When you are scoping a pool of candidates for people who you can hire to support the initiatives of your organization in South Carolina, chances are you have a specific type of professional in mind. Depending on the types of responsibilities that will be required for the positions you are hiring for, you will judge candidates based on their experience, education, skillset and strongest competencies.
If you are considering hiring an undocumented worker, there are some things that you should be aware of. According to the Society for Human Resource Management, while there are undoubtedly situations where you may be oblivious to a candidate’s past and immigration status, this type of general information is usually pretty straightforward and red flags can be detected relatively quickly. For example, if the Social Security Administration informs you that someone you are considering for hire is using a social security number that does not coordinate with that individual’s identity, that could be an instant indication that you should take immediate action.
Your decision to hide the fact that you have hired an undocumented immigrant by falsifying documents or classifying his or her employment under something it is not are both surefire ways to put yourself in hot water. The consequences for this kind of behavior could range from needing to pay a fine to being required to serve time in jail. At the very least, your involvement in harboring an alien could tarnish the reputation of your company.
There is not a problem with being forthright in learning about the immigration status of candidates you are considering for your company. These critical moves could save you a lot of preventable stress and legal trouble that often results from hiring someone who is not a legal immigrant. The information in this article is intended for educational purposes only and should not be taken as legal advice.
