Services for International Students

We would advise that you should not include visa status on your resume. Your work history and education will show that you are an international student. Hiring managers will ask the applicable questions during the interview process. You should never lie about your visa status, but since many employers have hesitations about hiring an international student, it is not to your benefit to draw attention to it.

Keep your language as simple as possible. Avoid using terms like “OPT,” “CPT,” and “STEM extension.” Begin by explaining that you have the legal right to work in the U.S. for twelve months (after your practical training [OPT] is authorized, of course, or you at least have a confirmation with receipt number), which requires absolutely no work on their part. If you are pursuing a STEM-related degree, you have an additional two years to work in the U.S. without needing an employer sponsorship. Then share that your work authorization can be renewed for another three to six years with an H-1B work visa. You may even want to think about avoiding the word "sponsor" when talking about the H-1B application process; instead use the phrase "petition." 

Look at ways you can sell your international experience. How can being an international student be advantageous to an employer? If you have lived in multiple countries, think about how you have developed traits such as adaptability, resourcefulness, patience, independence and cultural sensitivity. Look for ways to emphasize these traits in your cover letter, resume and interview. These are all valuable soft skills that can elevate you above many other candidates. In addition, if the company has offices in your home country, it would be much easier for you to transfer there in the future. These are all great potential selling points that you can highlight throughout the application process.

For example, if you are a Computer Science student (a STEM program) and you are graduating in June 2020, you can simply say, “I do not need any kind of employment petition until June 2023 at the earliest.”

An employer MAY NOT ask:

• “What language do you most often speak?” or “What is your native language?”

• “Of which country are you a citizen?” or, “What is your visa type, nationality, place of birth?”

An employer MAY ask:

• “Are you legally authorized to work in the United States?” or, “Will you now or in the future require sponsorship for an employment visa?”

• “Which languages do you read, speak or write?” (as long as foreign language skills are job-related)

This question should be evaluated on a case-by-case basis. While many employers are familiar with hiring international students, some companies may be less knowledgeable about the process. Consequently, it should be your objective to get past the preliminary screening process to the interview. Keep in mind, though, that you should probably raise the subject before the employer has spent a significant amount of time and money trying to recruit you. It is often recommended that students address the issue of their work status during the first or second interview, but no later than the time of the job offer.

No. It is not mandatory for U.S. employers to document that a citizen of another country did not take a job from an eligible American if that person is working under an F-1, J-1 or H-1B visa. Employers must document that they did not turn down a qualified American applicant for the position only when they wish to hire foreign citizens on a permanent basis and sponsor them for permanent resident status ("green card").