Embarking on the journey to secure an H-1B visa, a critical pathway for skilled professionals aiming to work in the United States, often seems like navigating a complex labyrinth filled with legal jargon, stringent requirements, and tight timelines. This step-by-step guide is meticulously crafted to demystify the process, offering clear, concise instructions and invaluable insights to guide applicants through each phase.

From understanding eligibility criteria and preparing your application to navigating the lottery system and responding to potential requests for evidence (RFEs), this guide aims to arm you with the knowledge and confidence needed to embark on this challenging yet rewarding journey toward achieving your professional aspirations in the U.S.

Here’s a step-by-step guide to help you through the process:

1. Determine Eligibility

The H-1B visa is a non-immigrant visa that allows U.S. companies to employ foreign workers in specialty occupations that necessitate theoretical or practical expertise in specialized fields. This visa category is crucial for industries that demand specialized knowledge, often found in sectors like information technology, finance, engineering, mathematics, and medicine. To qualify for an H-1B visa, both the job and the foreign worker must meet specific criteria set by the United States Citizenship and Immigration Services (USCIS).

Job Requirements

For a job to qualify under the H-1B visa category, it must meet the following criteria:

• Specialty Occupation: The position should require the theoretical and practical application of a body of highly specialized knowledge. In other words, it should be a job that is complex or unique enough that it is only performed by someone with at least a bachelor’s degree or higher in a specific field of study.
• Degree Requirement: The job must have a minimum entry requirement of a bachelor’s degree or its equivalent. The degree requirement is a key indicator that the job is complex or specialized enough to be considered a specialty occupation.
• Employer-Employee Relationship: The employer must demonstrate an employer-employee relationship with the visa beneficiary, having the right to control the work of the beneficiary on a day-to-day basis.

Worker Qualifications

For the foreign worker to qualify for an H-1B visa, they must meet the educational and, in some cases, licensure requirements:

• Bachelor’s Degree or Higher: The worker must hold at least a bachelor’s degree or its equivalent in the specific specialty that is directly related to the job offer. The degree must be from an accredited university or college.
• Equivalency through Work Experience: In some cases, if the worker does not have a bachelor’s degree, USCIS allows work experience to be considered equivalent to a degree. Generally, employers consider three years of relevant work experience equivalent to one year of higher education
• State Licensure: If the job is in a profession that requires a license or other official permission to practice in the state of employment (such as practicing medicine), the worker must hold such licensure.

2. Labor Condition Application (LCA)

The Labor Condition Application (LCA) is a critical step for employers in the United States intending to hire foreign workers under the H-1B visa program. This process involves the U.S. Department of Labor (DOL) and serves multiple important functions aimed at protecting both the H-1B visa holders and U.S. workers in similar positions. Here’s an expanded view of the requirements and implications of the LCA:

Purpose of the LCA

The LCA is designed to ensure that foreign workers on H-1B visas are offered terms of employment that are consistent with U.S. standards. The primary objectives are:

• Fair Wages: The LCA confirms that H-1B employees are paid at least the prevailing wage or the actual wage paid by the employer to other employees with similar qualifications and positions, whichever is higher. Authorities determine the prevailing wage based on the job’s geographic location, ensuring that foreign workers receive a salary commensurate with local standards.
• Working Conditions: It ensures that the employment of H-1B workers do not negatively impact the working conditions of similarly employed U.S. workers. This includes aspects such as hours, benefits, and working environment.

Filing Process

The employer must file the LCA electronically using Form, ETA 9035E through the DOL’s iCERT Portal. The process involves the following steps:

• Wage Determination: Before filing the LCA, the employer must determine the prevailing wage for the position in the intended area of employment. The Foreign Labor Certification Data Center or a private wage survey accomplishes this.
• Employer Attestations: The employer must make several attestations when filing the LCA, including commitments regarding wages, working conditions, and the impact on U.S. workers. They also attest that there is no strike, lockout, or work stoppage in the named occupation at the place of employment.
• Public Access File: Upon filing the LCA, the employer must maintain a public access file that includes evidence of compliance with LCA requirements. This file should be available for public inspection and include documentation such as the wage rate, calculation of the prevailing wage, and information about the location of employment.

