Cohen & Grigsby Coaches Firms to Weed Out US Workers for Green Cards

PERM Fake Job Ads defraud Americans to secure green cards fo — programmersguild

programmersguild

Attorneys advise employers to run low-visibility ads and use targeted interviews to construct legal grounds for rejecting qualified domestic applicants during the PERM green card process.

AI-assisted summary of PERM Fake Job Ads defraud Americans to secure green cards fo — original source. Check the original for full context.

Source published:

Key ideas

  • Attorneys at Cohen & Grigsby openly outline strategies for meeting PERM labor certification rules while deliberately seeking to avoid hiring qualified U.S. workers. (0:00)
  • Mandatory PERM recruitment is satisfied using minimal, low-visibility channels such as two Sunday print newspaper ads, while concealing salary information from public postings. (0:00)
  • Employers are supplied with standardized screening charts designed to quickly eliminate U.S. applicants based on paper requirements or perceived lack of interest. (2:40)
  • When candidates appear genuinely qualified, hiring managers are advised to interview them specifically to establish a lawful basis for disqualification. (2:40)

Detailed notes

## Background Published on YouTube by programmersguild on June 17, 2007, this video documents an instructional seminar presented by immigration attorneys from the law firm Cohen & Grigsby. The page description explains that the attorneys guide employers on how to run PERM classified ads designed specifically to avoid finding qualified applicants and how to systematically disqualify domestic candidates to obtain green cards for foreign workers.

## TL;DR The presentation details the recruitment and screening procedures required under the Department of Labor's PERM labor certification program. Attorneys explain how employers can fulfill mandatory advertising requirements—such as placing Sunday newspaper notices and internal bulletin board postings—while purposefully targeting low-visibility avenues so as not to attract qualified domestic applicants. They then walk through the resumé evaluation phase, providing matrices to eliminate candidates based on paper qualifications, salary preferences, or work location. If a domestic candidate appears fully qualified, the firm advises bringing in hiring managers to interview the applicant specifically to establish a lawful basis for disqualification.

## Atmosphere & style The presentation carries the polished, clinical tone of an everyday corporate compliance workshop, delivered with casual, business-as-usual pragmatism. The speakers engage in relaxed, conversational exchanges, candidly acknowledging that their objective is avoiding domestic hires while discussing legal maneuvering without hesitation. This stark juxtaposition between friendly professional instruction and the systematic rejection of qualified job seekers gives the session an unnerving, matter-of-fact quality.

## Bulletin - [00:00](https://www.youtube.com/watch?v=TCbFEgFajGU&t=0s) Attorneys at Cohen & Grigsby openly outline strategies for meeting PERM labor certification rules while deliberately seeking to avoid hiring qualified U.S. workers. - [00:00](https://www.youtube.com/watch?v=TCbFEgFajGU&t=0s) Mandatory PERM recruitment is satisfied using minimal, low-visibility channels such as two Sunday print newspaper ads, while concealing salary information from public postings. - [02:40](https://www.youtube.com/watch?v=TCbFEgFajGU&t=160s) Employers are supplied with standardized screening charts designed to quickly eliminate U.S. applicants based on paper requirements or perceived lack of interest. - [02:40](https://www.youtube.com/watch?v=TCbFEgFajGU&t=160s) When candidates appear genuinely qualified, hiring managers are advised to interview them specifically to establish a lawful basis for disqualification.

## Key takeaways - [00:00](https://www.youtube.com/watch?v=TCbFEgFajGU&t=0s) The stated objective of the firm's PERM recruitment process is to fulfill legal requirements at minimum expense without finding a qualified U.S. applicant. - [00:00](https://www.youtube.com/watch?v=TCbFEgFajGU&t=0s) Mandatory recruitment regulations require publishing two Sunday classified ads in a newspaper of general circulation in the area of intended employment. - [00:00](https://www.youtube.com/watch?v=TCbFEgFajGU&t=0s) The wage offered to the foreign national is excluded from public newspaper ads and only disclosed on internal company bulletin boards. - [00:00](https://www.youtube.com/watch?v=TCbFEgFajGU&t=0s) Supplemental recruitment channels are specifically chosen from low-yield options to satisfy Department of Labor standards without attracting high applicant volume. - [02:40](https://www.youtube.com/watch?v=TCbFEgFajGU&t=160s) Employers face an unavoidable 30-day statutory window during which they are legally obligated to review all received resumés. - [02:40](https://www.youtube.com/watch?v=TCbFEgFajGU&t=160s) Cohen & Grigsby equips employers with a screening chart matching the exact minimum job requirements reported to the Department of Labor to systematically assess applicants. - [02:40](https://www.youtube.com/watch?v=TCbFEgFajGU&t=160s) Candidates can be disqualified for 'lack of interest' if they raise concerns regarding salary, location, or day-to-day job duties. - [02:40](https://www.youtube.com/watch?v=TCbFEgFajGU&t=160s) Employers are not legally required to interview candidates whose resumés clearly show they do not meet the minimum job qualifications on paper. - [02:40](https://www.youtube.com/watch?v=TCbFEgFajGU&t=160s) When an applicant appears highly qualified on paper, the hiring manager steps in to interview them with the explicit purpose of uncovering a lawful basis for rejection.

