Being an “outsider in”: skilled migrants' career strategies in local organizations

Abstract

PurposeAlthough the literature on the careers of skilled migrants is growing, relatively little is known about their experiences inside host country organizations. This article is a replication and an extension of a study by Zikic et al. (2010) on career challenges and coping strategies of skilled migrants. In contrast to the replicated study, where the focus was on the unemployed pool of talented migrants, in this study, the authors look at the career experiences of those who are already employed. Similar to the study of Zikic et al. (2010), the authors seek to explore how migrants understand their careers and what approaches they use to enact career opportunities from the perspective of “insiders” in local organizations.Design/methodology/approachThe authors used a qualitative explorative approach. Based on 24 in-depth interviews with highly qualified specialists, who were hired for positions in Luxembourg corresponding to their professional profiles, the authors explore what challenges they face at the workplace and how they tackle them.FindingsThis research not only replicates the study of Zikic et al. (2010) but also extends the authors’ knowledge of the careers of skilled migrants in the context of local organizations. By focusing on employed skilled migrants, the authors open a “black box” of their career challenges and strategies and extend an earlier career typology (Zikic et al., 2010) into what happens within local organizations. In particular, this study identifies two major challenges that skilled migrants experience, namely, “trying to fit in” and “managing career mismatch”. Then, it shows three unique strategies that skilled migrants use to manage their careers. This allows us to cluster skilled migrants into three categories that the authors conceptualized, namely “workhorses”, “career rebels” and “career conformists”.Originality/valueThis study contributes to the literature on the careers of skilled migrants by theorizing the experiences of migrant careers after organizational entry. It also contributes to the talent management literature by providing nuanced insights into the challenges, strategies and profiles that this global talent has.

Unpacking the influence of foreignness on employment prospects within a multinational enterprise: an examination of gender, professional experience and duration of stay

“…This is because work experience confers upon the candidate "knowingwhom" and "knowing-how" (related to prior employment) capabilities (Jokinen et al, 2008). Work experience as signal of such may effectively translate into fewer career mismatches (Usanova et al, 2023) and non-linear entries (Colakoglu et al, 2018).…”

“…This labelling could hold consequences for whether one sees an applicant as a “good fit” for the job. This can also lead to what constitutes a major challenge in migrants' careers and has been termed “career mismatches” (Usanova et al. , 2023), and contributes to self-initiated expats viewing their experience abroad as a “break in the professional and personal biography” (Holtbrügge, 2021, p. 44).…”

“…, 2008). Work experience as signal of such may effectively translate into fewer career mismatches (Usanova et al. , 2023) and non-linear entries (Colakoglu et al.…”

“…Furthermore, the term "liability of foreignness" has been coined to encapsulate the challenges immigrants face within the labour market, as observed in Fang et al (2013) [1]. These challenges often manifest in the form of joblessness or the inability to secure positions within their specific areas of expertise, as highlighted by Jones et al (2014), also termed "non linear entry" (Colakoglu et al, 2018), and "career mismatches" (Usanova et al, 2023).…”

“…(2014), also termed “non linear entry” (Colakoglu et al. , 2018), and “career mismatches” (Usanova et al. , 2023).…”