, assistance and help of an Global Mobility company.

What does a Global Mobility in an expatriation process?

These companies are made available to the employee to provide advice and execute services related to the expatriation of the employee to the new destination.

Some services that are offered are:

• Reporting: Provide complete information on areas to live, housing costs, costs of public, private and international schools, health, transport and all social and cultural aspects of the destination environment so that the expatriate and the company have a more detailed when planning your expatriation policy.
• Relocation: search of hotels or temporary apartments, orientation of zones, search of houses, search of schools, assistance in the installation and coordination of moving of personal belongings. Give ongoing support, via email, telephone or in person, to be always in contact with the employee and his family.
• Immigration: visa management, processing of work and residence permits, legalization of documents, local registrations, driving licenses and translations.
• Legal and tax advice: advice on international taxation, advice on labor matters, advice on Social Security matters and administrative procedures.
• Intercultural training: language training, cultural preparation and personalized training in expatriate management.