The Trump administration issued a “Buy American, hire American” Executive Order with a provision on temporary skilled workers:
“In order to promote the proper functioning of the H-1B visa program, the Secretary of State, the Attorney General, the Secretary of Labor, and the Secretary of Homeland Security shall, as soon as practicable, suggest reforms to help ensure that H-1B visas are awarded to the most-skilled or highest-paid petition beneficiaries.”
Temporary skilled worker H-1B visas (for 3 years, can be extended to 6) are awarded to 85,000 persons a year. There are over 500,000 H-1B visa holders in the U.S. Most work in computer jobs. The new visas for this year are awarded by lottery with an April 11 deadline. 199,000 applications were submitted.
Brookings in 2013 said that “Detailed data on H-1B wages by occupation suggests that the H-1B program helps to fill a shortage of workers in STEM occupations.
Job openings harder to fill
“Labor market experts interpret the duration of a job opening as an indicator that qualified candidates are hard to find. Using 2011 job openings data from the Conference Board for the 100 largest metropolitan areas, we find that 43% of job vacancies for STEM occupations with H-1B requests are reposted after one month of advertising, implying that they are unfilled. By contrast 38% of vacancies in non-STEM occupations requiring a bachelor’s degree go unfilled after one month, and just 32% of job postings for all non-STEM occupations.
Visa holders are paid more
“H-1B visa holders earn more than comparable native-born workers. H-1B workers are paid more than U.S. native-born workers with a bachelor’s degree generally ($76,356 versus $67,301 in 2010) and even within the same occupation and industry for workers with similar experience.”
We need an agency to identify occupational shortages.
The failed 2013 immigration reform act included a provision for a Bureau on Immigration and Labor Market Research, which could “collect better information from employers about job openings, including occupations, the number of qualified applicants, the number of interviews conducted, and the length of time it takes to fill the job. Likewise, the bureau should also consider how demand and supply play out in regional or metropolitan area labor markets, since job search and recruitment often happen locally.”