tes, companies can accomplish this process by using an immigration attorney familiar with the company's industry and the types of employees it will be hiring. This attorney can provide the legal expertise to ensure that the company operates within the framework of the requirements set down by the Department of Homeland Security. When sending employees to other countries, companies should work with industry and trade groups in those countries as well as with the American embassy (the embassies prepare the Country Commercial Guides that provide valuable insight into the foreign market, and will have expertise in assisting the American company). Whenever possible, legal counsel should be sought from a representative in the foreign country with the appropriate bona fides.
Successful multinational organizations have learned that successful expatriate operations begin with the selection process. Just as not every individual is right for every job, not every employee is right for expatriate work. This means that potential employees must be considered not only because they possess the right technical skills for the assignment, but also because they are flexible enough to adapt to a foreign work environment and willing to take on the challenges that a long-term assignment represents. These skills are important regardless of how long the assignment will last, and business trips lasting only a fe
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