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Hiring Foreign Nationals: For Youth

Bridge Team Member

Welcome to the finalinstallment in our Benefitsof Hiring Foreign Nationals series. In recent weeks, we've examined how foreign nationalsare independent and mature, and how their highlevels of commitment can benefit the companies they’re dedicated to. Thisweek, we’re focusing on Youth.

Foreign Nationals Are Young

According to a study by the Center for ImmigrationStudies (CIS), 69.7 percent of all H-1B petitions filed in 2011 were filed forworkers between 25 and 34 years of age. Since many U.S. employersactively recruit recent university graduates, this relatively low age bracketis no surprise. It is also not surprising that age is a crucial factor whenconsidering hiring a foreign national employee.

Hiring a young workforce has many benefits. They bringenthusiasm, a sense of adventure, and innovation. Even though they may requiremore training than more experienced employees, there rarely are any habits thathave to be unlearned before making room for company specific procedures andpractices.

These benefits are no different when hiring youngforeign nationals. In addition to enthusiasm and innovation, these employeesbring many other benefits, such as the knowledge of a different culture and,oftentimes, at least one other language. Depending on the country of origin,many young foreign nationals will have been raised bilingual, being exposed tomany different cultures and customs before they left their home country tostudy or work abroad.

While there are many benefits to hiring youngemployees, there certainly are many aspects that employers consider negativeswhen it comes to the recruitment of a young workforce. Immaturity, lack ofexperience, or inability to commit to a career within the company are just afew disadvantages that employers identify. Many employers criticize that recentcollege grads take their first job as a stepping stone, already knowing thatthey will only stay with a company for the amount of time it takes to get someexperience and move on to something better.

But hold on. In part one of this series, which focusedon the commitment levels of foreign nationals, we discussed how most foreignnational employees are likely to stay with your company for a long periodsince their visa status is dependent on their employment. As such, they have asolid interest in making your company a rewarding workplace and are less likelyto view employment with your company as a temporary arrangement.

Additionally, as discussed in part two of this series,which focused on independence and maturity, we looked at how living and workingin a foreign country with a limited support system results in strong work ethic.Taking into account all the benefits of hiring foreign nationals, your companymight get all the benefits of a young employee, with fewer flaws, if you add aforeign national to your team.

All things considered, this series in no way suggeststhat all foreign nationals, no matter their age, nationality, oreducational background, will be perfect employees. Nor does it imply thatthe majority of U.S. workers would not make valuable additions to your company.Rather, it aims to remind you that when recruiting for a position within yourcompany, hiring a foreign national is not just additional work, fees, and responsibility.

Hiring a foreign national can give your company a bigadvantage over other companies on the market, so consider it!


Should you have anyquestions about how this impacts your business or employees, please do nothesitate 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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