015 July 2022

Expatriates, the talent mobility

Many years ago, expatriation, understood as the transfer of qualified personnel to other countries was a
possibility reserved for the top management of companies. However, the dynamics of internationalisation of
the labour market have changed significantly due to globalisation and technological advances.
Today, the expatriation process is seen by new generations as an opportunity to develop a successful career
and a radically different lifestyle from previous generations. Borders are no longer seen as an obstacle, as
today’s young people’s ideal is not to work in one company for life, nor to follow an 8 to 5 office schedule.
Nor is the learning model the same for today’s young people and workers. Webinars, TED talks or the whole
range of online courses are a real revolution for the labour market. This is complemented by companies
interviewing their candidates via Skype or job offers published by a multinational company, which can be
applied from anywhere in the world.
When it comes to tapping into this new talent and benefiting from new learning and business models,
international mobility experts agree that companies face a challenge that is sometimes quite difficult to
manage. Developed countries have a skilled but very adult population that is resistant to change. In emerging
countries, on the other hand, there is a high percentage of young people with very low qualifications.
These difficulties are an opportunity to promote public policies capable of managing the so-called “brain drain”
in developing countries and safeguarding the intellectual heritage of the older generations in developed
countries. Multinational companies are required to design a new internationalisation plan in which the
motivations, skills and interests of employees are fundamental.
Human resources, more than a resource
This means that those responsible for personnel management must constantly be learning and empathising
with the shortcomings and problems of their employees. Through coaching, mentoring or intercultural training,
HR managers can design truly valuable programmes for expatriates that benefit themselves and their families.
Talent management and international mobility require addressing fundamental issues such as the feared
culture shock that the expatriate may suffer in the expatriation process, family refusal to relocate and other
vital issues. Beyond the gains and benefits that a company can obtain through its internationalisation, the
Human Resources department must not forget that the company’s success depends on its employees’
happiness wherever they are.