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Thoughtfully articulated to help find jobs overseas for the millions of job seekers in India, with enough of choices, Assignments Abroad Times hit upon the news stands, way back in February 27, 1993. That turned out to be an event and history. A weekly newspaper on Saturdays carrying ads to cater job seekers an opening abroad. It had its own trials and tribunals and never regretted for having launched it. AAT was born out of conviction to help poor job seekers, so say everybody. Adjusting to all sorts of privations. AAT has acquired the quality of piety and willingness to forgive and forget. Now AAT is well on its pursuit and have acquired epitome of composure. In 1997 AAT has turned a Biweekly bringing out another edition on Wednesdays. This has also clicked in the market very well. EPAPER

Featured News

The secret of remaining cynosure.

If a country continues to receive plaudits or don top rankings as a cynosure of visitors and travellers, there must be some permanent exceptional elements. The uae is one such attraction of a permanent nature. year after year the country remains on the top list, whether as the most-favoured destination for expatriates for living, travel or business. Travelling abroad is one thing, but starting a new life overseas is another. expats who’ve moved abroad say the uae, Bahrain and singapore are the top three places where it is relatively easy to settle in. a survey of nearly 12,000 expats around the world by inter-nations, an expat community group with 4.5 million members in 420 cities around the world, ranked locations based on what it. calls the expat essentials index, which considers newcomers’ assessments of their digital life, like access to administrative services online, housing affordability and ease of finding, administrative topics like the ease of opening a local bank account or getting a visa. newcomers say it is easy to get a visa, find housing, access government services online and get around without speaking the local language. all offer easy communication without big language barriers and also pose minimal bureaucratic issues. They also note that english is widely spoken in these places, which can make it easier for foreigners to deal with bureaucratic and administrative to-dos when moving. These locations are well known as popular expat destinations, and because of this, they may have adapted to make things easier for new arrivals from abroad. many expats moving to the uae, Bahrain and singapore are from india and are moving for work-related reasons, to find a job on their own, for a foreign assignment, because they are an international recruit, or they are starting their own business. The authorities continue to surprise the world with new and irresistible attractions.

Kuwait govt sets new rule for visit visa eligibility

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UK hikes minimum wages for sponsored migrants

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Assignment abroad times 04th september 2024.

“Assignment Abroad Times” is a leading newspaper in India that caters specifically to those seeking employment opportunities overseas. It has carved a niche for itself in the realm of job search, particularly for those aspiring to work abroad. The latest job updates and overseas employment opportunities with assignment abroad times. Find your dream job in … Read more

Jobs in UAE

Juma Al Majid Holding Group LLCGroup Human Capital DivisionREQUIRED FOR UAE(SAFETY & SECURITY DIVISION)ASMACSAn ISO 9001-2015 Accredited CompanyWALKIN FOR SHORTLISTING 03RD, 04TH, 05TH & 06TH SEPTEMBER 2024FINAL CLIENT INTERVIEW AT BHUBANESWAR OFFICE SHORTLYPOSITIONS■FIRE FIGHTING TECHNICIAN■FIRE ALARM TECHNICIAN■GI PIPE FITTER – FIRE FIGHTING“PIPE FITTER (GI)■BUILDING ELECTRICIAN (ELV/FIRE ALARM EQUIPMENT/CABLING PULLING)Should have Diploma or ITI Certificate and … Read more

OPPORTUNITY AT SAUDI ARABIA

OPPORTUNITY AT SAUDI ARABIA ASMACSREPUTED MECHANICAL INDUSTRIESSHORTLISTING IN PROGRESS/ONLINE INTERVIEW SHORTLY-FOUNDRY TECHNICAL TEAM LEADERFOUNDRY DIVISION)Higher Diploma or Bachelors degree in Cast Metals Technology, Metallurgy or MaterialsEngineering, or related technical field.7+ years of experience in a ferrous casting facility (5 of which should be in a technical role)In-depth knowledge of the induction melting and founding of … Read more

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Overseas Assignments

Transition Center

An overseas assignment translates to months of preparation and planning. U.S. government employees and their family members assigned to a U.S. embassy or consulate overseas can visit the Overseas Briefing Center (OBC) in Arlington, VA to use their collection of resources for researching overseas posts and the logistics of an international move. Hours of operation .

Country Bidding Information

• OBC’s listing of country bidding resources assists in discovering more about an overseas location.
• U.S. government employees and their eligible family members who are bidding on or assigned to a U.S. embassy or consulate overseas can access post-specific information via the OBC’s Post Info To Go websites. For more information, contact the OBC .

Resources for an International Move to a Mission Overseas

• Activities to encourage curiosity and discovery
• Quotes from kids who have experienced moving overseas
• Games to prompt discussion, and more!
• ZINES! A new series of Teen Zine tell the stories of kids who travel from post to post and their struggle to find their place in the world, figure out a new school, find new friends, manage relationships, and handle the bumps along the way. Overall resilience themes are incorporated, including maintaining a positive attitude, finding one’s meaning and purpose, active problem-solving, self-care as the key to well-being, supportive social relationships, and developing a growth mindset. Download a PDF of the first ZINE: Transitions   . Download a PDF of the second ZINE: Identity   .
• The  Foreign Service Assignment Notebook: What Do I Do Now? offers invaluable information and guidance for an international move and assignment to a U.S. embassy or consulate abroad. Topics include: overview of a U.S. Mission, children in the Foreign Service, resilience, post research, packing to go, finances, family member employment, insurance, traveling with pets, and more.
• For iOS:  Apple’s App Store
• For Android:  Google Play

Learn about Allowances for an International Move

• Department of State employees heading on assignment overseas are eligible for certain allowances, as outlined on the Office of Allowances website. Here is a quick guide to Allowances for Transitions .

Annual KidVid Contest

• The Foreign Service Institute’s Overseas Briefing Center (OBC), in collaboration with the Foreign Service Youth Foundation (FSYF), hosts the annual worldwide KidVid Contest. Contestants submit an original video that depicts life for Foreign Service youth at their post. The purpose of this contest is to develop a library of videos that will help FS families anticipate what life overseas is like from a kid’s perspective. The Overseas Briefing Center administers the contest and FSYF awards cash prizes to winners.  Foreign Service youth, ages 10-18 who are posted overseas, are eligible to enter this contest.

Traveling with a Pet to an International Location Outside of the United States

• Getting a pet to a foreign country involves understanding country-specific import restrictions, paperwork procedures, and the various offices involved in the process. OBC’s guidelines for pet shipping are invaluable to understanding Pets and International Travel . U.S. government employees heading to a U.S. embassy or consulate overseas can contact the OBC for detailed country-specific guidelines.

Online Training Resources for an International Assignment

• Protocol for the Modern Diplomat – Ask OBC for this booklet designed to help readers master the basics of diplomatic protocol.

