Last Updated on February 23, 2023
As the skills gap increases, U.S.-based companies are, more than ever, creating a company immigration policy for global recruitment and workforce management. These policies not only help manage expectations with prospective foreign nationals, but they also bring a defined process to inform managers on the proper procedures for recruiting an individual that requires a visa or green card sponsorship.
In our webinar on Creating an Immigration Policy Allison Kranz, Envoy’s Immigration Solutions Partner discussed important steps your company should take when developing its U.S. immigration policy.
Before you begin, Allison says you need to keep two things in mind:
- Leave room for flexibility and exceptions: The last thing you want to do is set a policy that is so strict that you can’t hire a desirable candidate who doesn’t meet your criteria.
- Before implementing your new immigration policy, consult an attorney.
Creating a Company Immigration Policy for Global Recruitment
Step 1: Begin your policy by determining which visas your company is (or is not) willing to sponsor.
Consider posting these publicly on your company’s global recruitment page. This will not only help eliminate questions during the hiring process, but it will set expectations for incoming applicants. That said, keep point number one above in mind and consider leaving the list non-exclusive.
Step 2: According to our 2017 Immigration Trends Report, 70% of visa holders say a company’s green card policy is very or extremely important in deciding whether they’d work for the organization. With that in mind, decide if you’re going to sponsor employment-based green cards.
Offering green cards is a great way to display a long-term commitment to the prospective employee, but you should consider the benefits foreign nationals bring to your company, their long-term goals and the time it might take for the foreign national to acquire the green card you’re promising them.
Step 3: If applicable, decide when you’ll begin sponsoring individuals for green cards.
Allison says this process is like dating. Are you going to commit yourself to a foreign national before you get to see their output and determine they’re a proper fit, or are you going to date them for a while before you make the decision to make this a long-term relationship?
Benefits to starting the process sooner than later include displaying commitment, as well as buying time to implement Plan B solutions in case the green card application falls through or other issues arise.
Step 4: Develop payment and reimbursement guidelines. There are certain portions of the green card process that you are legally obligated to pay for, and some that you or the employee can cover.
You can, and 84% of surveyed employers state that they, pay for all green card-related fees (with or without a contractual stipulation attached). Reimbursement guidelines that outline these contractual stipulations can help mitigate financial risk and ensure foreign nationals remain committed to the investment you’re making in them.
Step 5: Keep in mind other immigration considerations that may affect the foreign national and your company’s sponsorship.