International Student Talent
For Employers
In today’s interconnected global economy, talent acquisition transcends borders. Employers actively seek individuals with diverse perspectives, strong skills, and the ambition to drive innovation and growth. International student graduates represent a dynamic, motivated, and culturally adaptable talent pool ready to enhance teams and accelerate business success. Studies indicate that the availability of employment opportunities through an F-1 Student Visa is a key factor influencing international students’ decision to choose the United States over other study destinations.
Many employers hesitate to hire international students or graduates due to concerns about their visa status or potential turnover. However, research from the past two decades shows that most new graduates, regardless of background, leave their first job within a year.
On the other hand, international students are highly motivated to remain with employers to prove their value and secure sponsorship. The good news for employers is that hiring international graduates is a straightforward process, and schools ensure these students are well-prepared to enter the workforce.
Determine
Why Hire International Talent
Many employers hesitate to hire international students or graduates due to concerns about their visa status or potential turnover. However, research from the past two decades shows that most new graduates, regardless of background, leave their first job within a year.
On the other hand, international students are highly motivated to remain with employers to prove their value and secure sponsorship. The good news for employers is that hiring international graduates is a straightforward process, and schools ensure these students are well-prepared to enter the workforce.
Recognizing the diverse attributes that international graduates from U.S. colleges contribute to the workplace is essential.
- Pursuing a degree abroad demonstrates exceptional adaptability.
- Navigating life in a new country fosters perseverance and sharpens advanced problem-solving skills.
- Exposure to diverse cultural contexts enhances critical thinking, enabling international graduates to excel in the U.S.
- Additionally, many international candidates are proficient in two or more languages, bringing valuable communication skills to any organization.
Attract
Tapping into the International Talent Pool
Showcase inclusivity by clearly communicating your interest in hiring international students.
Foster trust within the international student community by remaining responsive throughout the recruitment process. Students often value peer feedback, and a positive experience with your organization will likely be shared with others.
Enhance partnerships with higher education institutions and actively promote opportunities tailored for international students.
- A well-structured recruitment strategy enables employers to identify top candidates while optimizing time and resources.
- Clearly communicate your policies on hiring and sponsoring international candidates from the beginning.
- Adopt a campus recruiting approach to maintain a steady presence, boosting employer brand visibility and attracting a broader talent pool.
Employ
Onboarding International Graduates
Hiring candidates on an F-1 visa incurs no additional costs, and the administrative procedures are nearly identical to those for U.S. candidates.
International candidates are responsible for reporting their employment to their schools to maintain visa compliance. Employers are not involved in this process. Candidates must also handle their own applications for work authorization and Social Security numbers.
Furthermore, employers are not required to prove that no U.S. citizen or permanent resident was available for roles filled by international graduates
Support
Integrating International Student Talent
Workplace mentoring is a collaborative partnership where employees share knowledge and skills to support a mentee’s professional development.
Employee Resource Groups (ERGs) are employee-led initiatives organized around shared identities, promoting inclusivity, representation, and community within the workplace. By fostering a sense of belonging and trust, ERGs play a key role in improving employee retention.
To further support employee growth and retention:
- Develop a specialized and comprehensive onboarding process.
- Engage your internal workforce in fostering an inclusive environment.
- Ensure continuous employee engagement through regular feedback and development opportunities.
Retain
Keeping International Student Talent
To retain an international graduate long-term, employers will likely need to sponsor them for an employment-based visa. The H-1B visa, commonly used for specialized roles, is the most popular option for securing international graduate talent. View other employer sponsored visa statues.
- Establish clear internal policies that define eligibility criteria for sponsorship and outline timelines to promote fairness and prevent subjective decision-making.
- Ensure sponsorship decisions are finalized by early March to facilitate timely candidate registration.
- Consult legal experts: Many immigration attorneys provide free initial consultations with the potential for ongoing billed services.
Definitions
CPT: CURRICULAR PRACTICAL TRAINING
Training related directly to the student’s major area of study, including internships, co-ops, or alternative work/study training.
- For currently enrolled students
- No employer sponsorship is required
- Requires university International Student Department approval and academic department support
- Full-time CPT: 364 days maximum limit Part-time CPT: no maximum limit
- Students can continue to request CPT until their last day of their final quarter
- 2-3 week processing time
OPT: OPTIONAL PRACTICAL TRAINING
Training related to area of study after graduation. Allows for an individual to work at a position level that is not an internship or co-op.
- For graduates
- No employer or sponsorship is required
- Requires USIC (U.S government) approval
- Covers up to 12 months of full-time work or 24 months of STEM
- An average 3-5 month processing time
STEM OPT: Optional Practical Training Extension for STEM Students
Certain F-1 students who receive science, technology, engineering, and mathematics (STEM) degrees may apply for a 24-month extension of their post-completion optional practical training (OPT).
