European Professionnal Women’s Network, Best Of Conference 2008 : International Job Hunting

International job hunting is not an easy process, especially for women. This topic was the focus of the European Professional Women's “Best of” think tank held on June 13th in Paris. The think tank took place within the scope of the annual conference of European Professional Women's Network, the leading organisation for women managers and entrepreneurs on the continent. We hope the following think tank results will help in your search.

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Ann Bouisset, Business Development Manager – B2B at the Royal Danish Embassy, EPWN Member and Mobility TTG Co-leader - ©Nicole Salez

Emmanuelle Muller, Senior Manager at Grant Thornton, EPWN Member and Mobility TTG Co-leader - ©Nicole Salez

Wendy Kendall, Chartered Occupational Psychologist - Owner of SARL Marengo, EPWN Member and Mobility TTG Co-leader

Maureen Rabotin, Global Executive Coach / Cross Cultural Training Consultant at Effective Global Leadership, EPWN Member and Mobility TTG Co-leader - ©Nicole Salez

Bertrand Fouquoire, Guest Speaker, Director at Equipage - ©Nicole Salez

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AGENDA

The Expat Cycle, the process of moving abroad

First feedback on the Mobility TTG Survey Results

International Job Hunting: Practical Skills

What kind of expatriation for tomorrow ?

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THE PROCESS OF MOVING ABROAD

TRANSITION PERIOD

“Living in a foreign culture is like playing
a game you've never played before and for
which the rules haven't been explained
very well. The challenge is to enjoy the
game without missing too many plays,
learning the rules and developing skills as
you go along.”

-R. Kohls

The stress and challenges of an international assignment are part of the - on-going adjustment of balancing these additional systems.



In the beginning of an international assignment, Levels I, II and III are major concerns for assignees as they
learn to integrate a foreign environment. It can be difficult to focus on Levels IV and V.



The Intercultural Adjustment Process
- For each member of the family , the depth and height of the ups and downs vary as well
as the length of time at each stage.
- Family members will often be at different stages at any given time.

FIRST MOBILITY TTG SURVEY RESULTS

Good advice from people who have been there...

Be an optimistic pessimist ! Know what you're going to. Be ready for it to be difficult. It will be, especially at the beginning,
regardless of the country.

- Examine and plan before leaving!

- Ask LOTS of questions. Ensure that the company satisfies any questions you may have about the move. Do not be deterred when
they don't know the answers, keep asking.
- Get a lawyer and a tax counsel who knows both countries before you negotiate the contract
- Check out finance, social security, pension agreements, taxation, cost of leaving before you commit to leave .You must have
adequate medical insurance to cover all situations. You must have your legal paperwork taken care of. The death of a spouse is bad
enough but if you do not have all the legal stuff straight it's terrible.

- Couples MUST see if they are gaining monetarily or not. Couples with equal incomes always tend to lose.
- Single women on expat is perfect. Problems arise when you are a trailing spouse.
- Negotiate your contract well! Singles are cheaper for the company than couples => singles should negotiate their salary.

Prepare for the Accompanying Spouses job position !

- That new job may pay more... but if the accompanying spouse cannot work, that has a huge impact not only on current, but on future
earnings. Don't let the AS leave the job market completely. The AS should study the job market for his/her area before accepting the
move or/and selecting the new destination
- Minimum —, make sure the spouse is, at least, able to obtain a work permit in the new destination!
- Take an assignment only when the trailing spouse has got an equivalent job transfer at same grade and salary. If not that too hurts
- As a couple, if the expatriation is due to the woman's (or mans') international assignment, be sure to discuss in as much detail as
possible all consequences of the stay abroad. If not, this could prouve to be a devastating experience for the couple.

- Impact on couple and family:

- Understand the impact on the couple...it's very stressful and usually you will have a minimal support system outside of your spouse in
the beginning.
- A relocation is a shock for all. Don't move when the children are in puberty. The success in the job depends a lot on the family
atmosphere and happiness

Plan B and relocation —, try to settle this in the contract before leaving:

- Think about what the plan is after returning or X amount of time abroad . Make sure everything is well explained in the
contract, not only related to the expatriation but also for the repatriation.
- Think about the long term perspectives! Negotiate your return.

Preparing and arriving in the new country

- Get as much information as possible beforehand, check social aspects of life in the new countries .
- Learn the language,
- Connect to and build networks prior to departure so you don't find yourself alone in completely unfamiliar surrounding.
- Visit the country and have a first contact with your colleagues Lots of research into the host country, pro-actively enquire
about company's policies and practices
- Visit the country once - on your own and before you sign the dotted line - to see if you could really live there for 2 or more
years. When you look at the cost of a three to four day stint with air fare compared to a 2-5 year mistake - the cost is worth it.
When with family- bring them too!
- Buddy system - ask for a buddy who will assist you in adjusting. Possibly someone from the same nationality.
- Get enough time to settle in —, make sure the company does not force you to start on day one —, major mistake.

- IT IS NOT A DRESS REHERSAL OR A SUMMER CAMP!!!!
- BE PREPARED—, ORGANISED - FLEXIBLE - ADAPTABLE —, OPEN MINDED
- AND HAVE THE TIME OF YOUR LIFE...

What were the defining factors that made your international experience successful?

- ADAPTATION , OPEN MIND AND HARD WORK
- Support and strength of partner relationship
- Speaking the local language, desire to discover something new
- Networks in the other country
- Being open minded, willing to adapt and see this experience has an opportunity to take the best advantage of, whatever
happens stay positive.
- Openness to other cultures, willingness to learn languages,
- Good salary and benefits.
- To find a country that accepts women@career
- Learning to look at the half filled /empty glass from both sides.

What were the main issues to find a job for the accompanying partner?

- 1. WORKPERMIT , WORKPERMIT, WORKPERMIT
- 2. Language & cultural barriers
- 3. Lack of childcare after school
- 4. The negative value judgment associated with being an accompanying spouse.
- 5.No help from company. No network in new location.
- 6.Career disruption. Necessity to change profession.
- 7.To get a job for his level of qualifications.

INTERNATIONAL JOB HUNTING
- PRACTICAL STEPS

WHAT KIND OF EXPATRIATION FOR TOMORROW ?

- Diversity —, creates opportunities for employees
and companies alike, strengthening the competitive
advantages of the employee and the company and
enriching both parties

- Development - approach international mobility with a spirit of promoting the development of people
and organisations. This should remain the focus
throughout the international assignment, even
extending through to repatriation.

- Proactivity - both sides should try to be proactive
and engaged with one another, promoting
communication and dialogue between all parties.

- Awareness - it pays to be well informed! Who are
your internationally mobile managers? What are
their aspirations? What are their experiences? What
are the lessons learned? Please pass this on and
share it.

Par Nicole Salez