Category Archives: Global Mobility
The Pandemic ain't over yet. As I had gone through COVID-19 when it wasn't a thing yet, I wanted to share again these simple tips for you. Some of them are useful in any kind of stressful situation as well.

1- Drink a lot of Water

Supporting immune health through good nutrition, proper rest and hydration is important for fighting off infections. Dehydration can thicken your blood, which can be a cause for heart disease as well. Thus, it’s important to have plenty of water so our liver and kidneys can remove waste through body fluids.

I drink at least three liters of water and tea. The type of teas that you can incorporate in your routine to strengthen your immune system are:Linden Blossom Tea and Ginger Tea.

2- Boost Your Immunity

Our immune system is a complex model of cells and systems, each with their own role in combating illnesses. The overall condition of your immunity determines how vulnerable you are to catch an infection or fight it off. Our physical, mental and emotional state contributes towards a healthy immune system.

We can manage our stress as well as include supplements to boost our immunity, especially when we aren’t being able to eat a well balanced diet.

These are all homeopathic options and helps your immune system:

3 – Exercise Regularly

Regular exercise of moderate intensity can be beneficial for lungs, immune system and mood. Exercise boosts the production of an antioxidant known as “extracellular superoxide dismutase,” or EcSOD, which in turn, protects against acute lung disease and other diseases.

Here are a few suggestions which I personally recommend:

  • Simple yoga breathing exercise in which you cover one nostril and exhale quickly
  • Feldenkrais breathing session done While Lying Down. “Breathing In All Directions” [deeply relaxing].
  • Progressive Muscle Relaxation, according to Jacobson. It  is a method that helps relieve that tension. In progressive muscle relaxation, you tense a group of muscles as you breathe in, and you relax them as you breathe out. You work on your muscle groups in a certain order. When your body is physically relaxed, you cannot feel anxious.
  • Movement meditation (when dizziness stops in SloMo) showing a basic introduction to active meditation.

4- Calm Your Mind

When dealing with health issues, family tragedies, international job transitions, change in our organizations you can and should focus on your own well-being first. We still have to stay careful and practice social distancing, but that doesn’t mean we can’t enjoy little moments in life.

Any kind of creative work or mindful action can help you be in the present and be calm and secure. Watch birds, water your plants, listen to classical music or watch animal films. I also painted to reduce the feeling of isolation and increase self awareness.

5- Will to Fight Coronavirus

Don’t let this disease consume you. You can fight it. Watch this video by @chriscuomo. Once I saw it, I decided to be more active even in the hospital. Remember, it’s okay to let fresh air in. Both sunshine and fresh air are essential. You can take it at your window or balcony. Try to let fresh air in at least three times a day. If you can walk outside for 25 minutes, it’s even better.

6- Turn off those notifications

It is easy to get depressed when watching bad news coming in from various parts of the world. When you watch TV, it seems like there’s an endless world crisis and the images you see, work on your subconscious as well.

Give yourself a break from all media! It was easy for me to turn off my notifications and apps, especially when I was in hospital. I was happy to pass my time watching comedy. I loved “The Big Bang Theory”. When I recovered I decided to have a 24 hour – offline time on the weekend where I try to go through life in an analogue way.

7- Constant Video/Voice Calls

Due to corona virus, it’s not easy to be able to do a lot of calls in a day. The virus can particularly strain your voice so make sure that you are only talking with your closed loved ones. Avoid those who are deniers as explaining them will add unnecessary stress, which you should rather avoid. I also found video calls to be exhausting, especially when someone was talking in the background or the person wobbled with the mobile in hand. Tell your friends and family what you need from them in this phase.

8- A Good Night’s Sleep is Vital

Anxiety related to loss of control or uncertainty can mess up with your sleep routine. I would highly recommend you to sleep whenever you feel tired as sleep can help boost your immune system. On the other hand, sleep deprivation weakens the body and makes people more vulnerable to contracting a virus. Create a sleep schedule and put your upper body a little higher. Buy cozy and fresh bed linen and wear comfortable clothing. Aim to limit screen time at night.

9- Write A Diary

Try to structure your daytime schedule by writing a diary. You can keep a check on your mood as well as track daily activities. I would often ask myself the following things:

  • How am I feeling today?
  • What am I thankful for today?
  • Which three topics or tasks do I want to tackle today?
  • What do I wish for?

