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Information of why to hire international students and how exactly to hire them.
Citation preview
Taking the Mystery
Out of Hiring
International
Students
Thursday, December 8, 2011 Meagan Kittrick
Overview
• Weatherhead’s international student population
• Why hire international students?
• Myths about hiring
• Employment options for international students
• Summary
International Population
• The Weatherhead School of Management is proud
of its culturally diverse student population
• More than 25 countries are currently represented in
Weatherhead’s graduate program
International Population
Profile of Weatherhead International Students:
Emerging
Economies
35%
Domestic
54%
Europe
(ex Russia)
2%Other
International
9%
• Age: 27 years
• Work Experience: 4 years
• GMAT Score: 650
• Gender: 43% Female
Why International Students?
• Extensive work experience
• International exposure
• Multi-lingual
• Team-management in various environments
• Divergent thinking on global issues
• Cross cultural awareness of market dynamics
• Flexible: Easy to relocate anywhere in the USA
• Potential relocation to home country would provide
employer a reliable international liaison
Why International Students?
Myths About Hiring
“International students need work authorization before
we can make a job offer”
• FALSE
• Students DO NOT need work authorization before
an employer makes an offer
• Students DO need such authorization before they
can BEGIN working
Myths About Hiring
“Hiring process is extensive and paperwork is time
intensive”
• The hiring process is no more extensive than hiring
a domestic student
• Employers DO NOT need to complete any
additional paperwork to be able to legally make a
job offer
Myths About Hiring
“It is illegal to hire a student without a green card”
• Federal law permits international students to obtain
off-campus employment on their F-1 Visa
• Students are allowed to work in jobs related to their
field of education
Myths About Hiring
“An employer has to prove that international students
are not taking jobs away from a qualified American”
• FALSE
• Employers DO NOT have to document/certify that a
foreign citizen working on a F-1 or H1-B Visa
prevented a qualified US citizen from obtaining the
position
• This is only needed during employer-sponsored
applications for permanent residency (green card)
Employment Options for Hiring
International Students
International students are LEGALLY permitted to
obtain internships and short term employment
post graduation. Requires almost NO ADDITIONAL
effort from employers compared to hiring domestic
students.
“Practical Training” options available to students:
• While in school: Curricular Practical Training (CPT)
• After graduation: Optional Practical Training (OPT)
• After OPT: H1-B Visa
Employment Options for Hiring
International Students
While in school: Curricular Practical Training (CPT)
Employment which is integral or an important part of a
student’s curriculum and is related to the student’s field
of study, including:
• Internship or practicum
• Co-op education
Employment Options for Hiring
International Students Any international student on a F-1 Visa can participate in
Curricular Practical Training (CPT) who:
• Has completed one academic year (9 months) and in F-1
status at the time of application for CPT
• Intends to continue to maintain F-1 student status while
on CPT
• Can prove to the Career Management Office course
advisor that the proposed employment is related to
current field of study
• Must register and enroll in the internship course
Employment Options for Hiring
International Students
Curricular Practical Training (CPT)
Employer Obligations:
• Treat international students at par with domestic
students in the hiring process
• Make the job offer – the offer letter needs to specify
details of employment, pay, location, etc.
• Allow at least 5 business days for the students to get
their work authorization processed through the school
Employment Options for Hiring
International Students
Curricular Practical Training (CPT)
Student Obligations:
• Obtain a detailed offer letter from the employer
• Meet with corresponding school official to begin the
process
• DO NOT start working before obtaining work
authorization and DO NOT continue beyond the
authorization period
Summary
• International students can provided added
breadth to your applicant pool
• Ask students about their work authorization
• Students are responsible to acquire proper work
authorization after you make the job offer
• Plan on welcoming a dedicated, productive, and
driven professional on his/her first day