If there is any bright spot in the lagging job market, according to the Bureau of Labor Statistics, companies will be creating more temporary jobs in 2012. If you’re unemployed, that’s good news. Temporary jobs are a way to keep working, learn new skills or sharpen the old ones and bring in some needed income.

No Commitment

Temporary jobs don’t require the long-term commitment of a regular job. There is less stress in deciding on a temporary position. If it doesn’t work out, or ends after a short time, no problem. Temporary jobs aren’t meant to last, so there’s no adverse affect on your work history or resume.A string of temporary jobs on your resume can show your versatility and desire to keep working. It’s more difficult to find a job when you’re unemployed. Working temporary jobs keeps you in the “employed” category and more attractive to future employers.

Test Drive A Career

A temporary job is a good way to test drive a new career without making a full-time commitment. Or you may just want a change. Losing a job isn’t always a bad thing. A lot of people continue in jobs they don’t like, aren’t suited for or have outgrown for many reasons. Losing a job makes the decision to leave easier because it’s made for you. Finding a temporary job in a new industry or line of work can open up new career options.

If you’ve been in a high-level position, you probably won’t find a temporary job at that level. A lot of temp jobs are administrative, technical or operator positions. While you may not be working at your previous level, you will be able to experience the work environment, management styles and company culture. If you always thought you wanted to work in banking, a temporary job processing mortgage applications can be a great education and help you decide whether this career track is for you.

Build Your Resume

Choose your temp positions well. Look for those that can add to your resume and give you the experience you need to land a permanent position. If you are changing careers, temporary jobs can give you the specific work experience you need. You may have been a manager in the hospitality field, but if you want to move to retail management you’ll need some retail experience. Taking a temporary job working for a large department store or grocery chain will add specific, recent retail experience to your resume. On the other hand, a string of unrelated temp jobs with no relation to your past jobs or future goals will bring in some money but may not enhance your work history.

Moving from Temp to Perm

Some temporary jobs are really vacant permanent positions. While working temp, your employer will be checking you out. Temporary positions can turn into regular, full-time positions if you do a good job and fit in well with the rest of the team and the company. If you think you’ve found your dream job or company, let your manager or human resources know you’d like to transition into a regular job when the right one becomes available.

Where to Look

Temporary job agencies are the first place to look. You’ll need to apply just like you would for a regular job and go through some testing to rate your skills. You may have to interview with the hiring company and pass their drug and background check and pre-employment assessment screening. Target companies you want to work for and check their websites for temporary or seasonal jobs. Do some research on LinkedIn and network to find the “hidden” jobs not posted on job boards. Expanding your job search to include temporary jobs can get your foot in the door and may turn a temp job into an exciting new full-time career.

Mary Nestor-Harper, SPHR, spent over seven years as a human resources director and is a career coach, consultant and freelance writer focusing on how to land your dream job in a tough employment market.

Internships are short-term assignments that provide the opportunity to explore careers, learn new skills, fulfill college requirements and gain experience to put on a resume. Interns apply what they learn in the classroom with real-life, hands-on experience. Internships can turn into full-time employment for successful interns.

Where Are They?

College students can find internships through their college student career office. Companies often recruit interns in certain disciplines matching their industries, such as healthcare, engineering, technology or design through their websites or through area colleges or technical schools. Websites like Internships.com are a resource for internships all over the country. You can search by keyword, company, location, employer type, compensation and full- or part-time. Company career websites post available internship opportunities as well as regular job openings.

Paid or Unpaid?

Paid internships are the obvious choice. With high unemployment and companies cutting costs, there has been a rise in unpaid internships. There is a danger in companies using unpaid internships as a cheap form of labor. Some internships that pay under minimum wage could be violating wage and hour laws as well. The U.S. Department of Labor’s Wage and Hour Division has developed six criteria to determine whether a worker is a trainee (intern) or an employee. The internship should benefit the intern with training, a minimum wage and not treat the intern as a regular employee.

How to Choose?