The Overseas Briefing Center staff is available to answer questions, share valuable resources, and assist with transition concerns. U.S. government employees assigned to an overseas U.S. Mission can contact the OBC  for more information.

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Urgent hiring for top facility management jobs in ksa – immediate departure, senior engineering jobs | urgently hiring senior engineering professionals for aramco project in saudi arabia – apply now, urgent hiring for qa qc inspector jobs and supervisors in saudi arabia’s leading oil & gas projects – apply now, car auto electrician jobs | urgently hiring car auto electricians and mechanics in saudi arabia – apply now, saudi arabia jobs | urgent recruitment for multiple sectors in saudi arabia – apply now for top jobs, dubai job | dubai job vacancy.

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Gulf Jobs 29-04-23 Free PDF. Various positions available for Riyadh-Doha-EUROPE-Dubai for gulf experienced candidates. Click below PDF Link to see …

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Samsung Engineering Careers and Projects 2021:

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Nesma Contracting is a construction and engineering firm, is part of the Nesma Group. Since 1981, it has been a …

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OVERSEAS EMPLOYMENT NEWS

Please find below the latest assignments abroad.

Jobs by: Samad Consultancy Services

DUBAI - CONSTRUCTION COMPANY, Send CV and all documents to [email protected]

DUBAI  -   CONSTRUCTION COMPANY 1.  Electrician - 1560 AED 2. Plumber     - 1560 AED 3. Welder     - 1560 AED 4. Wall Painter     - 1560 AED 5. Construction Helper     - 1300 AED 6....

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HIRING FOR KSA

ELECTRONIC TECHNICIAN CLEANING SUPERVISOR CONSTRUCTION  SUPERVISOR   3 to 5 Years Experience  Must have Diploma Age under 45 Basic English Required

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QATAR - FIRE ALARM COMPANY   1. Fire Alarm & Gas detector Service Technician - 1600 to 2000 2. Diesel Mechanic (Fire pump engines) - 1600 to 2000 3. Fire Protection & Fire Pump Technician - 1600 to 2000 4. Supervisor(Fire Alarm,Gas...

Jobs by: Crescent Careers

LEAD WORKER / SAFETY OFFICER / ENGINEER-MECHANICAL / ELECTRICAL

Recruitment for Oil & Gas Company in QATAR 5-6 MONTHS SHUTDOWN ONLINE INTERVIEW IS IN PROGRESS Vacancies in Large Number Visa Ready & Immediate Departure For Detailed Job Description ...

TAXI DRIVER

Recruitment for Leading DUBAI TAXI Company in UAE ONLINE INTERVIEW IS IN PROGRESS vacancies in Large number Visa Ready & Immediate Departure For Detailed Job Description ...

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QA/QC Engineer, QC Inspector, Permit requester, Mechanical Supervisor, Schedule Tracker, Material Co-ordinator

Mehcnaical Technician; Pipe fitter, Pipe Faricator, Tig Welder(ss&as), Grinder Gas cutter, Rigger

Mehcnaical Technician; Pipe fitter, Pipe Faricator, Tig Welder(ss&as), Grinder Gas cutter, Rigger

Jobs by: Trehan Consultants Pvt. Ltd.

Requirement for BULGARIA (Schengen) for a Packaging Factory - Interview Date 9 September 2024, Monday

Requirement for BULGARIA (Schengen) for a Packaging Factory - Interview Date 9 September 2024, Monday Interview Venue: Trehan Consultants Pvt. Ltd. 310, Shivam House, Commercial Complex Karampura, Opp. Milan Cinema, New Delhi – 110015 (Nearest Metro Station: Moti...

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Urgently Required for Leading Company in Saudi Arabia

We are hiring for Leading Company in Saudi Cable Jointer To apply kindly mail your updated Resume and Documents to : [email protected] For any inquiry call between (10:30 AM - 05:30 PM - MON-SAT) Mr. Sami             +91 9892119313...

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URGENT REQUIREMENTS FOR SAUDI ARABIA Interested candidates can share your cv along with all credentials below mail Id EMAIL : saudi [email protected] contact no :   9884650919/ 9499002703/28256001/6002/6003 

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Mechanical Design Engineers utilize their expertise in engineering and mechanics to design, analyze and improve mechanical systems. They are deeply involved in the development and manufacturing process, creating detailed designs and specifications for mechanical parts, assemblies, and...

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A LEADING FACILITY MANAGEMENT COMPANY - DUBAI

A LEADING FACILITY MANAGEMENT COMPANY - DUBAI     CLIENT INTERVIEW AT TRICHY ON...

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Assignment Abroad Times – 17 Sep PDF Download

• September 17, 2022
• Abroad Assignment , Overseas employment news

Download Today Assignment Abroad Times – 17 Sep 2022 PDF Paper. A large number of job vacancies for Gulf – Jobs updated for Bahrain, Oman, Saudi Arabia, Qatar, UAE, and Kuwait. Cv shortlisting / Online interview / Face to Face interview is in progress, selected candidates will be invited for the final interview. Please check the details and apply accordingly as mentioned in the image given in the PDF E-Paper.

To download the Abroad assignment newspaper Pdf (Gulf Job Paper) just click the Download button given below. All these job vacancies are provided by the various manpower agencies across India.

Download/View PDF E-Paper (6.06 MB)

Please share these job vacancies with your friends, relatives, and on social media who actually want to work in the Gulf countries.  Jobgulf.in  provides the latest Gulf job vacancy, Gulf interviews across India, Assignment Abroad jobs, Gulf job papers, Overseas assignments, Overseas jobs, Eabroad jobs, Gulfwalkin, GCCwalkin, and Abroad jobs.

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How to Apply?

To apply for this job position please send your updated Cv, education certificate, experience certificate, and copy of the passport in PDF format to the given email address. Don’t forget to mention the job position in the email subject line.

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Managing International Assignments

International assignment management is one of the hardest areas for HR professionals to master—and one of the most costly. The expense of a three-year international assignment can cost millions, yet many organizations fail to get it right. Despite their significant investments in international assignments, companies still report a 42 percent failure rate in these assignments. 1

With so much at risk, global organizations must invest in upfront and ongoing programs that will make international assignments successful. Selecting the right person, preparing the expatriate (expat) and the family, measuring the employee's performance from afar, and repatriating the individual at the end of an assignment require a well-planned, well-managed program. Knowing what to expect from start to finish as well as having some tools to work with can help minimize the risk.

Business Case

As more companies expand globally, they are also increasing international assignments and relying on expatriates to manage their global operations. According to KPMG's 2021 Global Assignment Policies and Practices Survey, all responding multinational organizations offered long-term assignments (typically one to five years), 88 percent offered short-term assignments (typically defined as less than 12 months), and 69 percent offered permanent transfer/indefinite length.

