LUCA MASTELLA

GLOBAL LABOR MOBILITYIS brakeless:

JUMP ON ITOR GET RUN OVER.

HOW SOFT SKILLS put YOU IN CONTROL.

GLOBAL LABOR MOBILITY IS BRAKELESSCOPYRIGHT © 2015 LUCA MASTELLACOVER DESIGN – KEMI AMEDEBOOK DESIGN – KEMI AMEDECOPYWRITER – CHALLIS POPKEYCREATESPACE – APRIL 25, 2015ISBN-13: 978-1511456616 ISBN-10: 1511456612 SOME RIGHTS RESERVED

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GLOBAL LABOR MOBILITY OVERVIEW

I Introduction

QUESTIONNAIRE

1 International Migration1.1 Migration Pathways1.2 Migration Drivers

2 Global Financial Crisis

13

28

14

32

22

46

98

3 Migrant Survey3.1 Data Analysis

4. Cross Analysis4.1 Language Skills4.2 Employment4.3Fulfillment4.4 Non-technical Skills4.5 Summary

5 Migrant Interview5.1 Q&A

6 Recruiter Survey

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CONTENTS

A.

b.

83

0 Preface 8

APPENDIX 121

122

D.

Bibliography 158

GLOBAL LABOR MOBILITY EVOLUTION 104

7 Population

8 Effects on the Global Labor Mobility

9 Technological Revolution

10 What’s next?

C.105

108

112

117

Get “the” job (anywhere)

a. Resume Pre-Building Phase

b. Build Your Resume

c. Grow It Up

d. Cover Letter

e. Job Search Websites / Application

f. Networking

g. The Interview

To the 1400+ migrants and professional recruiters that gave to me the lifeblood of my contents.

To Kemi Amede, the most creative designer I’ve ever met and her incredible cover.

To Challis Popkey, the pen that has shaped my words.

To Coursera and TED, they are the bridges between each of us and the talented people we wish to become.

DEDICATION

Preface

I never imagined I could achieve what I have in the past two years. After high school I became a professional basketball player and I went to university just to please my parents. I chose a field with no obligatory lecture attendance: business. For the first two and a half years of university, I attended classes between the four-hour morning practice and the four-hour afternoon practice. Basketball was my life and I didn’t feel particularly good at anything off the court.

In November 2012 I broke my Achilles tendon during a basketball game. In January 2015, two years and two months later, I was a Marketing Manager in one of the top multinational video-game companies after six months working as Marketing Director in an IT startup in the Philippines. I was a different person, different projects for my life, different ambitions, and I quit my job.

How did I do it? Four months after the injury I obtained my Bachelor’s Degree in Economics & Business Management. Then, I left basketball and I left Italy. I spent the money I saved during my basketball career for a multi-campus Master in Global Business where I studied in three universities per three months each: uVic (Canada), Neoma Business School (France) and SKK University (South Korea).

To conclude the master’s degree program I had to write a thesis and work for six months anywhere in the world but my home country. So after nine months of classes I flew to the Philippines where an IT startup had offered me a six-month working experience. The company had just been launched, and I was immediately made the Marketing Director with full responsibilities and decisional power.

Meanwhile, I had to write my thesis. When my tutor asked me what my topic was, I immediately responded: “a guide to escaping from countries

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in crisis.” I thought about the difficulties that many Italians and people around the world are facing due the economic crisis. I wanted to investigate something that could concretely help other people in the same situation as me. It seemed the fair and right thing to do. But what are the factors that make allow people to leave their country, many for the first time in their lives, and succeed abroad? I ended up identifying two main factors: non-technical skills and knowledge about the global labor mobility.

Without communication, language, social adaptation skills and information about the global labor phenomenon, you can never use your technical skills to their full potential. So I worked relentlessly for more than a year, reading books, making interviews, and submitting surveys. I received 1223 responses and 159 interviewees from migrants, plus 14 from professional recruiters.

