Recruiters with their eyes on the global talent pool know that the most efficient way to recruit and employ international professionals often is through the H-1B visa. This is an employment-based, temporary visa category for foreign-born workers whose jobs require at minimum a four-year degree or its equivalent.
For many years, law firms were administered by the lawyers themselves – often through part-time managing partners or management committees. As firms grew bigger and operational demands increased, law firms started to use non-lawyer administrators to take care of these details. Over the past decade, as competition increased, technology evolved and pressures for cost and operational efficiencies became greater, law firms began to introduce non-lawyer leadership in areas like finance, administration, human resources, technology, marketing, professional development and training, and strategic planning.
Many recruiters these days are scouring the Internet to locate and assemble a dossier on a job candidate’s online identity using so-called “social network background checks” that search sites such as Facebook and Twitter as well as blogs, videos, and anywhere else on the Internet for information on job candidates, including what they may have put online and completely forgotten about.
I have had occasion to write about I-9s in this space in the past, but the topic simply won’t go away. In fact, it is hotter than ever and so merits another look.
The I-9 is a document that must be completed for every employee a company hires. It verifies the identity and the employment authorization of each new hire and is part of the federal immigration regulatory process.
In today’s economy, vast numbers of people work for international companies that have offices all over the globe.
These include tens of thousands of foreign-born workers who are employed by companies overseas that have a parent, subsidiary, branch, or affiliate in the United States. Under U.S. immigration law, workers from international companies transferring to the U.S. fall into the L-1 visa category and are known as “intracompany transferees.”
Another world – with a different language? Yes. All of you who have attended an HR conference and visited the booths of consumer reporting agencies (AKA background screening companies) have been exposed to it. If you have received service proposals or quotes from background screening companies you may have been confused by it. All of you who order background screens and review the resultant reports, have hopefully become familiar with this world and mastered its language. Although in no way all-inclusive, this article is designed to assist everyone in understanding the world and interpreting the language of criminal background screening – so you know what to ask for and what you will get when you ask for it!
A few things to keep in mind with regard to criminal background reports: the reports you can request (and can legally be released to you by your background screening vendor) will only contain data dated back as far as is permitted by the regulations of the State(s) in question.
The passing of the Employment Contract Law, drafted by the National People’s Congress of China, went into effect in 2008. The law, the first of its kind, allowed the AFTCU (All-China Federation of Trade Unions) to have a say in many company policies including how employees are evaluated, termination of employees, and the procedures published in employee manuals. The law also restricts companies from laying off more than a certain number of employees at any one time.
Recruiters can gain great credit for finding and securing top international talent – and rightly so. The whole world is a talent pool today, and the best people may be located down the street or on the other side of the world.
Why Every Placement You Make Has the Potential of Putting You Out Of Business. It’s a sobering thought, but every time a recruiting professional makes a placement, there is the possibility that new hire can put them out of business.
When it comes to the company that handles your background screening, there are legal and regulatory factors that must also be understood and taken into consideration. By law, an employer cannot conduct a background screen on a job applicant unless and until they have received a signed background screen authorization form from the applicant. Your vendor should provide you with a template to use as your background screen authorization form that identifies them as the vendor, a FCRA Disclosure Notification, and instructions for the applicant should they want a copy of their background screen report or end up wanting to object to any of the report’s content.