Managing tax and tax compliance, cost containment and managing exceptions remain the three principal challenges in long-term assignment management according to a 2020 Mercer report. 2

Identifying the Need for International Assignment

Typical reasons for an international assignment include the following:

• Filling a need in an existing operation.
• Transferring technology or knowledge to a worksite (or to a client's worksite).
• Developing an individual's career through challenging tasks in an international setting.
• Analyzing the market to see whether the company's products or services will attract clients and users.
• Launching a new product or service.

The goal of the international assignment will determine the assignment's length and help identify potential candidates. See Structuring Expatriate Assignments and the Value of Secondment and Develop Future Leaders with Rotational Programs .

Selection Process

Determining the purpose and goals for an international assignment will help guide the selection process. A technical person may be best suited for transferring technology, whereas a sales executive may be most effective launching a new product or service.

Traditionally, organizations have relied on technical, job-related skills as the main criteria for selecting candidates for overseas assignments, but assessing global mindset is equally, if not more, important for successful assignments. This is especially true given that international assignments are increasingly key components of leadership and employee development.

To a great extent, the success of every expatriate in achieving the company's goals in the host country hinges on that person's ability to influence individuals, groups and organizations that have a different cultural perspective.

Interviews with senior executives from various industries, sponsored by the Worldwide ERC Foundation, reveal that in the compressed time frame of an international assignment, expatriates have little opportunity to learn as they go, so they must be prepared before they arrive. Therefore, employers must ensure that the screening process for potential expatriates includes an assessment of their global mindset.

The research points to three major attributes of successful expatriates:

• Intellectual capital. Knowledge, skills, understanding and cognitive complexity.
• Psychological capital. The ability to function successfully in the host country through internal acceptance of different cultures and a strong desire to learn from new experiences.
• Social capital. The ability to build trusting relationships with local stakeholders, whether they are employees, supply chain partners or customers.

According to Global HR Consultant Caroline Kersten, it is generally understood that global leadership differs significantly from domestic leadership and that, as a result, expatriates need to be equipped with competencies that will help them succeed in an international environment. Commonly accepted global leadership competencies, for both male and female global leaders, include cultural awareness, open-mindedness and flexibility.

In particular, expatriates need to possess a number of vital characteristics to perform successfully on assignment. Among the necessary traits are the following:

• Confidence and self-reliance: independence; perseverance; work ethic.
• Flexibility and problem-solving skills: resilience; adaptability; ability to deal with ambiguity.
• Tolerance and interpersonal skills: social sensitivity; observational capability; listening skills; communication skills.
• Skill at handling and initiating change: personal drivers and anchors; willingness to take risks.

Trends in international assignment show an increase in the younger generation's interest and placement in global assignments. Experts also call for a need to increase female expatriates due to the expected leadership shortage and the value employers find in mixed gender leadership teams. See Viewpoint: How to Break Through the 'Mobility Ceiling' .

Employers can elicit relevant information on assignment successes and challenges by means of targeted interview questions with career expatriates, such as the following:

• How many expatriate assignments have you completed?
• What are the main reasons why you chose to accept your previous expatriate assignments?
• What difficulties did you experience adjusting to previous international assignments? How did you overcome them?
• On your last assignment, what factors made your adjustment to the new environment easier?
• What experiences made interacting with the locals easier?
• Please describe what success or failure means to you when referring to an expatriate assignment.
• Was the success or failure of your assignments measured by your employers? If so, how did they measure it?
• During your last international assignment, do you recall when you realized your situation was a success or a failure? How did you come to that determination?
• Why do you wish to be assigned an international position?

Securing Visas

Once an individual is chosen for an assignment, the organization needs to move quickly to secure the necessary visas. Requirements and processing times vary by country. Employers should start by contacting the host country's consulate or embassy for information on visa requirements. See Websites of U.S. Embassies, Consulates, and Diplomatic Missions .

Following is a list of generic visa types that may be required depending on the nature of business to be conducted in a particular country:

• A work permit authorizes paid employment in a country.
• A work visa authorizes entry into a country to take up paid employment.
• A dependent visa permits family members to accompany or join employees in the country of assignment.
• A multiple-entry visa permits multiple entries into a country.

Preparing for the Assignment

An international assignment agreement that outlines the specifics of the assignment and documents agreement by the employer and the expatriate is necessary. Topics typically covered include:

• Location of the assignment.
• Length of the assignment, including renewal and trial periods, if offered.
• Costs paid by the company (e.g., assignment preparation costs, moving costs for household goods, airfare, housing, school costs, transportation costs while in country, home country visits and security).
• Base salary and any incentives or allowances offered.
• Employee's responsibilities and goals.
• Employment taxes.
• Steps to take in the event the assignment is not working for either the employee or the employer.
• Repatriation.
• Safety and security measures (e.g., emergency evacuation procedures, hazards).

Expatriates may find the reality of foreign housing very different from expectations, particularly in host locations considered to be hardship assignments. Expats will find—depending on the degree of difficulty, hardship or danger—that housing options can range from spacious accommodations in a luxury apartment building to company compounds with dogs and armed guards. See Workers Deal with Affordable Housing Shortages in Dubai and Cairo .

Expats may also have to contend with more mundane housing challenges, such as shortages of suitable housing, faulty structures and unreliable utility services. Analyses of local conditions are available from a variety of sources. For example, Mercer produces Location Evaluation Reports, available for a fee, that evaluate levels of hardship for 14 factors, including housing, in more than 135 locations.

Although many employers acknowledge the necessity for thorough preparation, they often associate this element solely with the assignee, forgetting the other key parties involved in an assignment such as the employee's family, work team and manager.

The expatriate

Consider these points in relation to the assignee:

• Does the employee have a solid grasp of the job to be done and the goals established for that position?
• Does the employee understand the compensation and benefits package?
• Has the employee had access to cultural training and language instruction, no matter how similar the host culture may be?
• Is the employee receiving relocation assistance in connection with the physical move?
• Is there a contact person to whom the employee can go not only in an emergency but also to avoid becoming "out of sight, out of mind"?
• If necessary to accomplish the assigned job duties, has the employee undergone training to get up to speed?
• Has the assignee undergone an assessment of readiness?

To help the expatriate succeed, organizations are advised to invest in cross-cultural training before the relocation. The benefits of receiving such training are that it: 3

• Prepares the individual/family mentally for the move.
• Removes some of the unknown.
• Increases self-awareness and cross-cultural understanding.
• Provides the opportunity to address questions and anxieties in a supportive environment.
• Motivates and excites.
• Reduces stress and provides coping strategies.
• Eases the settling-in process.
• Reduces the chances of relocation failure.

See Helping Expatriate Employees Deal with Culture Shock .