From the engagement my surveys aroused in expat communities, I was given the research I needed to write this e-book. Since the beginning, the purpose of my thesis was to encourage my fellow human beings to be brave, jump on, and find a better life abroad. So I decided to copyright the e-book under creative commons. This way, my research and conclusions are free, shareable, and can reach the greatest audience possible.

Before leaving Italy I was unmotivated. I was ignorant about other cultures and the world surrounding me. Looking back, I feel I wasted the first 23 years of my life.Fortunately, it’s never too late to change.

“[…] I shall be telling this with a sigh Somewhere ages and ages hence: Two roads diverged in a wood, and I - I took the one less traveled by, And that has made all the difference.”- Robert Frost, The Road Not Taken.

9

INTRODUCTION

Do you feel unsatisfied with your life? Is it hard to find opportunities to express your talent in the country where you live? Don’t worry! Soon, a colossal change in the global labor mobility market will take place from which everyone will benefit.

We know that global labor mobility trends are closely linked to the worldwide economy. As new markets become more attractive, the demand of expatriates with specific correlated skills increases as well. Many studies have been conducted about the non-technical skills needed by expats in overseas assignments, such as The Oversea Americans1.

Two types of workers can be considered expatriates. First, a worker that accepts to be reallocated from the local company to another office abroad for a predetermined amount of time and with specific tasks/goals to reach before being moved back (expatriate). Second, an autonomous worker moving from the country of origin to another seeking better living conditions and opportunities (migrant). If you are in the second group or you want to become a migrant, this is the book for you.

Expats have very precise technical skills that match the company requirements for the specific assignment. Cultural training, tests, insurance, accommodation, promotions, bonus’ and so on are privileges of expatriates. What’s different in respect to migrant workers? Everything. Migrants are going to compete in the global working market against qualified local and foreign workers. In addition, lack of local cultural knowledge, visa issues, race and nationality discrimination, language problems, adaptation difficulties and many more are disadvantages that endanger a migrant’s chance of success. They tend to be in a constant state of uncertainty. The uncertainty to find a job, integrate, settle, make friends, find a partner, are common struggles for migrants.

10

Like the enormous difference between expats and migrants, the skills required to achieve success in the global labor market are extremely different too. This is the reason I chose to examine the fundamental non-technical skills migrants need in order to face the multiple challenges they will encounter on the road. These are the skills that provide a precious advantage in the global labor market.

This topic is gaining more importance every day due to the 2007 global financial crisis. The crisis exponentially heightened the international labor mobility, mainly from developed countries. The crisis’ effects, represented by a drop in GDP, a decrease in employment rate, pressures on public revenues, and deflation have affected mainly the developed countries’ economies and indirectly the developing countries with whom they do business2.

These negative aspects completely changed the dynamics of the global labor mobility. The number of expats decreased (due the economic crisis affecting multinational companies) and the number of migrants increased (unemployed in the local markets).

If you think this signifies the epochal shift I mentioned before, think again. This is only the tip of the iceberg.

This book is divided into three main parts plus an appendix. First, we’ll take a look at the previous global labor mobility trends and the current phenomenon changes due to the economic crisis.

In the second part, thanks to the 1400 survey responses and interviewees from migrants and professional recruiters, we’ll analyze what non-technical skills put migrants in a position to succeed. By observing data from both migrants and recruiters, we can understand which soft skills migrants need as well as the inaccurate beliefs affecting our job search.

The third part is an attempt to forecast the evolution of the global labor mobility using the data collected. Most importantly, we will analyze the predictions of experts about what will happen in the near future until the year 2100.

Finally, the appendix contains tips about increasing migrants’ chances to be hired by international companies based on my direct experience and studies of the issue (resume, cover letter, application, networking and interview).

