According to the U.S. Department of Labor, applications for the permanent labor certification program rose by over 11 percent in fiscal year 2016 over the previous year. This program helps foreign workers become permanent residents of the U.S. based on employer-sponsored programs. The majority of these jobs require a bachelor’s degree or higher. Keep reading to learn more about what these statistics mean and what procedures employers have to follow when hiring foreign workers:
What is permanent labor certification?
Employers in the U.S. are at liberty to hire foreign workers, as long as they follow a few simple guidelines as laid out by the United States Citizenship and Immigration Services. Typically, there are four qualifying criteria for employers wishing to hire foreign workers. Per the DOL, those criteria are:
There must be a full-time permanent job opening available to U.S. workers.
The requirements of the job must conform to what is typically required for occupation in the U.S. In other words, the position cannot be tailored to foreign worker’s qualifications.
Applications must comply with the official permanent labor certification process.
The employer must pay the prevailing wage for the occupation, at minimum.
If the foreign worker doesn’t already have a permanent residence card, also known as a green card, the employer must file a petition on behalf of the employee. There are two types of petitions, one for permanent positions and another for temporary positions.
The same background checks apply to green card holders
When running background checks on potential hires, the same rules apply to green card holders as U.S. citizens. These background checks help employers limit instances of employee turnover – an already costly occurrence that could become more costly when searching for foreign experts. Finding and hiring the most competent and skilled workers takes time and is directly influential on the overall productivity of the company. By keeping employee turnover low, managers can better spend their time focusing on tasks that grow the company.
Personality assessments may also be beneficial
The talent screening process doesn’t end with background checks. Diagnostic personality assessments can also lower employee turnover and help managers make better decisions about the people they hire. Using assessment solutions such as those offered by Global HR Research, managers can pinpoint the most promising applicants early on, giving them the opportunity to fine tune interviews.
When hiring foreign talent, your company culture becomes more important than ever. At times, foreign workers may be unfamiliar with how American enterprises run their business. By fostering an environment of inclusion and ownership, U.S. companies can ease foreign workers into a business culture that may otherwise prove daunting. Personality assessments can help in this regard, showing managers how they can best assist workers with their transition.