Some courses of study require students to complete a number of internships as part of graduation requirements. Applying for an internship is much like applying for a job. Skills, education, course of study and experience are some of the requirements. Internships can last the summer or a semester, so choose based on the value of the experience and whether it will satisfy course requirements. If you can intern for a company located in the mountains where you can ski on your days off, or near the ocean for surfing or just hitting the beach, it’s even better. Experiencing different parts of the country, cultures, traditions, food and points of interest are all additional perks of an internship.

Maximize the Internship

Once you are inside the company, take advantage of everything they have to offer. Meet as many people as you can. The relationships you form during an internship can be an advantage once you’ve graduated and are looking for a job. Find a mentor and get feedback on your work, leadership and team building skills. Volunteer for projects and training. Learn as much as you can inside and outside your field. Ask your boss if you can participate on work or project teams. Attend employee picnics or other social or professional development activities. Ask for a recommendation before the internship ends. Add you experience, training and accomplishments to your resume.

Interns usually start at an entry level. Some interns return year after year, gaining experience and more advanced assignments and responsibilities. They are better prepared for the real-world of work. It’s a win-win situation for the interns and the company.

Mary Nestor-Harper, SPHR, spent over seven years as a human resources director and is a career coach, consultant and freelance writer focusing on how to land your dream job in a tough employment market.

Not so fast. There may be a lot more information out there beyond your control, telling a different story. If you’re on Facebook, LinkedIn, MyLife, or Twitter or have been in the news, a prospective employer can uncover some things that weren’t on the resume.

Google Me!

To test this out, I did a Google search using a friend’s name. I found out things I didn’t know, like the fact that she was married before (birth announcement from a home newspaper listing her former husband). She is on Facebook, LinkedIn, Twitter, Match.com and MyLife.com. She is also a member of a political organization and several civic organizations. Several hits listed information with her age, address and phone number. Intelius.com offered a full background check on her for $39.95. Here is some of the information you could get on for a fee:

• Full Name
• Address
• Age and Date of Birth
• Phone Number
• Relatives
• Address History
• Property
• Criminal Check
• Bankruptcies
• Liens
• Judgments
• Aliases
• Lawsuits
• Neighbors
• Death Records
• Marriage & Divorce

An employer (a stalker or just someone who’s nosy) can get a lot of personal information that can affect a hiring decision. The Internet makes available things an employer can’t ask an applicant, like age, family history, and marital status. Employers can request criminal background and credit checks only with the applicant’s authorization. Pictures posted online reveal age, race, color, and other family and personal information. You can’t possibly remove all the copies of those hot pictures you posted on Facebook that went viral. It’s best that you Google yourself and be prepared for any possible questions.

Prevention is Worth a Pound of Cure

“Don’t drink and Twitter (or text)” should be a job seeker’s mantra. The best way to get the Internet to work for you is not to post anything even slightly personal or embarrassing, at least until after you get the job. If you have to Tweet, make it something that will work for you, like sharing the great San Diego weather while attending a professional conference, or the great online course on SEO marketing you just finished. Join discussion groups on LinkedIn and share your expert comments or suggestions. Use Facebook to show off your latest design portfolio or share the latest job-related blog you read. You’re marketing a great product—YOU! Use these social media sites to get your word out there as the best in your field.

Damage Control

If you checked “no” on the application about prior convictions and your mug shot and rap sheet are online, you’re doomed. Someone will see it sooner or later. Be sure your resume and application information sync with your real and online life. If you called yourself a manager on your resume and the announcement in the newspaper shows you are the new supervisor, you might get caught inflating your resume. One little lie and the whole resume is suspect. Google yourself, and delete as much damaging information possible.

If there are things out there that could derail your job search, prepare an explanation (not a defense) and practice saying it out loud. You need to be confident speaking about difficult situations from your past. If you were wrong (stupid), admit it, explain how you handled the situation, lessons learned, how it made you a better (smarter) person and move on. Getting defensive doesn’t help. Blaming others shows a lack of maturity and responsibility. Owning up to past mistakes (we all have them) and how you learned from them demonstrates good problem solving ability and character.

