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FAQs on Supervised Recruitment

  1. Under what authority can the Department of Labor's Office of Foreign Labor Certification select an employer's application for supervised recruitment?
  2. How will the employer know it has been selected for Supervised Recruitment?
  3. What does the Supervised Recruitment process entail?
  4. What is the average time it takes for an application to be processed in Supervised Recruitment?
  5. What will happen if the employer fails to timely respond or request an extension of time at any point in the Supervised Recruitment process?
  6. When should an exployer undergoing Supervised Recruitment provide notice that it has changed its attorney/agent?
  7. What documentation and/or notice is needed when an employer undergoing Supervised Recruitment changes its attorney/agent?
  8. Can the employer list a wage range in its advertisement(s)?
  9. Must the employer advertise at the prevailing wage it listed at the time of filing the ETA Form 9089 OR, if different, the current prevailing wage?
  10. What is the extent to which the employer must provide any additional information requested in the notification of Supervised Recruitment Letter?
  11. To whom will the Office of Foreign Labor Certification send any resumes received in response to the advertisement(s)?
  12. What are the consequences of an employer requesting to withdraw an application undergoing Supervised Recruitment?



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