INTERVIEW With "About.Com Guide to International Job Searching"
Full Interview by Mary
ART's Vice President - International Recruitment
Atlantic Research Technologies,
L.L.C. (ART), www.atlanticresearch.com,
is a global executive search firm, recruiting in the
industrial, high tech and service sectors, for senior- and middle-management
positions in general management, sales and marketing, finance, supply chain,
manufacturing, IT, and human resources.
1. I understand that ART
focuses its recruitment on experienced managers and executives. Given
this focus, which industries in general are most likely to require
international positions? What positions do you typically recruit for?
We work in most high tech, industrial and service
industries, and the people we recruit are those who could run these
companies or departments and overseas branches of these companies. So
for an international posting, we might be asked to find a Managing
Director, a Chief Financial Officer, a VP of Sales or Marketing,
a Supply Chain executive, an Operations head or an Electronic Commerce
2. What type of companies
hire a recruitment firm to fill an overseas position? Are they
generally large or do they include small businesses (maximum of 500
employees and/or $5 million in average annual receipts)?
Our clients include the largest multinationals, some of the
fastest growing medium sized firms, as well as state-of-the-art
startups. To give you an idea of some cases that we're handling
right at this moment, we are advising a $1 billion electronics
components firm that needs to solidify its manufacturing and supply
chain bases in the Americas, Asia, and Europe; we're helping a leading
medium-sized Korean e-commerce firm find a CEO for a US Internet
operation; we're assisting a Swiss startup in the IT services field
find a European VP of Sales; we're working for an Israeli software
startup that needs VP's in Britain, the US, Canada and Israel; we're
recruiting wireless marketing executives in Taiwan for a Hong Kong
headquarted wireless Internet startup; a British software firm needs a
Country Sales Manager in Korea; a Canadian market research firm needs a
General Manager in São Paulo; an American industrial company
needs a German-speaking Managing Director....
3. What personal
characteristics do you look for when you recruit for an international
position? What kind of person is best suited for overseas work?
We strongly prefer candidates who are fluent or near fluent
in the national language of the target country. We do not want there to
be a significant information gap between the employee and that person's
colleagues, customers or vendors in that country. We have found
that the people who are best suited for international work are people
who are outward-looking, empathetic and good listeners. They must be
willing to immerse themselves into the country and its people. Prior
travel to the country or familiarity with the country is
preferred. The candidates whom we think do well overseas are
those whose career paths would best be suited by an overseas
assignment. Any foreign posting is a bit unnerving, but if a person
feels that he or she will be learning something valuable, that person
might be a more dedicated and valuable employee.
4. What turns you off about a
candidate for an international position?
Our firm is absolutely not interested in candidates who want
to go overseas because they are trying to "get away." There is an old
type of expat who doesn't get along with people in his or her own
country, but who hears that the pay is higher overseas and fewer
questions are asked about resume gaps or past work habits. In my
opinion, these types cause more damage than good. Sadly, they are
often posted as plant managers in foreign countries, and their poor
management skills and bad attitudes often end up as disasters for
their employers and staff.
There is another type that assumes that because he or she is
American, Canadian, British, Australian, German, etc., then he or she
somehow is more knowledgeable or more qualified than comparable workers
in foreign countries. To take one example: Asia and Europe
are far ahead of the U.S. in the application of wireless technologies.
U.S. candidates would have a lot to learn from their colleagues in
those countries, and they should consider themselves lucky if they were
chosen to be posted with top firms in that industry.
Our firm recruits top candidates in over 100 countries, and
we have found people in all these countries to work at the same level
or better than their expat colleagues. It is therefore important for
the expat worker to remember that their value overseas is not that they
are better than local candidates, but that perhaps they might have a
skill or personal attribute that their employer finds valuable. This
has nothing to do with one's passport.
5. Have you ever recruited a
person to work abroad, who then left that position shortly afterward?
What do you do to try to avoid this situation? What are the primary
factors that recruits don't succeed overseas?
We have never had a candidate take a job abroad and then
leave shortly afterward. The most important thing that we try to do is
to see that the real job requirements and company business culture (and
country business culture) match those of the candidate. In our
contracts with our client-companies we require them to state any known
or expected negatives to us and to our candidates before the
candidates take their jobs. As in any job anywhere, it is always
important for candidates to take basic things into account as well. The
climate might not be desirable. How many people relocated to Minnesota
or Arizona in the "mild" season feel like they are in hell during the
"rough" season? Some Americans might find the dark, cold, rainy skies
of Europe depressing or the humid summers of Hong Kong intolerable. The
needs of spouses and children must also be considered, because if they
are not happy in the foreign country (or separated from the candidate),
the situation might become too stressful.
6. Do you have any
additional advice for a person seeking an overseas position?
Make sure that you meet your immediate boss and staff prior
to accepting a new posting. There are many people around the world who
are given a ticket and get on a plane to a foreign country with their
bags packed, only to find that their new situation is unexpected. Make
sure that you understand what is expected of you and make sure that
you can communicate effectively with your boss and staff. Treat the
overseas assignment the way that you would treat any other job: ask a
lot of questions and do not take the job unless their answers are