Companies are always in need of good people.
It benefits companies to invest in good talent, to grow their best people into future leaders with larger impact to the organization.
The question is, how do we find the opportunity to grow by working in another location?
How to Become an Expat
Whether you are in your early career, seasoned, or in a leadership position; you might consider working abroad. International exposure could broaden your career, deepen your business acumen, and mature your people skills.
If you are open to moving to another country,
the first step is to let your direct manager know about it.
Have a conversation with your manager about your long term career and personal goals.
Let them know that you would be interested in a short term assignment abroad (1 – 6 months), long term assignment (1 – 5 years), or even a permanent transfer.
Managers may not be in a position to immediately provide an offer or commitment to send you to another location; but it’s an important discussion to have so they could possibly create or find that opportunity for you in the future.
Another pro-active step to take is to
Monitor you company’s internal careers website, and look for job openings in your country of interest.
If you find one that matches your skills, go ahead and apply; just as you would if you were applying for a job externally.
The HR of that location would get in-touch with you for the usual candidate assessment and interview.
Many companies are now prioritizing internal candidates over external candidates. And I encourage HR folks to support this philosophy.
It makes rationale business sense for companies to prioritize internal over external hires when filling an open position.
Not only is it more cost effective; it promotes organizational loyalty, increases employee engagement, and improves employer value proposition – which then creates a virtuous cycle of attracting and retaining talent – both internal and external.
Talent Mobility is also a Talent Development and Retention strategy.
When you request for an international opportunity, it signals to HR and your manager that you are actively taking measures to grow within the organization. It is mutually beneficial when good talent stays.
In case there haven’t been any internal opportunities,
You could also apply externally.
Companies in need of good people are willing to consider sponsoring your visa to work for the country you are applying to, and potentially also offer additional relocation support.
For external opportunities, you are more likely to be offered a local contract in the new country, rather than an expat contract.
If you’re considering internationally exposure for a short term period only (1 – 6 months), then it would be more practical to find internal opportunities with your current employer.