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Combining the four parts I hope to achieve two goals. First, I hope to inspire readers who are unsatisfied with their lives to jump on the global labor mobility movement. Second, I want to give a concrete advantage to migrant workers already in the global labor market.

For each successful migrant, hundreds return home upon failure. It’s time for that to change.

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A. GLOBAL LABORMOBILITY OVERVIEW

CHAPTER 1.INTERNATIONAL MIGRATION

It is impossible to predict the evolution of a phenomenon if we don’t understand its basic elements and its previous and current trends. A few months ago I was talking to a girl from Mongolia that spent 3 years studying in Bucharest. When I told her she was a migrant she disagreed. She said she was just a student, not a migrant or expat like me. Migration and the use of the term “migrant” in public debate is extremely loose and often suggests issues of immigration, race, ethnicity, and asylum. The word “migrant” is defined by the Oxford Dictionary as: “A person who moves from one place to another in order to find work or better living conditions”3.United Nations’ statistics, specifically the Population Division, declared that the amount of people living abroad increased in direct relation to population growth. There were 154 million people international migrants in 1990, 175 million in 2000 and grew to 232 million in 20134. In only 13 years the number of migrants has risen 32%. It sounds like a very big number, but it is just the 3.2% of the world’s population. When discussing migration developed countries are commonly referred to as “north regions” while developing countries are referred to as “south regions.” North regions are the favorite destination for 136 million migrants, compared to 96 million in the southern regions. 74% of all migrants are of working age, between 20 and 64 years, and 48% of them are women4.

According to the Population Facts report, released by United Nations in 2013, the international migrant stock grew by an annual average of 1.2% during the period from 1990 to 2000, while between 2000 and 2010 the growth rate per year raised to 2.3%5. The doubling of this rate in just ten years is attributed to two main factors. First, the wide expansion of the global economy and communications technology assured companies easy access to the global market and the ability to acquire international employees5. Second, the expansion of multinational companies worldwide brought capital and economic stability to developing countries where labor and production costs were very low. This attracted even more migrants from poor neighboring states. In the early 1980s the majority of companies operating overseas were Fortune 10006. Big companies spent lots of energy and money trying to expand overseas. This included establishing factories, production facilities, and offices and the hiring of local employees.

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Initially, they exported their products to overseas markets and for most Fortune 1000 companies this process took many years. Today there are more than 65,000 multinational companies worldwide. In the U.S. alone it is estimated that there are some 20,000 multinational companies6. Nowadays, companies of all size enjoy easy access to the global market without the necessary being part of the Fortune 1000. Unfortunately, the acceleration of the migrant stock rate was slowed by international crisis by 1.6% during the period 2010-20137. Nonetheless, 2014 international migration reports show a general recovery of the phenomenon growth. In 2013, 72 million international migrants were residing in Europe and 71 million in Asia, accounting for two-thirds of the worldwide international migrant population7. North America hosted the third largest number of international migrants in 2013 (53 million), followed by Africa (19 million), Latin America, the Caribbean (9 million), and Oceania (8 million)7. It’s estimated that in 2013 over 51% of international migrants resided in just ten countries worldwide, of which the main ones are the following:

1. United States: 46 million, equal to 19.8% of the total;2. The Russian Federation: 11 million;3. Germany: 10 million;4. Saudi Arabia: 9 million;5. United Arab Emirates and the United Kingdom: 8 million

each7.

USA gained the largest number of international migrants at a constant rate, 1 million per year between 1990 and 2013 due to its strict immigration policies7. To understand the reasons people decide to live abroad it’s important to know not only their destinations, but where they come from.

