Job Hunting in a Recession for H1-Bs, Tips for Survival

Job Hunting in a Recession for H1-Bs

Tips for Survival

I knew, things are tough right now for everyone in the United States, and even tougher for people who need H1-B visa. Not only there are far few companies are still hiring, but even fewer of them are willing to sponsor H1-Bs. For example, as a TRAP money recipient, my company decided to stop hiring H1-Bs, and will no longer renew H1-B visas for current holders in the company. Therefore, like many of my readers, I soon will have to start job hunting again in this bad economy.

Alright, let’s talk about what we can do to face the huge challenges in front of us. Here are some tips for survival:

1. Redefine Your Options: Does the industry or line of work you like offer little promise of employment in the coming months? If so, now is a good time to step back to identify the projected top performing industries and jobs for H1-Bs. For example, investment banking is a dying field, so allocate your efforts into other industries that are still hiring, such as health care, IT and government related jobs. Be flexible in term of geography locations, salary, titles, and other aspects of position. Narrow down your list of companies to only those who sponsor H1-Bs. You can find them by a Google search.
2. Switch Your Focus: Start asking yourself the question, "What's in it for them?" as opposed to, "What's in it for me?" Especially in an economic downturn, you'll want to stay focused on what you can do for your next employer. Show them that you understand the macroeconomic "bigger picture" of the role you play in moving the company forward, and the immediately contributions you can make.
3. Marketing Results not Skills：Leave behind that old mindset that your job-related skills or length of service are selling factors. The new mindset is to think of you as a mini profit-and-loss center rather than just an employee. Employers today buy results and are less impressed with candidates promoting a long laundry list of skills. Highlights your accomplishments rather than your skill sets in resume.
4. Show the Bottom Line: The recession has made the private sector economy even more bottom-line oriented than ever. Hiring managers categorize employees into one of two distinct groups:those who help make money, and those who help save money. Collect specific examples of the benefits that your company gained from the work you've already performed. Clarify the specific benefit your company received by making money or saving money, and write them down.
5. Achievements get You into the Door: Employers don't hire employees, they hire problem-solvers. Your new resume should be a hard-hitting sales tool designed to accomplish one goal: get the interview. To demonstrate this, add a specific achievements list to your resume. Take the list that you developed in the previous section and hone it down to your biggest and most notable accomplishments. Now, describe the benefit that your employer gained from each example. This will put you several steps ahead of your job-seeking competitors. Plus, you'll now have some talking points ready for that next phone interview.
6. Networking harder: In the downtime, networking became even more important. As a foreigner, you really need network as hard as you can. I knew, it is extremely difficult for us to overcome our shy nature or comfort zone. But the reality is, network is not even an option anymore, it becomes a necessary step of job hunting.

The words from the other side of table-5

"Networking, networking, networking. Very important, especially in a tough economy. Be a go-getter. Be proactive. Get involved in professional activities, such as seminars, networking/social events. 

I am in IT industry and often there are IT professionals from India reaching out to me for various business and career related inquiries and networking invitivations. Almost no single Chinese reached out to me across the ocean or within the states. Isn't it telling? 

The problem may be deeply rooted in the culture. Your blog is certainly a step in the right direction. "

-----------George Shen

Director of Business Intelligence, The Hackett Group

Note: George is someone I met via Linkedin, and he is so friendly to share some of the wisdom he learned throughout his own career in US. As he pointed out, networking is very important, and sometimes requires we come out of our comfort zone. Please refer to the networking post for detail discussion. 

The words from the other side of table-4

"There are so many variables impacting job searches for everyone and in particular recent immigrants it is hard to know where to start. Just some random thoughts: a) don't over-kill work ethic, we get it already, 2) be forward looking not dwelling entirely on past accomplishments, vision vs details, 3) unless the job tries to connect with China in some way focus on communication skills, 4) don't put on an act to be American ."

--------- Dr. Bruce Wicks

Associate Professor at University of Illinois 

Bruce is more than my advisor/ex-boss when I was studying in UIUC, he is my mentor and friend. I will always remember that no matter what, we need always be true to ourself, to our root.   

From the other side of table-3

I am Chinese-American and have been raised in the US. I am fluent in American-English (I consider myself more American than Chinese in culture) and am conversationally fluent in Mandarin. I have worked with many Chinese students that have only recently come to the US for schooling or employment. I have also been a mentor for international students in teaching them how to become effective Teaching Assistants in universities. As I agree with Dan's suggestions in becoming more fluent in the language (always a plus for any non-native speaker), I definitely agree with Sally-Anne's main point about understanding the culture of the workplace in the US. I think that is the most important point. 

There are significant differences btw the way people present themselves in China and the US. The Chinese culture values the appearance of humbleness while the American culture emphasizes confidence and marketability. Of course there is a line btw confidence and super-ego but many Chinese feel uncomfortable presenting themselves in any manner above-humbleness. However the quality of exuding confidence is important to get noticed for job-hunting, to get clients to take you seriously, or moving up on the corporate ladder. A huge problem I see in my parent's Chinese friends is that they can work incredibly diligently and hard but they just can't seem to get a promotion, raise, or move anywhere at work. Why? LANGUAGE and CULTURE barriers and the fear or inability to move past them. 

A Chinese person can present their resumes and themselves the best way possible and can have significant relevant experience, but will have trouble if they don't "sell" themselves the same way as Americans. I personally think the best solution to this problem would be to find a friend or mentor (preferably Chinese-American) who can talk to the Chinese students. Talking is the best way to break into a culture. That was my role for a year as a mentor and it had helped many international students. They gain experience from talking back and also from watching the mentor's mannerisms in speaking and acting. 

-----------

Linda Zhang

MS Biomed Eng grad seeking career opps in science, engineering, or consulting.

From the other side of table-2

The first and foremost hiring concern for any hiring manager considering a non-native English speaker is the level of communications skill they bring -- one can't very well instruct a subordinate who doesn't understand them, and it's difficult to give too much time to a direct report who is unable to ask questions in clearly understood language. 

Conversely, Chinese languages (Mandarin particularly, but collectively including Wu, Min and Cantonese, etc.) rank among the most spoken in the world and are expected to grow in business influence and use over the next 30-40 years (as are Portuguese, Russian and certain of the more widely used Indian languages like Hindi) as the so-called “BRIC” countries (Brazil, Russia, India & China) grow in economic power. Fluency with financial or business terms in Mandarin particularly is considered a desirable trait. 

There is a need for strong English fluency, and strong fluency in certain Chinese languages as well. A good resume, cover letter and even a blog can show both. 

With respect to English, having resumes, cover letters and any public statements proofread by native speakers is a very helpful way to avoid tipping off less-than-perfect fluency. Any two different languages will almost always have differences in phrasing with respect to gender, verb placement/conjugation and modifiers (adverbs, adjectives) that natives might uncover more readily than non-natives. It’s a wise idea to build up a network of folks to draw proof-reading from, and it’s also a good idea to spend as much time immersed in the spoken and written words to further enhance fluency where appropriate. If one’s education was obtained internationally, it would be wise to highlight English-only coursework. 

With respect to Chinese, fluency can be demonstrated using some of the same tools – for example, if a position asks for Mandarin fluency, why not have a two-part resume on a single document in Word – one version in English, one in Mandarin? Any Chinese language research papers, blogs, newsletter interviews should be highlighted as such. 

Finally, any relevant specialized fluency in specific terminology (for example: medical, business, engineering) in one or the other language should be plainly stated.

----------------

Dan Ogden

Job Search Coach

• http://www.lookseemove.com