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GoDaddy CEO: If You’re Against Outsourcing, You Should Support U.S. Visas For Skilled Foreigners

Last week a preliminary draft order titled “Protecting American Jobs and Workers by Strengthening the Integrity of Foreign Worker Visa Programs” surfaced that targets H-1B “genius” visas. The order signaled a second wave of the Trump Administration’s immigration agenda— with potentially catastrophic effects to the U.S. economy. I’ve written and spoken extensively on the H-1B topic recently and, based on hundreds of responses, it’s become clear that there is an overabundance of emotion and a drought of hard facts circulating on this critical issue.

Many Americans believe that H-1B visas are being used as a cost-cutting measure to hire cheap foreign labor; in reality most H-1B workers hold elite jobs and earn on average 20% more than their US citizen counterparts for similar roles, according to a report by Brookings Institution. Many Americans believe that H-1B visas fuel the outsourcing of jobs; in reality, these visas bring foreign talent into the US—many of whom go on to found startups and a shocking number of Fortune 500 businesses. And most critically, many Americans believe that there exists a ready supply of high-skilled workers in the US that could easily jump into elite tech jobs with accelerated on-the-job training. The reality, according to a second Brookings Institution study from 2014 titled, “Still Searching: Job Vacancies and STEM Skills,” is that for every one unemployed tech worker in the US, there are five open tech jobs. America has hundreds of thousands of technologically brilliant citizens, but the facts show that we don’t have nearly enough to meet demand.

Without expanding the H-1B visa program or some other positive reform to recruit foreign talent, the US risks technological stagnation. And with the draft executive order currently on the table, we risk much more than that. By proposing to rescind all provisions for H-1B visas that “aren’t in the national interest” without first articulating what is in our best interest leave us open to good meaning policy with devastating economic impacts. The most innovative edge of our US tech sector is built on the combination of brilliant homegrown talent and the infusion of equally brilliant global talent. Take either away, as is threatened by this draft order, and you have a recipe for disaster. The research that follows will show that the facts outweigh our emotions on this subject on every point of contention.

Top Trends in Global Talent Acquisition for 2017

CHICAGO, Jan. 11, 2017 (GLOBE NEWSWIRE) — Envoy, a leading immigration services provider offering the only platform that makes it seamless for companies to hire and manage a global workforce, has released a forecast of the top trends for acquiring global talent in 2017.

“In 2017, companies will continue to leverage global market opportunities, but they’ll also continue to face the rise of skilled labor shortages and globally minded employees,” said Dick Burke, president and chief executive officer of Envoy. “A company’s ability to build a world-ready workforce, or seamlessly hire, mobilize and manage their employees across international borders, will increasingly be the decider of success. The trends we’ve identified uncover helpful tips for employers to more effectively acquire and retain global talent and will have them well-positioned for success as we kick off the new year.”

Here are the top trends to watch in 2017 for hiring and retaining international talent:

1. Immigrants Will Play an Increasingly Important Role in Filling the Talent Needs of Employers
As companies continually come up against skills gaps and extended position vacancies, the global talent pool can deliver skills that an organization needs. The Envoy Immigration Trends 2016 survey, conducted online by Harris Poll and reflecting the insights of more than 400 employers across the United States, finds that 86 percent of HR and hiring managers say sourcing foreign nationals is important to their hiring strategy. Eighty-seven percent of employers say they expect their company’s foreign national headcount to increase or remain the same during the next year. Only one in 10 expects a decrease. Seven in 10 employers cite filling a skills gap as very/extremely important in the decision to hire a foreign national, with global competitiveness a close second (65 percent).

2. Green Card Sponsorship Will Give Companies a Talent Acquisition and Retention Edge
According to Global Talent Perspectives 2016, which reflects the insights of more than 700 visa and green card holders (“expats”) across the United States, green card sponsorship gives employers a competitive edge during the acquisition stage. Seventy percent of temporary visa holders say whether a company has a green card sponsorship policy in place is very or extremely important in deciding if they’d work for the organization. Fourteen percent of visa holders would leave their current company for a company that sponsors green cards. This presents a huge opportunity for employers to develop a policy that would attract global talent. Forty percent of employers who have sponsored a green card say they started the process after one year of service, and 31 percent say it happened immediately.

3. Top Talent is Looking for a Faster, More Transparent Onboarding Experience  
Although onboarding is a crucial step in hiring, most expats have varied experiences when it comes to timing and process. Less than two months elapsed for 38 percent of expats between their first screening interview and their first day of work; however, 28 percent cite it took between two and seven months. Thirty-one percent of expats think the biggest drawback of coming to the United States is the difficult immigration process. For expats who did not have a positive visa application process, they claim the most difficult part was a slow process (40 percent); lack of control (15 percent); and lack of transparency with little to no view into the status of their application (13 percent). While this doesn’t translate to a clear picture of a perfect onboarding program, speed and communication become especially crucial when a candidate’s ability to come to (or stay in) the United States is at stake.

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