## Detailed walkthrough ### [00:00](https://www.youtube.com/watch?v=TCbFEgFajGU&t=0s) Recruitment Requirements and Selecting Ad Outlets to Avoid US Applicants

The presentation begins by outlining the recruitment phase of the Program Electronic Review Management (PERM) labor certification process. The lead attorney sets the scene: the legal team has consulted with the employer's HR manager, the foreign national employee, and the immigration specialist, and is now initiating the formal recruitment campaign. Turning to colleague Jen Pak, the speaker asks what specific recruitment channels are required under PERM regulations. Pak explains that the primary mandatory requirement consists of running two Sunday advertisements in a newspaper of general circulation within the area of intended employment. For companies in the Pittsburgh area, she notes they typically run these ads in the *Pittsburgh Post-Gazette* or the *Pittsburgh Tribune-Review*. Furthermore, she points out that the specific wage being offered to the foreign national as part of the green card application is not published in those public advertisements; rather, it is required only on the internal job posting hung on an internal company bulletin board.

```mermaid flowchart TD accTitle: PERM Recruitment and Disqualification Process accDescr: Flowchart illustrating the steps of the PERM recruitment advertising and applicant filtering procedure. subgraph S1["1. Recruitment Campaign"] A["Mandatory 2 Sunday Newspaper Ads<br/>(e.g., Post-Gazette / Tribune-Review)"] B["Internal Bulletin Board Posting<br/>(Only location listing offered wage)"] C["3 Additional Low-Response Outlets<br/>(Websites, local papers)"] end subgraph S2["2. Screening & Disqualification"] D["30-Day Application Window<br/>(Employer must review all CVs)"] E{"Face-of-Resume Check"} F["Disqualify Immediately<br/>(Lacks minimum requirements)"] G{"Candidate Appears Qualified?"} H["Disqualify on 'Lack of Interest'<br/>(Salary, location, role)"] I["Hiring Manager Step-In<br/>(Interview & find legal basis to reject)"] end A --> D B --> D C --> D D --> E E -->|"Clearly unqualified"| F E -->|"Meets paper criteria"| G G -->|"Rejects conditions"| H G -->|"Still viable"| I ```

When asked what three additional recruitment options employers typically select to satisfy Department of Labor standards, Pak notes that the most frequent choices are the newspaper's own website (frequently packaged automatically with the physical print ad), an additional local newspaper, and the employer's corporate website. The lead attorney candidly frames the firm's strategic calculus behind choosing these particular avenues: meeting statutory compliance at minimal expense while purposely minimizing applicant visibility. As the lead attorney bluntly explains to the audience: “I mean because our goal here of course is to meet the requirements number one, but also do so as inexpensively as possible keeping in mind our goal and our goal is clearly not to find a qualified and interested U.S. worker and you know that in a sense that sounds funny, uh, but it's what we're trying to do here.” The attorney underscores that while they strictly adhere to the letter of the law, the overarching objective is securing labor certification and a permanent green card for the foreign national—meaning the firm deliberately avoids posting in venues likely to attract a high volume of candidates.

