Today’s mobile workers are highly likely to be part of a dual-career couple. Their partners are more educated and are more professionally active than ever before.
These days, the vast majority of relocating partners (over 85% of both genders) have a successful career or business of their own, which needs to be carefully nurtured and adapted during and after the move to the host location. Some partners may be planning a return to work after a career break, some may be trying to decide whether to take a career break. Others may be actively seeking a career change.
Very few expat partners (8% female and 3% male) identify as being “Stay At Home” partners. But even non-working expat partners may have development goals or may hope to secure a role that lets them contribute to their new community in other ways.
So it is perhaps not a surprise that the career of their partner is a primary concern for most relocating employees. Recent research shows that the partner’s career is now the single most important consideration when relocating couples are deciding whether to accept an International move.
Source: 2018 Relocating Partner Survey Report (EY & NetExpat)
Thankfully employers are increasingly recognising the need to support the relocating partner, with 90% of International employers offering some form of expat partner support. The support offered has evolved from the “lip service” assistance offered to passive “trailing partners” 20 years ago, to the current multi-faceted programs that bring real benefits to the employee, partner and organisation. These modern expat partner programmes are not typically more expensive, but they target the investment in key ways to ensure maximum impact for the relocating couple or family.
And that’s where we come in. We provide career coaching services to help expat partners to successfully relocate, or restart, their desired career in the UK.
What are the most common reasons for not accepting an international assignment within your organisation?
‘Partner unwilling to move because of career’ (male 70%, female 78%).
What are the most common reasons for a failed expat assignment?
The most common reason for a failed assignment, mentioned by 71% of corporations, is an unhappy and unintegrated expat partner in the host location.
We help relocating partners find the right job, whether that might be the continuation of a successful career or a change into something different. We help people understand how to market themselves and how to discover great jobs, whilst instilling confidence and providing motivation along the way.
Some relocating partners may not have been working before their relocation but may wish to return to work after the move. Whether returning to work after a short or long break, and returning to a previous career or to something completely new, we provide practical, confidence-boosting, advice and support to help partners successfully return to work.
Not every relocating partner seeks a job, or paid employment. We understand that the working life aims for many people are more varied, so we provide support to help partners develop their desired alternative working life. This may include voluntary or community roles, further education, developing a business, or a myriad of other options.
For busy professionals, balancing work and home life demands can be challenging – and especially so in a new location with different workplace cultures. Knowing how to achieve the right balance for each individual, with access to expert guidance and practical tools, can improve the quality of life for the relocating partner as well as for their partner or family.
Three useful (and perhaps surprising) tips for job searching in the UK
This is the fifth time Aviva investors will run its Return to Work programme for investment sector professionals looking to return after a career break of 18 months or longer.
Wells Fargo Glide Returners Programme is designed to help experienced professionals with a voluntary career break of at least two years glide back into their careers.
The UBS Career Comeback programme is designed to help experienced professionals relaunch their careers after a career break.
Whether you are meeting a client, a colleague, or a friend, these meeting places provide the perfect setting.
Willmott Dixon is offering a paid 20 week placement for people returning to work after a career break of one or more years, either out of work or out of the construction industry.
Three Useful (and Perhaps Surprising) Tips for Job Searching in the UK
Have you made any career resolutions during lockdown? Perhaps you’ve decided to change jobs or change careers, or perhaps you’ve decided it is time to restart your career.
Everyone needs a new LinkedIn photo. From extensive research we’ve conducted over the past few years, we believe this to be almost universally true*.
As a career coach, I often get asked by my clients whether having a LinkedIn profile is really necessary. It’s funny how they always say “really”, usually accompanied by a slight wince.
If you have taken a career break for any reason, it can be difficult to know how to show it on your CV.
Mastercard is offering a paid 16 week Relaunch Your Career returnship programme to help people who have had a career break return to work, with the potential of a permanent job offer at the end.
Three useful (and perhaps surprising) tips for job searching in the UK
Whether you are meeting a client, a colleague, or a friend, these meeting places provide the perfect setting.
Three Useful (and Perhaps Surprising) Tips for Job Searching in the UK
Runneth London is a member of London Relocation Partners,
working together to support London-based international employees and their families.
The process is bespoke for each individual but may include:
Assessment of personal work values, skills and experience
Defining clear career goals and the steps to achieve them
Understanding the UK job market and workplace cultures
Proven job search strategies and tactics
Practical expert support with CVs, LinkedIn, cover letters, etc
Interview coaching
Negotiating your package or next career move
Strategic job design/redesign
Work/life balance and strategies to achieve it
Building networks and making local connections
Strategies to overcome barriers to success
Life and career planning exercises.
Our career coaching packages typically include one-to-one career coaching sessions, progress update calls/emails, and tailored exercises to complete between sessions. We meet with clients across London, and provide telephone coaching in the UK and beyond.
Our career services helps organisations secure their first-choice relocation candidates, once those candidates know that their partner’s own career will be expertly supported. This concern is perhaps most tangible for the 69% of mobile employees for whom their partner’s income is “significant” (56%) or even “critical” (13%). But we also know that concerns about the partner’s career is the single most common reason for an employee not accepting an international assignment (male employee 70%, female employee 78%).
In addition, by supporting the relocated partner, organisations also retain key talent, reduce failed assignments (72% of organisations), improve employee productivity (33% of organisations) and stability, underpin their corporate diversity and inclusivity goals, and enhance their employer brand reputation.
Our clients are from the biggest of global companies to the smallest of niche start ups,
with everything in between including charities, education, health, tech, and more.
With this breadth of experience working with professionals at all levels and from all backgrounds, we have the expert knowledge and practical experience to help.
Three useful (and perhaps surprising) tips for job searching in the UK
Whether you are meeting a client, a colleague, or a friend, these meeting places provide the perfect setting.
Three Useful (and Perhaps Surprising) Tips for Job Searching in the UK
Have you made any career resolutions during lockdown? Perhaps you’ve decided to change jobs or change careers, or perhaps you’ve decided it is time to restart your career.
Everyone needs a new LinkedIn photo. From extensive research we’ve conducted over the past few years, we believe this to be almost universally true*.
As a career coach, I often get asked by my clients whether having a LinkedIn profile is really necessary. It’s funny how they always say “really”, usually accompanied by a slight wince.
If you have taken a career break for any reason, it can be difficult to know how to show it on your CV.
While relaxing on your deckchair this Summer (or perhaps more likely, while madly chasing your kids around the pool with the suncream) did you come up with some plans for what you’d do work-wise when the holidays were over?
Our local online parenting group had an interesting thread recently: a working mum was asking for advice about how to manage a potential career break.
If you are planning to return to work this year, before you do anything else, please read about these three mistakes I regularly see being made.
With the year end fast approaching, this is a time of year when most of us have moments of feeling completely overwhelmed.
Feeling stressed? Not enough hours in the day? Life seems to be increasingly busy for most people, and working parents often feel under pressure from both work and home.
We’re tickled pink that our Career Expert, Kath Sloggett, has been invited by the lovely folk at Bubele to contribute regularly to The Bubele Edit.
Anna works in finance and re-entered after a five-year career break via a returnship programme.
Jane Hatfield is the Chief Executive of the Faculty of Sexual and Reproductive Healthcare (FSRH), a professional membership body for doctors and nurses who work in sexual and reproductive health.
Florence Brocklesby is a solicitor, entrepreneur and mother of three. With a background in the City, she launched a specialist employment and litigation law firm, Bellevue Law, after her children were born.