Selecting the right employee for an expat assignment is critical to success for businesses of all sizes. For SMEs, the cost of expat failure may be particularly detrimental commercially and reputation-wise. In the past organisations relied on capability and role related skills to choose an appropriate candidate for an overseas assignment. Studies into expat failure show having a global mind-set and soft skills like confidence, flexibility and interpersonal skills are more important when it comes to achieving goals in new markets. 

If your SME does not have the resources for a thorough expatriate selection process, consider outsourcing to a specialist recruitment consultant. Although it may seem expensive initially, when compared to the cost to the business of an expat returning early or not reaching the intended goal, it could be a sound investment. 

As an SME, you may not be able to offer the traditionally generous compensation packages associated with expatriate assignment. But this may not be necessary. Expatriate compensation packages are changing. Research from Mercer shows many larger businesses are moving away from the traditional packages. Instead many are opting for local plus compensation. This is when financial compensation is linked to a typical salary for your role in your destination country with some additional benefits for expats.

As an SME don’t forget to highlight the other benefits this opportunity might provide to a potential candidate in terms of their career, experiencing life overseas or paying reduced tax on their salary.