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Then the RockMeRetreat 2021 might be for you. Receive all our updates on the RockMeRetreat 2021 by signing up here.

Follow and connect with me (please use code: COVID19AINTOVERYET).

Further Resources

My Pandemic Series

The Rise of Weinberger – Building up Strength during the Pandemic – Part 4

https://globalpeopletransitions.com/the-passion-games-playing-yourself-through-the-pandemic-part-3/

https://globalpeopletransitions.com/sleepless-in-switzerland-getting-through-the-pandemic-part-2/

https://globalpeopletransitions.com/angie-alone-at-home-managing-yourself-through-the-pandemic-part-1/

In this interview we cover:

  • Repatriating Your Role – You own your career and your brand
  • Expect Re-Entry Shock – It’s not all milk and chocolate
  • Plan the Logistics – The devil’s in the detail, consult the Pro’s
  • Optimize Taxes – Talk to Your Tax Expert when to go

Guest post by Oyindamola Adedokun

It is no gainsaying that globalization has truly changed the modalities of doing business in the 21st century. The increased rate of interconnectedness and global interdependence has generated the need for many companies to spread their tentacles abroad if they must have a competitive advantage and wield global relevance in today’s fast-changing global economy. The development and geographical expansion of international corporations are however not usually a walk in the park. 

There’s a wide array of expatriation processes that must be networked in order to manage a subsidiary or branch in a geographical territory or culture that is different from the headquarters. 

Before we explore the factors that determine whether or not an international assignment is successful, it is only relevant to examine some of the other reasons why international corporations send assignees abroad. 

The first reason is position filling (SHRM, 2017). Expats are sent on international assignment mostly if there is a position that no local could fill. This is mostly due to a lack of sufficient skills and expertise that allows one to function optimally in a given role. At this juncture, suitable expats are sent from the headquarters or sourced externally to fill an existing gap. This is mostly a common occurrence in the construction sector. 

The second reason expatriates are sent on international assignments is to have them develop their managerial skills by gaining access to an international context of doing business, thereby fostering career growth (UKEssays, 2018). Many multinational companies (MNCs) use expatriate assignments as a leadership development tool. These MNCs often send their managers and executives internationally in an attempt to develop their knowledge of the international economic environment and their ability to work and manage effectively across national borders (Tung, 1998). 

Repatriates, who have completed a global assignment, can help establish and expand an MNC’s international business because they possess first-hand knowledge of particular cultural contexts, including information about specific markets and customers. Repatriates understand how the company is perceived in another country and are part of a global social network that can advance the company’s business.

Another reason why multinationals send expats on international assignments is to enter a new market. Expats are sent on assignment to a new territory to analyze the market to see whether the company’s products or services will attract clients and users. 

The last reason is to control and coordinate the global activities of a company (Bonache et al., 2001; Harvey and Novicevic, 2001) as it is in the company’s interest to integrate its transnational activities. Through their expatriates, the companies seek to replicate the values and objectives of their home offices in the culture of the branch where the international assignment is taking place. 

Having discussed some of the reasons why companies send expats on international assignments, I will now examine five important factors that determine success in international assignments for expats. 

The factors that contribute to the success of expats on international assignment can be classified into 5 categories: job knowledge and motivation; relational skills; flexibility and adaptability; extra-cultural openness; family situation (Arthur, Bennet; 1995, cited by Weber; 2004).

