Moving to a new country for work is a big decision. Many migrants report that what is hardest to do is to find work that uses their skills and experience, which in turn we see play out when the new home country doesn’t use English as its primary language. In contrast to what is seen in English-speaking countries, which have more standardized global business practices, we see in non-English-speaking countries that they bring with them language, cultural, and systemic issues which require different solutions.
If, as a migrant, you are just starting out on this journey, what I can tell you is that it is not enough to present your credentials; also bring to the table adaptability, persistence, and smart strategies. Also included below are practical tactics which will put you at an advantage and help you to succeed in non-English-speaking cultures.
Learn the local language little by little but very consistently
Language is out as the first barrier to migration. In many of the countries which have English in the business setting, still, many job posts, interviews, and work-related interactions are in the local language. Also, it is noted that employers prefer those candidates who put in the effort to learn.
You may not be fluent at the start, but we see value in basic conversational skills, greetings, and industry-specific vocab. For instance, a migrant nurse in Germany, if she studies up on the medical terminology in German or a tech professional in Japan, if he takes the time to learn the etiquette of the workplace in Japanese, he will gain trust very quickly. We see this as an indicator that the employee is committed to the stay and integration.
A basic yet effective approach is to put out a little time each day through apps, classes, or talking to locals. Your time will pay off, which in turn presents you with more job options.
Translate and Adapt Your CV and Cover Letter
In non-English-speaking countries, we see that job applications submitted in English only may reduce your chance of even getting to the shortlist. Also, multinational companies may put forward documents in the local language to better assess if you are a good fit.
In France, they expect a very formal tone and structure. Also, in Japan, what is important is humble and group-oriented language.
If at all possible, use the services of native speakers or professional translators to ensure accuracy. A poor translation of your CV may create a negative impression, but a well-put-together local language application comes off as very professional.
Engage with migrant and expatriate communities
Networks are a great resource when it comes to job hunting abroad. In many non-English-speaking countries, we see large communities of expats and migrant workers who in turn share info on job openings, advice, and support. You can join online groups, go to cultural social events, or even get involved with local places of worship or cultural centers, which in themselves will put you in front of unadvertised job opportunities.
In the case of a recent immigrant to Spain, they may hear about restaurant open positions or part-time jobs from their local community. Also, a tech worker in South Korea may go to expatriate forums for leads. Word of mouth, which often goes over formal language barriers, also provides a foot in the door.
Focus on core skills that apply to many fields
In many cases, our credentials aren’t recognized in the new country. In some areas, we must go through a long and expensive credential validation and professional licensing process. While you wait for the go-ahead on your certifications, put forward your transferable skills, the ones that cross over between industries and countries.
Skills that include problem-solving, adaptability, teamwork, digital literacy, and communication are very much in demand. For example, as your engineering degree from abroad is still out for review, what you do have to offer in project management or technical software know-how may get you a foot in the door in a support role.
In your CV and interviews, play up these skills. We see many times that companies do in fact hire candidates who display a great attitude towards learning and relevant soft skills which may not yet be formally recognized.
Look at Entry-Level or Transitional Jobs
In many cases, the first job for a migrant in a new country is not what they aspired to, instead, we see that many go into temporary roles which may not utilize all of their skills but do allow them a base from which to gain local experience, earn a living wage, and network.
For instance, a chartered accountant in Italy may start out as a cashier or office assistant. Also, in Japan, a teacher may first start out as an English tutor. These roles provide exposure to the work environment, language immersion, and local references for future job applications.
This is not a step back but a step forward, which is an investment. Each local job you do adds value and brings you closer to that professional field.
Research Country-Based Job Portals and Practices
In each country, there are preferred job search sites, which, if you use the wrong ones, may reduce your job search success. For instance, in Germany, while LinkedIn is on the rise, local players like StepStone are the main ones used. In China, companies post to WeChat groups or Zhaopin for job candidates. Also, in Japan, it’s more that companies recruit through agencies or directly out of campuses.
In every culture, the approach to job search is different. In some countries, it is acceptable to make a cold call or to drop by at the office. In others, that may be taken as a professional insult. By adapting to local practices, you prove that you are respectful of the culture, which in turn puts you ahead of the competition that uses only global job boards.
Leverage Universal Roles
While it is true that learning the local language is a priority in many aspects of life, some industries do not to the same extent. In tech companies, international schools, tourism, and global organizations, we see that English and other world languages are used for internal communication.
For example, IT workers in Eastern Europe, engineers in the Middle East, or teachers in South America may see that they have a chance in international organizations which have little language barrier issues. Going for these roles may also provide stability as you still improve your local language skills.
Develop Cultural Competence and Flexibility
Cultural norms play a role in what is accepted in job search. What is a typical practice in one country may be out of place in another. For example, in the U.S. we see that being very direct in interviews is the norm, but in some Asian countries, that same behavior may be too aggressive. Also, in Western Europe, it is a given that interviewers smile, but that isn’t always the case in other parts of the world.
In the field of professional conduct, which includes punctuality, what is appropriate in terms of business attire, and how to properly address senior staff. We see that this makes a large impact on job acquisition. Also, see that which comes from research of local practices, watching your colleagues, and putting forth respectful questions which in turn will have you adapt very quickly.
Employers are looking at more than just technical skill sets; also how well you will fit in with the team. Often, what tips the scale is cultural sensitivity.
Find Training and Certification Programs
Many government and NGO entities run integration programs for migrants which provide, free of charge or at a reduced rate, training, language courses, and job readiness workshops. Also, these programs report to improve your skills, which in turn connects you with employers that have confidence in candidates from these schemes.
Also, you can obtain certifications which will in turn enhance your resume. For instance, in Italy get a food safety certification, in Poland go for IT training, or in Japan take up customer service workshops which may be the ticket to getting into industries to which, as a foreign worker, you usually have little access.
Stay at it and positive
Perhaps at the top of the list is persistence. In a non-English-speaking country, a job search may take longer than expected, which is a result of language barriers, legal requirements, and cultural adaptation. Rejection is a part of it, and it is very important not to let it get to you.
Celebrate the small wins, like that time you did better in an interview, or learned a new local language phrase, or made a new friend. Each step is a mark of progress. Over time, which instills in you resilience, you achieve long-term success.
Conclusion
In non-English-speaking countries, migration for work is a process that goes beyond what is involved in putting in job applications. It includes language acquisition, cultural adaptation, use of networks, and acceptance of temporary or transitional roles.
The process is difficult at times but also very rewarding. We see each attempt at adaptation as a chance for new career opportunities and personal growth. By using a set of practical approaches, which include localizing your CV, building networks, seeking out training, and developing transferable skills coupled with patience and determination, migrants may turn their barriers into springboards.
In the end, what we put out there for a job abroad is more than just a means to an end. It is a base for a great life and career in a new home. With the right approaches, you can do very well even in places where English is not the main language.