27 Apr The 3 Skills That a Global Mobility Professional Needs to Get Ahead

Experience and the ability to adapt in a changing international environment will easily trump the best of education if you want to advance your career as a global mobility professional. You’ve earned the title and position, and enjoyed the attendant perks. You’re the company’s go-to person when it comes to knowing the law in employment and immigration.  You dazzle guests and staff alike with your in-depth knowledge of global cultural events and your facility in speaking at least two foreign languages.

But those are just the basics and if you want to go a few steps higher in this particular career path, you have to develop certain skills and abilities that may not be found in the rule book.  Your boss and mentor may only have an inkling of these core gifts, but it is up to you to search them out and develop them in yourself if you want to expand your growth and scope of responsibility in this particular job.  Hint:  relocating 100 people might get you a citation—doing it with 200 assignees at the least possible expense may actually get you offers from bigger, more successful companies that want to cast their net on top international talent.

These are the abilities that you have to ace to remain on top of your field:

1. Retention is more important than recruitment.

   You want assignees who will stay with you for the long haul, either by moving to a permanent position or renewing their contracts without a second thought. Grasping the nuances of culture is important – but so is understanding what will motivate your top talent to stay, regardless of his race, culture, or country or origin.  

2. Replace your tactical mindset with strategic thinking.

    You can become so good at operations and the details of each process from hiring to relocation that you tend to lose sight of the big picture.  Every time you mobilize your forces to hone in on a particular location for a specific talent pool, always ask yourself how this move will contribute to your company’s business objectives.  Have the long-term in mind.  Anticipate consequences and repercussions in the next two years, not just in the next 6 months.  When it comes to recruiting foreign assignees, think in terms of generations — and how their contributions can positively push forward your company’s goals.

3. Increase your yield.

   Push the envelope and expand your goals when it comes to recruitment and revenue-generation. Take a cue from Cartus CEO Kevin Kelleher who was given the Global Mobility Professional of the Year Award for 2015. Tasked to find new homes and places of work for assignees, Kelleher introduced the groundbreaking Cartus Affinity Program which made a way for these former employees to buy or sell their former homes. More than half a million families, including those of foreign nationals, benefited and their payment generated more than $400 million in revenues for the Affinity Program.