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1.1 MIGRATION PATHWAYSThe different pathways of migration can be North-North, North-

South, South-North and South-South. Some concrete examples are Mexico-US (South-North), Spain-Germany (North-North), India-Malaysia (South-South) and France-China (North-South). According to the classification used by the World Bank in 2010, South–North movements represent the largest migratory flow (45% of the total), followed by South–South (35%), North–North (17%) and North–South (3%)8. The South-South path represents 35% of total global migration and it is continuing to grow. After 2000, the average annual growth rate of South-South migrants was 2.5%, higher than the 2.3% in the North8. In 2010, despite the drop in overall migration, the South maintained its dominance with 1.8% annual growth compared to the 1.5% of the North based on the International Organization for Migration. Another important factor is the percentage of total population represented by immigrants in the northern regions versus the southern ones. In 2013, migrants represented 10.8% of the total population in developed regions (north), while developing countries (south) recorded a 1.6% migrant population8. One explanation could be the significantly greater amount of people living in southern regions than northern regions. It is estimated that the number of migrants born in developing countries is between 147 and 174 million, equal to 69% and 81% respectively of the global migrant stock8. These migrants will choose between two possible destinations: South or North. In the South-South corridor we see migrants moving from the Russian Federation to Ukraine and Kazakhstan, and vice versa. Other major corridors are Bangladesh to India, Afghanistan to Pakistan and Iran, India to Pakistan, and Indonesia to Malaysia. On the other hand, the favorite northern destination remains USA, with the Mexico to United States corridor alone totaling almost 6% of the global migrant stock. China, India, and the Philippines are other significant origin countries of the American immigration8. The most common North-North and North-South corridors are the United Kingdom to Australia, US to Mexico and South Africa, Germany to Turkey, and Portugal to Brazil.

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Mexico

ORIGIN DESTINATION NUMBER OF MIGRANT

12,189,158

1,283,108

3,662,722 4.9

12.81

1

1

1

3.02

2

2

2

3.5

4.0

2.13

3

3

3

3.0

1.94

4

4

4

2.8

0.75

5

5

5

2.5

2,819,326

1,097,893

3,524,669 4.7

1,956,523

1,037,187

3,190,769 4.2

1,850,067

1,030,561

2,648,316 3.5

1,556,641

901,916

2,413,395 3.2

% OF TOTAL MIGRANTS

United States

United States

Germany

Germany

Germany

United Kingdom

United Kingdom

Ukraine

UkraineRussian Federation

Russian Federation

Russian Federation

Bangladesh

Kazakhstan

Afghanistan Pakistan

Canada

Korea, Republic of.

United States

United States

United States

United States

Australia

United States

United States

United States 563,315Mexico 7.8

United States 252,311South Africa 3.5

22,148Brazil 3.1

198,319Argentina 2.8

Portugal

Italy

Turkey

306,459Turkey 4.3

China

Philippines

India

India

South-North

North-North

South-South

North-South

Chart 1: Top 5 migrant corridors on each of the four migration pathways (World Bank, 2010)

RUSS

IAN

FEDE

RATIO

N

GERM

ANY

TURK

EY

UKRA

INE

CHIN

A

BHUT

AN

INDI

A

IRAN

VIET

NAM

PHILI

PPIN

ES

SAUD

I ARA

BIA

BURK

INA F

ASO

IVOR

Y COA

ST

UNITE

D ST

ATES

MEX

ICO

PAKI

STAN

BANG

LADE

SH

MAYL

ASIA

INDO

NESIA

KAZA

KHST

AN

AFGH

ANIST

AN

North

Sout

h

Sout

h-No

rth m

igrat

ion co

rrido

r

Sout

h-So

uth m

igrat

ion co

rrido

r

North

-Nor

th m

igrat

ion co

rrido

r

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GLOBAL FINANCIAL CRISISCHAPTER 2.