Mary Nestor-Harper, SPHR, spent over seven years as a human resources director and is a career coach, consultant and freelance writer focusing on how to land your dream job in a tough employment market.

If you can’t find a job, volunteering is a way to add valuable skills and experience to your resume while continuing your job search. There are hundreds of organizations that need the same skills and experience in a volunteer position as a paying job. Non-profits, religious organizations, schools, healthcare organizations and others need volunteers in many different areas. While you look for a job, you can volunteer your time and experience in exchange for an opportunity to learn, an addition to your resume and a good recommendation.

Where to Look

A Google search with the keywords “volunteer jobs” brought up pages of volunteer organizations and a website, Volunteer Match. This site lets you search by location and interest area. To make the most of a volunteer position for your job search, choose organizations in your industry that can use your particular skill set. For example, if you were in human resources, you could volunteer to help an organization with training, screening and interviewing applicants, reviewing policies and procedures or helping with compliance issues. Many organizations use volunteers for administrative help, fund-raising, marketing or special projects.

You can narrow your search using LinkedIn and the advanced search option. Using keywords such as “volunteer” or “non-profit” and your area code will bring up contacts in the first three tiers of your contact list that are associated with those organizations in your area. Instead of sending blind requests for volunteer opportunities, you can contact people you know or are connected to in some way. LinkedIn makes takes the “cold” out of cold calling, and makes it easier to land a volunteer job.

Make it Count

Even though you don’t get a paycheck, make the most of the opportunity. Don’t be shy about what you have to offer. Treat your volunteer position the same as if you were a regular employee. Work hard, show up on time, and give it all you have. People come and go, and a regular position could open up that would be perfect for you. What better way to interview for a job than to make a valuable contribution to an organization while demonstrating your excellent work ethic and ability to fit in with the team?

Bridging the Gap

Volunteer positions can add value to your resume and bridge the gap between regular jobs. An unpaid, volunteer position using your skills in a related industry or position carries more weight in a job search than a random paid position. List the position on your resume the same way you would a regular position, with responsibilities and accomplishments. What you do and how you contribute to an organization is more important to a prospective employer than how much money you made. It’s a good way to network, keep your skills sharp and keep a positive attitude while you’re looking for a regular position. Volunteers can usually make their own schedules, leaving you plenty of time to research jobs and interview. A volunteer position can help you discover new areas of interest and lead to a challenging and rewarding new career.

Mary Nestor-Harper, SPHR, spent over seven years as a human resources director and is a career coach, consultant and freelance writer focusing on how to land your dream job in a tough employment market.

The Doctor is In

If you’re sick, a doctor will diagnose and prescribe a course of treatment so you can get well and get on with your life. Career counselors offer advice on how to plan an effective job search, write resumes and cover letters, network effectively, practice interviewing, and everything you need to negotiate an offer so you can get back to work. Career counselors offer a variety of services and may have a background in counseling, psychology, human resources, recruiting or outplacement. Just like a doctor, they can specialize in a certain industry, employment or income level, type of jobs search or a candidate’s particular circumstances, like age or geographic location.

The Best Choice

When choosing a career counselor it’s important to select someone you trust and feel comfortable working with. Interview several to make a good choice.

1. Ask for references and referrals from past clients. You should be able to review sample resumes from other clients (names excluded, of course).
2. Is the career counselor established in your job market, industry of field?
3. Do they have a network of employers and business people who are potential employers?
4. How long did it take to place their last client?
5. What are their fees?
6. Do they have a guarantee for interviews? Job placement?

Services will vary, so asking the right questions will help find the right person for your job search.

Finding the Root Cause

A good career counselor should do more than just write a resume or give you a few interview questions. There are many possible reasons you’re not getting the job. I once worked with a very talented, qualified individual with a great resume who just talked too much. A career counselor will look at the total person, and how they perform at every point in the process.

