When exploring the EB-3 program, applicants often focus on the job, salary, work location, and case processing time. From the other side, however, U.S. employers also need to find workers who are genuinely suitable for the positions they are hiring for.
For EB-3 workers, education or experience is not always the only factor an employer considers. Depending on the position, an employer may evaluate practical experience, the ability to meet job requirements, work attitude, and long-term suitability for the position.
An important point to remember is that EB-3 is an employment-based immigration category. Behind the immigration case, there must still be a real job and a genuine hiring need from a U.S. employer.
EB-3 Workers Must First Be Suitable for the Job
There is no single standard that applies to every EB-3 applicant.
In the PERM process, the employer establishes the requirements for the position, such as job duties, education, training, experience, and other necessary qualifications. These requirements must be related to the job and comply with U.S. Department of Labor regulations.
Therefore, the first thing an employer looks for in an EB-3 worker is whether the applicant is suitable for the specific position being offered.
For example, an Automotive Technician position may require relevant work experience. In contrast, a position under the Other Workers category may require less than two years of training or experience.
Applicants do not necessarily need to have the most impressive background. What matters more is meeting the actual requirements of the job.
Practical Experience Is Important for Skilled Positions
For EB-3 Skilled Workers, the job must require at least two years of training or experience. Therefore, the practical experience of an EB-3 worker is particularly important for these positions.
For example, an employer hiring an Automotive Technician may want to know what type of work the applicant has performed, which vehicle components they have repaired, what tools they can use, or how long they have worked in a garage.
A job title on a CV may not fully reflect a person’s actual skills. Clearly describing the duties previously performed can help an employer better evaluate the applicant’s experience.
Skilled workers from Vietnam should therefore prepare clear and consistent information about their employment history.
Not Every EB-3 Worker Needs Advanced Skills
EB-3 includes several categories, so applicant requirements vary depending on the position.
USCIS distinguishes Skilled Workers as those whose jobs require at least two years of training or experience. Other Workers perform jobs that require less than two years of training or experience and that are not temporary or seasonal.
This means an EB-3 worker in the Other Workers category does not necessarily need many years of specialized experience.
For example, someone who has never worked in the automotive industry may not be suitable for an Automotive Technician position that requires experience, but may still qualify for another job that does not have similar skill requirements.
Therefore, applicants should review the requirements of each specific job rather than viewing all EB-3 positions as the same.
Employers Look for Long-Term Suitability
Under the PERM process, the job opportunity must be full-time and permanent. It is not a temporary position created solely for the purpose of completing an immigration case.
Therefore, when selecting an EB-3 worker, an employer also needs to consider whether the worker can realistically perform the job after arriving in the United States.
For applicants, this means understanding the job before participating in the program: What will I do? Where will I work? What are the physical requirements? Does my current experience match the position?
EB-3 should not be viewed simply as “having an employer sponsor you.” The employer is hiring an employee to meet a genuine workforce need within the business.
The Ability to Adapt to a New Working Environment
Even with many years of experience in Vietnam, an EB-3 worker may still need time to adapt when beginning work in the United States.
Equipment, procedures, safety standards, and workplace organization may be different. For technical positions, an employer may also use technologies or machinery that an applicant has never worked with before.
The ability to follow instructions, learn new procedures, and adjust working methods is therefore highly useful.
Experience provides a foundation, but adaptability helps workers apply that experience effectively in a new environment.
Work Attitude Is Also Important
A worker may have strong skills, but if they do not follow procedures or have difficulty cooperating with coworkers, they may still encounter challenges in the workplace.
Arriving at work on time, following instructions, taking responsibility for assigned duties, and cooperating with the team are fundamental workplace expectations.
For an EB-3 worker, these qualities are particularly meaningful because the employer is hiring for a long-term position.
Applicants should view an EB-3 job as a real job they will actually perform after arriving in the United States, rather than simply as one step in the process of obtaining a Green Card.
Is English a Mandatory Requirement?
Not every EB-3 position has the same English-language requirements. Specific requirements depend on the job and the employer’s lawful hiring requirements.
However, basic communication skills can still be useful for EB-3 workers living and working in the United States. Workers may need to understand instructions, communicate with supervisors and coworkers, or recognize safety warnings.
For Automotive Technicians, learning vocabulary related to vehicle parts, tools, and repair procedures in advance can also make the adjustment process easier.
TGA Works Directly With U.S. Employers
TGA currently works directly with employers in the United States and is offering Supermarket Employee positions in Indiana and Automotive Technician positions in Georgia.
These two positions have different requirements. The supermarket position under EB-3 Unskilled does not require the same technical skills as the Automotive Technician position. In contrast, the technician position is more suitable for applicants with relevant work experience, particularly in auto body and paint work and body repair.
Therefore, when selecting EB-3 workers, it is important to compare each applicant’s experience with the actual requirements of the specific employer.
Conclusion
U.S. employers are not simply looking for someone who can complete an EB-3 immigration case. They need an employee who can perform the job and meet the company’s long-term hiring needs.
For EB-3 workers, experience, skills, work attitude, willingness to learn, and suitability for the job should all be considered depending on the specific position.
Understanding what an employer is looking for can also help applicants choose a more suitable job from the beginning. After all, behind every EB-3 case is a genuine employment relationship between a U.S. business and an EB-3 worker.
