CORPORATE IMMIGRATION STRATEGY
Case Study - Hospital Building an RN Pipeline
Business Problem
A Hospital was experiencing a major shortage of RNs in all units, leading to shutting down some units. The Hospital was seeking long-term stability, so they were looking for long-term, permanent RN employees. Additionally, a limited supply of traveling agency nurses was costing the hospital 3-4 times more that their staff RN nurses and was not a sustainable solution fiscally and strategically. The Hospital identified international nurses graduating from U.S. nursing schools locally and experienced international nurses worldwide. The Hospital needed help in building the pipeline of qualified international nurses.
Business Goals
To create a pipeline of international nurses by building a business onboarding process, to continue taking care of patients in a financially responsible manner.
Strategy + Solution
Mdivani lawyers worked with the Hospital’s Legal, Business, and HR professionals on establishing a corporate immigration policy.
Execution
The suggested policy recruiting, onboarding and retaining qualified personnel without regarding to citizenship status, and building employer’s talent pipeline based on legal options, such as work permits, work visas and employer-driven green cards based on U.S. law.
Planning Ahead, Short Term + Long Term
As most business immigration processes take time, foresight and patience is advised, as well as an understanding that these processes are based on the employer’s business need and are employer-driven. Planning and training goes a long way in building international talent pipelines.
Sample - Mdivani Corporate Immigration Compliance, Plans, Policies and Procedures.
Goals
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Provide competitive advantage through strengthening recruitment and retention strategy by attracting and retaining the best in the world, including international personnel
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Reduce risk of exposure by complying with IRCA Corporate Immigration Requirements
Summary
Objectives of Corporate Immigration Procedures
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Provide competitive advantage through strengthening recruitment and retention strategy by attracting and retaining the best in the world, including international personnel
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Developing internal capacity
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Training of HR Personnel and Recruiters on Employment Visas for onboarding, Employment-driven Green Cards for retention, and I-9 Compliance
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Training offered to management to see the big picture
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Communicating Strategy and Process in Writing Internally
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Communicating Strategy and Process in Writing to candidates
2. Reduce risk of exposure by complying with IRCA Corporate Immigration Requirements
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Understand ICE Best Practices
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Establish Corporate Immigration Compliance Plans, Policy, and Procedures based on ICE Best Practices
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Comply by conducting annual I-9 Audit and Training
Specific Procedures and Language
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Provide competitive advantage through strengthening recruitment and retention strategy by attracting and retaining the best in the world, including international personnel
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Developing internal capacity
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Training of HR Personnel and Recruiters on Employment Visas for onboarding, Employment-driven Green Cards for retention, and I-9 Compliance
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Recruiters should receive the following training:
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HR Personnel should receive the following training:
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Training offered to management to see the big picture:
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Management should be offered the following training:
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Options for U.S. Employers to Recruit and Retain International Personnel
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Communicating Strategy and Process in Writing Internall
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As part of corporate immigration compliance plans, policies, and procedures, we suggest the following language
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“The employer complies with Immigration Reform and Control Act and uses available legal tools to attract and retain qualified international personnel for its business needs. We have appropriate procedures for employment-based visas and employment-driven green card processes to assist with onboarding and retention.”
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Examples of processes are below:
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Communicating Strategy and Process in Writing to candidates
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This employer recruits qualified candidates without regard to citizenship status. We have internal processes in place to enable hiring of the right candidates through appropriate U.S. immigration framework.
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2. Reduce risk of exposure by complying with IRCA Corporate Immigration Requirements
Considerations to discuss with Business and Legal:
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Internal international personnel and corporate immigration policy that is inward looking for purposes of management, HR knowing that they have a process.
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This employer recruits and retains the best available workers on the labor market, including international personnel. We have internal processes, including employer-driven work visas and employer-driven green card process to achieve recruitment and retention. Please check with HR when you are interviewing or need to work on retention of international personnel. We are here to assist you.
2. External messaging for job postings and applications (indeed postings, etc.)
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This employer recruits qualified candidates without regard to citizenship status. We have internal processes in place to enable hiring and retention of the right candidates through appropriate U.S. immigration framework, including employer-driven work visas, employer-driven green card process, and other appropriate processes.
3. Language recruiters use when discussing with candidates
The employer complies with Immigration Reform and Control Act and uses available legal tools to attract and retain qualified international personnel for its business needs. We have appropriate procedures for employment-based visas and employment-driven green card processes to assist with onboarding and retention.
The information on this website is for general information purposes only, it is not legal advice applicable to a specific situation. Viewing it does not create an attorney-client relationship.
© Mdivani Corporate Immigration Law Firm
