The recruitment process of an expatriate must take into consideration his family situation.
A consultant of an international recruitment firm must question a candidate on how he will apprehend his expatriation from a family point of view.
This approach does not reflect any intention to interfere in his private life, but on the contrary ensures that his professional project is compatible with his family situation.
An expert consultant from an international recruitment firm understands that the psychological balance of a company executive is crucial during a professional expatriation to a foreign country.
The impact of the spouse is very significant in the professional success of an expatriate as it constitutes his main factor of balance.
The spouse plays a major role for the expatriate regarding the influence he has on his personal life, mainly by being his private adviser in the decision of a professional expatriation.
It is worth recalling this statistic: 83% of expatriates are leaving with their families and 80% of failed relocations are caused by family problems related to integration.
The spouse’s failure to acclimatize to the local conditions of a country is the first factor of failure in professional expatriation and sometimes leads to real family disasters. It is worth recalling in this regard that divorce rates among expatriate couples are twice as high as the national average in France.
For these reasons, it is important in a recruitment process to involve the spouse in the mission, first of all to inform him about the local living conditions and to listen to his motivation for international mobility.
A good analysis of these factors will allow him to turn his spouse’s professional opportunity into a fulfilling life project in the discovery of a new culture and a mutual enrichment of human values.
Choosing to position oneself on the international job market induces for an international recruitment firm the mastery of intercultural skills with a perfect knowledge of the countries concerned by the recruitment missions.
An international recruitment firm whose consultants have no cultural, economic or professional knowledge of the African country and the city in which an expatriate will settle with his family cannot carry out any assessment of his intercultural and adaptability abilities.
In conclusion, a marketing strategy based on the obsessive Anglophony of recruitment firms with Anglo-Saxon names, even prestigious ones, will not be enough to be perceived as experts in international recruitment for both the candidates and the HR managers of international groups.
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