Approval and Validity

Once submitted, the DOL reviews the LCA for completeness and accuracy. If approved, the LCA is certified and returned to the employer, who then must submit it as part of the H-1B petition to the U.S. Citizenship and Immigration Services (USCIS). The LCA is typically valid for up to three years and must be in effect before the H-1B worker begins employment.

Compliance and Enforcement

The DOL has the authority to investigate complaints against employers who are suspected of not complying with the terms of the LCA. Violations lead to penalties, including fines, barring the employer from hiring H-1B workers for a period, and, in severe cases, criminal sanctions.

3. File Petition with USCIS

Once the LCA is approved, the employer files a Petition for a Nonimmigrant Worker (Form I-129) with U.S. Citizenship and Immigration Services (USCIS). The petition must include evidence of the worker’s qualifications and the LCA approval. There is a cap on the number of H-1B visas issued each year, so timing and preparation are crucial.

H-1B Cap and Timing

There is an annual cap on the number of H-1B visas that are issued: 65,000 visas under the regular cap and an additional 20,000 visas for individuals who have earned a master’s degree or higher from a U.S. institution. The cap necessitates a competitive selection process, commonly referred to as the H-1B lottery.

Obviously, the timing of the application is crucial. The filing period for H-1B visas begins on April 1st each year for the fiscal year starting October 1st. Given the cap and the high demand for H-1B visas, it’s essential for employers and prospective employees to prepare their documentation well in advance and file as early as possible within the filing window.

4. Visa Application and Interview

After the United States Citizenship and Immigration Services (USCIS) approves the I-129 petition, indicating that the petitioning employer in the U.S. has met the requirements to hire a foreign worker under the H-1B visa category, the next steps for the applicant involve several key processes, primarily focused on obtaining the H-1B visa from a U.S. Embassy or Consulate in their home country. Here’s an expanded view of these steps:

Completing the Online Nonimmigrant Visa Application (Form DS-160)

The Form DS-160 is the standard online application form for all nonimmigrant visas, including the H-1B. It collects personal, educational, as well as work history information from the applicant.

• You must complete this form accurately and in full; providing false information leads to visa denial.
• After submission, the applicant should print out the confirmation page as it is needed for the visa interview.

Paying the Visa Application Fee

• You must pay a non-refundable visa application fee before scheduling the interview. However, the fee amount varies depending on the type of visa and the country of application.
• Some applicants might also need to pay a visa issuance fee, depending on the applicant’s nationality, which is based on reciprocity between the applicant’s country and the United States.

Scheduling and Preparing for the Visa Interview

Applicants must schedule an interview at the U.S. Embassy or Consulate in their country. Wait times for interview appointments vary by location, season, and visa category, so applicants should apply early.

Prior to the interview, applicants must gather required documentation, including:

• Passport valid for travel to the United States.
• The Form DS-160 confirmation page.
• Receipts proving payment of the application fee.
• A photo meeting the U.S. visa requirements.
• The I-129 petition approval notice (Form I-797).
• Any additional documents that prove the applicant’s eligibility for the H-1B visa, such as educational certificates, work experience letters, and the job offer from the U.S. employer.

5. Enter the United States

If granted, the worker then enters the United States with the visa. The H-1B visa initially allows you to stay for up to three years, but it could be extended to a maximum of six years. Additionally, it’s important to maintain valid H-1B status by adhering to the terms of employment.

Tips for Navigating the Process

1. Start Early: The H-1B visa process is lengthy, so start the process as early as possible.
2. Stay Informed: Regulations and policies change. Undoubtedly, keep yourself updated with the latest information from official sources.
3. Documentation: Ensure all documents are accurate and complete to avoid delays or rejections.
4. Consult an Expert: Consider consulting with an immigration attorney or a professional who specializes in H-1B visas to help navigate the process.

