5 Myths about expatriates’ partner careers
🌎 5 Myths about expatriates’ partner careers🌎
✅Myth #1: Expatriate partners do not necessarily want to work
Very often expatriate partners, being highly skilled, leave on purpose a job believing that it will be possible, not without any difficulties, to find a new job abroad when ready/possible.
They will therefore underestimate the heavy long preparation required beforehand to find a job at a reasonable time while in a new country/environment/context.
So it can easily take up to almost a whole assignment to find something and then it will be time to go…
✅Myth #2: Expatriates partners don’t put a priority in their career development
Finding a job abroad, without any assistance/local networks to start with, also takes a long time because of the increased complexity: local unemployment rates, diplomas equivalence, local laws/taxations, local customs-habits, permits options, local networks, language, etc.
Managing a job search/a career development in parallel of experiencing the process of adjusting abroad (4 phases) adds an extra difficulty.
✅Myth #3: Expatriate partners can just change careers
Changing careers can be a great option of course and very empowering.
But engaging and switching minds for a career change again, takes time
✅Myth #4: Companies would support expat partners initiatives with a variety of efficient programs, financial help, training sponsorship, etc.
Research shows that on average only 10% of companies offer efficient supportive programs to facilitate a partner career plan and real integration in the local labour market.
✅Myth #5: Looking at the global talent shortage, this pool of talented workers will be easily valued/hired
Regrettably, this pool of highly skilled employees are still an untapped pool of talent suffering from stereotypes and misinformation.
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