Business identity
Legal entity, worksite address, facility type, decision-makers and hiring authority.
01 / ORGANIZATIONEMPLOYER PARTNERSHIP CENTER · 01
Plan the workforce.
Understand every handoff.
A practical guide for U.S. senior-care organizations considering a long-term EB-3 caregiver recruitment program.
Planning resource · Not an application or legal opinion
SPONSOR READINESS
Six essentials before the first candidate interview.
Use this guide to prepare a productive discussion with Newland and qualified immigration counsel. Requirements vary by job and case.
Real positions
Headcount, actual job duties, worksite, schedule, supervision and minimum qualifications.
02 / JOB DESIGNWage & ability to pay
Proposed wage, payroll arrangements and documents counsel may request to assess petition readiness.
03 / FINANCIALRecruitment & PERM
Understand prevailing wage, recruitment, recordkeeping and filing responsibilities with counsel.
04 / LEGALInterview standards
Role-related questions, consistent evaluation and candidate communication expectations.
05 / SELECTIONLong-range planning
Visa availability, onboarding support and contingency staffing for changing timelines.
06 / CONTINUITYEMPLOYER INFORMATION CHECKLIST
What to prepare for a sponsor discovery call.
This is an informational checklist, not an online submission. Please do not upload sensitive business or employee documents to this preview.
Company & job details
- Legal company name, facility location and authorized contact
- Care setting and anticipated full-time positions
- Job title, essential duties and minimum requirements
- Work schedule, shifts, location and supervision
- Proposed compensation and start-planning assumptions
- Interview panel and candidate evaluation approach
- Legal counsel contact and internal approval process
- Long-term onboarding and retention plan
Do not send confidential tax, payroll or identity records until an approved secure exchange is available.
INTERVIEW & SELECTION
Structured interviews lead to clearer decisions.
Evaluate candidates against job-related criteria consistently. Avoid questions unrelated to the position or protected characteristics.
Role fit
Confirm genuine duties, physical expectations and essential experience.
Communication
Ask candidates to explain a caregiving scenario in understandable English.
Schedule readiness
Review lawful shift expectations and realistic availability.
Care judgment
Discuss safety, respect, confidentiality and when to seek help.
Documented decision
Record objective feedback and the next follow-up owner.
SPONSOR QUESTIONS
Questions worth asking before committing.
Who is responsible for PERM and immigration filings?
The sponsoring employer and qualified immigration counsel must confirm the applicable legal responsibilities. Newland coordinates recruitment and communication but does not replace legal counsel.
Can we rely on a fixed arrival date?
No. Government processing, visa bulletin movement, consular operations and individual eligibility can change. Plan for a long horizon and maintain other lawful staffing options.
How do employer interviews fit into the process?
Job-related screening and employer interviews help evaluate candidate fit. The timing and use of interviews should be coordinated with counsel and documented consistently.
How will our team receive updates?
The planned employer portal will show authorized case milestones, tasks and secure document requests. It is not live yet; current inquiries use the established contact channels.
What fees should the employer expect?
Employer and worker payment obligations must be reviewed with qualified counsel under applicable PERM and recruitment rules. This preview does not quote binding fees or authorize payments.
YOUR NEXT STEP
Start with your real workforce requirements.
Explore the detailed process or speak with Newland about a lawful, sustainable staffing plan.