Furthermore, navigating the H-1B visa process presents a challenging journey, filled with meticulous paperwork and strict deadlines. However, armed with the right information and a clear step-by-step guide, applicants approach this process with confidence and clarity. Moreover, remember, the journey to securing an H-1B visa is a testament to your dedication and commitment to pursuing your professional aspirations in the United States.

As you conclude this guide, take a moment to reflect on the steps ahead, stay organized, and seek professional guidance when needed. With patience and perseverance, your efforts pave the way for exciting new opportunities and experiences in your career.

Interested in pursuing a career in the USA? Choose Lorhan as your trusted guide! We offer H-1B visa sponsorship for ambitious individuals eager to work in the US. Our visa assistance streamlines the process, setting the stage for your professional adventure in the US. We also welcome Visa transfers, so contact us today. Reach out to us now to start your visa application journey together! Visit our website for more information: https://bit.ly/3uHCiRt

NOTE: This is not a legal document and should be interpreted as one. This is a compilation of the information publicly available to guide the Visa process.

About Lorhan Corp

Lorhan Corporation Inc is a premier tech solution and managed services provider for businesses worldwide. Established in 2009, Lorhan Corporation connects top technology minds in the fields of UI/UX, Full Stack Java Web & Mobile Development, SAP Solutions, QA Automation & DevOps Tools.

The post Navigating the H-1B Visa Process: A Step-by-Step Guide first appeared on .

Today, the demand for top IT talent is constantly escalating. However, the irony is this surge in demand is paralleled by a supply deficit. Attracting and retaining top-notch IT professionals is not just a challenging endeavor but also a competitive one. With this comprehensive guide, we walk you through the quintessential strategies to entice tech professionals to join your ranks, as well as ensure that they stay and grow with your organization.

The Tech Talent Dilemma: A Lopsided Market

The United States is experiencing a severe shortage of tech talent. According to the U.S. Bureau of Labor Statistics, about 377,500 computing-related job openings are projected each year, but only enough qualified graduates to fill 45% of them. This glaring gap is a catalyst for a hyper-competitive market, where IT professionals have numerous lucrative opportunities at their disposal. With this dynamic as a backdrop, it’s essential to devise a robust talent acquisition and retention strategy that not only attracts but also binds talent to your company.

Understanding the IT Talent Landscape

Before you set out to create a hiring strategy, it’s crucial to understand the current market trends and challenges. Key aspects to consider:

Remote Work and Globalization

The cultural shift toward remote work has expanded the talent pool globally. Geographical barriers are crumbling, and tech professionals now work for companies around the world, impacting how you define your talent landscape.

Skills Versus Experience

Job markets are increasingly looking for specialized tech skills rather than broad experiences. Therefore, tailoring your job roles to seek specific skills helps you stand out.

Market Salaries

The ever-increasing competition and demand for specialized skills result in salary inflation. It’s important to keep compensation and benefits packages up-to-date and competitive.

Age Diversity

The aging workforce and the influx of younger professionals mean that companies are managing multi-generational teams. Adapting your HR practices to suit varying needs and expectations is critical.

Attracting Top IT Talent

Creating a magnetic appeal for your company starts with understanding what IT professionals are looking for.

Company Culture and Values

Modern professionals seek more than just a job. They look for a cultural fit and an alignment of values with their employer. Moreover, tech talent often gravitates toward organizations that prioritize innovation and employee well-being.

Professional Development Opportunities

Offering continuous learning opportunities is a strong draw for IT professionals. Whether it’s through in-house training and workshops or through partnerships with online learning platforms, a commitment to professional growth is seen as an investment in your employees that few other companies match.

Partnering up with a Tech Staffing Firm

Collaborating with reputable tech staffing firms not only broadens your reach to IT professionals but also provides insights and connections to passive candidates. Additionally, staffing firms serve as valuable ambassadors for your company, helping to present a compelling job proposition to potential hires.

