Domestic companies frequently choose to hire professionals from other countries. Factors, including specialized educational requirements and limited available professionals in the United States, could inspire international hiring.
Organizations generally cannot just list an opening and begin communicating with foreign professionals. First, they must validate that they require support from abroad. To do so, they must request a labor certification from the Department of Labor. Organizations intending to recruit internationally may need support as they lay the foundation to do so lawfully.
What does labor certification entail?
There are different types of labor certifications available depending on a company’s hiring plans. There is a certification process that applies to temporary positions, such as traveling agricultural work. There is also a process for permanent hiring when seeking talent from international locations.
Generally speaking, companies must show the Department of Labor that there is an inadequate supply of domestic talent to fill vacant positions within the company. They also have to validate that they continue to offer appropriate wages and benefits so as not to undermine the domestic market. These efforts serve to ensure that domestic professionals have adequate opportunities and that immigrant workers do not drive down the wages of domestic workers.
Trying to communicate with regulatory authorities while managing company operations and planning for additional recruiting can prove overwhelming for business leaders. Those who partner with an immigration attorney can more effectively navigate complicated procedures, such as acquiring labor certifications and assisting candidates in their pursuit of a visa. With the right insight and support, business leaders can potentially bring talented foreign professionals into the United States for the benefit of their organizations.