1. Job Strategy. Getting a job is a job in itself. You’ll need a plan and a system to track and follow up on leads, interviews and final offers.
2. Resume Preparation. Resumes need to be clear, accomplishment rich and optimized for keyword search on the Internet and resume screening software used for on line applications. A career counselor should provide your resume in several formats for hard copy, email and downloading. The same with cover letters.
3. Interviewing. Interviews are more than just giving the right answer. They are about body language, energy, focus, voice tone and eye contact. A counselor should give you feedback on all factors, including confidence level and if you come across as open, honest and likeable. They should cover phone, in-person and Skype interview techniques.
4. Follow-up. How you follow up–sending a thank you note or responding to requests for additional information or references–can make a difference.
5. Job offer negotiations and employment contracts. This is where a career counselor can help you get the best offer and weight options before you sign on the dotted line.

Fee or Free?

Executive recruiters usually get paid a percentage fee for placing a manager or executive, and often provide a candidate with many of the services above. It’s in their best interest to help a candidate get the job and collect the fee from the employer. Even if you’re not in that bracket, a career counselor can give you an edge, shorten your job search and get you back to work faster. There are lots of tips on finding a job online, but working with someone who can write a customized resume and give personal feedback can be well worth the investment.

Mary Nestor-Harper, SPHR, spent over seven years as a human resources director and is a career coach, consultant and freelance writer focusing on how to land your dream job in a tough employment market.

There may not be much of a job market for sorcerers today, but apprenticeships are a valuable opportunity to become skilled in a trade that can provide a lifetime career. The U.S. Department of Labor’s Office of Apprenticeship Training, the Employer and Labor Services/Bureau of Apprenticeship and Training, and individual State Apprenticeship Agencies are responsible for registering and overseeing apprenticeship programs in the U.S. These programs are available in both the public and private sectors and are sponsored by employers, employer groups and labor/management organizations. They are the entry point for careers in highly sought after occupations such as journeyman wireman, plumbers, chefs, elevator constructors, pipefitters and a wide variety of construction/building trades.

Eligibility Requirements

Apprenticeship programs don’t require a college degree, but most will require a high school diploma or GED. Because apprentices get on-the-job training, they may also require a successful background check, drug screening and a valid driver’s license. While trades used to be passed from father to son, having connections with someone in the trade isn’t a requirement. Once male-dominated, women are taking advantage of apprenticeship programs as well. Because of the wide range of benefits to joining an apprenticeship program, competition can be tough for the limited number of openings each year.

Costs

Most of the cost of an apprenticeship program is covered by the sponsoring organization and the companies that hire apprentices to work on the job. Costs not paid by sponsors may be eligible for financial aid or covered by military educational benefit programs. According to the Department of Labor, the educational benefit to someone completing an apprenticeship program is between $40,000 and $150,000.

Benefits

While learning a highly marketable trade, apprentices earn while they learn. The sponsors pay a competitive hourly rate from day one, which increases each year based on skill level or time in the program. Depending on the program, apprentices may receive company-paid medical benefits and participate in retirement programs from the first day. Classes are held in the evenings, leaving the days free for work and on-the-job training.

Apprenticeship programs last from one to six years, and those who complete the programs are certified to work in their trade. Courses taken through an apprenticeship program may also qualify for college credit. Apprenticeship programs provide a way to get paid training, on-the-job experience and a “leg up” on a college degree. Trade unions offer placement for union members through their union halls with access to local jobs and around the country.

Where to Find Them

The Career One Stop website  gives information on how to find registered apprenticeship program sponsors. You can also contact local union organizations in your area for information on their individual programs. Registration, applications and class schedules vary, and some programs run on a semester basis with program entry once a year. Whether you’re looking for your first job or making a career change, an apprenticeship program in the skilled trades may be worth adding to your job search strategy.

Mary Nestor-Harper, SPHR, spent over seven years as a human resources director and is a career coach, consultant and freelance writer focusing on how to land your dream job in a tough employment market.