    • Job knowledge and expertise. The importance of possessing the technical skills relevant to a role cannot be overemphasized. This is one of the major factors that guarantee optimal work delivery in an international assignment. As already mentioned, one of the reasons multinational enterprises send expats on a foreign assignment is to transfer skills and knowledge to a branch. Suffice it to say that one can only transfer the skills and expertise one possesses. 
    • Relational skills. Accepting to go on an international assignment is invariably accepting to leave the people you are already familiar with to interact with a new set of unfamiliar people and colleagues. Relational skills go beyond the knowledge of the business model and professional experience to include personal traits such as patience, trustworthiness and honesty, empathy and understanding, reliability and dependability, influence, and persuasiveness. 
    • Flexibility and adaptability. These refer to one’s ability and willingness to respond and adjust to changes by balancing your core beliefs to accommodate the norms in one’s current environment. An expat would only be successful to the degree he or she is able to adapt to new processes, methodology, and procedures. 
    • Extra-cultural openness. The concept of cultural intelligence captures an individual’s capacity for successful adaptation to new and unfamiliar cultural settings and ability to function easily and effectively in cultural environments worldwide including situations characterized by cultural diversity (Earley & Ang, 2003; Earley & Mosakowski, 2004). It is an individual’s capability to deal effectively with people from a different cultural background and understanding (Earley & Ang, 2003). International assignments involve going to a country with an array of different cultural preferences. In order to avoid stress and frustration, an expatriate must possess some level of global competency. 
    • Family situation. The family situation is a key factor that determines whether or not an assignment is successful. Organizations have the responsibility to cater to their employees during an international assignment. However, does this care and concern extend to the expat family? After all, the success of an international assignment cannot be taken into account separately from family support. As a matter of fact, people would choose to leave their international assignments in order to save their marriages (Weinberger; 2020). 

Getting a coaching session with Angie Weinberger could already be a step in the right direction of making an international assignment successful.  You can so sign up here to receive offers for free online workshops and updates on the upcoming HireMeExpress program.

OYIN
OYIN

About the Author

Oyindamola Adedokun is an experienced Mobility Professional with expertise in talent mobility across Africa. He is experienced in engaging proven measures to provide both SME (Small and Mid-size enterprises) and Large-size multinationals end-to-end support in on-boarding expatriates in Nigeria.

With his practical experience, Oyindamola manages a broad range of Immigration facilities such as STR visa, Temporary Working Permit, CERPAC, Quota Approval from the Nigerian Federal Ministry of Interior. He also consults potential foreign investors who are trying to explore the many untapped opportunities present in the Nigerian market on the legalities of establishing a foreign enterprise in Nigeria. 

With a demonstrated history in the oil and energy sector, Oyin currently manages the immigration facilities of well over 100 expats in one of the leading oil servicing companies in West Africa. 

References

Earley, P.C., & Ang, S. (2003). Cultural intelligence: Individual interactions across cultures. Palo Alto: Stanford University Press.

Earley, P.C., & Mosakowski, E. (2004). Cultural intelligence. Harvard Business Review, 82, 139-153. 

SHRM. ( May 2017). Managing International Assignment https://www.shrm.org/resourcesandtools/tools-and-samples/toolkits/pages/cms_010358.aspx 

UKEssays. (November 2018). Motive For Sending Managers Abroad As Expatriates. Retrieved from

https://www.ukessays.com/essays/management/motive-for-sending-managers-abroad-as-expatriates-management-essay.php?vref=1 

Weber, T. (2004). What Are The Critical Success Factors In Expatriate Assignments?, Munich, GRIN Verlag, https://www.grin.com/document/34588

Weinberger, A. (2020). Assignment Failure on the Rise? The Solution is to Prevent Family Separation – Part 1 https://globalpeopletransitions.com/avoiding-assignment-failure-through-family-issues-seven-key-provisions-for-your-global-mobility-guidelines-part-2/

Family Separation

We talked about how family challenges and marital issues greatly impact the outcome of international assignments. We also saw that a large number of companies list the Expat Spouse’s unhappiness as the primary cause of “Expatriate Failure”, highlighting the importance of the Expat Spouse and Partner career support programs.

This week, we will talk more extensively about the kind of support you can give to Dual-Career Expat Couples and why that matters if you work in HR and Global Mobility.

I have always advocated for Global Mobility Managers to be more proactive about involving Expat Spouses. Sometimes I sound like a broken record though. Anyway, it’s 2021 so I reiterate what I’ve been repeating for years.

We want to be proactive!

The days of the passive “trailing spouse”, when they were marginally involved in any decision of moving abroad, are definitely gone. Today, according to the 2018 Relocating Partner Survey, 97% of mobile employees actively involve their partners in the discussion before accepting an assignment, so why shouldn’t you?

We want to be inclusive!

Employers cite a variety of reasons for supporting Dual-Career Expat Couples via policy and practice. The primary reason is to increase staff mobility. Some employers also do it to reduce the costs of assignment refusal or early return and promote family-friendly policies. Others want to support diversity or gender initiatives.