- Mandatory print advertising requires two Sunday editions in a newspaper of general circulation (such as the *Pittsburgh Post-Gazette* or the *Pittsburgh Tribune-Review* in the local market). - Wage transparency is strictly confined to internal physical postings on employee bulletin boards and omitted from external newspaper ads. - Supplemental recruitment options are deliberately chosen to fulfill regulatory mandates without generating substantial pools of domestic applicants.

---

[02:40](https://www.youtube.com/watch?v=TCbFEgFajGU&t=160s) The Resumé Review Process and Disqualifying Qualified Candidates

Once the recruitment advertisements are published, an open application window of 30 days is triggered during which domestic workers may submit their applications. The lead attorney emphasizes heavily that the employer—and legally only the employer—bears the unavoidable statutory burden of reviewing these submissions, remarking that “unfortunately although we can help it is the employer's responsibility to go through these resumes.” To explain how hiring managers navigate this burden, the speaker calls on Jen Barton to detail how Cohen & Grigsby manages the incoming volume while protecting the pending green card petition.

Barton explains that the firm supplies employers with a structured screening chart populated with the exact minimum qualification thresholds previously reported to the Department of Labor. Employers use this matrix to evaluate every applicant from the print ads, online job boards, and internal postings. Barton elaborates on the mechanics of screening candidates out:

> “The employer is obligated to review all the resumés that are received in response to all the ads, the internal postings, the online listings and what we do is we provide a chart the chart has all of the stated minimum requirements that we shown to the Department of Labor that's what we're going to require for the position we have everybody check off show what what qualifications the client or the employee does have or doesn't have the applicant has or doesn't have and whether they're interested or not interested in the position what we mean by if they're interested if they don't like the salary if they don't like the work location they're not interested or if they just don't like the job itself they're not interested, um, those are ways we can disqualify them get them out of the market and focus on the ones who might be more qualified if it gets to the point where they somebody's looking like they're very qualified we ask them to have the manager of that specific position step in and go over the qualifications with them if necessary schedule an interview go through the whole process to find a legal basis to disqualify them for this particular position in most cases that doesn't seem to be a problem.”

The moderator then presents a common real-world scenario from an overwhelmed HR professional's perspective: an ad yields 50 resumés, and the company has no interest in conducting dozens of time-consuming interviews. Barton reassures the attendees that labor certification regulations do not mandate interviewing every single applicant; if an employer can establish directly from the four corners of a resumé that an applicant fails to satisfy the stated minimum criteria, the applicant can be eliminated immediately without any interview.

- Cohen & Grigsby equips employers with a standardized matrix reflecting the Department of Labor minimum job specifications to track and reject applicant credentials systematically. - Applicants who meet baseline qualifications on paper can be eliminated under the category of lacking interest if they express hesitation regarding offered wages, job duties, or office location. - For applicants who appear exceptionally qualified, hiring managers are instructed to interview them specifically to establish a defensible, lawful rationale to exclude them from the role. - If a candidate's lack of qualifications is apparent directly on the face of the resumé, the employer is legally permitted to reject them outright without an interview.

