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| Michael Turansick, Partner, Fragomen, Del Rey, Bernsen & Loewy, LLP, a law firm attending the marcus evans HR Technology Summit 2012, on meeting the demand for skilled labor from overseas. |
NEW YORK, N.Y., Oct 8, 2012 - (ACN Newswire) - The increased focus on compliance by immigration authorities around the world is impacting employers' strategies for recruiting and retaining highly skilled talent from overseas, said Michael Turansick, Partner, Fragomen, Del Rey, Bernsen & Loewy, LLP.
This emphasis on global immigration compliance, as well as technical challenges such as work permit and visa limitations, are likely to continue if not increase for the foreseeable future. Moreover, as the US economy recovers, the increasing global demand for this highly skilled workforce will require that corporate leadership give immigration strategic planning high priority so that their companies are best positioned to obtain the skilled professionals they need to be successful in the global economy.
Thus, the Human Resources Information Technology (HRIT) function has to be fully integrated with overall executive level decision making in order to take best advantage of the opportunities that exist for meeting the demand for talent.
From a law firm attending the upcoming marcus evans HR Technology Summit 2012, in Las Vegas, Nevada, November 12-13, Turansick reflects on the immigration policies that are giving HR and HRIT professionals the greatest challenges.
- What challenges with immigration laws are HR professionals having to deal with today?
Many companies require skilled professionals from around the world in a number of roles. The challenge right now is that, with economic concerns and high unemployment rates in many countries (including the US), there is increased scrutiny of visa applications and much more focus on immigration compliance. The rules in the US generally lack predictability, transparency, and certain timelines. It is now harder to get key personnel from abroad, as well as harder to keep them here.
It is becoming generally accepted that there is a global competition for highly skilled talent. Many companies and countries are trying to create incentives to attract the best and brightest, but the US, so far, is not one of them. Our policies are not helping businesses attract these globally mobile and talented individuals and an increasing number are considering options elsewhere. This is going to impact the bottom line of US companies dependent upon the US market unless some of these policies change.
- How can HRIT professionals overcome this issue until policies change?
The supply of work visas in the US is significantly less than demand, so HR has to get better at identifying and taking advantage of the opportunities that exist for sponsoring individuals as they become fewer and fewer.
It is a lot about planning and foresight, and structuring HRIT processes to ensure that every employee who needs to go through the process is prepared to do so, as early as possible.
As the economy rebounds, it is important that companies have well thought out and clearly defined immigration sponsorship possibilities. Employees want to work for employers they trust. They want to know that their families will be taken care of, so that they can focus on what they do instead of whether they will be able to live and work in the country. HR must have a coordinated approach for dealing with this, and this is becoming increasingly important as the rules and processes become more complex.
- What recommendations do you have for HRIT professionals?
US immigration policies are constantly changing as the government reacts to changing economic and political concerns. Correspondingly, HR needs to recognize that their immigration policies need to be dynamic, multi-faceted and integrated with their overall corporate business strategy. It may seem a cliche, but HR has to stay informed, plan early and make sure they audit immigration policies and practices on a regular basis.
If HR does this right, it will serve as a magnet that attracts the highest caliber of talent to the company.
About the HR Technology Summit 2012
This unique forum will take place at the Red Rock Casino, Resort & Spa, Las Vegas, Nevada, November 12-13, 2012. Offering much more than any conference, exhibition or trade show, this exclusive meeting will bring together esteemed industry thought leaders and solution providers to a highly focused and interactive networking event. The Summit will include presentations on talent acquisition and development, innovations in HRIT, social media in the enterprise and connecting corporate initiatives through HRIT. For more information please send an email to info@marcusevanscy.com or visit the event website at www.hrtechnology-summit.com/MichaelTuransickInterview.
The HR Network - marcus evans Summits group delivers peer-to-peer information on strategic matters, professional trends and breakthrough innovations.
- LinkedIn: www.linkedin.com/groups?mostPopular=&gid=3801684&trk=myg_ugrp_ovr
- YouTube: www.youtube.com/MarcusEvansHR
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Please note that the Summit is a closed business event and the number of participants strictly limited.
About Fragomen, Del Rey, Bernsen & Loewy, LLP
Fragomen, the world's leading provider of global immigration services, is dedicated to providing best-in-class, cost-effective representation in the field of immigration law. Fragomen strives to facilitate our clients' success by providing representation, services and strategic advice to support the hiring and movement of a global workforce. With 39 offices in 15 countries, Fragomen provides a single-source solution to our clients' global immigration needs. www.fragomen.com.
Contact:
Sarin Kouyoumdjian-Gurunlian
Press Manager, marcus evans, Summits Division
Tel: + 357 22 849 313
Email: press@marcusevanscy.com
Topic: Research / Industry Report
Source: marcus evans Summits
Sectors: Daily Finance, Daily News
http://www.acnnewswire.com
From the Asia Corporate News Network
Copyright © 2024 ACN Newswire. All rights reserved. A division of Asia Corporate News Network.
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