Many companies that hire strictly within the U.S. can afford to tackle job descriptions one at a time. But as an organization seeking the best global technical talent, you had to standardize your job descriptions and ensure they’re crafted with immigration policies in mind. Anything less would keep you in a chaotic or emerging immigration program.
Look How Far You’ve Come
Job descriptions seem less important to the immigration process until you look deeper. That’s why many organizations overlook them at first. But now that you’ve standardized your descriptions and created an immigration-vetted job bank, you can see the benefits.
Your team understands how to craft job descriptions
A sign of a predictable immigration program is that your internal stakeholders know:
- The immigration regulations that influence job descriptions, and
- How to draft job ads per those regulations.
These skills develop over time and with help from an immigration provider. But once your team has mastered job posts, it’s easier to pass that expertise on to new, less experienced team members.
High-quality job descriptions are immediately available
You’ve built a centralized job bank that’s available to your recruiters, hiring managers, People team, and other internal stakeholders. As a result, it’s now easy and efficient to keep everyone on the same page and enforce your internal immigration policies from the beginning of the workflow.
Everyone understands the importance of immigration-ready descriptions
Speaking of being on the same page. Now, all your team members understand why job descriptions should be carefully crafted based on immigration policies and enforcement practices. Awareness of these issues prompts employees to use the content available and not make any unapproved changes.
The Benefits of Role Standardization in Your Immigration Program
It’s hard to understate the benefits of a clear immigration policy and immigration-vetted job descriptions.
Limiting legal and regulatory risks
RFEs have become much more common in recent years. Your organization should expect to receive some simply because USCIS wants U.S. businesses to hire individuals already able to work in the country. However, well-prepared applications can reduce the occurrence of RFEs, saving your team time and energy.
You also reduce the risk of an audit by the DOL or USCIS. Audits that turn up violations can lead to monetary fines, exclusion from the H1-B program, and other penalties.
Focusing on talent planning
Once your team can stop worrying about writing immigration-ready job descriptions, it can shift its focus to talent management.
Your team can and should evaluate your company’s top talent and pinpoint areas where you lack expertise. They might find your business needs certain roles as it grows and evolves, and when it comes time to create the job description for these new positions, your team’s ready.
Allowing for simultaneous PERM applications
By standardizing your job descriptions, workflows, and other immigration matters, you’re better prepared to apply for Permanent Labor Certification with the DOL and USCIS. You also might develop the ability to use “batched” PERM applications. You’ll be able to use the same recruitment efforts for multiple candidates, improving efficiency and saving considerable time and money.
What Comes Next?
Continual improvement. Bear in mind, enforcement is essential, and high-quality job descriptions may need to change over the years.
- Monitor internal adherence to your immigration policies: Keep a close eye on which job descriptions hiring managers and recruiters use. You’ll want to catch any unvetted job descriptions quickly.
- Review your job bank periodically: Plan for periodic yet consistent reviews of your immigration-ready job descriptions. Several factors force revisions, such as evolving internal roles, sponsorship for new positions, and regulatory changes.
- Keep track of immigration policy changes: One of the most challenging tasks is keeping up with immigration regulations, enforcement policies, and attitudes. But it’s essential that you learn of any changes that potentially impact your job descriptions, like the definition of a specialty occupation or the prevailing wage percentiles.
Is Your Immigration Provider a True Partner?
Once you choose and invest in a comprehensive immigration solution, you can’t rest on your laurels. Your immigration provider should be a strategic partner, helping you move toward batch PERM applications and improving your talent management system.
Your immigration provider should do more than guide your team and international employees through the immigration process. It should help you bring on board top talent, improve efficiency, stick to a budget and develop an immigration program tailored to your company’s specific needs.
Content in this publication is not intended as legal advice, nor should it be relied on as such. For additional information on the issues discussed, consult a Bridge-affiliated partner attorney or another qualified legal professional.
