Information Technology consulting companies in United States hire foreign nationals from other countries. Dealing with immigration issues is one of their major challenges. Having worked in a Law firm and Information Technology consulting company, I can relate to the challenges that a business owner goes through. I am not an expert, but from my experience I would like to share my observation on IT Consulting companies that have say less than 50 employees. Let us name this group as IT-50 Business owner. Typically IT-50 business owner handles almost all the functions such as Business development, Recruitment and Immigration on her/his own. In my opinion here are the three major CONCERNS faced by these business owners, when hiring a Non-immigrant worker:
To hire an employee in the shortest possible time
While some companies choose to process their work permit applications in-house, others hire Immigration attorney/consultants. Typically an immigration team comprises of the business owner, Immigration Department (In-house or outsourced team) and Immigration Lawfirm. One of the biggest concerns is to hire a Non-Immigrant worker in the shortest possible time. This means the Immigration team needs to be aware of the time line, have checklists and systems in place to collect the documents from the prospective employee/employer. These documents need to be submitted in time to the Immigration Lawfirm for processing the work permit applications as per USCIS guidelines . Premium processing option is offered by USCIS for some petitions for quicker decision. Both the prospective employee and the employer needs to be aware of the document requirements for work permit and make sincere efforts to submit in time. In my experience I have found that having an efficient Immigration Department (In-house or outsourced team), that truly cares, commits and does timely follow up will definitely help in cutting the time in terms of proprietary work.
Record Keeping
For an employer to run his company with peace of mind, he wants to ensure that records pertaining to both the employer and employee are kept safe and are compliant with Governmental regulations. Many companies receive training from Immigration attorney/consultant to ensure compliance and proper record keeping. Some Immigration attorneys/consultants visit the employers' facility to provide on the job training.
Employees need to be taken care of THROUGH the immigration process
In my experience this seems to be the biggest concern for IT-50 business owner. Immigration is a very important component for an employee's retention. Hence the IT-50 business owner wants to make sure that the company provides proper and correct legal support. Some are very keen in hiring Immigration attorney/consultants that are conversant with the language/culture of the employee. This makes communication easy and facilitates smooth flow of the process. In addition to employee's immigration issues, an IT-50 business owner wants his dependent's Visa issues also to be addressed in correct and timely manner.
Action Exercises
Here are the two things you can consider doing:
Review your Immigration team's performance. Are there any areas you can reduce the time taken to communicate effectively? Do you need to create checklist or automate? Just do it.
As you know Immigration is a very important component for an employee's retention, survey your current employees, find out one key area that needs their attention and implement it right away.
Article Source: Click here
To hire an employee in the shortest possible time
While some companies choose to process their work permit applications in-house, others hire Immigration attorney/consultants. Typically an immigration team comprises of the business owner, Immigration Department (In-house or outsourced team) and Immigration Lawfirm. One of the biggest concerns is to hire a Non-Immigrant worker in the shortest possible time. This means the Immigration team needs to be aware of the time line, have checklists and systems in place to collect the documents from the prospective employee/employer. These documents need to be submitted in time to the Immigration Lawfirm for processing the work permit applications as per USCIS guidelines . Premium processing option is offered by USCIS for some petitions for quicker decision. Both the prospective employee and the employer needs to be aware of the document requirements for work permit and make sincere efforts to submit in time. In my experience I have found that having an efficient Immigration Department (In-house or outsourced team), that truly cares, commits and does timely follow up will definitely help in cutting the time in terms of proprietary work.
Record Keeping
For an employer to run his company with peace of mind, he wants to ensure that records pertaining to both the employer and employee are kept safe and are compliant with Governmental regulations. Many companies receive training from Immigration attorney/consultant to ensure compliance and proper record keeping. Some Immigration attorneys/consultants visit the employers' facility to provide on the job training.
Employees need to be taken care of THROUGH the immigration process
In my experience this seems to be the biggest concern for IT-50 business owner. Immigration is a very important component for an employee's retention. Hence the IT-50 business owner wants to make sure that the company provides proper and correct legal support. Some are very keen in hiring Immigration attorney/consultants that are conversant with the language/culture of the employee. This makes communication easy and facilitates smooth flow of the process. In addition to employee's immigration issues, an IT-50 business owner wants his dependent's Visa issues also to be addressed in correct and timely manner.
Action Exercises
Here are the two things you can consider doing:
Review your Immigration team's performance. Are there any areas you can reduce the time taken to communicate effectively? Do you need to create checklist or automate? Just do it.
As you know Immigration is a very important component for an employee's retention, survey your current employees, find out one key area that needs their attention and implement it right away.
Article Source: Click here
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