Elrha’s Post

Why should a European employer choose you, dealing with visa sponsorship and relocation, when they already have a local candidate? Here’s why: Employers should consider hiring internationally and offering visa sponsorship and relocation for several key reasons: Unique Skills and Expertise: International candidates often bring specialized skills, experiences, and perspectives that might be scarce or unavailable locally. This diversity can lead to innovative solutions and a competitive edge in the market. Cultural Diversity: A diverse workforce can enhance creativity and problem-solving by bringing varied viewpoints and approaches. This diversity can also improve the company’s global market reach and customer understanding. Global Perspective: International employees can offer insights into global markets, helping the company expand and navigate international business landscapes more effectively. Language Proficiency: Hiring someone from another country can bring in language skills that are valuable for global operations, client interactions, and market expansion. Work Ethic and Motivation: International candidates who are willing to relocate and navigate the complexities of visa processes often demonstrate high motivation, commitment, and resilience, which are valuable traits in any employee. Talent Shortage: In many sectors, there is a shortage of highly skilled workers. International recruitment can help fill these gaps more effectively than relying solely on the local talent pool. Innovation and Best Practices: Candidates from different regions may bring best practices, innovative techniques, and new technologies from their previous experiences, contributing to the company's growth and efficiency. #EuropeanJobMarket #GlobalTalent #InternationalRecruitment #JobSearchStrategies

A note to Hiring Managers in the UK. I'm genuinely curious and eager to learn from your insights. 🤔 As a job seeker who requires sponsorship for a work visa in the UK, I've noticed that only a handful of companies are willing to offer certificate of sponsorship. 🤔 In fact, one of the leading banking groups in the UK, which I recently interviewed with, informed me later that they weren't offering sponsorship visas despite clearly mentioning my visa needs in my application. This left me wondering why I was even shortlisted in the first place. I understand that concerns over paperwork, bureaucratic hurdles, longer hiring processes, and uncertainty around immigration policies can be valid concerns. However, in today's globalized workforce, we have access to a vast pool of talented professionals from around the world. Yet, I often hear about hiring managers being hesitant to consider candidates who require sponsorship for work visas. So, I ask you: Why the reluctance? By overlooking qualified candidates solely due to sponsorship needs, aren't we potentially missing out on remarkable talent and diverse perspectives that could drive innovation and growth? Let's explore this together and understand what's going on. 🌱 Share your thoughts and experiences in the comments below. I'm eager to hear your insights! #Hiring #TalentAcquisition #UKVisaSponsorship #Diversity #Inclusion #GlobalWorkforce

The Global Talent Visa is initially granted for a period of up to 5 𝒚𝒆𝒂𝒓𝒔. However, applicants can choose to apply for a visa duration of 1 to 5 years, depending on their preference. After this period, visa holders can either: 1. 𝐄𝐱𝐭𝐞𝐧𝐝 𝐭𝐡𝐞𝐢𝐫 𝐯𝐢𝐬𝐚 if they haven't yet met the requirements for settlement, or 2. 𝐀𝐩𝐩𝐥𝐲 𝐟𝐨𝐫 𝐈𝐧𝐝𝐞𝐟𝐢𝐧𝐢𝐭𝐞 𝐋𝐞𝐚𝐯𝐞 𝐭𝐨 𝐑𝐞𝐦𝐚𝐢𝐧 (𝐈𝐋𝐑) if they meet the criteria, typically after 3 𝒕𝒐 5 𝒚𝒆𝒂𝒓𝒔, depending on whether they qualify under the "exceptional talent" or "exceptional promise" category. ILR allows individuals to live in the UK without time restrictions. 💼 #GlobalTalentVisa #UKRelocation #TechTalent #relocation #immigration #linkedin #linkedinconnection #linkedincommunity

In today's tight talent market, we can't afford to overlook exceptional candidates due to visa sponsorship issues. Last week, I had an insightful conversation with a talented digital leader from the US who dreams of settling in the UK. Despite her impressive qualifications and experience, she's been struggling to secure a job for six months because many hiring managers shy away from the visa sponsorship process. Think about it: How many extraordinary candidates are we missing out on simply because of this hurdle? The talent market is more competitive than ever. It's crucial to recognise that great talent knows no borders. Actionable Step: If you come across a standout candidate, don't let the visa sponsorship process be a deterrent. Get your legal department involved and navigate the process. The reward of acquiring top-tier talent far outweighs the effort. It's time to broaden our horizons and tap into the global talent pool. After all, innovation and success come from diverse and dynamic teams. #TalentAcquisition #Hiring #Diversity #GlobalTalent #VisaSponsorship #Innovation #Leadership #HR #Recruitment #DigitalTransformation