Retaining Top IT Talent

The war for talent doesn’t stop at recruitment. Retention is equally—if not more—critical as the cost of turnover within the IT sector is particularly high.

Employee Recognition and Rewards

Implementing a robust employee recognition program, which rewards IT professionals for their hard work and successes, is an effective way to boost morale and retain talent. Non-monetary rewards, such as public acknowledgment or opportunities for career advancement, are equally gratifying according to McKinsey & Company research.

Work-Life Balance Initiatives

Burnout is a real concern in IT, where project deadlines often collide with the round-the-clock nature of technology. Creating and respecting work-life balance initiatives, such as flexible working hours or the ability to work remotely, is a powerful retention tool.

Ongoing Training and Upskilling Programs

Similar to attracting talent, providing continuous opportunities for growth is key to retention. Regularly investing in employee skills not only benefits the individual but also ensures your company remains at the cutting edge of technology.

Strategies for Success

While the above sections cover the cornerstone strategies for attracting and retaining IT talent, there are several other initiatives you are able to integrate into your HR framework to set your company apart.

Mentorship Programs

Pairing new hires with seasoned professionals fast-tracks their integration into the company culture and provides them with a source of knowledge and support.

Diversity and Inclusion Initiatives

Creating a work environment that is open and inclusive to individuals of all backgrounds and identities significantly enhances your company’s reputation and appeal in the eyes of IT professionals who value diversity.

Employee Feedback and Engagement Surveys

Regular feedback mechanisms help you understand the pulse of your workforce. Furthermore, they enable you to identify areas of improvement, which is crucial in a dynamic industry like IT to keep employees engaged and satisfied.

Securing Your IT Dream Team

The process of attracting and retaining top IT talent is sometimes daunting, but the investment in time and resources yields substantial returns. A cohesive strategy anchored in a culture of continuous development, recognition, and respect for your employees not only secures your IT dream team but also catapults your organization to remarkable heights in this competitive digital age. Remember, people are the most valuable assets; treat them as such and watch them flourish, driving your company’s ongoing success.

Are you in search of the ideal staffing partner to address your technology-related hiring needs? Get in touch with us today! Our team is equipped with the expert talent necessary to fulfill your specific requirements.

About Lorhan Corp

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The post How to Attract and Retain Top IT Talent in a Competitive Market first appeared on .

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to make quite a splash when it debuted as a web browser game last year, but ever since it was featured in the latest season of House of Cards this curious little game has sprung up the charts as a top iOS app
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See those green, immobile dots all over the map with the spikes around them? Those are viruses and they are your best friend early on.

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into one or more, be sure to take the time to collect any dots that are around them.

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Java is a very robust programming language with a massive demand in the market for Java Coders. Java is definitely here to stay in the market and students who wish to make a fortune in the IT sector need to master the minute nuances of Java programming. Applications built on the strong foundation of Java programming language are more robust and flexible. Hence they can run without any downtime for longer durations. There are very few technical glitches faced when programming is done in Java.

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Growth hormone: what is it, the effects of use, buy and read reviews

What is growth hormone you ask? In short, it is a very important anabolic hormone in the human body, which regulates a lot of processes in our bodies. Learn more about this substance from this thread.

Growth hormone has important functions, including:

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has Best place to buy Methandienone an anti-catabolic effect, which means that it prevents the growth hormone from breaking down;

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The maximum peak of secretion of own growth hormone occurs at night, about an hour after falling asleep.

The main goal of HGH supplementation is to increase lean muscle mass and shape the body. At the same time, it is important to note that growth hormone does not affect endurance and strength indicators (only indirectly, through other factors). It does not lower the threshold of fatigue, and also does not affect potency.

What is growth hormone

Various manufacturers of pharmacology are engaged in the release of this hormone, as it is in demand among athletes, both professionals and beginners, especially in bodybuilding. If we talk about certified and protected products, these include the following manufacturers:

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Among the disadvantages, it is important to note the high cost of the hormone. It is because of this that drugs of this class are often counterfeited, so it is important to choose trusted stores selling sports pharmacology.

