Step 1: Get in front of an immigration attorney
Before you attempt to handle sponsorship questions, you need to know which immigration process fits your situation. The best way to do this is by scheduling an initial consultation with an immigration attorney. Do this before you start looking for a job.
An immigration attorney can point you to the most suitable immigration process. They can also describe activities and internships you can perform to enhance your immigration profile. And most importantly, they can also provide essential coaching on how to discuss your immigration status with potential employers.
Many immigration attorneys are willing to perform these initial consultations at no cost or for a modest fee. You don’t know any immigration attorneys? Find an immigration attorney who specializes in work visas with our free search tool.
Step 2: Understand that “no” is the start of the conversation
Fact: most companies will say “no.” But because they say they don’t, doesn’t mean they actually don’t sponsor.
The topic of sponsorship is often clouded by misinformation. This leads many hiring managers, who are not well informed, to play it safe and say, “We don’t sponsor,” without really understanding what sponsorship involves.
For this reason, you should understand that “no” is not the end of the conversation. This is simply your starting point to have a meaningful discussion with your interviewer(s) about sponsorship.
The issue that you face is one of misinformation. Fortunately, this presents an opportunity, as you can equip yourself with the knowledge to effectively communicate with potential employers about sponsorship in a way that could shift their perspective.
Step 3: Learn the best answer for “Do you need sponsorship?”
At some point in the interview an employer will ask you point-blank, “do you need sponsorship?”
We suggest you answer this:
“I already have a work permit [in the form of your OPT]. If you want to keep me indefinitely, we can easily make that arrangement. The process is simple and requires very little input from you. I have an immigration attorney who handles a significant portion of this [that’s why it’s important that you meet an immigration attorney first]. The bottom-line question is whether you think I am the best candidate for this position.”
It's important to note that we're avoiding a simple "yes" or "no" response. Providing an absolute answer in this context can be counterproductive. By offering this more-detailed response, you: clarify you can start working immediately, introduce the idea that the process may be simpler than anticipated, and show preparedness.
Step 4: Learn how to navigate objections
In some cases, the company may firmly indicate they don’t do work visa applications. If this happens, we suggest you follow up with the following statement: “I understand. I am interested in learning why. Do you have any particular concerns about applying for a work visa?”
Once you understand the employer's specific reservations, you can effectively address them. The most common objections are cost, effort, legality of the process, and that you will leave once you get your "papers". Here’s how you can easily address each one.
Concern 1: Cost
Employers will typically have an inflated view of the cost to complete a work visa application. Many times, their perception of cost far exceeds reality.
Real costs: Depending on the process you qualify for, the costs will vary, from $7,000 for an H-1B non-immigration work visa, to $19,000 for an EB-2 or EB-3 employment-based immigration process. Be prepared to discuss ways to offset the costs. For example, you may consider forfeiting signing bonuses; and/or performance and end-of-year bonuses.
Ultimately, don’t hesitate or feel discouraged to discuss the costs of your immigration process with an employer. It's important to remember that hiring new employees, American or foreign, inherently involves expenses. Even roles considered low-skilled, such as housekeeping staff, generate hiring costs around $3,500. So, start thinking of your immigration expenses are a normal part of the hiring process.
Concern 2: Effort
Hiring managers are busy, and they seldom have time for additional responsibilities – like overseeing an immigration process. In this case, perception also tends to exceed reality as immigration processes don’t demand a significant effort from the hiring manager.
Respond to objections concerning effort by mentioning your immigration attorney. Reassure the hiring manager that the process is largely managed by the attorney, requiring minimal effort on their part. The manager's main role is simply to provide the necessary information to the attorney, who will take care of the application process.
Concern 3: Bending the rules
This is a type of objection that can also be easily managed by introducing an immigration attorney in the conversation. You can highlight that the entire process will be evaluated by your immigration attorney, so all the steps are completed legally and correctly.
If the employer is concerned about a specific issue, find documentation that explains the reality. For example, if the employer doesn’t think an OPT constitutes a valid work permit, print documentation from the USCIS.gov website, and offer it as proof.
Concern 4: You will leave
Believe it or not, this is a frequent concern among employers. They think you will use their business as a trampoline to become a permanent resident and then move on to other opportunities, or you will go back to your home country.
This objection can be diffused with an employment contract. Many companies offer financial incentives to tie their new recruits for specific periods of time. Be prepare to discuss your willingness to sign such a contract.
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