Global Services Blog

Leveraging International Experience to Launch a Global Career

Posted on June 24, 2009 by Atul

By Stacie Nevadomski Berdan

The world economy is in flux but emerging economies continue to
drive significant growth for global enterprises. Global companies
recognize that their best chances for success lie with recruiting
managerial talent with international experience – it's the big resume differentiator.

For students who have studied abroad, this is good news, especially considering the contracting U.S. job market.
However, many students with who have lived abroad don't understand how
to package this experience in a way that's appealing to prospective
global employers.

And what do companies value most in the study abroad experience?
Based on my conversations with many large, multi-national companies,
the general attraction stems from the inherent curiosity in these
global-minded citizens. For some industries or companies, the benefit
ends there as they need global thinkers not employees willing to go
overseas.

For those global companies for which an international experience is a true hiring differentiator, however, the payoff can be huge. The vast majority of professionals I interviewed
on this topic agreed that if two applicants have essentially the same
resume credentials, they would choose the one who studied abroad or
possessed other international experience. The following attributes were
cited:

• Enhanced cross-cultural awareness critical to diverse, global teams
• Ability to bring global thinking skills to bear on problems across the board
• Multiple language skills, especially for non-American students who go abroad to English-speaking campuses
• Predisposition to and experience with global mobility

But
would-be employees shouldn’t expect these companies just to tick the
box of international experience and move on. Generally, this overseas
experience opens up a whole line of questioning during the interview
process – questions that, depending on the answers, will impact the
interview. For example, companies want to know what the student did,
learned and how he or she can bring that international experience to
bear on the job. Was the experience a rigorous one with a full academic
load on campus – or was it primarily just for fun with a light course
load? Were classes in the local language; was an internship part of the
term? Variations provide insight to a prospective employer.

Where a student studies increasingly matters to prospective
employers. Branching out beyond the typical Western European countries
into China, Brazil, Russia or India signals an enhanced awareness of
growing global economies – and a direct link to the places most
companies are expanding and growing within. These non-traditional
destinations often offer more challenging situations intensifying the
learning curve. Moreover, opportunities for employment in the U.S., UK
or South Africa working for a Brazilian, Indian or Chinese company are
on the rise.

Students can use not only study abroad experience, but also second or third language fluency,
internships abroad and international business classes and personal
interest can make a difference. I have found, however, that many such
students don’t know how to package these skills, how to apply them to
current global business trends, or know where to start if they simply
want to take a chance and move to another country to look for a job.

Both students and their career counselors, therefore, must make a
concerted effort to learn how to adequately enter today’s increasingly
global job market – or bring in the experts. In the workshops I conduct
on campuses, I provide practical advice that students can follow right away.  Here are a few tips to consider:

1. Make sure that an international career is right for you.
Understand the skills needed, learn about the challenges of working
cross-culturally, and use the appropriate tools to search for
international jobs.

2. Develop a strategy after
you have done extensive research by gathering intelligence, networking
with as many people as you know and who know someone, and targeting
relevant markets, industries and companies.

3. Package your experience as appropriate for each market, industry
and company.  Learn how to incorporate international experience and
interests into resumes, cover letters and interview preparation, making
your points relevant to the organization. Study or brush up on foreign language skills.

4. Consider working for the U.S. Government,
if you’re American, which estimates it will higher more than 200,000
graduating students in the next two years in areas such as FAA, border
patrol and CIA.

5. Manage your expectations. Companies may not send you abroad as a
transfer with a big package. They might offer you a position as a local hire
with wages commensurate with the local economy and living conditions.
Whether you choose to accept or decline, do your research and determine
the pros and cons.

6. Consider moving to another country without securing a job. Only
consider doing so after you’ve done extensive research on the economy,
job market, taxes, work visas
and more. Make sure you have at least six months of living expenses in
case you do not get a job immediately.  Network like crazy before and
after you land.  Appreciate the risks you are taking, the potential
rewards and manage expectations accordingly.

Today’s leading organizations value international experience and,
after a few years in another country, you could return to the U.S. with
enhanced and differentiated business skills to catapult you further and
faster.

Stacie Nevadomski Berdan is a consultant who specializes in international careers and co-author of the award-winning Get Ahead By Going Abroad: A Woman’s Guide to Fast-Track Career Success.

Blog courtesy of My Global Career.