JPMorgan and IBM Took 2 Different Paths to Technical Talent. Both Reduce Visa Risk
Visa policy can turn a dependable recruiting channel into a costly bottleneck. Map critical roles, develop another
EXPERT OPINION BY SOREN KAPLAN, WSJ BESTSELLING AUTHOR, KEYNOTE SPEAKER, AND LEADERSHIP STRATEGY ADVISOR
Many American companies have spent years building a reliable path to scarce technical talent by recruiting internationally and sponsoring foreign employees’ H-1B visas.
That entire path now includes substantial risk. The Trump administration recently said that DHS recently proposed an additional $103,265 filing fee for cap-subject H-1B petitions.
it would impose an additional $103,265 fee on certain H-1B visas. At the same time, a separate proposal covering Optional Practical Training, or OPT, has reached White House review. The Wall Street Journal previously reported that officials were considering a $100,000 OPT fee.
Neither proposal is a final rule just yet. But together they send a clear signal to leaders who depend on foreign graduates in their talent pipelines: your strategy can no longer assume you’ll get the best talent affordably or predictably.
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One Pipeline with Two Expensive Tollgates
OPT allows many foreign graduates to work in the United States for one year, or up to three years for qualifying STEM graduates. Companies often use that period to evaluate young hires before sponsoring them for H-1B status. Consider what happens if new costs appear at both stages. Some companies are looking at a doubling of costs to recruit and sponsor foreign talent.
This also creates and have and have-not problem for business leaders. Leading magacap companies with deep pockets can afford the new costs. Medium sized and smaller businesses might not.
More than an HR Issue
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Source: www.inc.com
