For all the progress made in rebuilding the labor force since the pandemic, the numbers still are alarming. The US has 8.2 million job openings but only 6.8 million unemployed workers. By any measure, a 1.4 million worker deficit — spanning all industries and impacting businesses of all types and sizes — constitutes a labor crisis.

So what does an employer or staffing firm do when there are not enough domestic workers willing, able or qualified to fill available positions? Increasingly, they are looking to international recruitment as a viable solution.

Hiring and engaging with foreign workers, however, requires navigating an intricate landscape of immigration laws, cultural differences and integration challenges. Despite these hurdles, committed employers can successfully tap into an underutilized talent pool to bridge critical skills gaps, drive business growth and bolster the economy as a whole.

Here are five key aspects to consider.

Understanding Motivations

When connecting foreign workers with US employers, it’s important to recognize the motivations of both parties.

US employers are looking to fill skills gaps they cannot readily fill via the local labor market. Foreign workers may be seeking better career opportunities, higher earning potential or valuable international work experience.

Recognizing and aligning these motivations can lead to more mutually beneficial employment arrangements.

Cultural Considerations

Cultural differences can significantly impact the experience of foreign workers in the US workplace. Employers should be mindful of cultural nuances related to communication styles, work practices and social norms.

Proactively addressing these differences can create a more inclusive and supportive work environment for foreign workers.

Legal and Regulatory Compliance

Navigating immigration laws, visa requirements and employment regulations is essential when connecting foreign workers with US employers.

Employers must stay informed of legal developments and compliance standards to ensure the workers are employed lawfully and responsibly.

Partnering with experienced immigration specialists can help employers fulfill their obligations as sponsors of foreign workers.

Language Support and Training

Language barriers can present challenges for foreign workers, especially in workplaces where English is the primary language.

Sixty-five percent of executives surveyed by Forbes said that in managing diverse workforces, language barriers existed between their companies’ managers/executives and other workers.

Employers can support foreign workers by offering language training programs or providing access to translation services.

Investing in language support can help foreign workers integrate more effectively into their roles and contribute to the organization’s success.

Benefits and Integration Programs

Foreign workers relocating to the US may encounter unique challenges, such as unfamiliarity with the local healthcare system, housing arrangements and social support networks.

Employers can demonstrate their commitment to the workers’ well-being by offering comprehensive benefits packages and integration programs. This can include assistance with housing, orientation sessions, cultural acclimatization support and access to community resources.

The Bottom Line

In addressing the labor crisis, connecting US employers with foreign workers requires a thorough understanding of motivations, cultural considerations, legal compliance, language support and integration programs.

By approaching the process with sensitivity, diligence and a commitment to mutual success, employers can build strong relationships with foreign workers and leverage their unique talents to drive innovation and growth.