TEN RECOMMENDATIONS FOR A POWERFUL INTERNATIONAL CAREER MOVE
In 2012, 3% of French Managers and Executives were working abroad. In a context of cumulative economic and social crisis in which management positions are decreasing throughout Europe and information is found in profusion and sometimes excess, what are the 10 best practices for a successful global career move?
1 - A REAL “ASSAULT COURSE”
Finding the best possible job abroad and signing the contract used to come first, solving all the other questions (spouse position, taxes, family, schools, housing, kids studies ...) came after: this was the prevailing scheme «before». All the questions linked with expatriation are equally as important and have to be solved with the same level of implication: losing the «built-in» expatriate «privilege», facing competition with local managers, dealing with the difficulties encountered by the expatriate when returning or the problems caused by the almost unavoidable resignation of the spouse and his/her loss of status and career prejudice… One major key success factor consists in exploring and solving simultaneously the professional, personal and family motivations.
II - BALANCE
It is very risky to simultaneously change country of residence, culture, industry, company and position: you have to make a choice. Behave like a mountain climber, pay attention to keep your balance by not changing too many balance points at the same time. Your application will be stronger if it is solid and reliable and your position clearly held.
III - SPECIALIST
It is very tempting to select some of the less specific activities and responsibilities in your background and to keep doors and positions open. But experience shows without any ambiguity that specificity pays: the more an application targets a country, an industry and a position, the better the chances to be offered a position that offers added value to your key competencies and expertise.
IV - INFORMATION
Select information on the companies and their executives, becoming an expert of social networks: these information flows are key in the search process of a targeted international management position. Do not forget to use the «Network of the Networks», your school alumni association and its large offer: numerous workshops and conferences, personalized coaching and advice and a unique network of worldwide correspondants who are key in the process of a global career move. You will definitely get a return on your investment, sometimes 10 to 1!
V. The institutional local bodies: a French specificity
The French network of «Chambres de Commerce» (CC) has to be understood in its complexity. They offer a number of services you will be able to use along the way. ACFCI (International syndication of all the major CC’s), UCCIFE, UBIFRANCE: understanding these networks requires time and implication. One of the results consists in being locally welcomed by French professionals in each country who are in charge of bi-national relations.
VI. Mission
How can you efficiently send out your application? Organizing a local trip is the best way to meet the executives and managers you will have previously met through through online networking. You will have to support the cost but you will be rewarded with a huge competitive advantage: being locally visible as a professional in your field of expertise. Of course this would not be possible from France. You will notice that most companies abroad are concentrating their recruitment processes on a shorter period of time than in France.
VII. Customs
Are you flying to a country in which companies give more importance to degrees and background or to concrete achievements? And if so in which proportion? How important are resumes, interviews, tests etc… in the recuitment process? The «savoir-vivre» may sometimes be crucial and either boost or crash an application: the way you present your business card to your Japonese interviewer is key, as well as the making your shoe soles visible in the Middle-East.
VIII. HR or Operational speaking partner?
Developing a good communication with an operational manager on which payroll you may soon be is definitly more important than an interview with the HR director. But informing the HR group or country person cannot be detrimental except if high confidentiality is requested by your speaking partner.
IX. Credibility
The way you will manage a job offer shows a lot about your management skills: how much time will you ask for checking the contract proposal? Are the economic and legal safeties sufficient for yourself and your family? How to proceed to validate these items? As any local candidate, you have to benchmark the offer, confirm and optimize its value before accepting it formally.
X. Family
During this preparation time, your family will most likely show their willingness to support your project and expatriate with you, or they will leave you to expatriate by yourself as a «geographical single». At best you will avoid the explosive situation consisting in your family coming back 6 months after leaving because they cannot get used to their new life, creating a long-time disappointment or sense of failure.
Conclusion
“You can not refuse such a job offer, it’s a once-in-a-lifetime opportunity! ». This can be very wrong but so motivating! Accepting a position without preparation and checking may lead the professional and his family to catastrophy, with professional and personal consequences.
Taking enough time to benchmark and optimize a job offer never has serious consequences on its validity. If the company has decided to recruit an expatriate and his expertise, it means they have realized the domestic employment market does not offer such resources.
Fine tuning the best contract clauses for both sides, having a precise calculation of the available income afetr taxes and social costs, knowing your legal and taxes obligations in the new country and France, finding the appropriate words for a non ambiguous contract, forecasting a breach of contract caused by the employer or the employee and the severance package applicable: all these questions have to be solved before the contract is signed. It may be to your advantage to get the help of specialists in validation and optimization of international employment contracts, trained to the negotiation culture uses and processes.
