Some companies will completely cover the cost of children's education, or encourage and help families find local schools as another option. [2].
First step in the process is the demand for such expatriation. Usually, the decision takes place in the executive level, and thereafter, the responsible HR personnel is instructed to either enquire or check the already expressed willingness of their employees for an expatriation. In most cases, the company requires manpower to be sent abroad and set up the start-up of a new subsidiary. Especially on high ranking slots, the companies tend to recruit internally, that means from inside the company. In part, this is because a strong relation of trust is already formed, and the capabilities and strengths of the future expat are already well-known. Moreover, the cost of hiring a recruitment agency is the new country are significantly higher than recruiting from inside, because apart from the fees, the new recruit requires trainings and instruction, which are both costly and time-consuming. Moreover, their performance is not yet proven, and in special situation where the success of such initiatives must be somehow guaranteed, the risk of hiring an external employee is not worth it. There are also situations in which the employee expresses his willingness to participate in such an exchange in advance, so that when time comes, his superiors know already that he is available. Such availability is common among employees who are young, single and eager to prove themselves. Such pro-active behavior leads to faster promotion as well, since the superiors know the individual is always ready for bigger responsibilities.
After the employee is clear to go in the foreign country, that means he successfully passed any evaluations from his employer, the future expat will take a short trip to his destination (Exploratory trip) along with any family members who are going to move as well, to decide if they like the new environment and if they are going to adapt there without difficulties [3].
