With this data, the shortage of suitable talent in several countries is evident, a situation that companies take advantage of to expatriate workers and professionals globally.
Years ago being an expatriate or assigned internationally, that is, being transferred by your company to another country, was seen as a great opportunity, since for the company to be able to move an employee to another country they had to make a series of concessions to the Worker, who was aware of the company’s interest in having him in another country, had all the power of negotiation in his hands. With what he could achieve a great salary as well as very favorable conditions for both his family and him.
Knowing a second or third language and having enough preparation, were the main factors in choosing a person to be an expatriate, however, currently, that worker profile is much more common, and that added to the fact that international mobility is currently seen As a great opportunity for young people, the selection process has become calls in which the bargaining power is no longer only in the employee but also in the company. Creating a space in the negotiation where both parties benefit, without implying an extra cost to the company or an affectation for the employee to change their country. It also allows companies to select the person who sees in mobility not only the possibility of obtaining a higher remuneration, but also to see it as an opportunity to have a greater professional projection as well as growth within the company.