One figure, in particular, stands out in the latest KPMG report: 39%. This indicates the percentage of surveyed companies pointing out that sexual orientation is the main demographic reason leading an employee to refuse an assignment. But 39% is also the percentage of companies indicating that the employees’ dependents impact their decisions to accept an assignment. Perhaps, in your career as GMM, you too have witnessed these scenarios and you aim now at broadening the pool of talent by making it more diverse and inclusive. 

Here is how you can still help your company achieve its Diversity and Inclusion goals, improving brand, reputation, and global market competitiveness.

  • Review the demographics of your global mobility team based on diversity and change policies accordingly.
  • Diversify international assignment terms. 
  • Adjust policies for selecting candidates.
  • Broaden communication about opportunities.
  • Offer training to reduce unconscious bias.

We want to bring back the Human Touch!

What you can do to help Expats and Expat Spouses is to ease the external stressors to their relationship caused by the international assignment. Most importantly, take the Expat Spouse seriously!

Here are seven provisions you can take up in your guidelines.

1 – Review all your Global Mobility Guidelines

Today’s mobile employees are no longer interested exclusively in the financial aspect of their international assignment package. They are also very concerned about the impact of the move on their spouses’ careers while abroad. This is a consequence of the increased levels of equality within the couple: 77% of Expat Spouses work before the assignment and 82% of them secure a bachelor’s, master’s, or Ph.D. degree (2018 Relocating Partner Survey). In short, the current mobile population won’t accept being treated like their predecessors. 

Even if 62% of employers wish to encourage employee acceptance of an assignment by offering support to Expat Spouses, most employees are still frustrated by what employers are offering today.

An increasing number of Dual-Career Expat Couples depend on the income of their spouses during international transfers. Today, dividing Expat Spouses into the “working” and the “non-working” categories is too simplified. 

Employers should therefore ensure that their partner policies support these choices equally for working and non-working partners to avoid any form of discrimination.

According to a report published by Permits Foundations in 2012, only 33% of the companies surveyed provided career support to Expat Spouses under a formal written policy. Another 11% had informal guidelines, while 27% of them assisted on a case-by-case basis. 29% provided no support at all. 

With an Expat Spouse and Partner Support Guideline in place, you will more easily become a more attractive employer.

2 – Involve the Expat Spouse and Partner in the Pre-Assignment Phase

During this phase, there are probably lots of questions going on in the Expat Spouse’s head, and feelings of euphoria and anxiety often alternate with each other. They might be wondering what impact the move will have on their children and whether they will be able to find employment in the new country. It is part of your role as Global Mobility Manager to offer early career assessment for the Expat Spouse as well as information on international schooling options. Additionally, since Expat Spouses are often in charge of the logistics behind the move, you must be able to connect them with relocation services and immigration providers ahead of the move.

3 – Help with the Work Permit

Nowadays, Expat Spouses are allowed to work on a dependent work permit in the vast majority of the top host locations accounting for 80% of today’s global mobility (2018 Relocating Partner Survey). This huge achievement is the fruit of the Permits Foundation, which fights for the rights of relocating partners to be able to work on their dependent permit. 

However, some countries present exceptions and subtleties linked to marital status. Non-married partners from opposite sexes, as well as same-sex couples, face more challenges accessing work permits. In countries that do not allow Expat Spouses to work, securing a work permit is almost impossible.

It is therefore your duty to help Expat Spouses navigate the world of bureaucracy specific to each assignment. 

4 – Research Work Opportunities for Expat Spouses

Career stagnation is a major stressor to any relationship. Therefore, as one way to avoid putting the success of assignments in jeopardy, your employer could provide work opportunities to the Expat Spouse if they work in a similar field or area. What I’m also doing is to check with other companies if they have availability for the Expat Spouse especially when they work in a related field.

In this initial exploratory phase, it is also important to verify that the Expat Spouse’s degree is in line with what recruiters expect to see in the host country: qualifications obtained in one country are not necessarily recognized in another.

The 2018 Relocating Partner surveys highlight how career and job search support is now offered by 71% of employers, a sharp increase in comparison to previous data.