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Athletes who take a course of growth hormone are, as a rule, satisfied with the result, since its advantages more than outweigh the disadvantages. So, unlike anabolic and androgenic steroids, which have a number of side effects and require post-cycle therapy, growth hormone does not require PCT and does not cause side effects if used correctly.

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Artificial intelligence (AI) in business is apace turning into a commonly used competitive tool.

Companies are past debating the pros and cons of AI. From better chatbots for customer service to data analytics to making predictive recommendations, deep learning and artificial intelligence in their many forms are seen by business leaders as an essential tool.

That puts AI in the short-list of technologies that your company should not just be watching but actively exploring how to take advantage steroids for sale uk of. It joins leading emerging technologies like Machine Learning, cloud computing and Big Data. premium investment llc

If you aren’t convinced that AI is ready to handle a growing number and range of tasks, consider IBM’s Watson’s 2011 winning performance on Jeopardy. Or consider the various ways you are likely already using AI-enabled devices and services in your personal life, like smart assistant apps or devices like Amazon’s Alexa or Apple’s Siri. Not to mention other AI-supercharged apps, such as whatever GPS app you use while driving.

Examine How Your Competitors are Using AI

Odds are you cannot simply call Best place to buy Human Chorionic Gonadotropin: opportunity to improve sporting achievements up your competitors and raise how they’re using AI in their company. But thanks to the Internet, you can find out a lot of what they have said. For example, web-searching “how is Staples using AI” yields informative results from about how that company is putting artificial intelligence technology to work for itself. Next, check your competitors’ web sites and social media presences (notably LinkedIn and Facebook). Browse their press releases, news coverage, and blogs. You might even go old-school, and get any hardcopy newsletters, annual reports or other literature from the past year that might not be available online.

Then cast a wider net, with an industry search, like “how are hospitals using AI,” “how are grocery stores using AI,” or even a more general search.

For example, when I searched “using AI in my business,” I got various hits talking about business uses for AI including:

• Improve customer decision management
• Improve QA for software and manufacturing
• Write code
• Read medical imaging such as head CT scans.

Another suggestion: research how other parts of your supply chain – parts, shipping, support, and the like – are using AI.

At the same time, computing trends like big data, IoT, self-driving vehicles, and speech and image recognition are generating more “targets” to point AI tools at.

Keep an eye on cloud costs and capabilities, along with what the various players are doing or talking about, AI-wise. Like nearly everything involving computer technology, many of the next cool capabilities can’t be anticipated or predicted.

Bottom line: talk to professionals in your field – nothing will help you quite as much.

Decide what AI Can Do for Your Business

Based on your research, you should be able to build a list and frame a sense of what AI can do for businesses in general, and companies in your industry and of your size.

You’ll find several major key areas:

• Types of AI technology, like machine learning, deep learning, natural language processing, and cognitive computing. Understanding what these are and the different types of data and tasks each are good for should help you get a better grasp on AI and understand the requirements and limits of various goals.
• What kinds of processing AI can do used for, such as image and speech recognition, predictive analytics? This will help give you a general sense of what AI is being used for, not just by businesses, but also the government, education, science and other researchers, and others.
• Use Cases: what specific tasks these capabilities can help with, such as smart agents (for phone, chatbots, and more), optimizing inventory orders, anticipating machine or system failures, identifying computer threats, spotting fraudulent customer activity.

Based on this list, your next step is to come up with a shortlist of how artificial intelligence can help your business-specific tasks and use cases.

To help make this list:

• Decide what kinds of benefits you are looking for – improved employee productivity? faster workflow? improved product productivity? Reducing costs?
• Target time frame.

Then, prioritize that list based on a mix of estimated costs, time to implement, risk/benefit, and overall value.

