Applicants from foreign companies
Caroliso
352 Posts
How do you handle applicants from foreign countries?
We recently had a response to an online posted position from a foreign country (someone residing there and with resume stating they were a citizen of that country). On paper the person would have made the first cut except for residency -- it was not clear that he had authorization to work in US, we would not conduct a phone interview alone and would not pay for them to come here, etc. Also, this is not a position where we would be able to make a case that we couldn't find U.S. candidates even if we wanted to, which we would not. But what's the right next step? To ask if the person is authorized to work in the U.S.? To put the resume in the "no" pile with no more consideration?
Now that I'm thinking this through maybe it's a no-brainer. I don't have EEO obligations since foreign nationals are not covered by our EEO laws. So maybe that frees me up to do either of the two things I suggest above.
Your thoughts?
We recently had a response to an online posted position from a foreign country (someone residing there and with resume stating they were a citizen of that country). On paper the person would have made the first cut except for residency -- it was not clear that he had authorization to work in US, we would not conduct a phone interview alone and would not pay for them to come here, etc. Also, this is not a position where we would be able to make a case that we couldn't find U.S. candidates even if we wanted to, which we would not. But what's the right next step? To ask if the person is authorized to work in the U.S.? To put the resume in the "no" pile with no more consideration?
Now that I'm thinking this through maybe it's a no-brainer. I don't have EEO obligations since foreign nationals are not covered by our EEO laws. So maybe that frees me up to do either of the two things I suggest above.
Your thoughts?
