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@MattyWhack1976 - Matty.whack
Who is more to blame for the gross violation of the first amendment that is currently happening to 3 individuals, : Kyle Seraphin, Sam Parker and Elijah Schaffer? Wilkins or the judges for not throwing the case out and allowing free speech to be violated?
@MattyWhack1976 - Matty.whack
Undercover jewish attorneys teach exclusion of American workers to tech companies https://t.co/p5UNty7E49
Video Transcript AI Summary
An undercover video reveals strategies to keep American workers out of the workforce during the PERM process. The goal is to meet requirements inexpensively, not to find qualified US workers, but to secure a green card for a specific person.
Recruitment involves newspaper ads, websites, and internal postings, aiming for compliance while avoiding numerous applicants. Employers must review resumes received within a 30-day window, using a chart to assess qualifications against Department of Labor standards. Applicants can be disqualified if they are not interested in the salary, location, or job itself.
If an applicant seems qualified, the manager steps in to review qualifications, potentially scheduling an interview to find a legal basis for disqualification. Interviewing every candidate is not required if the resume clearly shows they are not qualified.
Full Transcript
Speaker 0: Here's an undercover video that will show the lengths that these traders will go to to ensure that American workers are kept out of the workforce.
Speaker 1: Okay. So, we're now in the recruitment phase. We're starting out the perm process. We are going to the we've spoken with the HR manager. We've spoken the employee.
We've spoken with the immigration specialist, and we are ready to roll here. We are starting the recruitment campaign. And the person calls in and speaks to Jen Peck. Jen, what type of recruitment is required for the PERM process?
Speaker 2: The last required recruitment step is two Sunday advertisements in a newspaper of general circulation in the area of employment. In the Pittsburgh area, we typically use the post gazette or the Tribune Review. Now the wage being offered to the foreign national as part of the green card process must only be included in the internal posing, and that's the document that you hang on the bulletin board.
Speaker 1: So, Jan, putting all that together, what is our if we would have a sort of standard three options, what do we typically use as our three other recruitment sources?
Speaker 2: Most of the time, it would be the newspaper's website when it's posted there in conjunction with the the the physical print ad. A local newspaper and employer's website. Those are the ones that I see most most often.
Speaker 1: Yeah. Because our goal here, of course, is to meet the requirements, number one, but also do so as inexpensively as possible, keeping in mind our goal. And our goal is clearly not to find a qualified and interested US worker. And, you know, that in a sense, that sounds funny, but it's what we're trying to do fully, but our objective is to get this person a green card and to get through the labor certification process. So, certainly, we are not gonna try to find the place where the applicants are going to be the most numerous.
Numerous, We're we're gonna going to try to find a place where, again, we're complying with the law and hoping and likely not to find qualified and interested worker applicants. So that's the process that we will go through with you from the beginning on, where Jen or Jen or somebody else on our team will go over with you what three options are we going to select. Okay. We've selected the options, and now we get resumes back. There's a thirty day window, as I mentioned, where people can apply, and during that period of time, the employer underline the employer is required to review those resumes.
Unfortunately, although we can help, it is the employer's responsibility to go through these resumes. So, Jen Barton, since you do this a lot, what exactly is the employer's obligation?
Speaker 3: The employer is obligated to review all the resumes that are received in response to all the ads, the internal postings, the online listings. And what we do is we provide a chart. The chart has all of the stated minimum requirements that we've shown to the Department of Labor, so that's what we're going to require for the position. We have everybody check off, show what qualifications the client or the employee does have or doesn't have, the applicant has or doesn't have, and whether they're interested or not interested in
Speaker 2: And what we've been meaning by
Speaker 3: if they're interested, if they don't like the salary, if they don't like the work location, they're not interested. Or if they just don't like the job itself, they're not interested. And those are ways we can disqualify them and get them out of the market and focus on the ones who might be more qualified. If it gets to the point where they're somebody's looking like they're very qualified, we ask them to have the manager of that specific position step in and grow the qualifications with them. If necessary, schedule an interview, go through the whole process to find a a legal basis to disqualify them for this particular position.
In most cases, that doesn't seem to be a problem.
Speaker 1: So, Jen, I have a question for you. I'm the HR person, and I get all these resumes. I get 50 resumes. My god. This is the last thing I wanna do is interview these 50 people.
Does the law require that I actually interview each and every candidate?
Speaker 3: You don't have to interview each and every candidate. If you can tell by the face of the resume that they are clearly not qualified, leave no lemonade.