Although onboarding is a crucial step in hiring, most expats have varied experiences when it comes to timing and process. In Global Talent Perspectives 2016, a survey Envoy conducted in partnership with Harris Poll, 700 visa and green card holders told us what it’s really like to start a new job in the United States as a sponsored employee.
1. The lag time between when an expat is offered a job and when he or she starts isn’t as long as you might think.
Like all employees, visa and green card holders anxiously await their first day after they’ve been gotten an offer from a new company. Visa holders, many of whom are in the process of organizing a significant transition, will especially appreciate a speedy and efficient process. In fact, a fairly quick process is frequently the case: Most expats (54%) start their first day of work within four months of their screening interview. Only 12% wait over one year. However, green card holders start much more quickly than visa holders, probably because they are already in the United States.
2. Companies often start the green card sponsorship process immediately, especially in non-STEM fields.
Don’t drag your feet when it comes to sponsoring green cards. Sponsored employees reported that their employers started the green card sponsorship process either right away or within one year. Since the green card process can be so lengthy, getting it started quickly is a great way to earn loyalty and retain high-skilled employees.
3. It’s unclear when exactly expats should bring up the topic of visa sponsorship to their recruiter and/or employer.
Almost one-third of expats feel it should happen immediately at the first interview; but about 1 in 7 say to wait much later until an offer is made. And another one-third feel it is best to go through the recruiter. It’s up to you to drive the conversation and make sure the expectations of the candidate, HR and other stakeholders in your organization are all aligned.
For a closer look at what visa and green card holders prioritize when seeking out an employer, read our full report, Global Talent Perspectives 2016.