Image 3: EU28 industrial production 2000-2013 (Eurostat)

Image 2 : World trade 2000-2011 (Eurostat)

2000

2000

2000

2003

2003

2003

2006

2006

2006

2009

2009

2009

2001

2001

2001

2004

2004

2004

2007

2007

2007

2010

2010

2010

2002

2002

2002

2005

2005

2005

2008

2008

2008

2011

2011

2011

2012

2012

2013

2013

Image 4: Unemployment rates EU28, EA17, US and Japan, seasonally adjusted (Eurostat)

80

80

3 %

7 %

4 %

8 %

5 %

9 %

11 %

6 %

10 %

12 %

100

90

120

100

140

110

160

120

180

130

Total industryIntermediate goods

EA-17

EnergyCapital goods

EU-38

Durable consumers goods

Japan USA

Non-durable consumers goods

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B. QUESTIONNAIRE

MIGRANT SURVEYCHAPTER 3.

GENDER

education

Country of birth (top5)

Current country (top5)

No knowledge

MASTERbachelorhigh school

3. usa

1. ITALY2.FRANCE4. uk5. germany

1. u.k2.belgium3. germany

4. netherland5. FRANCE

Graph 7: interviewee sample’s identikit.

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Job title

Time spent abroad

Language skills

From where have you found your current job?

# of Languages spoken

local language fluency

local language fluency

5 years (60.3 months)

Time TO FIND A JOB weeks

yesNO

yesNO

Student OTHEREntry level

Senior ENTREPRENEUR

MANAGER

CEO

Coordinator

HOSTCOUNTRY pREVIOUS

COUNTRY

First experience abroad

English skillsProfessional Working Proficiency

44

Language skills

Motivation / Self learning skills

Jugement and decision skills

Communication skills

Social skills

Cultural Adaptation skills

Problem solving skills

Detail-oriented Skills

TOP 4 SOFT SKILLS SELECTED

Team player & Conflict resolution

Team player & Conflict resolution

CROSS FUNCTIONAL SKILLS

%

Communication skills

Problem-solving skills

Jugement and decision skills

Motivation / self learning

Social skills

Cross-functional skills

Language skills

Cultural adaptation skills

Detail-oriented Skills

Score of the following soft skills

Local language importance in your current job

English importance in your current job

Job satisfaction

HapPiness abroad

Yes

Do you feel more creative ?45

CROSS ANALYSISCHAPTER 4.

MIGRANT INTERVIEWCHAPTER 5.

What has pushed you to

leave your birth country?

QUESTI

ON 1

“The fear

that I might have

never seen the

world”

“I can’t do

robotics in Italy - not

enough funding”

“The urge

to discover other

realities, cultures and

people”

“The lack

of hope in a

better future”

Logan, 38 years old, American lecturer at the

American University of Afghanistan.

Matt, 47, Executive MBA, Senior manager at DHL in Singapore

Chiara, 36, PhD, working at BBC in

UK.

These are few of the responses I found to be most expressive of the general feeling of this group of migrants.Those who left for economic/working motives represent the third and largest group, accounting for 53% of the total.

14% of the interviewees declared to have started the abroad experience to follow a partner, family or in few cases even friends. Other common motives, together making up 33% of the sample, were a desire for change, to learn English, to discover new things, to gain independence and to meet new people. A few examples:

Carlo, 34, a researcher with a Master in Computer Science, Master in Computer Engineering and a PhD in Robotics who works in Belgium.

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RECRUITER SURVEYCHAPTER 6.

C. GLOBAL LABORMOBILITY EVOLUTION

POPULATIONCHAPTER 7.

EFFECTS ON THE GLOBAL LABOR MOBILITY

CHAPTER 8.

AM

ER

ICA

SA

SIA

-PA

CIF

ICE

UR

OP

E

FranceGermanySpainItalyU.K.Russia

ChinaIndiaIndonesiaJapanSouth Korea

BrazilCanadaMexicoU.S.A

Labor shortage/ surplus in 2020 In 2030

6% -1%

7% -3%

-7% -33%

-4% -23%

6% 1%

3% -11%

6% -4%

5% 0%

6% -8%

17% -3%

3% -2%

10% 4%

6%-5% -24%

-1%

-6% -26%

Image 7: Global workforce crisis (Strack, 2014)

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TECHNOLOGICAL REVOLUTIONCHAPTER 9.