5 – Provide Transition Coaching For The Expat Couple

Coaching for the Expat Couple is also an option. In my experience, it is also helpful if one person of the couple is going through a coaching program. Your company should take over the cost within the Global Mobility guidelines. Companies offer Expat Spouse Career and Life Support programs to assist Expat Spouses. Most Swiss-based companies provide up to 7’000 CHF in services. This is a lot of money!

Transition coaching for Expats and Expat Spouses is becoming a more and more prominent concept in companies around the world. As a Global Mobility Manager, you already probably know that supporting Expats and Expat Spouses through each different adjustment stage they experience leads to a higher satisfaction rate with the assignment and the service of Global Mobility in general. 

The sad part is that Expat Couples often don’t claim support as they haven’t seen the GM policy and have not been involved in the decision-making process.

6 – Offer Host Language Course

The most common forms of assistance already in place addressing spouse career concerns are language training, provided by almost two-thirds of employers (Permits Foundation, 2012). If there is a business need, companies generally pay for a 60-hour course.

7 – Pay for Support for Children and Teenagers

Not only Expats and Expat Spouses, but their children too, need support during the assignment. After all, children are the most critical asset in the expatriation process. One of the tools you can offer them is intercultural training, especially if the children are in local schools. Giving training to Expat Children has a lot of value, and you will see that once you make the children happy, you will have a higher ROI, higher retention rate, and a better satisfaction rate in your KPIs.

When Family Separation is the Best Option

Sometimes, things just don’t work out and the result of that international assignment is family separation. There are also instances where the Expat Spouse and potential children should stay in the home country. One reason could be schooling, another reason health and safety. Consult with me if you have any questions about how can bring the #HumanTouch back into your Global Mobility Program and Team.

Kind Regards,

Angie.

PS: We open HireMeExpress for Sale

We developed the HireMeExpress program to support more Expat Spouses and Partners to find a job in a new country. All of the twelve modules and more than 36 worksheets can be used for other expat hubs from Berlin to Bombay. However, our best network is in Zurich, Zug, and Basel, Switzerland. Hence, we can help best here. If you need help in other locations, contact us anyway, as we have contacts globally.

References:

KPMG. (2018a). „Inclusion and Diversity: How Global Mobility can help move the Needle”, KPMG. Retrieved May 13, 2020, from https://assets.kpmg//content/dam/kpmg/xx/pdf/2018/06/global-mobility-inclusion-and-diversity-how-gms-can-help-move-the-needle-FINAL.pdf

KPMG. (2018b). „Inclusion and Diversity in Global Mobility”, KPMG. Retrieved May 13, 2020, from https://assets.kpmg//content/dam/kpmg/xx/pdf/2018/06/global-mobility-inclusion-and-diversity-how-gms-can-help-move-the-needle.pdf

NetExpat & EY. (2018). Relocating Partner Survey Report. https://www.ey.com/Publication/vwLUAssets/ey-2018-relocating-partner-survey-final-report/$File/ey-2018-relocating-partner-survey-final-report.pdf

Permits Foundation. (2012). International Mobility and Dual-Career Survey of International Employers. https://www.permitsfoundation.com/wp-content/uploads/2013/06/Permits+Global+Survey+2012nw.pdf

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Biases and prejudices are burdens that confuse the past, threaten the future and render the present inaccessible” ~  Maya Angelou. 

Although international organizations have Diversity and Inclusion objectives, in the vague sense of it as it were, yet according to a report by KPMG, 2018, many are falling short due to failure to understand how Diversity and Inclusion impact Global Mobility programs. 

Another survey by KPMG highlighted that the majority of Global Mobility Programs do not have specific Diversity and Inclusion objectives as part of their department’s strategy. 70% of the companies that do have diversity and inclusion practices in place stated that this was due to a strong business case for diversity across all areas of the business. 

At this juncture, it is important that we define “Female and Minority Talent”. While what you consider as a minority will depend largely on your home base country, where your headquarters is based, I recommend that you consider all of these groups:

  • BIPOC: The acronym BIPOC refers to black, indigenous, and other people of color and aims to emphasize the historic oppression of black and indigenous people.
  • LGBTQ+: LGBTQ+ stands for Lesbian, Gay, Transgender, Queer, and other sexual identities and genders.
  • Religious and cultural minorities in your home and host countries.

