Most overseas professionals looking for work in the US are familiar with the H-1B visa. By far the most versatile of visa options, with the US economy heating up again, they are now once again scarce. Gone are the days when H-1B visas were still available in November… now, they’ve usually all disappeared by the first week or two after they are released by the US government (many companies are already set to file the very first day).
That is certainly a setback for those looking to work in the US. However, there are several other options available to companies when looking to bring over solid talent and professionals should explore them as well to determine their suitability. When interacting with HR and hiring managers at companies who may not have knowledge of them, it can provide professionals the leverage they need to land a great new opportunity, even when the H-1Bs are gone.
Today we will be discussing the J-1 visa.
The Exchange Visitor (J) non-immigrant visa category is for individuals approved to participate in work-and study-based exchange visitor programs. It provides countless opportunities for international candidates looking to travel and gain experience in the United States. The multifaceted programs enable foreign nationals to come to the U.S. to teach, study, conduct research, demonstrate special skills, or receive on the job training for periods ranging from a few weeks to several years.
Each program has a different maximum duration. The following categories exist:
College and University Student
Professor and Research Scholar
Secondary School Student
Summer Work Travel
Candidates and potential employers must work through Designated Sponsors (organizations that administer exchange programs). These are most often schools or government agencies:
It may not seem like the perfect fit for some professionals, but many companies are utilizing this option to bring over professionals when H-1B visas have run out so be sure to discuss it when dealing with job offers and employment opportunities.
Do you have experience working on a J-1 visa and/or going through the application process? Feel free to share. Thanks.
We’re back again, with another batch of testimonials from our successful clients.
If you want to get your career back on track, want to start earning the money you should be, and want to find an exciting job with good career progression, but you’ve hit a wall and just can’t figure out what to do next… well, whatever you do, don’t be like the 99% of job seekers who keep doing the same thing over and over again when it doesn’t work. Contact us today and we’ll provide you with the tools and job search tactics you need to succeed.
With hard work, determination, and the right strategies, you might even be in the next video. Until next time:
Professionals in transition need to become more strategic if they want to find their ideal job. Many, if not all, job seekers are so focused on advertised openings that they often miss out on what’s most important to them.
It’s a little like dating. You can troll dating websites, see who is available and send customized emails asking them out, or you can take a step back and ask yourself, “What do I want?” By identifying your values and goals, you’re likely to zero in on the few people who would be a good fit for you long-term — many of whom might not be online.
The same goes for finding a job: Being more strategic will help you find your ideal match. Here are five reasons why you shouldn’t apply online first:
1. The employer gets too many résumés. Local employers say they receive anywhere from 350 to 1,600 applications for just one opening. If a job is posted on Craigslist, a company might receive from 100 to 400 résumés in just one hour. Employers are flooded with applicants — over 90 percent of whom aren’t qualified or aren’t a good fit — and chances are high that your résumé will get lost among them.
2. The employer’s needs aren’t clear. Most employers don’t receive formal training on how to write a job description. Many rely on HR templates that come with the human resources information system (HRIS) or even from other companies. If you see a job posting by Starbucks, for example, the hiring manager’s specific needs — say, someone with a strong retail-operations background — won’t necessarily be identified. So even if you send a résumé tailored to the ad, you’re just customizing it to the template, not the actual job.
3. The employer has several filters. Employers will screen your résumé and profile you on social-media sites, and this information helps to determine whether they will even speak to you. There are too many filters that screen you out, and you’ll likely be rejected before a human sees your application.
4. The employer could blacklist you. There are various reasons employers might blacklist an applicant. They might not use such a harsh word, but most companies have a “do not hire”/”do not look at this applicant”/”not a good fit for our company or culture” list. These are generally maintained for seven to 10 years. If you rub an employer the wrong way, you could land on its blacklist, which would greatly reduce your chances of working there.
5. The employer may prefer another method. Companies hire in a variety of ways. While Expedia prefers employee referrals, for example, certain departments at the University of Washington prefer applicants who apply through The Seattle Times. Knowing which method the company prefers could determine whether your application is reviewed.
Before applying online to an advertised opening, take the time to learn about the employer’s needs and hiring preferences. I want to caution you, however, that you probably won’t find the job you want. To find happiness and build a successful career, you’ll need to become even more strategic. Start by asking yourself questions such as: “What do I want?” “Why do I want that?” “Whose help am I going to need?” and “How am I going to get there?”
And contact us today to learn some of the best strategies out there for getting your resume around the filters and the robots and into the hands of the real decision makers.