As society has shifted from single- to dual-income households, the priorities of potential expatriates have evolved, as have the policies organizations use to entice employees to assignment locations. In the past, from the candidate's point of view, compensation was the most significant component of the expatriate package. Today more emphasis is on enabling an expatriate's spouse to work. Partner dissatisfaction is a significant contributor to assignment failure. See UAE: Expat Husbands Get New Work Opportunities .

When it comes to international relocation, most organizations deal with children as an afterthought. Factoring employees' children into the relocation equation is key to a successful assignment. Studies show that transferee children who have a difficult time adjusting to the assignment contribute to early returns and unsuccessful completion of international assignments, just as maladjusted spouses do. From school selection to training to repatriation, HR can do a number of things to smooth the transition for children.

Both partners and children must be prepared for relocation abroad. Employers should consider the following:

• Have they been included in discussions about the host location and what they can expect? Foreign context and culture may be more difficult for accompanying family because they will not be participating in the "more secure" environment of the worksite. Does the family have suitable personal characteristics to successfully address the rigors of an international life?
• In addition to dual-career issues, other common concerns include aging parents left behind in the home country and special needs for a child's education. Has the company allowed a forum for the family to discuss these concerns?

The work team

Whether the new expatriate will supervise the existing work team, be a peer, replace a local national or fill a newly created position, has the existing work team been briefed? Plans for a formal introduction of the new expatriate should reflect local culture and may require more research and planning as well as input from the local work team.

The manager/team leader

Questions organization need to consider include the following: Does the manager have the employee's file on hand (e.g., regarding increases, performance evaluations, promotions and problems)? Have the manager and employee engaged in in-depth conversations about the job, the manager's expectations and the employee's expectations?

Mentors play an important role in enhancing a high-performing employee's productivity and in guiding his or her career. In a traditional mentoring relationship, a junior executive has ongoing face-to-face meetings with a senior executive at the corporation to learn the ropes, set goals and gain advice on how to better perform his or her job.

Before technological advances, mentoring programs were limited to those leaders who had the time and experience within the organization's walls to impart advice to a few select people worth that investment. Technology has eliminated those constraints. Today, maintaining a long-distance mentoring relationship through e-mail, telephone and videoconferencing is much easier. And that technology means an employer is not confined to its corporate halls when considering mentor-mentee matches.

The organization

If the company is starting to send more employees abroad, it has to reassess its administrative capabilities. Can existing systems handle complicated tasks, such as currency exchanges and split payrolls, not to mention the additional financial burden of paying allowances, incentives and so on? Often, international assignment leads to outsourcing for global expertise. Payroll, tax, employment law, contractual obligations, among others, warrant an investment in sound professional advice.

Employment Laws

Four major U.S. employment laws have some application abroad for U.S. citizens working in U.S.-based multinationals:

• Title VII of the Civil Rights Act.
• The Age Discrimination in Employment Act (ADEA).
• The Americans with Disabilities Act (ADA).
• The Uniformed Services Employment and Reemployment Rights Act (USERRA).

Title VII, the ADEA and the ADA are the more far-reaching among these, covering all U.S. citizens who are either:

• Employed outside the United States by a U.S. firm.
• Employed outside the United States by a company under the control of a U.S. firm.

USERRA's extraterritoriality applies to veterans and reservists working overseas for the federal government or a firm under U.S. control. See Do laws like the Fair Labor Standards Act and the Family and Medical Leave Act apply to U.S. citizens working in several other countries?

Employers must also be certain to comply with both local employment law in the countries in which they manage assignments and requirements for corporate presence in those countries. See Where can I find international employment law and culture information?

Compensation

Companies take one of the following approaches to establish base salaries for expatriates:

• The home-country-based approach. The objective of a home-based compensation program is to equalize the employee to a standard of living enjoyed in his or her home country. Under this commonly used approach, the employee's base salary is broken down into four general categories: taxes, housing, goods and services, and discretionary income.
• The host-country-based approach. With this approach, the expatriate employee's compensation is based on local national rates. Many companies continue to cover the employee in its defined contribution or defined benefit pension schemes and provide housing allowances.
• The headquarters-based approach. This approach assumes that all assignees, regardless of location, are in one country (i.e., a U.S. company pays all assignees a U.S.-based salary, regardless of geography).
• Balance sheet approach. In this scenario, the compensation is calculated using the home-country-based approach with all allowances, deductions and reimbursements. After the net salary has been determined, it is then converted to the host country's currency. Since one of the primary goals of an international compensation management program is to maintain the expatriate's current standard of living, developing an equitable and functional compensation plan that combines balance and flexibility is extremely challenging for multinational companies. To this end, many companies adopt a balance sheet approach. This approach guarantees that employees in international assignments maintain the same standard of living they enjoyed in their home country. A worksheet lists the costs of major expenses in the home and host countries, and any differences are used to increase or decrease the compensation to keep it in balance.

Some companies also allow expatriates to split payment of their salaries between the host country's and the home country's currencies. The expatriate receives money in the host country's currency for expenses but keeps a percentage of it in the home country currency to safeguard against wild currency fluctuations in either country.

As for handling expatriates taxes, organizations usually take one of four approaches:

• The employee is responsible for his or her own taxes.
• The employer determines tax reimbursement on a case-by-case basis.
• The employer pays the difference between taxes paid in the United States and the host country.
• The employer withholds U.S. taxes and pays foreign taxes.

To prevent an expatriate employee from suffering excess taxation of income by both the U.S. and host countries, many multinational companies implement either a tax equalization or a tax reduction policy for employees on international assignments. Additionally, the United States has entered into  bilateral international social security agreements  with numerous countries, referred to as "totalization agreements," which allow for an exemption of the social security tax in either the home or host country for defined periods of time.

A more thorough discussion of compensation and tax practices for employees on international assignment can be found in SHRM's Designing Global Compensation Systems toolkit.

How do we handle taxes for expatriates?

Can employers pay employees in other countries on the corporate home-country payroll?

Measuring Expatriates' Performance

Failed international assignments can be extremely costly to an organization. There is no universal approach to measuring an expatriate's performance given that specifics related to the job, country, culture and other variables will need to be considered. Employers must identify and communicate clear job expectations and performance indicators very early on in the assignment. A consistent and detailed assessment of an expatriate employee's performance, as well as appraisal of the operation as a whole, is critical to the success of an international assignment. Issues such as the criteria for and timing of performance reviews, raises and bonuses should be discussed and agreed on before the employees are selected and placed on international assignments.

Employees on foreign assignments face a number of issues that domestic employees do not. According to a 2020 Mercer report 4 , difficulty adjusting to the host country, poor candidate selection and spouse or partner's unhappiness are the top three reasons international assignments fail. Obviously, retention of international assignees poses a significant challenge to employers.

Upon completion of an international assignment, retaining the employee in the home country workplace is also challenging. Unfortunately, many employers fail to track retention data of repatriated employees and could benefit from collecting this information and making adjustments to reduce the turnover of employees returning to their home country.

