Your recruitment costs for bringing in talent from overseas could be rising because of President Donald Trump's most recent executive order on immigration, per NBC News. Additionally, another of President Trump's executive orders could make it far more challenging to use the H-1B visa program to hire foreign talent, according to USA Today.
The question for your workforce management, in light of this uncertain regulatory landscape on immigration, is how to reconsider hiring plans to keep fresh talent available when your capacity to access foreign talent remains problematic. While each organization will react to this situation in a different way, the answer will invariably demand some form of smart planning and agility as it relates to your recruitment costs.
Hiring Foreign Talent Can Be Complicated
According to the Society for Human Resource Management (SHRM), 74 percent of employers say their ability to obtain work visas for foreign talent is "critical to their organization's business objectives." They also indicated that hiring a foreign worker has been a cumbersome regulatory process that takes six times longer than hiring an American worker. "Hiring foreign nationals takes time, is often expensive, and requires a major investment of time from staff in human resources, legal and global mobility offices," reports SHRM.
6 Tips for Workforce Management
1. Understand Your Talent Needs Now and in the Future
Where is your organization and industry going, and what skills will be required to take you there? Assess your needs first.
2. Understand Your Talent Gaps
If you don't have enough talent now, can you develop that capability internally or access it through domestic talent pools? Because of the challenges of hiring foreign talent, you may need to invest more in training and developing existing employees and hiring and developing local talent.
3. Retain Existing Talent
You can expect the war for domestic talent to become even more fierce, so it's imperative that you engage the talent you already have. As the cost and time needed for replacing "lost" existing talent with foreign workers skyrockets, engagement strategies may be your most cost-effective option.
4. Invest in Training and Talent Development
Your existing employees already understand your culture and strategy so help them develop the skills and experience they need to take your organization to the next level. When "buying" talent from abroad gets more difficult, developing talent internally can give you a better ROI.
5. Hire Domestic Talent Willing to Learn
The future is uncertain and there will likely be new technologies. Prioritize the capacity to learn as you hire. Look for people who have shown a passion for learning new things, and who approach work with curiosity and an open-minded approach to solving problems. You need people willing and able to develop themselves for your organizational talent needs.
6. Develop Relationships With Colleges, Training Centers and Local Community Groups
Talent is everywhere, so cast as wide a net as possible. Organize events at local universities, engage with community groups or trade associations and invite the public in for business events. The larger your organization's reach, the easier it may be for you to access external talent. Community outreach can also enhance your employer value proposition, raising your profile and making you a destination for talent.
If your access to foreign talent becomes limited, you'll need to develop it or build a talent pipeline from available domestic resources.
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