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Just write a compelling subject line that gets more opens, right?
Well, yes—getting your prospect to open your email is obviously critical to your email marketing success.
But only the first one delivers you a lead for follow-up. Most of the time, yes.
The more prospects you can get to open your email, the larger the pool of potential clickers. But not all opens are equal. Those are the opens you want. The Global Employer Strategies and Best Practices for an International Workforce Developing and retaining an international workforce is essential to be competitive in the global marketplace.
With this in mind, employers are too often unpleasantly surprised by visa and compliance issues. The global employer should ensure its workforce is mobile and comprised of the best and the brightest by strategizing to proactively address its immigration needs.
Implement a company-wide policy which asks key questions regarding immigration status of each and every candidate.
Employers should confirm that each candidate is legally authorized to work and confirm whether the candidate will ever require sponsorship for an immigration-related benefit. If a candidate indicates that he or she requires visa sponsorship, the global employer should probe further and ask additional questions about current status, length of time in current status, and whether a green card process has ever been initiated.
When recruiting talented candidates who are outside the U. With limited visa options, the global employer should focus its international recruitment efforts on employees who have served the organization internally for at least one year and may qualify for an intracompany transferee work visa.
The global employer also should be aware that certain nationalities have additional visa options available to them, including but not limited to Australia, Canada, Mexico, Chile, and Singapore.
Finally, if the global employer is a foreign-owned company or engages in substantial trade with another country, there may be additional visa options for employees who are citizens of that country E visas.
The business visitor may attend meetings, conferences, and seminars, negotiate contracts and disputes, observe activities at a related company, or conduct business on behalf of an overseas employer. The business visitor may not receive wages from an U. If a business visitor is traveling to the U.
This could result in additional scrutiny, denial at the port of entry, or, in the worst case scenario, an expedited removal. If a key employee will be needed in the U. Note that the law does allow for limited circumstances where someone in visitor status may work in the U.
The most commonly utilized provision is for skilled technicians who enter the U. Plan for the future. Employers should aim to identify key employees who require H-1B sponsorship by November to ensure timely filing of cap-subject petitions.
For employees who have already secured the H-1B visa or another type of work visa, the employer should bear in mind that work visas are temporary in nature and some cannot be extended beyond a certain time period. Global employers should ensure they are aware of these deadlines and identify employees they wish to sponsor for permanent resident status as soon as possible.
Be creative—global employers have the opportunity to create visa options. Global employers may send key employees to work for an affiliate, subsidiary, or parent company outside the U. This strategy may qualify the employee for an L-1 visa and facilitate the green card process for those who qualify as Multinational Managers.
Be prepared—act as if Big Brother is watching. Any number of government agencies may appear for a site visit. Furthermore, the global employer should schedule regular internal audits of its I-9 records to ensure they have been filled out properly and are up to date.
In addition to Human Resources, it is also advisable to notify corporate counsel and obtain the name a specific contact in the event of a visit from a government agency. The global employer should know it bears additional obligations to the employee upon termination if the employee holds H-1B, O, or P status.
The employer must reimburse the employee for the cost of return transportation to the home country and should notify USCIS of the termination. These regulations potentially offer several benefits to businesses including more flexibility for high-skilled workers, the modernization of the PERM process, and parole for entrepreneurs.
Furthermore, the results of the November presidential election may result in significant immigration law changes. Content contributed by Hannah F. For more information, contact her at or hannah.
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