Safety and Security

When faced with accident, injury, sudden illness, a disease outbreak or politically unstable conditions in which personal safety is at risk, expatriate employees and their dependents may require evacuation to the home country or to a third location. To be prepared, HR should have an evacuation plan in place that the expatriate can share with friends, extended family and colleagues both at home and abroad. See Viewpoint: Optimizing Global Mobility's Emergency Response Plans .

Many companies ban travel outside the country in the following circumstances:

• When a travel advisory is issued by the World Health Organization, Centers for Disease Control and Prevention, International SOS or a government agency.
• When a widespread outbreak of a specific disease occurs or if the risk is deemed too high for employees and their well-being is in jeopardy.
• If the country is undergoing civil unrest or war or if an act of terrorism has occurred.
• If local management makes the decision.
• If the employee makes the decision.

Once employees are in place, the decision to evacuate assignees and dependents from a host location is contingent on local conditions and input from either internal sources (local managers, headquarters staff, HR and the assignee) or external sources (an external security or medical firm) or both. In some cases, each host country has its own set of evacuation procedures.

Decision-makers should consider all available and credible advice and initially transport dependents and nonessential personnel out of the host country by the most expeditious form of travel.

Navigating International Crises

How can an organization ensure the safety and security of expatriates and other employees in high-risk areas?

The Disaster Assistance Improvement Program (DAIP)

Repatriation

Ideally, the repatriation process begins before the expatriate leaves his or her home country and continues throughout the international assignment by addressing the following issues.

Career planning. Many managers are responsible for resolving difficult problems abroad and expect that a well-done job will result in promotion on return, regardless of whether the employer had made such a promise. This possibly unfounded assumption can be avoided by straightforward career planning that should occur in advance of the employee's accepting the international assignment. Employees need to know what impact the expatriate assignment will have on their overall advancement in the home office and that the international assignment fits in their career path.

Mentoring. The expatriate should be assigned a home-office mentor. Mentors are responsible for keeping expatriates informed on developments within the company, for keeping the expatriates' names in circulation in the office (to help avoid the out-of-sight, out-of-mind phenomenon) and for seeing to it that expatriates are included in important meetings. Mentors can also assist the expatriate in identifying how the overseas experience can best be used on return. Optimum results are achieved when the mentor role is part of the mentor's formal job duties.

Communication. An effective global communication plan will help expatriates feel connected to the home office and will alert them to changes that occur while they are away. The Internet, e-mail and intranets are inexpensive and easy ways to bring expatriates into the loop and virtual meeting software is readily available for all employers to engage with global employees. In addition, organizations should encourage home-office employees to keep in touch with peers on overseas assignments. Employee newsletters that feature global news and expatriate assignments are also encouraged.

Home visits. Most companies provide expatriates with trips home. Although such trips are intended primarily for personal visits, scheduling time for the expatriate to visit the home office is an effective method of increasing the expatriate's visibility. Having expatriates attend a few important meetings or make a presentation on their international assignment is also a good way to keep them informed and connected.

Preparation to return home. The expatriate should receive plenty of advance notice (some experts recommend up to one year) of when the international assignment will end. This notice will allow the employee time to prepare the family and to prepare for a new position in the home office. Once the employee is notified of the assignment's end, the HR department should begin working with the expatriate to identify suitable positions in the home office. The expatriate should provide the HR department with an updated resume that reflects the duties of the overseas assignment. The employee's overall career plan should be included in discussions with the HR professional.

Interviews. In addition to home leave, organizations may need to provide trips for the employee to interview with prospective managers. The face-to-face interview will allow the expatriate to elaborate on skills and responsibilities obtained while overseas and will help the prospective manager determine if the employee is a good fit. Finding the right position for the expatriate is crucial to retaining the employee. Repatriates who feel that their new skills and knowledge are underutilized may grow frustrated and leave the employer.

Ongoing recognition of contributions. An employer can recognize and appreciate the repatriates' efforts in several ways, including the following:

• Hosting a reception for repatriates to help them reconnect and meet new personnel.
• Soliciting repatriates' help in preparing other employees for expatriation.
• Asking repatriates to deliver a presentation or prepare a report on their overseas assignment.
• Including repatriates on a global task force and asking them for a global perspective on business issues.

Measuring ROI on expatriate assignments can be cumbersome and imprecise. The investment costs of international assignments can vary dramatically and can be difficult to determine. The largest expatriate costs include overall remuneration, housing, cost-of-living allowances (which sometimes include private schooling costs for children) and physical relocation (the movement to the host country of the employee, the employee's possessions and, often, the employee's family).

But wide variations exist in housing expenses. For example, housing costs are sky-high in Tokyo and London, whereas Australia's housing costs are moderate. Another significant cost of expatriate assignments involves smoothing out differences in pay and benefits between one country and another. Such cost differences can be steep and can vary based on factors such as exchange rates (which can be quite volatile) and international tax concerns (which can be extremely complex).

Once an organization has determined the costs of a particular assignment, the second part of the ROI challenge is calculating the return. Although it is relatively straightforward to quantify the value of fixing a production line in Puerto Rico or of implementing an enterprise software application in Asia, the challenge of quantifying the value of providing future executives with cross-cultural perspectives and international leadership experience can be intimidating.

Once an organization determines the key drivers of its expatriate program, HR can begin to define objectives and assess return that can be useful in guiding employees and in making decisions about the costs they incur as expatriates. Different objectives require different levels and lengths of tracking. Leadership development involves a much longer-term value proposition and should include a thorough repatriation plan. By contrast, the ROI of an international assignment that plugs a skills gap is not negatively affected if the expatriate bolts after successfully completing the engagement.

Additional Resources

International Assignment Management: Expatriate Policy and Procedure

Introduction to the Global Human Resources Discipline

1Mulkeen, D. (2017, February 20). How to reduce the risk of international assignment failure. Communicaid. Retrieved from https://www.communicaid.com/cross-cultural-training/blog/reducing-risk-international-assignment-failure/

2Mercer. (2020). Worldwide Survey of International Assignment Policies and Practices. Retrieved from https://mobilityexchange.mercer.com/international-assignments-survey .

3Dickmann, M., & Baruch, Y. (2011). Global careers. New York: Routledge.

4Mercer. (2020). Worldwide Survey of International Assignment Policies and Practices. Retrieved from https://mobilityexchange.mercer.com/international-assignments-survey

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Ex-Head of Lebanon Central Bank, Under Investigation in Corruption Cases, Is Detained

Riad Salameh, once seen as an international financial wizard, is the subject of multiple inquiries and has attracted blame for the country’s economic crisis.

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By Vivian Yee and Hwaida Saad

Hwaida Saad reported from Beirut, Lebanon, and Vivian Yee from Cairo.