## Notable quotes > [00:00](https://www.youtube.com/watch?v=TCbFEgFajGU&t=0s) our goal is clearly not to find a qualified and interested U.S. worker and you know that in a sense that sounds funny, uh, but it's what we're trying to do here. — Lead attorney

## Mentioned Cohen & Grigsby, Department of Labor, Hewlett-Packard, Jen Barton, Jen Pak, Microsoft, Oracle, PERM, Pittsburgh Post-Gazette, Pittsburgh Tribune-Review, Program Electronic Review Management

## Video description Immigration attorneys from Cohen & Grigsby explains how they assist employers in running classified ads with the goal of NOT finding any qualified applicants, and the steps they go through to disqualify even the most qualified Americans in order to secure green cards for H-1b workers. See what Bush and Congress really mean by a "shortage of skilled U.S. workers." Microsoft, Oracle, Hewlett-Packard, and thousands of other companies are running fake ads in Sunday newspapers across the country each week.

[Source](https://www.youtube.com/watch?v=TCbFEgFajGU)

中文简报

Cohen & Grigsby被指指导企业排挤本土劳工以获取绿卡 律师建议雇主投放低曝光度广告，并利用针对性面试寻找合法理由，在PERM绿卡申请过程中淘汰合格的美国本土求职者。 该宣讲详细介绍了美国劳工部PERM劳工证程序所要求的招聘与筛选流程。律师们解释了雇主如何在履行强制性广告要求（如在周日报纸和内部公告栏发布启事）的同时，刻意选择低曝光度的渠道，以避免吸引合格的本土求职者。随后，他们梳理了简历评估阶段，提供表格以便根据书面资历、薪资偏好或工作地点淘汰候选人。如果某位本土候选人看似完全符合要求，该律所则建议安排招聘经理对其进行面试，专门以此确立合法淘汰该求职者的依据。 Cohen & Grigsby律所的律师公开阐述了在满足PERM劳工证规定的同时，刻意避免雇佣合格美国劳工的策略。 (0:00) 雇主通过诸如刊登两期周日印刷版报纸广告等极低曝光度的最低限度渠道来满足PERM的强制招聘要求，同时在公开广告中隐瞒薪资信息。 (0:00) 律所向雇主提供标准化筛选表格，旨在根据书面要求或求职者被认为缺乏兴趣，迅速淘汰美国求职者。 (2:40) 当候选人看似确实合格时，律所建议招聘经理对其进行面试，专门借此确立合法的淘汰依据。 (2:40)

Reading summary

Attorneys at Cohen & Grigsby outline methods for navigating the Department of Labor's PERM labor certification process, emphasizing that recruitment campaigns can be structured to meet statutory requirements while actively avoiding the hiring of domestic U.S. workers. Recruitment Channels Selected to Suppress Visibility (0:00) Under the Program Electronic Review Management (PERM) labor certification rules, employers seeking permanent green cards for foreign nationals must conduct formal recruitment. Colleague Jen Pak notes that mandatory advertising consists of placing two Sunday ads in a local newspaper of general circulation, such as the Pittsburgh Post-Gazette or Pittsburgh Tribune-Review, alongside an internal bulletin board notice. Critically, the wage offered to the foreign national is displayed only on the internal posting and omitted from external newspaper advertisements. For the three additional recruitment avenues required by the Department of Labor, employers routinely choose low-yield options such as the newspaper's own website, an additional local paper, and the employer's corporate website. The firm's lead attorney candidly frames this selection as a deliberate effort to satisfy regulatory mandates at minimum cost while suppressing applicant visibility. The attorney explains to attendees that while the firm complies strictly with the letter of the law to obtain labor certification, their explicit goal is not to find a qualified and interested U.S. worker, which leads them to bypass channels that could generate significant numbers of applicants. Matrix Screening and Paper Disqualification (2:40) Once job advertisements are published, a mandatory 30-day window