How to Break the Entitlement Generation Stereotype 

Those troublesome millennials!  The whiney 20-somethings who think they’re “totally awesome,” blindly texting their friends every moment, shopping online, and expecting to run the department after three weeks on the job.  If you’re one of “them,” you’re probably saying, “Not Me!”  Volumes have been written about the challenges of working with different generations—the Baby Boomers and Gen X, but the latest group – Gen Y or Millennials– has gotten a lot of negative press.Unfair or deserved, the stereotype attached to this group can be tough to overcome.  In order to break the stereotype, take a page from the best of the prior generation’s work playbooks.  Combine the best of your generation with the successful habits of the past.

The Baby Boomers

Born between 1946 and 1964, this group is old enough to be the millennials’ grandparents.  They were known for their loyalty, work ethic and creativity.  The women were the first to put on a business suit and break the glass ceiling.  Pioneers, they worked their way up to the executive suite.  “I’m a Woman, W-O-M-A-N” was their theme song.

1. Be willing to learn before you lead.  Millennials were given a lot of freedom and had parents who catered to their needs and put them first.  Your boss isn’t a parent, and you’ll have to prove you are able to take responsibility before you get to lead.
2. Play by the rules.  Baby Boomers had strict parents and they learned to follow office policies and work within the system.
3. Respect your manager.  Your boss is not your peer or buddy or BFF.  Give her the respect that goes along with her position.  Respect earns respect.

The Gen Xers

Born between 1965 and 1980, Generation Xers were the first latch-key children.  Their parents were the Boomers, hard at work at the office, so they came home after school to an empty house, made their own snack and watched TV, goofed off or did homework until Mom and/or Dad got home.  Independent and resourceful, they learned to make decisions and deal with challenges on their own.

1. Do your homework.  Instead of making snap decisions or suggestions, do the research, and organize your material.
2. Take responsibility.  Don’t make excuses or shift blame to someone else.  Be able to take feedback and implement suggestions.  Be your own supervisor.  Gen Xers are self-sufficient and independent.  Show your manager you can work independently, meet deadlines and deliver quality work.
3. Be a team player.  Teams work together.  They have a coach that gives direction, makes assignments and makes the rules.  Not everyone can be the coach.  Relinquish the need to be in the spotlight and support the other team members.

The best way to shake a stereotype is with action.  The worst thing about stereotypes is you have to work harder to be taken seriously and disprove a label that you don’t deserve.  In the end, hard work and results will put you on top and creating your own fine reputation.

Mary Nestor-Harper, SPHR, spent over seven years as a human resources director and is a career coach, consultant and freelance writer focusing on how to land your dream job in a tough employment market.

To stay afloat, both parents often work outside the home.  Day care is costly, and if children are sick, parents have to make other arrangements until the kids are no longer contagious.  If you’re a parent with dependent children, you have a dilemma.  Should I let my potential employer know that I’ve got young children and have to have a flexible schedule to make soccer and gymnastics practices?   That little Susie has asthma and occasionally has to be rushed to the emergency room?  What is the best course when you’re a job seeker and are “married with children?”

Don’t Ask, Don’t Tell

Anti-discrimination laws prohibit employers from asking questions about age, marital status, sex, race, national origin, and other protected classes.  Interview questions should be focused on job qualifications, not on your personal status.  Questions like these can be illegal:

1. Are you married?
2. That’s a lovely wedding ring.  When did you get married?
3. How many children do you have?
4. Would your spouse object to your working a second shift?
5. (to someone who’s pregnant) When is the baby due?
6. What are the ages of your children?

While these questions are great cocktail party small talk, they don’t have anything to do with the job.  Questions #2 and #4 are “fishing expeditions.”   They can reveal your family status without really asking the question outright.

Generally, there should be no reason to disclose marital status or children in an interview, unless it is part of the job requirements.  An employer should stay away from potentially illegal questions, and you don’t need to tell all.

“I Refuse to Answer on the Grounds That It May Incriminate Me.”