The longtime former governor of Lebanon’s central bank was detained on Tuesday after being questioned by Lebanese authorities, said the country’s general prosecutor, Judge Jamal Hajjar.

The former banker, Riad Salameh, has been under investigation in a number of corruption cases in Lebanon and abroad. Mr. Salameh thought he had been summoned by investigators on Tuesday as a witness rather than as a suspect, according to one of his lawyers, Hafez Zakhour. The arrest was a surprise, the lawyer said.

“My client was supposed to be a witness,” he said. “I don’t know why he was detained.” The lawyer who represents Mr. Salameh in the case for which he was questioned on Tuesday could not be reached for comment.

Lebanon’s minister of justice, Henry Khoury, said that Mr. Salameh would be held for four days before being questioned again. He said Mr. Salameh could be returned to jail after the second interrogation, depending on the outcome of that session.

Mr. Salameh was once hailed for helming Lebanon’s economic comeback after a devastating civil war, but has come under intense scrutiny from prosecutors in Lebanon and Europe in recent years as the Lebanese economy crumbled. Amid multiple investigations into his tenure at the bank, he resigned last year after 30 years as its head.

Mr. Salameh had never been jailed before Tuesday. Mr. Khoury said he was questioned on Tuesday in an investigation involving Optimum, a Lebanese brokerage firm.

Once seen as something of an international financial wizard, Mr. Salameh attracted increasing blame from Lebanese who accused him of leading a lavish lifestyle while the country’s currency crashed and inflation ran into the triple digits. An extravagant wedding in France he hosted for his son drew particular wrath.

Many people saw their life savings evaporate during the country’s financial crisis, which left those with dollars in the bank unable to withdraw their own money. Much of the middle class has been plunged into poverty.

Many economists and analysts said Mr. Salameh’s central bank policies contributed to the country’s financial ruin, along with the corruption and mismanagement of Lebanon’s political leaders. Prosecutors in France, Germany and Switzerland are investigating Mr. Salameh and his close associates over allegations of financial crimes, including the laundering of at least $330 million.

The United States, Britain and Canada froze his assets last year, accusing him of abusing his position to enrich himself, his family and friends by funneling hundreds of millions of dollars into high-end European real estate via a series of shell companies.

Now, he is in a Beirut jail.

Mr. Salameh did not have his lawyer with him during the questioning on Tuesday, according to Mr. Zakhour.

In the past, Mr. Salameh has denied any wrongdoing, saying that he had worked to stabilize the currency and deter corruption. He has said that his wealth came from inheritances, his previous work as a banker at Merrill Lynch and investments, and that he is being scapegoated for the country’s financial crisis.

Vivian Yee is a Times reporter covering North Africa and the broader Middle East. She is based in Cairo. More about Vivian Yee

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US troops capture ISIS leader in Syria linked to prison break

Khaled Ahmed al-Dandal is accused of helping foreign fighters flee detention.

LONDON -- American forces in Syria have captured an ISIS leader who U.S. Central Command said facilitated a recent prison break by detained foreign fighters.

Khaled Ahmed al-Dandal was captured in a joint U.S.-Syrian Democratic Forces (SDF) operation in the early hours of Sunday, CENTCOM said in a statement.

CENTCOM linked al-Dandal to the escape of five ISIS foreign fighters -- two Russia ns, two Afghans and one Libyan -- from a detention facility in the northern Syrian city of Raqqa on Aug. 29.

The SDF has already recaptured two of the escapees -- Imam Abdulwahed Akhwan from Russia and Muhammad Noh Muhammad from Libya -- CENTCOM said. "The search continues for the three who remain at large," it added, naming Russian Timor Talbrken Abdash, and Shuab Muhammad Al-Abdli and Atal Khaled Zar, both from Afghanistan.

"A primary objective of ISIS remains to free their fighters currently held in detention and subsequently fuel an ISIS revival," CENTCOM said. "CENTCOM forces, in coordination with SDF, will continue to mitigate threats of future escapes and to ensure the enduring defeat of ISIS."

MORE: 7 US personnel injured in Iraq raid that killed 15 ISIS members: Officials

There are more than 9,000 ISIS detainees spread across 20 SDF-run detention facilities in Syria. CENTCOM Commander Gen. Michael Erik Kurilla said the prisoners represent "a literal and figurative 'ISIS Army' in detention."

"If a large number of these ISIS fighters escaped, it would pose an extreme danger to the region and beyond," Kurilla said in the CENTCOM release. "We will continue to work with the international community to repatriate these ISIS fighters to their countries of origin for final adjudication."

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Big day in Triple-A: Buxton rehabs as Twins promote No. 3 prospect

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ST. PETERSBURG -- Monday marked a huge day in the outfield in Triple-A St. Paul, with implications not only for the remainder of this season, but for the Twins’ future.

Not only did Byron Buxton start his long-awaited rehab assignment to put him on the fast track to rejoining the Twins for the stretch run of the regular season, but the organization also promoted Emmanuel Rodriguez , the No. 21 prospect in baseball per MLB Pipeline, to Triple-A for the first time as part of his return from injury.

The double dose of excitement in St. Paul likely won’t last long, as Buxton’s rehab assignment isn’t expected to be an extended one.

Buxton played seven innings of center field on Monday, going 1-for-3 with a single and a walk. The plan is for him to rest on Tuesday and get back into the lineup on Wednesday, which could seemingly put him in line for a potential return to the Twins on Friday, in time for the opener of a pivotal three-game series against the Royals that could have massive implications for the AL Central and Wild Card standings.

“We’re really getting there with Buck,” manager Rocco Baldelli said. “He’s been waiting to get back out there. This is good. It’s the first step, but it’s an important step. Hopefully, everything goes well and we can see him back out there with us before you know it.”

The Twins took their time with Buxton’s return timeline after his IL placement on Aug. 15 despite originally having characterized it as a less serious issue, because both team and player want this to be a one-way street, given the proximity of the postseason.

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As Buxton still felt less than 100% while running at full speed and slowing down into last week, the last thing both parties wanted to do was to rush the recovery and put Buxton at risk of reinjury, especially coming off a ‘23 campaign in which Buxton was essentially a non-factor during the Twins’ run to the ALDS due to his persistent knee issues.

“I think he knows what's at stake for the team more than thinking of himself in any way,” Baldelli said. “When he comes back, we need him to be able to play, not come back and then feel some things after a couple of days and then not be out there on the field.”

The Twins could use the boost from Buxton’s bat, considering he was in the midst of a massively resurgent campaign at the plate, hitting .275/.334/.528 with 16 homers and 23 doubles -- both still among the top four on the team -- in 90 games.

They’ve done well to tread water in the absence of both Buxton and Carlos Correa; the Twins have gone 8-10 since Buxton last played on Aug. 12, and entered Monday closer to the AL Central lead (4 games behind Cleveland) than to losing their hold on the third Wild Card slot (4 1/2 games ahead of Boston).

