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Hiring Foreign Nationals: For Commitment

Bridge Team Member

When talking about the benefits of onboarding foreignnationals, those benefits often get lost between undeniable downsides andthe common perception that companies hire foreign nationals mainly because they havea certain leverage over them. Over the next few weeks, in a series we’re calling The Benefits of Hiring Foreign Nationals,we will take a closer look at how hiring a foreign national can benefit yourcompany, with a focus on Commitment, Independence and Maturity, as well asYouth.

Foreign Nationals Are Committed

When analyzing U.S. employers’ motivations to hire foreignnational employees, a factor that is brought up very frequently is the foreignnational’s involuntary inability to separate from their employer. After all,their legal status in the U.S. is dependent upon their work visa.

While this certainly is a motivation for some employers, itdoes not mean that it is for all, and it definitely does not mean that everyemployer hiring foreign nationals has bad intentions. In fact, an employee’sdependence on their work visa can give your company a lot of opportunity forimprovement and commitment, as well as create a rewarding workplace for all employees.

Look at it this way: A foreign national (FN) worker starts acareer within your company, maybe on an H-1B visa, an OPT work authorization,or an L-1 visa. While there are options for most FN employees to transferemployers while remaining on their current visa, the FN employee will mostlikely stay with your company for a while.

As discussed in an earlier article about Green Cardpolicies, many FN employees ultimately seek an employer who will sponsor anemployment-based Green Card for them. In this case, a long-term commitment tothe company is a given. For an FN employee, your company will not just be astepping stone on their way somewhere else, or some entry-level job that paysthe bills after graduating college while figuring out where to work next. Many FNemployees have a legitimate interest in making your company a rewarding, future-oriented,and enjoyable workplace.

Another important thing to consider is that many FNemployees are very vested in their career path. Especially when consideringyoung college graduates with degrees from U.S. universities, employers shouldbe mindful that, in many cases, an FN chose their major very carefully.

While it seems that more and more U.S. college students feelthe need to have a degree, no matter the major or subject, most internationalstudents put a great deal of thought and time into choosing a program before theyenter the U.S. to pursue their degree. Keep in mind that there usually is nofinancial aid for international students, no in-state tuition, and no option tolive at home or work a part-time job to pay for tuition, fees, and books.

Mostinternational students spend a large amount of money on their U.S. education –so, in many cases, it’s safe to assume that the career path that builds ontheir education is well thought out.

As an employer, hiring FN employees is a fantasticopportunity to build a committed and engaged workforce, which will also have avery positive impact on your non-FN employees. After all, diversity in theworkplace is always a bonus.

In next week’s piece, we’ll take a closer look at how theprocess of moving to and living in the U.S. provides many FN employees withimportant tools to become a valuable part of your company.

Should you have any questions about how this impacts your business or employees, please do not hesitate to reach out to us at support@bridge.us.

Disclaimer: This content is not a form of legal advice and should not be treated as a substitute for legal counsel. Bridge US encourages readers to discuss any and all immigration-related concerns with an attorney.


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