Local to global: 9 tips for local professionals to expand their careers

Professionals from the developed world have historically dominated the field of international development. If you were to look at a typical field office in the past, you would see a team of managers or technical experts from places like Australia, North America or Western Europe. Local staff was hired for support and admin roles, but professionals from donor countries were running programs. But with the localization of aid, that image is quickly changing. Local professionals are running projects; not only this, but their expertise is increasingly sought after – even more so than their expat counterparts. As these professionals build up valuable experience and expertise, many of them want to apply their skills and knowledge on a global scale and are looking to work outside of their home country. Called by some “third country nationals,” these professionals are neither from the donor country nor the recipient country, which provides a unique set of challenges when looking for opportunities. Here are nine tips for development professionals from the developing world who are looking to take their career global. 1. Consider getting a start in a conflict zone A challenge for anyone wanting to work in global development is getting that first international job. While professionals from a program recipient country may have a lot of valuable experience working on donor funded projects, a lack of experience outside of their own culture is one of the biggest hurdles in securing employment in another country. Most employers have challenges recruiting for positions in conflict zones. For these hard to fill positions, they are often willing to give someone a shot even without overseas experience, particularly if they have worked on similar kinds of programs in a different country. While working in a conflict zone isn’t practical or desirable for all, it can be one way to break in. (See these questions you should ask before accepting a conflict zone assignment). 2. Look for opportunities with multi-lateral international organizations Organizations like the United Nations and World Bank strive to be representative of the constituents they serve. Many of the agencies we work with at Devex express a desire to recruit more professionals from the developing world and have special initiatives devoted to recruiting more staff from program countries. These positions are based all over the world and typically require rotation through several headquarters and field locations. 3. Look for regional positions with similar languages and culture The reason many employers are hesitant to hire people without international experience is they are concerned with their ability to work well with other cultures or in a very different context. This is less of a concern with working in a region or culture that is very similar to your own. Additionally, if you can bring language skills to the table, you may get a leg up over expats without those language skills. 4. Build out a specific area of expertise with global demand Employers hire internationally when they cannot find the required skills and expertise in-country. In this article on the future of expats in development, one professional described the future of international development jobs being “driven by market supply and demand efficiencies.” Monitoring and evaluation, agriculture and health are all sectors sited by recruiters as areas of strong demand. If you are known for a hard-to find expertise, employers will not care where you are from. 5. Become fluent in an international language English is the predominant language of international development, and in order to be seen as an international professional, you will likely need to speak and write in English at a professional level. If you want to work for a large international organization like the U.N., you will need to speak two of the U.N. official languages, which are Arabic, French, Chinese, English, Russian and Spanish. So depending on your native tongue, it may require learning two languages to be qualified. The second most practical language to learn is French, given the many francophone countries with development activities and native French speakers in the U.N. system. 6. Start locally with an international NGO or consulting firm There are likely large, international NGOs operating in your home country. Perhaps you are even already working for one. While it depends on their needs, your supervisors and your set of skills, I have known many professionals who started working for an organization locally and were later transferred to other field offices. You will need to bring both an in-demand skill and a proven track record to the table, but an employer who knows you and your work may be more likely to give you that first break at an overseas job. 7. Consider volunteering internationally Since one of the big hurdles to working abroad is not having previous overseas experience, volunteering in another country is a great way to complement your domestic experience. Groups like U.N. Volunteers take volunteers from all over the world, as do many others. Check out this list of other volunteer programs to consider. 8. The pros and cons of an international salary Most donors have strict local salary compensation scales when hiring local professionals that may or may not be in line with realistic market rates. Salaries of international hires are less structured and are typically higher. They also typically include benefits like housing, education or trips back home. So working abroad is likely to be more financially beneficial. If your salary history is lower than international candidates, it will also give you an edge with budget conscious organizations. The challenge lies if and when you come back to your home country, when you will likely have to give up those benefits and may have to face a salary cut. 9. Consider why you want to work internationally. Could you provide more impact by staying in your own country? While working in a new country can be exciting, challenging and fulfilling, you are often most helpful by staying and working in your own country. When you leave your country, so does all of your knowledge and expertise. Recruiters often tell me that they find qualified national experts, but that many of them only want to work abroad. So instead of hiring a local expert who could probably do a better job than an expat, recruiters are making international hires at a much higher expense. For more questions and answers on managing career transitions in international development, watch this Google+ hangout. If you have a questions about managing your career in global development, please tweet me @DevexCareers.