We previously discussed the obstacles women face in Global Mobility. We also raised the why question. This is about the how.

As rightly posited by Tom Paton, diversity is slower to gain reception in areas where prejudice or centuries of deep-rooted behavior may persist. Unconscious bias is when a Sponsoring Manager is preparing to send only white men abroad to fill a business gap. 

What you will see is often unconscious bias against female talent because the Sponsoring Manager assumes that a woman has a house to keep and children to raise. Sometimes the prejudice is just as simple as “women don’t do this kind of job or can’t work in this country”. There is a strong stereotype that women with children don’t want to work abroad. 

Meanwhile, data shows that 88% of women feel that they need to go on an international assignment to advance their careers (PWC, 2016). The study shows that 73% of women in Financial Services wish more transparency on opportunities overseas. The lack of transparency in overseas opportunities leads minority groups and women to be underrepresented as they are not aware of the opportunities. 

Consequently, companies have smaller talent pools as the communication of overseas opportunities is often rather ambiguous. The outcome of the survey by KPMG brings a little hope in this aspect, as nearly half of the companies surveyed indicated that the review of their Global Mobility processes will result in broadening communication to employees about opportunities. 

We all want to maximize the potentials of our pool of resources. 

There is enough evidence that companies having both gender diversity and ethnic and cultural diversity are more likely than ever to outperform their less diverse peers. 

McKinsey’s most recent report ‘’Diversity Wins’’ outlines that companies in the top quartile for gender-diverse executive teams are 25% more likely to have above-average profitability than companies in the fourth-up quartile. The outcome for ethnic and cultural diversity is equally appealing. Therefore, the business case for diversity and inclusion is clear, it is time for us to take matters into our own hands.

Here are our top six tactics to give female and minority talent a seat at the Global Mobility table.

1 – Identify Strong Candidates: This boils down to eliminating all forms of prejudices, stereotypes, and biases. Regardless of being male or female, it is important to create a system of identifying those who are qualifying for international work and projects. The key points to consider for an ideal selection are performance, potential, and if needed proficiency with the relevant languages. Use your performance and potential data and don’t just rely on “gut” feeling about candidates. Make sure that you have “hard skills” added to your HR System so you can search talent by language or IT skills.

2 – Select Candidates Based on Intercultural Sensitivity Tests: Every candidate that meets the requirement for being sent on an assignment should go through an intercultural sensitivity test.  We must stop making the assumption that women with children are unwilling to take up an international assignment.  Not only can women be willing to receive an assignment, but they are just as capable of accomplishing great things and succeeding as their male colleagues.  On another note, the potentially stressful or dangerous context in the host location might be a deterrent for some employees, but before assuming, have a conversation with your potential assignee. You have to ensure that your selection process is based on data and facts, rather than sentiments. Work with a professional to assess their intercultural competence. At GPT, we use assessment tools such as the Intercultural Development Inventory or  Individual Cultural Blueprint Indicator.

3 – Provide Global Guidelines for Recruiters: This sounds simple yet very profound. We have witnessed the surge of different “expatriates” such as Cross-Border Commuters, Virtual Assignees, Global Nomads, International Business Travelers, and Commuters. In Global Mobility, if we want to be inclusive, we need to offer support to all of these people, their families, and their needs have to matter to us. Here are my ideas for your global recruiting guidelines. 

4 – Enhance Intercultural Intelligence Across all Levels: “Intercultural intelligence means suspending judgment until enough information about the other person becomes available; paying attention to the situation; cross-cultural training that increases isomorphic attributions, appropriate affect, and appropriate behaviors; matching personal and organizationally attributes; increasing the probability of appropriate organizational practices”  Now is the time to promote intercultural intelligence within your workforce population. Offer “Unconscious Bias” training for your senior managers and ensure your senior managers lead a diverse workforce. Expose them to other cultural styles.

5 – Offer an open Job Platform: Most companies work like Twitter. You have fans and followers and people who watch what you are doing closely. Instead of organizing talent programs, you can make your global job market transparent. All talents want to be given a fair chance at success and you need to find ways to motivate more introverted busy bees as well. Part-timers often need more recognition and sponsors who help them be seen for opportunities. 