opens for domestic workers to submit applications. The lead attorney emphasizes that federal regulations place the unavoidable statutory obligation of reviewing every resumé strictly upon the employer rather than legal counsel. To streamline this burden, attorney Jen Barton explains that Cohen & Grigsby equips hiring managers with a standardized screening chart pre-populated with the exact minimum qualification thresholds previously filed with the Department of Labor. Employers use this matrix to evaluate submissions against the stated criteria. If a candidate's lack of qualifications is evident directly from the face of the resumé, Barton notes that the employer is permitted to eliminate the applicant immediately without scheduling an interview, resolving concerns from employers about managing pools of dozens of applicants. Tactics for Disqualifying Qualified Domestic Applicants (2:40) For applicants whose resumés satisfy the baseline criteria on paper, Barton outlines specific methods to disqualify them from consideration. Candidates can be categorized as disqualified for a 'lack of interest' if they voice reservations about the offered salary, the specific work location, or core job responsibilities. When a domestic candidate appears thoroughly qualified and cannot be dismissed on paper or through expressed disinterest, Barton advises having the relevant hiring manager step in directly. The manager is instructed to conduct an interview with the targeted objective of identifying and documenting a defensible, lawful basis to disqualify the applicant, a practice Barton notes rarely presents an obstacle in securing the foreign national's green card petition. The presentation reveals a systematic legal and operational strategy where employers satisfy the formal text of PERM labor certification rules while structuring advertising and screening protocols to prevent qualified U.S. applicants from displacing foreign national green card beneficiaries.

精炼阅读摘要

该记录展示了 Cohen & Grigsby 律师事务所向雇主提供的永久劳工认证（PERM）程序指导，其律师明确指出该招聘流程的根本目的并非招募合格的美国本土劳工，而是在形式上满足法定最低标准的同时，通过特定策略排斥本土申请人以确保外籍雇员获得绿卡。 规避本土申请人的广告渠道与薪酬隐匿 (0:00) 在 PERM 劳工认证的法定招聘阶段，律师团队协助雇主制定了一套旨在满足监管要求同时将申请人曝光度降至最低的方案。根据律师 Jen Pak 的说明，法规强制要求在拟雇佣区域的通用报纸上刊发两次周日版招聘广告（例如匹兹堡地区的《Pittsburgh Post-Gazette》或《Pittsburgh Tribune-Review》）。此外，法案要求向外籍劳工提供的具体薪资不得在上述公开发行的报纸广告中刊登，该信息仅被要求张贴在公司内部的员工公告栏上。为了凑满劳工部所要求的另外三项招聘途径，律所通常指导雇主选择报纸网站、额外的当地报纸或公司自身官网等低响应渠道。律所首席律师坦率表示，此举的战略考量是在花费最低成本合规的同时，刻意避免在可能吸引大量候选人的平台发布职位，因为其核心目标是为外籍雇员获取劳工认证和绿卡，而非真正寻找合格且有兴趣的美国劳工。 结构化评估矩阵与无意愿归类排除 (2:40) 广告发布后将开启为期 30 天的申请期，法律规定审查求职简历的法定责任完全由雇主承担。为了减轻管理者的负担并保护进行中的绿卡申请，Cohen & Grigsby 律所向雇主提供了一套结构化的筛选图表（Matrix），其中列出了此前向劳工部报备的该岗位最低任职资质要求。雇员与招聘人员依据该清单逐项核对候选人的资历与求职意愿。根据 Jen Barton 的解释，如果申请人在书面上符合最低标准，雇主可以通过将其归类为“缺乏兴趣”来予以剔除——例如，候选人若对薪资、工作地点或职位职责本身表现出不认可或犹豫，即被认定为缺乏求职意愿从而被合法淘汰。同时，若从简历表面即可明确判断求职者不符合法定的最低标准，雇主被允许直接取消其资格，无需安排任何面试。 对高资历应聘者的定点面试与合法剔除 (2:40) 面对完全符合甚至超出岗位要求的高资历本土申请人，律所制定了专门的应对程序以阻止其影响绿卡审批。Jen Barton 指出，当候选人从纸面履历上看完全合格时，律所要求该岗位的业务主管（Hiring Manager）直接介入并安排面试。但与常规招聘旨在选拔人才不同，该面试的核心任务是专门寻找合法的法律依据将求职者予以淘汰。Barton 表示，在大多数案例中，主管通过这一流程找到法定理由以取消本土合格候选人的资格并没有遇到太大障碍。这一机制确保了即使遭遇无法直接在简历关筛选掉的求职者，雇主仍能构建出合规的拒信理由，进而保护原定外籍员工的绿卡申请通道不受阻碍。 该记录呈现了 PERM 劳工认证程序在实操层面存在的制度性套利：雇主与法律顾问虽然严格遵守了劳工部的程序性法律条文，但在招聘途径、薪资公示及筛选机制的设计上，均以排除本土合格候选人为既定目标，使得旨在保护本土就业的劳工测试转化为锁定特定外籍员工永久居留权的合规流程。

Detailed notes — zh

