How to navigate the job market as an international student

Over the past few months, I’ve received many e-mails from international students seeking advice about securing internships and entry-level jobs in the U.S. So, I sat down with Grace Kutney, a career technology specialist at the Lawrence University Career Center and career development blogger at Sweet Careers, to answer their questions. 

Heather Huhman: Report after report paints a bleak picture of the internship and entry-level job market—for U.S. citizens. Are international students and recent graduates really out of luck?

Grace Kutney: Under “normal” circumstances, international students and recent grads generally have to work harder than domestic students when it comes to job searching. Along with the regular challenges domestic students face, international candidates are faced with the additional challenges of acquiring work authorization in a timely manner; having few connections in the U.S. from which to build their network; mastering the English language; adjusting to new employment practices; learning new cultural nuances; and convincing U.S. employers of their value. 

Moreover, the U.S. requires that international students work within their area of study (except for on-campus jobs). So, if an international student is majoring in politics but has an interest in art, he or she cannot simply choose a paid internship at a gallery—only an internship related to government or politics would be allowed. 

Given the current job market, the U.S. employment outlook for international students and recent grads is indeed bleak. Fortunately, bleak does not mean impossible. International candidates, however, must be aware of the challenges they will face so they are able to plan their job search accordingly.

HH: What types of organizations are more likely to hire international students and recent graduates?

GK: While the temptation may be to search for job postings with “big name” employers, it is important to realize that international candidates will be competing against numerous, highly qualified domestic candidates for these positions. International students typically have better chances of finding employment through the hidden job market. Further, it is not a sound use of time or energy for international students to try to convince an employer to hire them if the employer has specifically states that they will only accept applications from U.S. citizens and permanent residents.   

U.S. employers with operations in foreign countries and international companies with U.S.-based offices may be more open to hiring international students and recent grads. For example, a company with operations in the Philippines may seek candidates who are fluent in both English and Tagalog, and who have knowledge of Filipino culture and business practices. Many college career centers will carry a three-volume directory called the “Directory of American Firms Operating in Foreign Countries” as well as the one-volume “Directory of Foreign Firms Operating in the United States.” These directories can help international students begin to develop a list of possible employers with whom to begin networking.

U.S. companies that have a large domestic customer base from a particular ethnic background may also be more open to hiring international students. For example, when I lived on the West Coast, I noticed many employers wanting native speakers of Mandarin, Cantonese, Punjabi and Farsi. These employers included hospitals, law and engineering firms, as well as ad agencies and human service organizations. By their nature, these types of organizations will likely be found in larger cities, particularly on the coasts.

Higher education institutions are exempt from the H1B hiring cap, and therefore may also be more likely to hire international students. Also exempt from the cap are nonprofit research institutions, government research institutions, and nonprofits formally affiliated with an exempt educational institution. It is important to note, however, that some of these same organizations, higher education institutions in particular, have been greatly impacted by the economy and may have implemented hiring freezes.

HH: What is a step-by-step process international students and recent graduates should follow to make it easier for U.S. companies to hire them?

GK: This can probably be an entire article by itself, but I will break it down into 10 steps.

Step 1: International students need to begin the job search process as early as possible, even as early as freshman year. 

Step 2: It may sound obvious, but mastering the English language is an essential step to ensuring employers don’t overlook you. 

Step 3: Identify the skills you already possess, the skills required by employers in your chosen field and the gaps between the two. You should then look for opportunities, through coursework, campus jobs, volunteer opportunities, student leadership roles and internships to attain the missing skills and develop the ones you already have. You can begin doing this soon after starting college. The competition for internships is very fierce, so if you are unable to secure internships, you might need to look for creative ways to gain relevant experience. For example, look for research opportunities with faculty at your school or at other institutions. You might also look for related summer internships in your home country or in other countries, depending on your situation and international work authorization.

Step 4: Network consistently with professionals in your field/industry and if possible, begin networking with professionals in the geographic location(s) where you intend to work. Most university career centers have access to employer and alumni databases that can be useful tools in identifying professionals with whom to network. 

Step 5: Effective networking will require you to market your skills and experiences. This is often a new, and rather uncomfortable, skill to learn for international students. It’s important to realize that not only is marketing yourself acceptable, it’s expected by U.S. employers. Marketing yourself does not mean being boastful or arrogant; try to think of it more as identifying the needs of an employer, finding ways that you fit those needs, and then helping the employer see your fit. Again, this is best accomplished through networking—which is also an acceptable and expected practice. Part of marketing yourself will also be to articulate to potential employers your work authorization.

Most international students will be in the U.S. on an F-1 visa, which means you will qualify for both Curricular Practical Training (CPT) and Optional Practical Training (OPT). CPT allows you to earn academic credit toward your degree requirements in a job that is related to your field of study. It can be a required part of your degree program or an elective. While there is no limit to the total amount of CPT authorized, if you are authorized for a total of 12 or more months of CPT, you will no longer be eligible for OPT. So, I advise requesting for no more than 11 months and 29 days of full-time CPT to be authorized. 

OPT allows F-1 students to be authorized for temporary work in the U.S. for a maximum of 12 months. OPT can be used while still a student (pre-completion) or after graduation (post-completion). Most students choose to use post-completion OPT so that they can have a full year of temporary work authorization after graduation. Since U.S. rules and regulations can change from year-to-year, it’s important for you to meet early and often with you school’s international student advisor. For example, recent changes have allowed an extension of 17-months for post-completion OPT for students in the science, technology, engineering and math (STEM) fields. You will need to apply for OPT, and processing times can vary from year-to-year. Your international student advisor will be the best resource for knowing when is the best time to apply for OPT and what authorization start and end dates to include on your application.

Knowing your work authorization options and being comfortable explaining these options to potential employers is a key to successful job search. Some employers may believe that hiring an international student is more complicated for them than it really is. For example, for OPT, the employer does not have to file any paperwork!

Step 7: Prepare strong, tailored résumés and cover letters. Review your résumés and cover letters carefully to ensure there are no grammatical errors or typos. Ask your career center staff, faculty, alums and even network contacts to review your résumés.  

Step 8: Interviews are where your ability to market your skills and experiences will be especially useful; therefore, it is important to practice your interviewing skills. Consider recording your practice interviews so that you can more clearly see what areas of your interviewing may need revising. Many college career centers offer the option of videotaping practice interview sessions.

Step 9: Use social media tools, such as LinkedIn, VisualCV and Twitter, to enhance your job search and networking.

Step 10: Once you have secured employment, begin talks about securing your H1B visa as early as possible with your employer.

HH: Is there anything else you would like to add?

GK: International students should work closely with career center staff to identify if there are any cultural habits, especially with regard to body language, that may be off-putting or unusual to U.S. employers. For example, many Asian cultures find it rude to make eye contact with a superior; averting the eyes is a form of respect. However, U.S. employers expect candidates to make eye contact, especially during interviews, networking events and meetings. International students need to learn about these cultural nuances early in their college careers.