For an employer to place an ad targeted at migrant workers, there are many steps that must be done in the process. All the paperwork can be quite complex. The Department of Labor is very strict with immigration ads for reasons of fair work. It is important for the ad to written in such a way and available for long enough that US citizens also get a fair chance at applying.
For these reasons, and other, immigration ads are a tricky process to navigate. If an employer doesn’t feel comfortable sorting out the details on their own, there are many immigration advertising agencies available to help. An advertising agency of this nature can handle most the workload and act in a diligent manner to get the paperwork up to the required standards.
So, with this as an option, what should an employer look out for in an advertising agency to help with this matter? First, ensure that the agency specializes in migration advertising and is well equipped at handling the Labor Certification requirements. Without this background knowledge and expertise, the agency will not be of much use.
An experienced agent should determine the steps needed to get the paperwork correct. They should also provide a quote for the work, depending on how long and details the ad is. All of this should be done in collaboration with the employer to ensure that the ad meets the expectations. The ad should not be approved before the client agrees to it all.
Since the Department of Labor requires a certain time process of these ads, the agent must adhere to this. For a printed ad, the Department of Labor requires it to run in the local, most widely circulated newspaper for two consecutive Sundays. The ad must be up and running for at least 30 consecutive days, but no more than 180 days. The agent must be able to meet these time requirements precisely and have the advertisement accessible without problems in this timeframe.
The agent needs to fulfill all the criteria to prove to the Department of Labor that the ad is successfully and legitimately running. This involves making copies of the ad everywhere it appears, from the newspaper to online job boards, and submitting them to the Department. Some agents are well connected with other job posting sites, such as external websites and ethnic newspapers, so these are good ones to be in contact with.
The agent should also keep track of receipts and bills from the places of advertising to use as further evidence. This is not the employer’s role, but it is always worth checking with the agent it has been done to protect both parties.