## Background 该视频由 YouTube 频道 programmersguild 于 2007 年 6 月 17 日发布。页面描述指出，科恩与格里格斯比（Cohen & Grigsby）律师事务所的移民律师在视频中向雇主传授如何刊登虚假分类广告，其真正目的在于避开合格的美国求职者，并通过各种排他手段取消符合资格的美国人的应聘机会，从而为持有 H-1B 签证的外籍员工锁定绿卡名额。 ## TL;DR 视频记录了科恩与格里格斯比律师事务所面向企业客户举办的一场内部研讨会，主讲律师详细拆解了 PERM（劳工证申请程序）中的招聘合规套路。主讲人直言不讳地指出，PERM 招聘的最终目的绝非招募本土人才，而是要完全排除所有合格且有意向的美国求职者，以助外籍员工顺利拿绿卡。为此，律所会指导雇主选用最廉价且最冷门的渠道刊登广告，且无需在报纸上公布薪资。在收到简历后，律所会提供对照表协助雇主快速刷掉申请人；即便遇到各方面高度匹配的本土人才，律所也会指导部门经理通过量身定制的面试等流程，寻找“合法理由”予以拒信。 ## Atmosphere & style 整个研讨会弥漫着一种令人不寒而栗的职业务实与荒诞感。台上的律师们语气从容、温和甚至带着心照不宣的轻笑，像是在传授日常财税避税技巧一般，平静地讲解如何把合格的本土求职者精准“合法”做掉。台上主讲人与同事一问一答、配合默契，毫无道德负担地直言“我们的目标显然不是找到合格的美国工人”；观众在观看时能强烈感受到一种专业法律包装下的冰冷计算与制度漏洞被公然利用的震撼。 ## Bulletin - [01:34](https://www.youtube.com/watch?v=TCbFEgFajGU&t=94s) 移民律师事务所 Cohen & Grigsby 在讲座中公开承认，协助雇主进行 PERM 招聘的核心目标并非寻找合格的美国工人，而是通过合规流程确保招不到美国人，从而为 H-1B 员工锁定绿卡。 - [00:00](https://www.youtube.com/watch?v=TCbFEgFajGU&t=0s) PERM 的法定招聘仅要求在地方主流报纸刊登两次周日分类广告，且薪资待遇无需在报纸中公开，仅需在公司内部布告栏公示。 - [00:00](https://www.youtube.com/watch?v=TCbFEgFajGU&t=0s) 律所指导雇主优先选用成本最低且最不容易吸引求职者的辅助招聘渠道，包括报纸配套官网、地方性小报和雇主官网页面。 - [02:40](https://www.youtube.com/watch?v=TCbFEgFajGU&t=160s) 针对背景匹配的高资历美国求职者，律所会引入用人部门经理进行严格面试与资质核对，以寻找“合法理由”予以淘汰。 ## Key takeaways - [00:00](https://www.youtube.com/watch?v=TCbFEgFajGU&t=0s) PERM 招聘阶段的法定硬性要求是在拟就业地区主流报纸刊登两次周日分类广告，匹兹堡地区通常选择《匹兹堡邮报》或《论坛评论报》。 - [00:00](https://www.youtube.com/watch?v=TCbFEgFajGU&t=0s) 报纸招聘广告无需公布职位的具体薪资，薪资只需在雇主内部的纸质布告栏上进行公示。 - [00:00](https://www.youtube.com/watch?v=TCbFEgFajGU&t=0s) 为满足三项辅助招聘渠道的合规要求，律所建议采用成本最低的渠道组合，如报纸配套网站、地方合作报纸及雇主官网。 - [01:34](https://www.youtube.com/watch?v=TCbFEgFajGU&t=94s) PERM 招聘的实质目的与普通商业招聘完全相反，其终极目标是证明没有合格且有意向的美国本土工人申请该岗位。 - [01:34](https://www.youtube.com/watch?v=TCbFEgFajGU&t=94s) 律所会有意避开热门求职渠道，选择既符合劳工部最低合规标准又最不可能吸引合格求职者的冷门途径投放广告。 - [02:40](https://www.youtube.com/watch?v=TCbFEgFajGU&t=160s) 在 30 天公示期结束后，法律规定筛选求职简历是雇主的专属法定义务，律所只能协助指导而不能代为主持审核。 - [02:40](https://www.youtube.com/watch?v=TCbFEgFajGU&t=160s) 律所为雇主提供基于美国劳工部（DOL）备案最低准入要求的对照表，用于逐项核对并快速排除资历不符的申请人。 - [02:40](https://www.youtube.com/watch?v=TCbFEgFajGU&t=160s) 雇主只要在简历字面上判定求职者不符合劳工部最低要求，即可直接淘汰，法律并不强制要求提供面试机会。 - [02:40](https://www.youtube.com/watch?v=TCbFEgFajGU&t=160s) 求职者的“主观意向”是合法淘汰的重要工具，任何对薪资、工作地点或工作内容的异议均可作为认定其“无意向”并取消资格的理由。 - [02:40](https://www.youtube.com/watch?v=TCbFEgFajGU&t=160s) 若遇到资历高度匹配的美国求职者，用人部门经理将介入面试，专门负责挖掘并制定拒绝该求职者的“合法理由”。 ## Detailed walkthrough ### [00:00](https://www.youtube.com/watch?v=TCbFEgFajGU&t=0s) 招聘阶段与合规广告的“最低要求” 在 PERM（劳工证申请程序）的招聘阶段，律师事务所已经与雇主的 HR 经理、外籍员工以及移民专家进行了充分沟通，准备正式启动招聘活动。科恩与格里格斯比（Cohen & Grigsby）律师事务所的合伙人（主持人）向同事简·帕克（Jen Pack）提问，了解 PERM 流程中具体需要哪些招聘步骤。帕克解释说，法律规定的必经招聘步骤是在拟就业地区发行量最大的报纸上刊登两次周日分类广告。以匹兹堡地区为例，他们通常会选择《匹兹堡邮报》（Pittsburgh Post-Gazette）或《论坛评论报》（Tribune-Review）。 值得注意的是，雇主向外籍员工提供的绿卡职位薪资待遇，并不需要写在报纸广告中，而只需披露在公司内部张贴的招聘公告（即贴在公司布告栏上的纸质文件）里。为了满足另外三项辅助招聘渠道的要求，同时将成本控制在最低限度，律师事务所通常会建议雇主选择最便宜的组合。帕克指出，他们最常用的三种辅助渠道是：与实体报纸广告配套的报纸官网发布、地方性合作报纸以及雇主自身的官方网站。 - **法定报纸广告要求**：必须在拟就业地区主流报纸上刊登两次周日版广告。 - **薪资披露规则**：报纸广告中无需提及薪资，仅需在雇主内部布告栏的张贴文件中公示。 - **三大低成本辅助渠道**：报纸官网同步链接、地方性报纸、雇主官网招聘页面。 ```mermaid flowchart TD accTitle: PERM招聘与筛选流程 accDescr: 展示如何通过合规广告和筛选机制合法排除美国申请人以获取绿卡的流程。 subgraph Recruitment ["第一阶段：合规招聘发布"] A["确定劳工部（DOL）最低要求"] --> B["刊登2次周日版报纸广告<br>(不公布薪资)"] B --> C["选择3个低成本辅助渠道<br>(如雇主官网、报纸网站)"] end subgraph Screening ["第二阶段：简历筛选与排除"] C --> D["开启30天申请窗口<br>(收到求职简历)"] D --> E["使用对照表进行初步筛选"] E -->|字面不符| F["直接淘汰<br>(无需面试)"] E -->|条件符合| G["考察‘意向’<br>(利用薪资/地点不符排除)"] G -->|仍符合条件| H["部门经理介入面试"] H --> I["寻找‘合法理由’予以拒信"] end I --> J["成功排除所有美国工人"] F --> J J --> K["顺利通过PERM劳工证申请"] ``` ### [01:34](https://www.youtube.com/watch?v=TCbFEgFajGU&t=94s) 招聘的真实目的：避开合格的美国求职者 主持人在节目中毫不避讳地阐明了这一整套招聘流程背后的核心逻辑。他指出，虽然律师事务所协助雇主完全合规地履行法律程序，但其行动的终极目标与常规招聘截然相反。他们的目的不是为了帮企业招募到优秀的本地人才，而是为了确保没有任何美国工人符合该职位的要求，从而为外籍员工顺利拿下绿卡铺平道路。 这位资深律师在视频中直言不讳地表示： > “我们在这里的目标，第一当然是满足法律要求，但同时也要尽可能便宜地做到这一点，时刻记住我们的目标——而我们的目标显然不是找到一个合格且有意向的美国工人，这听起来可能有点滑稽，但这就是我们在这里试图做的事情。” 为了实现这一目标，律师事务所在策划招聘方案时，绝对不会主动去那些求职者最集中的热门渠道投放广告。