To begin with, you need to decide, usually within the human resources (HR) department, what sort of commitment your organization wants to make to facilitate employee relocation. While this does apply to both international and domestic relocation, it is good to come up with some sort of framework for each class of employee relocations.
A 2009 Mobility Magazine article covers how important it is to have an international education if you intend to assist your clients with international relocation assignments.
According to Sean Dubberke, “Of the many credentials that professionals, experienced or otherwise, exhibit on their résumés and curricula vitae, “global mindset” is not spelled out in the same obvious ways as Ph.D. and vice president. Because it is no simple task to determine the global competency of various candidates, HR practitioners and global mobility professionals require a framework to understand the cultural aptitudes individuals need to thrive in multicultural environments as, among others, new hires, project managers, and international assignees.” Read More