And with Buxton’s progress also comes intrigue in the return -- and promotion -- of Rodriguez.

Have the latest news, ticket information, and more from the Twins and MLB delivered right to your inbox.

It’s perhaps an aggressive move, considering Rodriguez -- the organization’s third-ranked prospect -- is still 21 and has missed the last three months due to a right thumb sprain sustained in late May and a setback during his initial attempt at a rehab assignment in July.

Rodriguez only spent 37 games in Double-A Wichita as one of the youngest players in the Texas League, but he took advantage of his tremendous plate discipline to hit .298/.479/.621 for an eye-popping 1.100 OPS with eight homers, 12 doubles and nearly as many walks (42) as strikeouts (46).

That seemingly gave the Twins enough confidence in Rodriguez’s development to immediately push him up to Triple-A coming off the extended injury, and the youngster was hitting third and playing DH for the Saints on Monday , hitting directly behind Buxton. Rodriguez recorded an RBI groundout and two walks in his Triple-A debut.

It seems unlikely that Rodriguez could factor into the Twins’ big league plans this season given all that time missed and his extreme youth, and his progress appears to simply be on track with where he would have been without the injury, as his performance would almost certainly have pushed him up to Triple-A in ‘24 anyway.

But the biggest hurdle to a debut -- the 40-man roster spot -- isn’t a factor, as Rodriguez was added to the 40-man last offseason, and the Twins haven’t hesitated to push a top prospect in the past, as they did when Alex Kirilloff made his MLB debut in the postseason in 2020.

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Also scheduled are other former U.S. ambassadors including Bruce Heyman, Suzi LeVine and Norm Eisen, as well as former USAID administrator Gayle Smith.

James Costos , the former U.S. ambassador to Spain and Andorra under President Barack Obama, organized the event along with Haymen, the former U.S. ambassador to Canada, and LeVine, the former U.S. ambassador to Switzerland.

Costos said that they “have put together a great group of folks from various backgrounds, who can speak directly to the critical importance of voting, and how easy it is to do for Americans living abroad, especially those hailing from key swing states, and we also hope to raise a lot of money for the Harris Walz campaign.”

Other speakers scheduled include David Hogg, Alexander Vindman, George Conway, Jess Craven, Robert Hubbell, Simon Rosenberg, David Evangelista, Elizabeth Cronise McLaughlin, Scott Dworkin and Scott Galloway.

The event also is promoting voter registration abroad, with millions living outside the U.S. eligible to vote via absentee. According to VoteFromAbroad.org, an estimated 6.5 million citizens abroad were eligible to vote in 2020. Turnout, though, was just 14% of that figure, according to organizers.

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  The top 6 reasons to take that overseas assignment

Many of us dream of living abroad for at least some time during our life. and for very good reason. there are many benefits, both personal and professional, to embarking on an international assignment. , 1. explore the world .

If you have the travel bug, there’s nothing more satisfying than working abroad. Not only do you get to experience your new country at a much deeper level, you get paid to do it.

Living in a foreign country is completely different to a holiday. You’ll actually get to experience your adopted country in the long-term, picking up local knowledge along the way such as who sells the best coffee, what tourist traps to avoid and how to get the most out of your new city. As well as exploring your host country, you’ll also get the chance to travel to neighbouring countries on your time-off. 

2. Brush up on your language skills

3. enhance your career & boost your cv.

Having an international assignment on your CV could boost your future employability. The training and work experience you gain at an overseas company will expand your horizons and range of expertise.

In a globalised, well-connected world, employers increasingly value candidates with international work experience, and it’s often seen as a prerequisite for most senior positions at major international companies. Many professionals who undertake expat assignments find that they experience faster career progression as a result. 

4. Experience a new culture

5. earn better pay and benefits .

Many expats receive salaries that are considerably higher than those of their counterparts back home, and in some countries expats also benefit from favourable tax regimes.

In addition, expats normally also receive a considerable amount of expatriate benefits. An additional allowance is usually provided to help with relocating and settling into a new country and often includes accommodation, work permits, medical cover and other perks.

6. Expand your global network

Working abroad is a great way to expand your personal and professional network,   giving you the opportunity to build relationships with people in your field on an international level.  Developing an international social network can be useful both during your stay and when you're back in your home country.

Luckily, maintaining the network you build abroad is now easier than ever before. Social media, LinkedIn, and apps like WhatsApp, can all help you to stay connected with your circle of friends from all over the world.

If you are considering an assignment overseas, don’t forget to look after your health and wellbeing with international health insurance  which will allow you to access quality healthcare while working abroad. 

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Gulf Jobs Today

Your success is my success

Assignment Abroad Times 04th September 2024

“Assignment Abroad Times” is a leading newspaper in India that caters specifically to those seeking employment opportunities overseas. It has …

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Twins’ Byron Buxton starts rehab assignment; Emmanuel Rodriguez promoted to St. Paul

Byron Buxton began a rehab assignment with the Class AAA St. Paul Saints on Monday. He has been on the 10-day injured list since Aug. 15 because of right hip inflammation.

By Bobby Nightengale

ST. PETERSBURG, FLA. – An important three-game road series in Kansas City looms later this week, and the Twins could welcome a key member of their roster back into the lineup.

Byron Buxton started a rehab assignment with the Class AAA St. Paul Saints on Monday. He went 1-for-3 with a walk and a strikeout while playing seven innings in center field during the Saints’ 11-8 loss to the Iowa Cubs at CHS Field.

The Saints are off Tuesday, and it’s likely Buxton will play another rehab game Wednesday before potentially rejoining the Twins. Buxton has been on the 10-day injured list since Aug. 15 because of right hip inflammation.

“We’re really getting there with Buck,” Twins manager Rocco Baldelli said. “He’s been waiting to get back out there. This is good. It’s the first step, but it’s an important step. Hopefully, everything goes well and we can see him back out there with us before you know it.”

If Buxton returns for the Royals series, after the Twins play four games against the Tampa Bay Rays, it would a nice jolt for a series that carries playoff implications. The Twins and Royals entered Monday tied in the standings.

Buxton is batting .275 with 16 homers, 23 doubles, 49 RBI and 54 runs in 90 games with the Twins this season. He showed more power after the All-Star break, homering in seven of his first 18 games.

Royce wants to stay at third

Royce Lewis played three innings at second base Sunday, the first time he has played the position in his major league career, after the Twins used a pinch-hitter for Edouard Julien .

Lewis has taken some ground balls at second base during batting practice, but he doesn’t like the idea of playing an unfamiliar position during a playoff race.

“I’m terrified out there,” Lewis said, adding he didn’t want to make a mistake on covering a bunt or lining up for a relay. “Little things like that are just adding extra elements to a September push that’s important to me. I don’t know. We have plenty of really good second basemen, and I don’t want to mess up our defense just because we’re going to try something new. It’s not spring training or Triple-A for that.”