相反，他们会精心挑选那些既能满足法律最低合规标准、又最不可能吸引到合格且有意向的美国申请人的冷门渠道。这种“合规却不求贤”的策略，是整个 PERM 申请过程中公开的秘密。 ### [02:40](https://www.youtube.com/watch?v=TCbFEgFajGU&t=160s) 简历筛选与“合法”取消求职者资格的技巧 当 30 天的广告公示与申请窗口期结束后，雇主会陆续收到求职简历。根据法律规定，审核这些简历是雇主不可推卸的法律责任，律师事务所虽然可以提供协助，但不能代劳。简·巴顿（Jen Barton）详细介绍了她们如何指导雇主“合法”地排除这些美国求职者。律师事务所会向雇主提供一份精心设计的对照表，上面列出了此前向美国劳工部（DOL）申报的该职位最低准入要求。雇主需要对照此表，逐一核对申请人是否具备这些硬性条件。 除了专业技能外，“求职意向”也是一个极佳的筛选工具。巴顿解释说，如果申请人对薪资标准不满意、不接受工作地点，或者单纯对工作内容本身表现出任何微词，雇主就可以直接判定其“无意向”并予以淘汰。而对于那些在简历上看起来无懈可击、高度匹配的求职者，律师事务所则会启动更高级别的应对机制。巴顿对此解释道： > “如果情况发展到某个人看起来非常符合条件，我们会要求该特定职位的部门经理介入，与他们共同核对资历，必要时安排面试，走完整个流程，以找到拒绝他们的合法依据。” 巴顿还笑着补充道，在绝大多数实际案例中，找到这种拒信理由“似乎并不是什么难事”。最后，针对 HR 经理们普遍担心的“简历爆棚、面试负担过重”的问题，巴顿给出了定心丸：法律并不要求雇主面试每一个人。只要从简历字面上就能明显看出申请人不符合劳工部备案的最低要求，雇主就可以直接将其淘汰，无需进行任何口头或面对面的沟通。 ## Notable quotes > [01:34](https://www.youtube.com/watch?v=TCbFEgFajGU&t=94s) 我们在这里的目标，第一当然是满足法律要求，但同时也要尽可能便宜地做到这一点，时刻记住我们的目标——而我们的目标显然不是找到一个合格且有意向的美国工人，这听起来可能有点滑稽，但这就是我们在这里试图做的事情。 — 主持人 > [02:40](https://www.youtube.com/watch?v=TCbFEgFajGU&t=160s) 如果情况发展到某个人看起来非常符合条件，我们会要求该特定职位的部门经理介入，与他们共同核对资历，必要时安排面试，走完整个流程，以找到拒绝他们的合法依据。 — 简·巴顿 ## Mentioned Cohen & Grigsby, PERM, 简·帕克, 简·巴顿, Pittsburgh Post-Gazette, Tribune-Review, 美国劳工部, H-1B, Microsoft, Oracle, Hewlett-Packard ## Video description Immigration attorneys from Cohen & Grigsby explains how they assist employers in running classified ads with the goal of NOT finding any qualified applicants, and the steps they go through to disqualify even the most qualified Americans in order to secure green cards for H-1b workers. See what Bush and Congress really mean by a "shortage of skilled U.S. workers." Microsoft, Oracle, Hewlett-Packard, and thousands of other companies are running fake ads in Sunday newspapers across the country each week. [Source](https://www.youtube.com/watch?v=TCbFEgFajGU)

Source quotes

[1:34] 主持人: 我们在这里的目标，第一当然是满足法律要求，但同时也要尽可能便宜地做到这一点，时刻记住我们的目标——而我们的目标显然不是找到一个合格且有意向的美国工人，这听起来可能有点滑稽，但这就是我们在这里试图做的事情。 [2:40] 简·巴顿: 如果情况发展到某个人看起来非常符合条件，我们会要求该特定职位的部门经理介入，与他们共同核对资历，必要时安排面试，走完整个流程，以找到拒绝他们的合法依据。

Source quotes

[0:00] Lead attorney: our goal is clearly not to find a qualified and interested U.S. worker and you know that in a sense that sounds funny, uh, but it's what we're trying to do here.

Original transcript

[0:00] [Music] [0:15] okay so we're now in the recruitment [0:19] phase we're starting out the perm [0:20] process we are we are going the the [0:23] we've spoken with the HR manager we've [0:25] spoken with the employee uh we've spoken [0:28] with the immigration specialist and we [0:29] are ready to roll here we are starting [0:31] the recruitment campaign and the person [0:34] calls in and speaks to Jen Pac Jen what [0:37] type of recruitment is required for the [0:39] perm process the last required [0:41] recruitment step is two Sunday [0:44] advertisements in a newspaper of General [0:46] circulation in the area of employment in [0:48] the Pittsburgh area we typically use the [0:50] Post Gazette or the Tribune [0:53] Review now the wage that's being offered [0:55] to the forign National as part of the [0:57] Green Card process must only included in [1:00] the internal posting and that's a [1:02] document that you hang on the bulletin [1:04] board so Jen um putting all that [1:06] together what is our if we would have a [1:08] sort of a standard uh uh three uh [1:13] options what do we typically use as our [1:15] three other recruitment sources uh most [1:18] of the time it would be um the [1:21] newspapers the newspapers website when [1:24] it's posted there in conjunction with [1:25] the um the the physical