30-07-2025
Seven Ways American Employers Can (Still) Attract Top Global Graduates
As the global landscape shifts, many international graduates from U.S. colleges are rethinking their career options and where they want to build their futures. For employers, this presents an opportunity to engage with a highly skilled and high-potential talent pool.
Companies that stand out in the international job market are those that demonstrate a commitment to long-term growth and global impact through clear immigration pathways, inclusive cultures and flexible work models. To that end, seven Forbes Human Resources Council members share effective steps U.S. employers can take to attract and retain top international college graduates.
1. Shift Focus To Talent-First Job Design
U.S. employers must shift from 'where the job is' to 'where the talent thrives.' By offering location-flexible roles and relocating work—not workers—they can attract top international grads who bring global insight, ambition and adaptability, without the friction of relocation or visa barriers. - Prithvi Singh Shergill, Tomorrow @entomo
2. Create Inclusive Global Talent Programs
To attract top international graduates, employers should develop inclusive global programs that enable international students to utilize their cross-cultural experiences and expertise. These programs can boost productivity and expand revenue in emerging markets. By creating a global strategy, companies can benefit from the unique perspectives that international graduates offer. - Kevin Walters, Top DEI Consulting
3. Embed Sponsorship In Early-Career Pathways
U.S. employers should advocate for expanded visa access while embedding sponsorship into early-career programs. Clear pathways, university partnerships and structured development plans are critical to piquing the interest of international grads. Global talent drives innovation and can provide a competitive advantage. - Sonia Vora
4. Build Scalable Support Systems For Global Hires
U.S. employers must operationalize sponsorship—pairing immigration pathways with structured growth plans. Beyond compliance, it's about building scalable systems where global talent sees long-term value, not just temporary placement. Vision wins loyalty. Infrastructure keeps it. These are the key factors to attracting the best and brightest global grads.- Apryl Evans, USA for UNHCR
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5. Highlight Evolving Graduate Opportunities
Writing from an HR university-based role in Ireland, this is a live topic. Talented graduates are still interested in having a global presence, and U.S. employers remain attractive. Employers could explain how things have changed and what this means for the graduate experience. Graduates and talent are very good at overcoming challenges to gain the experiences they value. - Angela O'Donovan, UCC
6. Offer Transparent Support And Career Growth
You can attract grads by clearly articulating a commitment to supporting international talent by offering structured career pathways, visa sponsorship and long-term growth opportunities. Employers who transparently communicate their willingness and capacity to support immigration needs, coupled with meaningful career development programs, will attract the best global talent. - Britton Bloch, Navy Federal
7. Go Beyond Sponsorship With Holistic Support
As visa rules shift, U.S. employers must go beyond simple sponsorship programs by offering relevant legal guidance, relocation support and even mentorship to help international talent integrate. Most importantly, fostering an inclusive culture that values diverse perspectives helps these employees feel seen, supported and motivated to grow with the organization, regardless of regulatory changes. - Dr. Timothy J. Giardino,
