The Essential Guide to Landing a Global Assignment [Top Six Questions to Consider]

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networkExperiencing the world on your employer’s dime via a global assignment is increasingly becoming harder to realize without answering key questions. Global assignments are big risks for firms, so you must do your homework prior to launching conversations around your desire to work abroad. High-profile HR professionals who’ve assembled compensation packages for global transfers at the big four accounting firms candidly shared how expensive mobility initiatives are. Sending you outside of your home country can cost a firm three to five times your base pay. There are further costs that add thousands more for your employer, like an early return before your contract expires. For this reason, approximately 50 percent of companies have or plan to increase the number of expatriates hired locally, which makes relocating employees even less vital to a firm’s success.

 

Many firms make it harder to land these opportunities by requiring a business case. 51% of companies surveyed in 2012 assess your candidacy on a cost-benefit analysis. Some ask for your own self-assessment to inform their decision-making. Therefore, it is important to think logically about your candidacy before asking for a global assignment. The following discussion addresses what you must consider when itching for a global assignment and what to do if you lack the necessary attributes to advance with that big “ask” for a relocation, and it also gives you a start to structuring your business case. Start by considering the following six questions to give you the most compelling reasons as to why you should be assigned abroad.

 

Thinking through a global assignmentvfinal

Start by comparing yourself against your peers.

 

  1. Where do I currently stand in the company? – Think about how important your skills, experiences or relationships are in comparison to those of your peers. If you are of more value to an employer, they will be more willing to invest in keeping you happy and succumbing to your request. An easy way to figure out your worth vs. that of your colleagues is if you were stack ranked. For better or worse, if you work in a transparent organization that openly shares your ranking, then you’ll have a clear idea of where you stand organizationally. Otherwise, take an honest look at your performance evaluation(s). Are you a consistent top performer? Consider your direct impact on individual(s), team(s), the business or the industry. Do you get the toughest projects? Are you entrusted with the most responsibilities? Do you lead tasks with higher visibility than your peers? If your answers are favorable, then take note of your findings and proceed to the next question. If your responses are unconvincing, then focus on rising above your peers within the next two years. Performance improvements take time but are prerequisites for launching global-assignment conversations.

Click –>The Essential Guide to Landing a Global Assignment by Melissa Llarena – to download the full edition of this blog. The full edition will address the five remaining questions, and…

-Help you figure out what to do if your manager does not support your relocation

-Share real examples of what successful expats did to land their global assignments

-Expose the two game-changing points that most aspiring globetrotters neglect to address

DOWNLOAD NOW -> The Essential Guide to Landing a Global Assignment by Melissa Llarena

 

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Melissa Llarena

Melissa helps movers and shakers up to those in the corner office rediscover what makes them unique so that they can land their dream job in a forward-thinking company where their ideas are listened to, valued, and supported.

She brings insights from having worked in 16-business units (including Human Resources) in NY, Paris, and London. Additionally, in her former corporate career, she worked on billion-dollar brands for P&G and on IBM for Ogilvy & Mather. Later, as the founder and CEO of Career Outcomes Matter, Melissa created a 3-step “sellable strengths” process which has been the centerpiece of her clients' results.

Melissa applies this method consistently to support mid-level professionals up to the c-suite to get into Fortune Global 500 organizations and agencies. She studied Psychology at NYU and earned her MBA from the Tuck School of Business at Dartmouth.

2 Comments

  1. Charles Wills on January 31, 2013 at 3:29 pm

    A friend shared this blog with me. Working abroad opportunities are at an all-time minimum because of how virtual we are in 2013. Although I didn’t have this guide during my transition, definitely concur that I did follow the process you lay out in this guide unconsciously.

    • Melissa on January 31, 2013 at 4:13 pm

      You bring up a great point about how virtual we’ve become. I would argue that in some locations face-to-face interactions, however, are crucial. For instance, throughout Latin America, in person contact matters greatly. It’s all about building trust and that’s harder to do via Skype. Thanks for commenting. I hope your transition was wildly successful.

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