114

10

1 4 72 5 83 6 9 10

60

120

20

80

140

40

100

exponential trend

linear trend

Image 8: Linear versus exponential function (Pistono, 2012)

(time)

(technology capacity)

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WHAT’S NEXT?CHAPTER 10.

d. APPENDIX

Get “the” job(anywhere)

b. Make YOUR RESUME

In this section I’m going to use the resume I’d create for myself to apply for the job ad we used as example in the previous chapter.

Keep formatting simple. No logos, no symbols (apart from currency and percentage) and no images are suggested.

No more than 2 pages. If you are able to summarize everything in one page, do it. Two pages are fine if the vital information is present on the first page. Three pages are not recommended but clearly it depends on your profession. If you are over two pages and you want to make it shorter I suggest properly using bullet points, hyperlinks and avoiding describing or listing very old positions that don’t add value to your CV.

The font has to be readable and present in the major operative systems. What do I mean? I know you can download some very cool fonts, but they don’t work properly with ATS. The system is still in development and therefor doesn’t read particular fonts and unusual file formats. If you are applying through an Application Tracking System you will use a .doc format, while if you are sending it directly to the recruiter it’s preferable to use a PDF version. The recommended fonts are Arial, Courier, Times New Roman, Calibri, Century Old Style, Garamond, Georgia and Trebuchet MS45. The font size depends on the font you choose. Time New Roman for instance matches well with a font size of 11, while Calibri is better at 10.5. In my resume I use Calibri, font size 28 for my name, 12 for the section title and 10.5 for the text.

1

2

3

129

Image 10

Your full name and contact info are everything you need in the upper part of the resume.

This is crucial personal information that recruiters need to know. Avoid attaching your picture (apart from applications for a model position or a job where your physical appearance is an aspect), your age, religion, politic orientation and ethics. Many countries have very strict anti-discrimination rules. If you send your resume with your picture in Canada for instance it is trashed immediately.

This is a standard statement you will find below many job ads: “Applicants will receive appropriate consideration without regard to non-merit factors such as race, color, religion, sex, national origin, marital status, sexual orientation except where specifically authorized by law, age, politics or disability which do not relate to successful performance of job duties.”

Are you able to fail in your first two lines? Unless you are unable to correctly write your name, your email can be your first mistake. Don’t use a very old email address like funnyguy@cool.com. It takes 10 seconds to make a new one.

Ask your professors, colleagues and even better - your boss - to write letters of recommendation for you.

Your NameE-mail: Candidate@email.comSkype: candidate123LinkedIn pageCurrently located: City, Country

4

5

6

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Direct links: - SoftSkillsAbroad.com-Improve yourself section (resume samples, important links, Ted Talks)- Linkedin profile example- Support Me- Contact Form

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the 195 interviewees that dedicated their precious time to me and indirectly to all the readers:

Silvia, Alessio C., Anto, Greg, Salvo S., Chiara, Ilarietta, Cristina, Cesca, Gipsycri, Lucie V., Elena, Marti, Silvia, Desiree, Jhon, Lucilla, Lucia, Fabrizio, Daniele, Efa87, Alex, Narya, Francesco M., Daniela, Stefy, Vanessa, Gio, Gioia, Mary, Logan, Martino, Alexandra V., Giulia M., Pam, Fabiola, Federica, Nick S, Lisa, Marina, Alessandra, Franck, Corina A., Paola Chiara, Chiara G., Carlo, Sophie, Noemi, Vins, Rick, Ivan, Letizia, Giulia, Cip, Achille, Carola, Matt Vermeulen, Florence, Matteo, Alex, Rbizzi, Alice L., Luisa, Vanessa, Jacopo, Veronica, Smarts, Roberta, Zil, Daria, Chiara S., Alessandro, Nadia, Paola F., Paula, Gabry, Gianpaolo, Vernaioloman, Ste, DG, Aurelia DF, Rob, Francesca, Will, Marco, Sam, Martina S., Mirko, Ela, Solène, Domez, Kotryna, Rachel, Echobunny, Lucy, Francesca, Pierre, Jean-Baptiste, Riccardo, Monica, Lenny, Alessandra, Pometti, Nando, Edy, Ludovica, Max, Erika, Eva Noce, Giulia, Miriam, Susi, Adri, Room, Carlo, Michele, Valentine, Alessia Simonini, Eliot, S, Kasandra, Sonia B., Shiggi, Mosquito, Elisa, Eva, AP, Yash, Cristina, Andra, Elvira, Anita, Ember, Kristof, Michael, Mel, Mihai M., Rob, Rita, Alex, AGNE, Annie, Adam K., Lou C., William, Cihat, Ana, Linda, Filiz, Gg, Shannon, Genie, Brigitte, Tati, Julz, Benny, Clare, Manuel III Ariola, Elisa, Stuti, Valentina, Andrea T. C. R., Leen, Marbon, Anna, Camille, Co, Moni, Anoj, Anne, Natsumi, Dino, Adeline, Rugrats, Marco, Esther, Ilatd, Barbara M., Vijay, Sandra, Vania, Sarah K., Mickaël, Sibel H., Tse, Lauren K., Dan, Andreea, Marion, Cristina T., Simonetta , Marie-Alice, Coralie and Fabian.

At last thank to...

BIBLIOGRAPHY

159

Introduction

1 Cleveland, H. Mangone, G. Adams, J. (1960). The oversea Americans. McGraw-Hill.

2 The economist, (Sep. 2013). The origins of the financial crisis. Crash course. http://www.economist.com/news/schoolsbrief/21584534-effects-financial-crisis-are-still-being-felt-five-years-article CIGI Task Force on Developing Countries, (2012)

Chapter 1

3 Oxford dictionaries. Migrant definition. http://www.oxforddictionaries.com/definition/english/migrant

4 United Nation, Population Division, (2013). Retrieved from http://esa.un.org/unmigration/TIMSA2013/migrantstocks2013.htm?mtotals

5 Population Facts, United Nations, Department of Economic and Social Affairs - Population Division. (2013). h t t p : / / e s a . u n . o r g / u n m i g r a t i o n / d o c u m e n t s / T h e _ n u m b e r _ o f _international_migrants.pdf

6 Fay, D. (2014), Globex international group, The Globex Differencehttp://www.globexintl.com/corporate/?p=82

7 International Organization for Migration (IOM), (2013). World Migration Report 2013 - Migrant Well-being and Development. http://publications.iom.int/bookstore/free/WMR2013_EN.pdf

Luca MastellaAuthor

Luca Mastella is a Global Marketing Specialist, Career Consultant, Researcher and Author. He holds a BSc in Economics & Business Administration from the University of Ferrara and a multi-campus MSc in Global Business held in uVic University (Canada), NEOMA Business School (France) and SKK University (South Korea). Luca has several years of experience as a Marketing Manager, Consultant and IT Business Developer, which he acquired while working, studying and traveling in more than 30 countries.www.softskillsabroad.com/luca-mastella/

Kemi amede Graphic Designer

Challis PopKeyCopywriter

Thank you very much for having read Global Labor Mobility is Brakeless: Jump on It or get Run Over. How soft skills put you in control. I hope you enjoyed it.

As this book is copyrighted under creative commons (free-to-read and free-to-share) I’d like to ask you a favor. You can support me, my book and my future researches in many ways: posting a honest review on Amazon, sharing a link or just sending this book to your friends.

All these actions don’t cost you real money but they have an increadible value for my book.

If you interested, visit the section www.softskillsabroad.com/suport-me/ for all the information.

Thank you very much for your time,

Luca Mastella