Insanity has been defined as doing the same thing over and over again and expecting different results. Is that a picture of your job search? Are you hitting a wall because what you’ve always been told to do isn’t working? Then you’re probably doing this:
Post a resume on the job boards and wait impatiently hoping someone calls you
Respond to a job posting along with 10,000 other people, in a pile on the HR clerk’s desk
Work with every recruiter in town, who only represent 5-7% of available openings
Exhaust your small, overworked network
Get disappointed when nothing happens
If you’ve been following the 99% strategy over and over again expecting a different result this time, then it’s time for a change. You need to get your job search into the 21st Century by employing a proven methodology that:
Utilizes the latest advancements in social media
Brands your resume and online presence
Targets specific jobs, companies, and locations that suit your career goals
Uncovers jobs no one else has even seen (that may be created just for you)
Consistently achieves a 90-95% success rate!*
Job Search and Personal Branding Seminar, October 20
You’re invited to a free Job Search Strategy Session at our offices on October 20, when I’ll deliver an intensive, two-hour training session devoted to innovative job search strategies and how the CJSS program can help you get your dream job in less than a week.
Skype attendees (those who wish to attend the seminar via Skype) are welcome. No matter where in the world you are, you can and should be HERE on October 20.
I hope you can attend this indispensable time of training. It’s designed to incorporate all the essential elements you’ll need to get your job search really and truly underway.
Class size is small (only 20 professionals) so you can expect personal advice, direct interaction, and answers to your specific questions.
So if you are motivated, hungry, and want to separate yourself from what everyone else is doing (thereby dramatically improving your chances for not only a successful job search but a successful and fulfilling career), this is a tool that works.
RSVP (866.JOBS.456 OR Email) as soon as possible as seating is limited to the first 20 professionals. I hope to see you there.
* Among active clients who diligently implement our strategies, the success rate has consistently been 90% for employed and 95% for unemployed professionals over the past year. In other words, the more time and energy you put into it, the better the chances of success!
So…. video resumes… not a new thing, really. The recession brought with it an unending series of unorthodox strategies to find work, from walking around with a sign board offering services to starting up websites with quirky video clips designed to catch a company’s attention. Did these tactics work in the end? There are the major news stories, the video resumes that went viral, of course, but let’s think of some obvious pros and cons of video resumes to see whether it’s the right way to go for the average job seeker, should anyone stumble across that poor fellow:
1. A chance to flaunt engaging qualities (like creativity) in a visual way that a paper resume can’t capture.
2. They used to be original and thus you would stand out from the crowd (this is less the case today).
3. Demonstration: If you are applying for a skill-based job, what better way to show you’re qualified than by actively demonstrating your abilities in front of a camera?
4. The process of taking and editing the video (if you do it on your own) is in and of itself a useful skill to learn.
5. It might skip you past the first interview, as companies will get that first impression of you without you even having to come into the office.
1. Cost: Sure, you can do it with your little webcam, but if you want it to look good, it could cost thousands of $$$$!
2. There are compliance issues with federal anti-discrimination guidelines (so recruiters and hiring managers often avoid them to stay away from the headaches).
3. They have no place in a standard applicant-tracking system (unless Taleo and Oracle take over the world and turn us all into discreet job profiles).
4. They take too long to watch: you’re constantly told HMs take only 10-20 secs to scan your resume… how much can they glean from 10 secs of video instead?
5. It could backfire… imagine a somewhat embarrassing take ending up on YouTube and going viral.
So, what do you think? Are video resumes the wave of the future? Or just a temporary fad for the YouTube generation? Feel free to comment.
"Pursuing new opportunities was challenging, being on an H1B visa. Arthur walked me through every step of the process, actively seeking all H1B employment possibilities... Landing my new job with a Big 4 firm was a dream come true as a result of Arthur’s relentless efforts and involvement. Arthur is truly an expert and I would recommend his “out of the box” approach and attitude to anyone!"
M.H.-Sr Auditor, CPA-Detroit
"I wanted to thank you for the amazing effort you made to revamp my resume! If not for your efforts and your bringing to my attention that my resume needed some serious reworking, I never would have secured a job at a Big 4 accounting firm in the US!"
"It has been a pleasure working with Arthur. I was unemployed and couldn’t get a job because of some immigration issues. Arthur explained what the best options were for someone in my situation. He never turned his back on me even when I faced complexities in my visa petition. He was always available to answer any questions and provided whatever help he could."
Global Career Strategy Center
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Farmington Hills, MI 48334