You might want to rewrite all your job postings to be more inclusive and reduce the white male-dominated language. You also need to reduce the profiles so they match real professionals. As I mentioned in “The Global Career Workbook” most job profiles I’m reading have been written for Superman and Wonderwoman. According to a study by Hewlett-Packard, women only apply for jobs when they meet 100% of the requirements while men already do so if they meet 60% of them. This finding is often quoted in articles to prove that women lack confidence. It is never wrong to boost up your confidence, but the reason behind the figures seems to be something else. 

According to an article by Tara Sophia Mohr, the reason why women apply less quickly is because of the bias that women need to meet more qualifications than their counterparts. Secondly, from a young age girls are being taught to follow the rules and are being rewarded for doing so. This often leads to a rule-following habit that makes women believe that if they don’t meet all the requirements, that they shouldn’t waste their or the HR Manager’s time and energy. So, don’t post vacancies that only heroes can fulfill as you will miss out on many potential candidates. 

6 – Target Your External Job Ads to Female and Minority Talent: When you post a job profile on LinkedIn, you can pay for as much or as little exposure as you want and target it to a very specific audience. Indeed, if you manage your campaign effectively by targeting Female and Minority Talent you not only show your support, you also help your brand. Mention that you wish to hire women and minorities explicitly. Posting jobs online is like getting applicants in real-time. Online announcements can help you either increase your efforts to attract more candidates or even prevent candidates from applying if you’ve already found the right person for the job. If you are looking for younger recruits in particular, then e-recruitment is probably the single most effective and efficient strategy possible; in the US, for instance, 98% of the 18–29 age group are active internet users. It can help if you build a fan base through a specific topic and use this fan base for building your female and minority talent pipeline.

We’re offering a series of free workshops in advance of our upcoming #HireMeExpress fall group program.

Workshop 1:  Partnering Masters – Building Effective Relationships 

with Angie Weinberger
Thursday, 24 June 21 

from 4 PM to 5 PM CET

Workshop 2: Powerful Missions – Having a Voice in a Sea of Noise 

with Angie Weinberger
Thursday, 1 July 21 

from 4 PM CET to 5 PM CET

Workshop 3: Planning Money – Bringing Financial Security to your Life 

with Keren-Jo Thomas
Thursday, 8 July 21 

from 4 PM to 5 PM CET.

We promise friends, fame, and finances.

#hiremeexpress #humantouch #globalmobility #expats #digitalnomads #networking #minorities #diversityinclusion #financialplanning #retirement #friends #fame #jobalert #jobs

Please sign up here to receive all updates on our workshops, the 19 POINT FRESH RESUME CHECKLIST, and our special offers:  http://eepurl.com/hitraT.

RELATED POSTS:

Why only 25 percent of international assignees are women

https://www.sundaebean.com/2019/04/29/121-why-only-25-percent-of-international-assignees-are-women/

The Ultimate Holiday Reading List for Minority Expats to Reinvent Themselves

https://globalpeopletransitions.com/the-ultimate-holiday-reading-list-for-expats-to-reinvent-themselves-start-2021-with-a-plan/ 

Why we Need to Push for More Minority and Female Expats in Global Mobility

https://globalpeopletransitions.com/why-we-need-to-push-for-more-minority-and-female-expats-in-global-mobility/

Every Expat and Spouse Should have the Best Experience – Why we Need to Transform Global Mobility

https://globalpeopletransitions.com/every-expat-and-spouse-should-have-the-best-experience-why-we-need-to-transform-global-mobility/

https://www.globesmart.com/blog/four-ways-organizations-can-support-their-lgbtq-employees/

References:

KPMG. (2018a). Inclusion and Diversity: How Global Mobility can help move the Needle. KPMG. Retrieved May 13, 2020, from https://assets.kpmg//content/dam/kpmg/xx/pdf/2018/06/global-mobility-inclusion-and-diversity-how-gms-can-help-move-the-needle-FINAL.pdf

Kramer, S. (2018). How Inclusion and Diversity Impact Global Mobility Programs [Report]. Retrieved 15 June 2021, from https://fowmedia.com/how-inclusion-and-diversity-impact-global-mobility/ 

McKinsey & Company. (2020). Diversity Wins: How inclusion matters [Report].
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