So, what do you do if you get one of those questions?  Do you claim the Fifth Amendment?  Act outraged?  Sit there is silence?   If you refuse to answer, will it make you look uncooperative and make the interviewer uncomfortable?  Will that hurt your chances of getting the job?

There are options:

1. Answer the question with a smile.
2. Ask a question like, “I’m not sure how that question relates to this position.”  Then wait for a response.  Many interviewers aren’t familiar with employment law, and a gentle reminder may get them on another track.
3. Or, you can just say that you’d rather stay focused on the job and that you didn’t have any reason why you could fulfill the job requirements.
4. If an interviewer asks a lot of personal questions and presses for information, it may be a sign of to look elsewhere.

A Case for Disclosure 

There are times when full disclosure is the best course of action.  If you have a child undergoing medical treatments for a chronic condition, or you are going to have to pick up your teenager at school every day at 3 p.m. until his broken leg heals, you’ll need to know up front that your employer can accommodate your schedule.  Children get sick and babysitters sometime break their legs and have to cancel.  Life happens.  But unless there is a compelling reason for you to make a disclosure, family information is best kept to yourself.

Mary Nestor-Harper, SPHR, spent over seven years as a human resources director and is a career coach, consultant and freelance writer focusing on how to land your dream job in a tough employment market.

There’s been a lot of controversy on whether employers have the right to request or demand access to social media sites as part of the interview screening process. There are lots of issues—personal privacy, the possibility of discrimination in hiring, and whether employers have the right to demand access as a condition of employment.

Legal issues aside, you can use your social media sites to work for you in your job search. Instead of worrying about who is eavesdropping on you, why not set up your social sites to showcase your talents and experience, and how you are keeping up-to-date with the latest in your field?

LinkedIn

This is the premier professional social media site. It’s an online resume, complete with references, and shows how involved you are in your profession.

1. Complete your profile, and upload a current copy of your resume.
2. Solicit recommendations from former bosses, peers and clients. One way to get a recommendation is to write one for someone else. Recommendations carry a lot of weight, and usually give more positive information than a standard reference check.
3. Update your profile to reflect changes in education, awards, or other professional activity.
4. Join industry related groups, participate in discussions or start one yourself. Your responses to questions are an opportunity to share your views and expertise.
5. Invite employers to visit your profile by adding your LinkedIn address to your resume. You can send an invitation to connect as well, giving them access to your complete profile.

Facebook

Facebook is more of a social site than professional, and while only your page can be viewed with limited information by non-friends, you can make it work for your job search.

1. Change the security setting for public view. This will give the world access, including prospective employers. If you don’t want to open the door that wide, you can “friend” a prospective employer (hiring manager or HR representative) for day or two and then “unfriend” after the interview process is over.
2. Before you open up access, examine your profile and personal information to be sure it represents you well. Take off any questionable past posts or comments made by friends.
3. Post some job related information, ask some questions, and include links to sites, articles or videos that would be of interest to a prospective employer and show you are keeping up with the latest trends.
4. Make frequent posts, join in the discussion and monitor comments from others to be sure they are working for you.
5. Change profile pictures or block photo albums that may be questionable.
6. Set up a separate account to be used while you’re looking for a job, and make that page available to prospective employers.
7. Go through your “friends” list and make some decisions about who may need to go until you land your next job.

Twitter

Twitter is a fun, fast way to get your thoughts out there, blow off some steam, pose a question or promote your business. If you have a twitter account, anyone can put in your name and ready your posts and your followers’ posts as well.

1. Check your security settings to make it as open or closed as needed.
2. If you haven’t visited your Twitter page lately, take a look. Are there some followers that need to go?
3. Monitor your page frequently, or subscribe to a service that alerts you when a tweet is posted.

Social media sites take a lot of time and babysitting, but you can make them work for you. If you do go “public,” alert your friends, connections and followers to your plan and ask them to be discrete in their activity. Allowing a prospective employer access to your sites is a bold step, but it shows you’re confident and not afraid to be transparent. It can give some added insight to your personality and interests that could make a difference.

