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