In parallel, select one or two smaller tasks for trying artificial intelligence for your business. This could be a small piece of a larger task.

Important: start with a task that is not business-critical.

Another quick tip: Start with tasks that aren’t customer-facing.

Search for and Compare Vendors

Now it’s time to identify potential technology vendors. There is no shortage of top artificial intelligence companies.

To find and compare vendors, you first must assess how you might add artificial intelligence capabilities to your company’s IT, which in turn depends on factors like:

• Size and depth of your IT staff (and budget).
  Do you already have any AI expert in house? Are there developers (along chops?
  Does your IT staff have the time and resources to add AI to your existing business?
• To research, propose, and develop new AI-based business initiatives?
  Are modules, AI extensions, features, tools, etc. provided by your IT providers?

Vendors for AI capabilities span several categories:

• Vendors that have added AI capabilities to their offerings.This includes everyone from Amazon, Apple and Google to IBM, Intel, and Salesforce, so you’ll need to decide whether you are planning to do this with the hardware you own/buy, or cloud resources (or both).
• Vendors of specific AI capabilities accessed through APIs or other methods.

For some of the AI, you’re looking for, your current vendors may already offer.In other cases, you may outsource.For still others, you may end up doing internally.It all depends on what you want, how much developer bandwidth you have in-house, and how you provision your IT operations.Your best bet will be to find one or more AI experts, either internally, or outside consultants.

For the latter, start with ones who aren’t part of a vendor… unless the vendor is offering AI that is a match for your criteria.

Implement the AI Project

Once you have identified your initial AI projects the real fun begins implementation.

Essential milestones:

First, you need to put together a plan, stating the specific and general goals, milestones scheduling, estimated hard and soft costs, and the resources needed, including people skills, hardware and software.
Identify who will be impacted, including existing resources, suppliers, users/customers. Be aware of who should benefit, along with including possible negative impact during implementation.

Set goals for the projects’ benefit. This includes determining how to measure results, and, if possible, how to A/B compare the AI-enabled approach and the prior methodologies.Don’t forget to include talking to the stakeholders, including users/customers. Ask their thoughts, preferences and suggestions, along with plans for training documents and sessions as the trials and operational versions become ready.

Key: Be ready to revisit constantly.

Just because you have AI projects out of development and testing, and contributing to your business, that doesn’t mean you’re done. Just as provisioning infrastructure or updating your company’s web and social presence is never done.

In addition to tracking your selected AI vendors for improvements, new features you want to stay on top of other AI developments.

For example, what new capabilities have become available?

What improvements in infrastructure performance or price make existing or new AI offerings now viable?

And, of course, you want to keep up with what others in your industry, and the AI vendors serving your industry, are doing or have on their road map.

Challenges and Pitfalls to Avoid

Adding AI your company’s operations and business could be a huge amendment, and likely a big transformation.

Here’s some quick advice to lessen the challenges:

Understand how the AI you’re buying works.
What are its strengths? Weaknesses?
What reasonably IT surroundings will the AI require? More RAM?
Newer hardware-level virtualization? Different memory or I/O, like moving to NVMe, or hyper-converged infrastructure?
Are you feeding your AI apps too much data? Too little? The wrong data?
Are you asking them the right questions?

Look for AI tools that will give clear, actionable alerts or other results, rather than endless pages of mostly unimportant findings.

Future Trends to Watch

Although AI as an area within computer science dates to the 1950s, it’s only been within the past decade that many types of AI have become available to companies of all sizes.

This is thanks to factors like continuing hardware price/performance improvements, cloud computing, and advances in AI techniques.

At the same time, computing trends like big data, IoT, self-driving vehicles, and speech and image recognition are generating more “targets” to point AI tools at.

Keep an eye on cloud costs and capabilities, along with what the various players are doing or talking about, AI-wise.

Like nearly everything involving computer technology, many of the next cool capabilities can’t be anticipated or predicted.

Bottom line: talk to professionals in your field – nothing will help you quite as much.

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