H-1B
The H-1B visa is a non-immigrant visa that allows U.S. employers to hire foreign workers in specialty occupations that require a high level of expertise, typically in fields such as technology, engineering, medicine, and finance. To qualify, applicants must have a job offer from a U.S. employer and hold at least a bachelor’s degree or its equivalent in a related field. The H-1B visa is typically issued for up to three years and can be extended, with a maximum stay of six years.
- Bachelor’s degree or higher in is required
- Must be offered a position by a U.S employer
- Employer must fill out the certified Labor Condition Application (LCA)
- After submitting LCA, employer will submit petition and application to the USCIS & pay corresponding fees
- Immigration attorney is recommended
F-1
The F-1 Academic Visa permits an individual to enter the United States as a full-time student at an accredited college, university, seminary, conservatory, academic high school, elementary school, or another academic institution, including language training programs. The individual must be enrolled in a program or course of study that leads to a degree, diploma, or certificate. Additionally, the school must be authorized by the U.S. government to admit international students.
EAD: Employment Authorization Document
The Employment Authorization Document (EAD) is issued by the USCIS to students who have been granted OPT permission. The EAD displays the student’s name, photo, and the valid employment dates. Employers should be aware that the average processing time for USCIS to issue the EAD is 90 days, and students may only begin employment once they have received the EAD, which specifies the authorized start and end dates of employment. Students with a pending STEM extension application are permitted to continue working for up to 180 days while the application is being processed.
FAQs
Do international students need work authorization before I can hire them?
No, international students do not need work authorization before being offered employment. However, they must have the necessary work authorization before starting the job. For example, J-1 students must have a written job offer to apply for academic training work authorization, and F-1 students seeking an internship need a job offer to apply for Curricular Practical Training work authorization.
Is it illegal to hire an international student if they do not have a green card?
No, it is not illegal. Federal regulations allow international students on F-1 and J-1 visas to work under certain conditions. These visas enable students to work in positions related to their major field of study. F-1 students can engage in “practical training,” while J-1 students may participate in “academic training.”
How long can international students work in the US with their student visa?
F-1 students can work through Curricular Practical Training (CPT) before completing their studies and may also work for up to 12 months on Optional Practical Training (OPT), either before or after graduation, or a combination of both. Students with a degree in a STEM-approved field may extend their work for an additional 24 months through the STEM extension with an E-Verify employer. However, if they work full-time for a year or more on CPT, they are ineligible for OPT. J-1 students are typically eligible to work for up to 18 months, including both pre- and post-degree employment.
Won’t hiring an international student cost a lot of money and involve a lot of paperwork?
No, hiring international students does not incur significant costs. The primary investment for the employer is the time and effort spent interviewing and selecting the best candidate. The international student office manages the paperwork needed for work authorization for F-1 and J-1 students. In fact, companies may even save money, as many international students are exempt from Social Security (FICA) and Medicare tax requirements.
How does the work authorization look like?
For OPT, F-1 students receive an Employment Authorization Document (EAD), which is a small photo ID card that shows the dates they are permitted to work. For CPT, F-1 students receive authorization directly from their school, which is noted on the second page of their form I-20. For Academic Training, J-1 students receive authorization from their school, which is indicated on their form DS-2019.
Can an employer to continue to employ international students after their work authorization expires?
With proper planning, employers can extend employment for international students by transitioning them to an H-1B visa, which allows them to work for up to six years (in two, three-year increments). The H-1B is a temporary employment visa for specialty occupation workers. The application process with USCIS is straightforward, but the job must meet two key requirements:
- The salary must meet the prevailing wage as defined by the Department of Labor.
- A bachelor’s degree is the minimum standard requirement for the position.
Does an employer have to prove that international students are not taking jobs from a qualified American?
No, employers are not required to prove that international students are not taking jobs from qualified American citizens when hiring under an F-1, J-1, or H-1B visa. However, if an employer wishes to hire a foreign national on a permanent basis and sponsor them for a green card (permanent resident status), they must document that they did not overlook a qualified American applicant for the position.
Can an employer hire international students as volunteer interns?
Generally, if the internship is truly voluntary and involves no compensation, international students can volunteer without needing any paperwork with USCIS. However, if the internship offers a stipend or any form of compensation, students must obtain permission for practical training or academic training before starting the internship. Students should also confirm with their employers that the company is legally allowed to offer unpaid internships.
Our Region is at Work
More than 45% of immigrants and refugees in the Cincinnati region have a bachelor’s degree or higher and more than 45% have become US citizens. Research and data helps to tell the stories of immigrants in our community.