The toughest adjustment, Lewis said, is everything looks different on the other side of the infield. He would feel more comfortable playing shortstop, a position he played throughout his minor league career, but it takes time to learn how to read the ball off the bat and turn double plays from the opposite side.

“The moment you have to think in this game is when the game speeds up on you,” he said. “That’s where I’m worried I’m not ready yet.”

Related Coverage

Lewis had three balls hit in his direction Sunday, fielding each of them cleanly.

“I think we proved I’m an athlete,” Lewis said. “Now, let’s just keep playing normal baseball, play third and win baseball games.

Rodriguez promoted

Twins outfield prospect Emmanuel Rodriguez played only 37 games at Class AA Wichita because of right hand injuries this season, but he will end his season with the Saints.

Rodriguez, a 21-year-old center fielder, was promoted to St. Paul on Monday after rehabbing in Fort Myers. The lefthanded batter hit .298 in Class AA with eight homers, 12 doubles, 20 RBI and 40 runs. He drew nearly as many walks (42) as he had strikeouts (46), producing a .479 on-base percentage.

Baseball America ranks Rodriguez as the No. 2 prospect in the club’s farm system behind 2023 first-round pick Walker Jenkins .

* Max Kepler was scratched from the Twins lineup Monday with left knee soreness, the same injury that sidelined him for a few games last week.

* Manuel Margot , who was placed on the 10-day injured list Sunday, was diagnosed with a mild adductor tendon strain after he underwent a magnetic resonance imaging exam. It’s not an adductor muscle strain, which could have jeopardized the rest of his season, but he is shut down from baseball activities for at least the next five days.

Margot traveled with the Twins and received applause from Rays fans when a “Thank You Manny” tribute was played on the video board. After Margot waved to the crowd, Carlos Santana tried to push Margot out of the dugout to lengthen the ovation.

about the writer

Bobby nightengale.

Bobby Nightengale joined the Star Tribune in May, 2023, after covering the Reds for the Cincinnati Enquirer for five years. He's a graduate of Bradley University.

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Assignment Abroad Times Video – All Agencies’ details information Genuine or fake

Assignment Abroad Times (AAT) is a good resource for overseas jobs because it offers several advantages

“ Assignments Abroad Times ” is a popular newspaper or magazine that primarily focuses on providing information about job opportunities in the Gulf region. Many people, especially from countries like India, Pakistan, Bangladesh, and the Philippines, aspire to work in the Gulf countries due to the higher earning potential and better employment prospects. As a result, there is a significant demand for job information in this region.

The “Assignments Abroad Times” is a valuable resource for individuals seeking employment opportunities in the Gulf. It typically contains job listings, advertisements, and information related to various job sectors and industries in the Gulf countries. This publication is useful for job seekers because it provides:

1. Wide range of job listings : “Assignments Abroad Times” offers a comprehensive list of job vacancies in the Gulf region, covering a wide range of industries, from construction and healthcare to IT and finance 1000+ job vacancies updates weekly Wednesday and Saturday . AAT’s job listings include various industries and occupations like Engineering, Construction, Oil and gas, Healthcare, IT, Education, Sales and Marketing, Customer service, Hospitality, Retail, and many more.

2. Gulf Recruitment News : It features articles and information related to the job market in Gulf countries, including updates on the latest hiring trends and opportunities.

3. Visa and Travel Information : The publication often includes information on visa requirements, travel guidelines, and other essential details for individuals planning to work in the Gulf.

4. Employer Information : Job seekers can find details about prospective employers, their reputation, and job-related benefits.

5. Tips and Advice : The publication may also include articles and advice on topics like resume writing, interview tips, and guidelines for working in the Gulf countries.

6. Safety Information : It may contain safety and legal information related to working in the Gulf to ensure that job seekers are well informed about their rights and responsibilities

7. Trusted source: AAT has been in circulation for over 30 years and is a trusted source of information for job seekers and manpower exporters a like.

8. Easy to use:  The AAT website is easy to use and allows job seekers to search for jobs by country, industry, and occupation. Job seekers can also create an account to save their job searches and receive email alerts when new jobs are posted.

9. Reliable:  AAT is a reliable source of information about overseas jobs. The newspaper publishes regular updates on immigration rules, visa rules, and labor market developments in labor-importing countries.

10. Affordable:  AAT is an affordable resource for job seekers. The print edition of the newspaper is available at a low price, and the website is free to use.

Ultimately, “ Assignments Abroad Times” is a valuable resource for individuals seeking opportunities in the Gulf, as it provides a centralized platform for job listings and relevant information. It can save job seekers time and effort by consolidating job opportunities and related information in one place, making it easier for them to pursue employment in Gulf countries.

Daily Gulf jobs and overseas employment updates

Whatsapp channel link for daily job updates.

eAbroad jobs

Join the Telegram channel for Gulf jobs updates daily

https://t.me/eabroadjobs

How to apply for Gulf jobs

To apply for jobs in the Gulf region:

• Research companies and tailor your resume and cover letter.  Make a list of companies you’re interested in and research their needs. Then, tailor your resume and cover letter to highlight your relevant experience and qualifications. Be sure to mention any specific skills or knowledge that are relevant to the companies or industries you’re targeting.
• Follow application instructions carefully.  When applying for jobs, be sure to follow the application instructions carefully. This includes submitting all required documents, such as your resume, cover letter, and any other relevant materials.
• Network and reach out to contacts.  Networking is a great way to learn about job opportunities in the Gulf region. Reach out to people you know who work in the industry or who have connections in the region. They may be able to put you in touch with recruiters or hiring managers.
• Be patient and persistent.  Finding a job in the Gulf region may take time, so be patient and persistent in your job search. Keep applying for jobs and networking with people in the industry.

Here are some additional tips for applying for jobs in the Gulf region:

• Learn Arabic.  While Arabic is not required for all jobs in the Gulf region, it can be a valuable asset. Learning Arabic will show potential employers that you’re serious about working in the region and that you’re committed to integrating into the culture.
• Be aware of cultural differences.  The Gulf region has a rich culture and set of customs that are different from other parts of the world. Be sure to research the culture of the countries you’re interested in working in and be respectful of their customs.
• Be prepared to negotiate salary and benefits.  Salaries and benefits in the Gulf region can vary depending on the country, industry, and company. Be prepared to negotiate salary and benefits when you’re offered a job.

I hope these tips help you in your job search!

Disclaimer:

Please be aware that we do not have any role in the recruitment process for the jobs we share on our platform. We strive to provide genuine job opportunities, but it is important to conduct your own research and verify the recruiting agent before accepting any job offer or paying any money to them. It is always better to be cautious and protect yourself from fraudulent activities.

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