Mary Nestor-Harper, SPHR, spent over seven years as a human resources director and is a career coach, consultant and freelance writer focusing on how to land your dream job in a tough employment market.

When I was HR Director for a hotel/resort in South Carolina, one of my responsibilities each year was to travel to Jamaica to recruit workers for a variety of temporary seasonal positions.  Tough job, but someone had to do it, right?   I was joined by other HRDs from resorts and hotels in the U.S. who needed to staff up for the busy tourist season.  Before I could recruit, however, the resort had to obtain certification from the Department of Labor to bring workers to the U.S. under non-immigrant worker visa programs.

Companies can recruit specialized, highly-trained foreign workers for longer-term positions under a variety of foreign worker programs as well.  There are requirements for foreign workers and U.S. companies that want to bring them in to work, and without proper certification and documentation, they can both face serious consequences.

Types of Work Visas

There are a variety of non-immigrant visas available for foreign workers, issued under the U.S. Department of State.    There are a limited number available each year, and companies compete for the slots. The process to obtain certification from the Department of Labor (DOL) and United States Citizenship and Immigration Services (USCIS) for employers is lengthy, with specific timetables for document submission. Some of the most frequently used visa categories are:

H-1B – Positions for foreign workers with a high degree of specialized knowledge or advanced education require an H-1B visa.   This professional employment category includes diverse skills such as fashion model and specific types of government research.

H-2A – This category covers seasonal agricultural workers.  These workers provide manual labor for harvesting and processing food and other agricultural products.

H-2B – This visa covers non-agricultural, semi-skilled workers.  The resort recruited H-2B workers with two-years of experience for positions in food service, culinary, golf course maintenance and housekeeping through the Jamaican Government’s foreign worker program.  After 10 months maximum, they returned to Jamaica.  Many came back year after year to work to fill our seasonal jobs.

J-1 – Known as a “work and travel” visa, this allows a foreign student to travel to the U.S. and work for a period up to three months with a month for travel.

Q-1 –This visa is granted to foreign nationals for the purpose of employment, training and cultural exchange for up to 15 months.  It cannot be renewed until after the holder has been out of the U.S. for at least a year.

Driving Up Unemployment?

While some may think that foreign workers on visas are taking jobs that should go to U.S. unemployed, that’s not necessarily true.  There is a cap on visas available nationwide for most categories, making it very competitive to even certify for visas.  Before a company can bring in foreign workers, they have to prove they cannot find suitable workers in the United States to fill the positions.  The positions have to be advertised locally for a designated period and all applicants interviewed and, if qualified, offered positions identical to those offered to foreign workers.  In over five years operating the resort’s seasonal worker program, we had fewer than five local hires for over 200 seasonal positions available.

Have Visa, Will Travel 

While companies have to obtain certification for visa positions, the workers themselves apply for the visas and pay any fees required.  The fees required length of time and sponsorship requirement vary for different visas.  There are a number of agencies that will assist in companies to recruit, interview and process workers in various visa categories.  They also work with individuals to obtain positions, visas, work out contracts with U.S. companies, and make travel arrangements.

The Cost of Non-Compliance

Workers on non-immigrant visas are issued social security cards and pay U.S. taxes depending on the type of visa they hold.  Since visas expire after a certain time, companies have to ensure these workers leave the country on time.   Some visas allow workers to work only for their sponsoring company, so it would be illegal for them to take a second job with a different company while in the U.S.

Once in the U.S., some workers may not want to leave, and just drop out of sight.  These AWOL workers must be reported to the State Department and their home countries.  If they are caught in the country illegally, they can face charges, be deported and lose their right to return to the United States.  A pre-employment background check should reveal if an individual is in this country legally.  Companies who knowingly hire an illegal worker face fines and penalties.

Mary Nestor-Harper, SPHR, spent over seven years as a human resources director and is a career coach, consultant and freelance writer focusing on how to land your dream job in a tough employment market.