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 This is the third installment of our series of interviews on global employment trends for returning expats. To discuss the job market in the U.S., X-Expats interviewed Anne Delforge of Advice Personnel Inc., a search firm in the New York Metro area that caters to top private equity firms, foreign banks, hedge funds, and real-estate groups as well as fashion and luxury brands. Anne studied and worked in France, UK and Germany before relocating to the United States. She has been employed in the recruiting field since 2006, focusing primarily on top international management positions in fashion and luxury. Her experience spans diverse geographical markets such as Asia, Europe, the Middle East and North America.
X-Expats: How would you describe the job market in the US for individuals with international expertise and foreign language skills?
Anne Delforge: All depends on your work authorization status. If you are a foreigner looking for visa sponsorship, then it may be difficult to find employment because of visa costs and timing issues. An employer would need to wait for you to be work authorized to commence employment -a process that can take several weeks or even months depending on your visa classification- while a US worker could start within 2 weeks. If you do not require visa sponsorship then you definitely have an edge, as long as you know which companies to target in your job search. Some positions do require mastering language skills, French and Mandarin/Cantonese are some of the most sought-after languages among my clients. Also, individuals with international experience are an asset to a foreign company doing business in the US because they both possess the market knowledge and understand the corporate culture. Cultural fit is key criteria to assess candidates nowadays – skills are one thing, but what will distinguish a candidate from another is the ability to “blend” with the group and embrace the company culture.
X-E: In your experience, which industries/sectors offer greater employment opportunities for bilingual/multilingual professionals?
AD: In New York, retail and customer services offer great opportunities for people with language skills due to the diversity of the local population and the amount of tourists. Luxury and Hospitality are probably the sectors where language skills are most valuable. Being bilingual or multilingual is also an asset in finance (i.e. for firms investing in Asia).
X-E: Are there regions and/or metropolitan areas with rising hiring activity?
AD: In the past few weeks, I have noticed that retail started to slowly pick up – large agglomerations are probably the best places to focus on. The assumption that there are no jobs is wrong! In my office I have seen the activity picking up several months ago. There are jobs, they are just more difficult to get! People should not feel discouraged because there are opportunities out there, I think to be successful in a job search today candidates need to make sure to only apply to relevant positions.
X-E: What are your recommendations for a returning expat exploring job opportunities in the US?
AD: If you were working overseas, the first thing to do is to contact the US office of your company! Try to get someone to refer you and see if a transfer is possible. Also, another option would be to contact your company’s direct competitors. You would bring market knowledge, industry expertise AND international experience to the table – three skillsets that may be difficult to find in one candidate. If, for example, you were an expat in Spain, I would suggest for you to contact Spanish companies in the US for the same reasons I mentioned earlier. Finally, network! Network! Network! Attend events in your field, meet with executive recruiters, and let people know who you are and what you do. If you can make a lasting impression, you are the person they will call when a position requiring country or language expertise materializes.
X-E: What are the most sought-after skills currently?
AD: Post graduate education, certifications such as CPA, CFA, and SPHR… Turn around experience, change management, to name a few. More than ever, employers are looking for candidates with solid experience that are able to navigate through the storm of changes companies are going through. An international background can be a plus, but it is not as important as it was 3 years ago.
X-E: Are there specific channels used by recruiters and hiring managers to locate qualified candidates?
AD: Linkedin.com! LinkedIn is the #1 tool for recruiters. In all 3 firms I was employed with, LinkedIn has always been the most used tool to identify candidates. Networking is also very efficient. A referral from a peer, a candidate, or a friend, is what will distinguish you from other candidates – if you are in my mind when opportunities come in, you have better chances to be called in for an interview. When you want to apply for a position, rather than use websites, try to be referred by someone as much as possible. That person can put a good word for you in addition to forwarding your resume.
X-E: As a recruiter/hiring manager, what are you looking for when reviewing a resume or online profile of a potentially qualified candidate?
AD: Relevant experience! A resume must be an accurate reflection of a candidate. If you have 25 years of experience, don’t try to make it look like you have only 10, and if you only have 3 years of experience, do not try to fill up 2 pages with irrelevant information. Even if you manage to be interviewed, you won’t fool anyone once you are in front of the interviewer. So this is just a waste of time that may also prevent you from being considered for roles that would actually be a good fit. A good resume is clear and organized. It lists education and work experience accurately and describes your achievements as a professional. In this economy, stability is key! As a recruiter I am looking for candidates who have remained with companies through hard times; who made smart moves that helped them grow career wise; and who can explain why they left company A for company B. Seeking financial growth is not a good enough answer; we want to see progression in terms of responsibilities.
X-E: Thank you Anne for sharing this insider viewpoint of the job market and recruitment process in the US.
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