If you're working in the UK on a #SkilledWorker visa, switching to a #GlobalTalent visa could be a smart move. Here's why: ·       Smooth Transition: You won't lose any time spent on your Skilled Worker visa. It counts towards the years needed for permanent residency. ·       Flexibility in Jobs: There's no minimum salary requirement, so you can explore a wider range of job opportunities that fit your goals and interests. ·       No Need for Sponsorship: With a Global Talent visa, you're free to work for any employer or start your own business without needing sponsorship. ·       Faster Path to Permanent Residency: If you qualify for the Exceptional Talent track, you can become a UK permanent resident in just three years instead of five. • Family Inclusions: The good news that your family can switch or join you on this route. They will have the same benefits as you do. Switching to a Global Talent visa opens up more opportunities and speeds up the path to settling down in the UK. It's a great option for skilled professionals looking to thrive in the UK | DM to find out if you qualify for the UK Global Talent visa.

Immigrant PSA 📣: As someone re-entering the recruiting process in New York, I find pay range transparency incredibly helpful. You know what else would be great? Visa sponsorship transparency. A large percentage of the workforce in New York is made strong with immigrant talent. We work twice as hard to land a job, because of our circumstances. It's not controversial to admit that your team is not eligible for visa sponsorship, but being (informed and) transparent about that early on would save us all time, effort, and heartache. LinkedIn, this might be your sign to work on a new feature for job posts 🚀 Edited: Glassdoor Greenhouse Software Lever JazzHR, can we get you in on this action too? 👀

Dear companies, don’t reject immigrants because we say YES to needing sponsorship in the future. Here are 9 reasons why we are the best hires you can make. (I speak from experience of being one and being a partner in a company where 80% of us have been immigrants.) 1. International potlucks: A lot more fun 😁 2. Fulfill skill gap: Most of us have STEM skills that are not easily found 3. Intrapreneurship: We are entrepreneurial and can innovate for you 4. Technical expertise: We bring strong analytical skills honed for years 5. Adaptability: We have a proven track record of adapting to new norms 6. Global vision: We know what customers are like outside North America 7. Fascinating conversations: What’s cricket? How do arranged marriages work? 😄 8. Strong drive: Our financial stability, status, and dreams are aligned with our performance, which brings a strong drive to be a top performer 9. Low job hopping: The churn rate of immigrants is lower because it is challenging to switch jobs (even internally) and restart immigration processes. So, interview candidates that are a fit irrespective of visa sponsorship. Otherwise, you will miss out on talent that the best US companies hire daily.

I can relate to most of the points 👍

We say we care about diversity, but we either don't know what it truly means or we don't mean what we say. Consider the following points: ▫We prioritize candidates who do not require visa sponsorship. ▫We scrutinize the countries of the companies where candidates have previously worked, seeking similar cultures and workplace ethics. ▫We require work experience even for entry-level roles and often avoid opening junior positions. ▫We demand very linear career paths for leadership roles. Career changers lose out despite having relevant experience managing teams in similar setups. We also emphasize educational background and hands-on experience in specifically described career paths. ▫We advertise the number of different nationalities and gender proportions in our companies, but in leadership roles, there is a more homogeneous distribution rather than a diverse one. What do you think? Are there any other items that should be added to this list describing the common ways diversity is implemented (or not) in workplaces?

Enhancing Workforce Diversity Through Visa Sponsorship: Strategic HR Initiatives Visa sponsorship can be a powerful tool in advancing diversity and inclusion within the workplace. Here's how HR can effectively integrate these initiatives into their visa sponsorship strategies to build a more diverse and inclusive environment: Diverse Talent Acquisition: Proactively seek talent from a broad range of countries and cultures. This not only enriches the organization's cultural fabric but also brings diverse perspectives that can drive innovation and creativity. Inclusion Training: Offer comprehensive inclusion training for all employees, focusing on the benefits of a diverse workforce and how to work effectively across cultures. This helps in minimizing cultural misunderstandings and fostering a supportive workplace. Supportive Policies and Practices: Develop policies and practices that support the unique needs of visa-sponsored employees. This includes flexible working conditions, language support services, and culturally sensitive health benefits. Community Building Activities: Organize events and activities that promote interaction and understanding among diverse groups within the company. This can include cultural exchange days, international potlucks, and discussion forums that celebrate diversity. Mentorship Programs: Implement mentorship programs pairing visa-sponsored employees with experienced mentors. These programs can help new employees navigate the corporate culture and build professional networks. Feedback Mechanism: Establish a robust feedback mechanism that allows visa-sponsored employees to share their experiences and suggest improvements. This feedback is crucial for refining diversity and inclusion strategies and ensuring they are effective. By integrating these strategies, HR departments can leverage visa sponsorship as a key component of their diversity and inclusion efforts, significantly enhancing organizational culture and employee satisfaction. #HR #DiversityAndInclusion #VisaSponsorship #WorkforceDiversity