Don't lose valuable assets, get the right candidate for relocation overseas.
The Business Survey is designed to assist companies in identifying candidates for overseas travel and work. Large companies invest millions of dollars to relocate candidates and move a family to other countries, making sure that an employee is capable of fulfilling a contractual agreement is important. This survey was designed after I traveled to Russia with 200 other contracted employees to open two hotels in Moscow, Russia. The contracts were for two years but shortly after arriving, I discovered that 99% of these people were unable to make the transition into another culture both in their personal lives and business. The result was disastrous for the company, 198 of these people broke their contracts and requested immediate transfers. Obviously, they were unprepared. As I continued my travels I interviewed many other x-pats working around the world and discovered some consistent themes in making the decision to work overseas, surviving culture shock and transitioning into a valuable asset for the companies they worked for. My goal became to help the company interview and make better decisions about the employees that were getting hired to work overseas. The following short survey is not only a valuable tool for your company, but a "must-have" when making the decision to invest in valuable team members.
For the interviewer:
There are 2 key reasons people are willing to relocate overseas. Tax free income and fast track advancement. Most people view this type of move as an opportunity to show you that they are valuable assets and willing to do more than the average manager or employee. Without fail, you must know the primary reason for the relocation. Dispelling ideas that a family or individual will be able to "save" or create a great deal of extra money is essential. While we all would like to think that what motivates them to take the position shouldn't be scrutinized, if you allow these ideas to cultivate, you will end up with a very disillusioned team member. Advancement within the company is very real and worthy discussion and should be discussed, is this person making "a name" for themselves with this move? People, who have moved for the tax free income, quickly realize the truth which is that while you might be able to save some, the differences in living like an American in another country can be seriously underestimated hidden costs. Advancement may or may not be a realistic incentive, try to be honest about this.
The family or candidate:
Why are you interested in this Country? Why are interested in this relocation? What do you expect to gain from this move? What type of expectations do you have from this company for this move?
Interviewer:
The pressures of joint venture companies and shared management range from extreme to mild depending on the county of consideration always open this topic up to discussion and consideration for the candidate. Serious adverse reactions can occur when a candidate is faced with fiduciary or loyalty responsibilities. The more extreme conditions, the more you need to understand the thinking of the candidate. Transitional thinking is more important than most companies realize. These kinds of pressures can not only tip the scales and threaten your company; they can seriously damage relations in a joint venture operation. Make sure that a candidate and family is prepared to face this challenge.
The family or candidate:
Do you feel that working/living within the structure of another culture, you can implement the "best of both worlds"? Do you feel that as an American, American ways are better or more important to the survival of the company? How do you feel about living, hiring, working with and training the local people of this country? What benefits are there is implementing the local culture in your company and personal life? Would you say that you are an American living in a foreign country or an American integrating with a foreign country? Do you expect to live as an American or live as a local?
These few topics are merely guides. Expand or eliminate as needed. I am simply giving you a survey outline to assist you in evaluating potential candidates. For more extensive surveying and training methods that can be implemented for your company, please contact me emgemichelle@aol.com. I can create company specific guidelines and surveys. The investment is real, don't lose money sending unprepared candidates or risk losing valuable candidates. Use good tools to further your experience and expand your company.
