Today’s top tech companies are no strangers to hiring immigrants.
In fact, giants such as Amazon and Google thrive on hiring engineers and developers from abroad. From entry-level positions to management and full-blown company founders, the growing presence of immigrants in the tech workforce is telling.
Couple that with the fact that major metro areas and tech hubs represent some of the biggest populations of immigrants both documented and undocumented. Take for example sanctuary cities such as New York City where there are roughly 500,000 undocumented residents.
This presents both a unique set of opportunities and challenges for tech companies looking to expand their base of talent. Looking at potential hires from abroad requires some special attention to detail; however, this doesn’t necessarily mean giving such talent “special treatment” per se.
Instead, simply consider the four key considerations for companies either interviewing or attracting significant talent from abroad. Such talent can be absolutely invaluable for your company, granted you understand what to look for before you hire.
Educational Background
Just as you’d look at any given potential hire’s resume for the educational background, immigrants are no different. That said, their college or university might require a bit more vetting and research on your part to ensure that it’s accredited or equivalent to the same merit as a local university.
The purpose of such scrutiny isn’t bias, but simply to guarantee trustworthiness and legitimacy from your hire. Just as you’d check in on a candidate applying from Stanford or USC, students from international universities require similar treatment.
The State of Diversity in Your Company
It’s well-documented that diversity translates into profitability for many businesses, which is enticing companies to set specific diversity goals when it comes to their teams.
Bear in mind that this isn’t done arbitrarily, but rather to introduce new ideas, cultures and perspectives to otherwise stagnant work environments. In addition, immigrant workers can potentially introduce your company to new markets or provide insight on customers that might otherwise be unreachable with a homogenous team.
Personal Bias
Coupled with the previous point, let’s talk about bias for a moment.
Acknowledging your personal bias both as an employer and company at large can be difficult, but it’s absolutely necessary toward ensuring that you’re bringing on the best talent possible. If you find yourself failing to hire immigrants or a diverse body of workers, it might pay to standardize your hiring process.
For example, looking at resumes blindly or requiring tests of candidates could help you put any sort of personal bias you have to the wayside.
On a related, the simple act of opening your mind and realizing that such workers are staples of modern tech companies is important. Remember: Half of the top U.S. tech companies are either founded by immigrants or the children of immigrants
For tech companies big and small, bringing on immigrant workers remains a matter of “when” rather than “if.” These pointers can help you better understand the nuances of hiring immigrant tech talent and ensuring that both parties understand how their strengths can potentially benefit each other.
