Why (and when) to market your knowledge transfer skills

Jon Herstein, international human resources operations director and HR business partner at RTI International, explains RTI’s take on the staffing effects of localization.

There are still certain positions and circumstances when RTI International will need to look outside the labor pool in country, explained Jon Herstein, international human resources operations director and human resource business partner at RTI.

But those circumstances are dwindling.

It’s important to keep in mind where we do have those technical experts, project leaders in long-term overseas positions, there’s an increasing prevalence that their responsibility, skills knowledge be transferred to a local counterpart.

Expatriate chiefs of party will almost always be phased out, and key personnel from the outset is more often local staff.

Herstein advised to see it as an opportunity for U.S.-based staff to market their skills in knowledge transfer, not necessarily as a main focus, but an added value.

Watch the above video to find out what types of experiences Herstein recommends to include in your resume, and what he has to say about how RTI is adjusting salary and benefits to embrace a global marketplace of talent.

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About the author

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    Kelli Rogers

    Kelli Rogers is an Associate Editor for Devex. Based on the U.S. West Coast, she works with Devex's team of correspondents and editors around the world, with a particular focus on gender. She previously worked as Devex’s Southeast Asia correspondent based in Bangkok, covering disaster and crisis response, resilience, women’s rights, and climate change throughout the region. Prior to that, she reported on social and environmental issues from Nairobi, Kenya. Kelli holds a bachelor’s degree in journalism from the University of Missouri, and has since reported from more than 20 countries.

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