print ad um a [1:29] local newspaper and employer website [1:32] those are the ones that I see more most [1:34] often yeah I mean because our goal here [1:36] of course is to meet the requirements [1:38] number one but also do so as [1:40] inexpensively as possible keeping in [1:43] mind our goal and our goal is clearly [1:46] not to find a qualified and interested [1:48] us worker and you know that in a sense [1:52] that sounds funny uh but it's what we're [1:54] trying to do here [1:58] [Music] [2:03] we're we are complying with the law [2:05] fully uh but our objective is to get [2:08] this person a green card and to get [2:09] through the labor certification process [2:11] so certainly we are not going to try to [2:13] find the place where the applicants are [2:16] going to be the most numerous we're [2:18] going to try to find a place where again [2:20] we're complying with the law and hoping [2:22] and likely not to find Qualified and [2:25] interested worker applicants so that's [2:27] the process that we will go through with [2:29] you from the beginning on where Jen or [2:32] Jen or somebody else on our team will go [2:35] over with you what three options are we [2:37] going to select okay we've selected the [2:40] options and now we get resumés back [2:43] there's a 30-day window as I mentioned [2:45] where people can apply and during that [2:48] period of time the employer underline [2:51] the employer is required to review those [2:54] resumés unfortunately although we can [2:57] help it is the employer's responsibility [3:00] to go through these resumes so Jen [3:02] Barton since you do this a lot what [3:04] exactly is the employer's [3:07] obligation the employer is obligated to [3:09] review all the resumés that are received [3:11] in response to all the ads the internal [3:13] postings the online listings and what we [3:16] do is we provide a chart the chart has [3:18] all of the stated minimum requirements [3:20] that we shown to the Department of Labor [3:22] that's what we're going to require for [3:23] the position we have everybody check off [3:26] show what what qualifications the client [3:29] or the employee does have or doesn't [3:32] have the applicant has or doesn't have [3:34] and whether they're interested or not [3:35] interested in the position what we be [3:38] mean by if they're interested if they [3:39] don't like the salary if they don't like [3:41] the work location they're not interested [3:43] or if they just don't like the job [3:44] itself they're not interested um those [3:46] are ways we can disqualify them get them [3:48] out of the market and focus on the ones [3:50] who might be more qualified if it gets [3:52] to the point where they somebody's [3:54] looking like they're very qualified we [3:55] ask them to have the manager of that [3:58] specific position step in and go over [4:00] the qualifications with them if [4:01] necessary schedule an interview go [4:03] through the whole process to find a a [4:06] legal basis to disqualify them for this [4:09] particular position in most cases that [4:12] doesn't seem to be a [4:13] problem so J I have a question for you [4:16] I'm the HR person and I get all these [4:18] resumés I get 50 resumés my God this is [4:22] the last thing I want to do is interview [4:24] these 50 people does the law require [4:27] that I actually interview each and every [4:29] candidate [4:30] you don't have to interview each and [4:31] every candidate if you can tell by the [4:33] face of the resume that they are clearly [4:35] not qualified you can eliminate them [4:40] [Music]