If you run a business in fast food, hospitality or warehousing, you have probably posted “Help Wanted” signs everywhere but hardly anyone showing up. Even after a new hire, there is that familiar churn – people quit after a few weeks and you are right back at square one. The national labor shortage is not new, but traditional staffing solutions, such as job boards and temp agencies, are no longer effective in addressing it.

Recent data shows there are 8.5 million job openings in the U.S. and only 6.5 million unemployed workers. Even if every unemployed person found a job, millions of roles would still go unfilled. There are simply more jobs available than there are people to fill them.

For businesses tired of short-term fixes and constant hiring headaches, it is time to think differently. The EB-3 visa program offers a long-term staffing solution especially for employers facing chronic entry-level labor shortages. It is a staffing strategy that is not just about filling seats but building a reliable workforce for the future.

Why Employers Are Struggling to Find and Keep Entry-Level Workers

The struggle to find and keep reliable entry-level workers is at an all-time high. In May, there were 1.6 million people classified as marginally attached to the labor force and that number stayed about the same. These individuals wanted a job and were available to work but they had not looked for work in the four weeks before the survey even though they had searched sometime in the past year.

Their situation has not changed much compared to previous months. Burnout is another huge factor. More than half of employers surveyed cited applicant reliability and burnout as top challenges in entry-level hiring. With wage pressure rising and job seekers looking for more flexible or remote roles, essential in-person jobs, like food prep, cleaning or warehouse sorting, get left behind.

The results show that 77% of respondents have experienced employee burnout in their current position, and over half report having gone through burnout on more than one occasion.

What Traditional Staffing Solutions Miss

With turnover so high, it is tempting to rely on quick fixes—temp agencies, overtime or big signing bonuses. On paper, these seem like simple staffing solutions for the entry-level labor shortage. In reality, they are more like expensive Band-Aids.

Temp staffing, for example, leads to more churn. The average temp worker in warehousing or fast food lasts just 2.5 months. This means constant retraining and more lost productivity. Overtime burns out your best staff and even hefty bonuses rarely inspire long-term loyalty.

The EB-3 Visa as a Long-Term Staffing Solution

The EB-3 visa is not about short-term coverage but a long-term and full-time staffing solution designed for roles with year-round demand. Instead of cycling through temp hires, the EB-3 lets you hire workers who come to the U.S. intending to stay.

​​Job openings have declined steadily each month since the beginning of 2025 as the labor market has cooled and uncertainty in the economy has grown. In April, though, job openings rose by 191,000 and the number of unemployed people for every available job dropped a little even though the official ratio stayed at one.

Looking more closely, there were 225,000 more job openings than unemployed people in April. This means the actual ratio of unemployed workers to job openings was just below one. That is a world of difference from the revolving door of local temp agencies.

These roles are perfect for entry-level jobs that always seem to be short-staffed:

• Fast food crew and kitchen staff
  
• Hotel housekeeping teams
  
• Warehouse sorters and pickers
  
• Food production line workers
  
• Personal care aides and long-term care staff

Employment for food and beverage serving and related workers is expected to grow by 5 percent from 2023 to 2033. This is about the same pace as the average for all jobs.

Each year, there will be an average of around 1,172,600 job openings in these roles over the next decade. Most of these openings will come from the need to replace workers who move to different careers or leave the workforce.

Employment for hand laborers and material movers is expected to increase by 4 percent between 2023 and 2033. This is similar to the average growth rate for all occupations.

On average, there will be about 1,059,000 job openings in these positions each year over the next decade. Much of this demand will come from replacing workers who either change careers or leave the workforce including those who retire.

With EB-3, you are investing in stability, not just another round of job postings. That is why it is quickly becoming a core staffing strategy for forward-thinking companies.

Why EB-3 Workers Are a Good Fit

What makes EB-3 candidates different from local applicants? For one, they are highly motivated. International applicants commit months, sometimes years, to interviews, document preparation and financial planning before ever arriving in the U.S.

This filters out “maybe” candidates and leaves only those who are serious about the opportunity. Studies show that EB-3 visa holders have a 90% retention rate in their first year, compared to locally hired level workers, and employers also report fewer no-shows and better on-the-job reliability. That translates directly to lower turnover, less management stress and a more consistent customer experience.

Building a Smart Staffing Strategy with EB-3

Adding EB-3 recruitment to your staffing strategy does not have to be complicated. Many employers find that doing one round of EB-3 hiring per year builds a steady pipeline of committed workers who arrive ready to work.

Compare that to the churn of hiring locally every few months constantly interviewing, retraining and losing staff to competitors. Over time, you can maintain a rolling influx of new team members who stay for the long haul.

The costs are surprisingly manageable. Most employers pay only attorney, advertising and petition fees while the applicant covers most of the immigration process. This model makes EB-3 a budget-friendly option compared to temp staffing where agencies charge high markups and offer no guarantee of retention.

EB-3 vs. Temp Staffing – A Simple ROI Comparison

Temp workers in food service or warehousing often do not stay long. You end up hiring and training new people again and again which adds to your costs and creates extra work for managers. This constant cycle can drain your resources and distract you from focusing on bigger business goals and supervisors spend less time on operations and more time filling gaps in the schedule.

EB-3 workers commit to staying for at least a year and many stay even longer. This brings more stability to your team and helps lower expenses related to hiring and training. With a more dependable workforce, managers are able to plan ahead and keep operations running smoothly. 

The daily workload becomes easier to manage when you know your team will be there month after month. It also makes it easier to build trust and a sense of teamwork among your staff. 

There is another important benefit as well. When staff remain, teams become stronger and daily work goes more smoothly. People learn each other’s strengths and communicate better, which can boost both morale and productivity.

Customers notice the difference and your business becomes better prepared for long-term success. They appreciate seeing familiar faces and experiencing more consistent service. Over time, a steady team can lead to higher customer satisfaction and a better reputation in the community.

Real-World Example: How an EB-3 Staffing Strategy Works

Imagine you run a regional chain of quick-service restaurants. Before the pandemic, there were always enough walk-in applicants to keep up with your staffing needs. Now, even after raising wages and offering referral bonuses, keeping every shift covered has become a real challenge.

To solve this, you decide to make EB-3 recruitment part of your annual hiring strategy. Each year, you bring in 15 new team members through the program. Over time, you begin to see positive changes across your locations.

After 18 months, employee turnover is down and managers are spending far less time on training. Guest complaints have dropped, and team members feel more connected and motivated. Instead of scrambling to fill open shifts, you are building a dependable workforce and watching your business grow again.

Frequently Asked Questions About EB-3 Staffing Solutions

Q: How do I know if I am eligible for the EB-3 program?
A: Most U.S. employers offering full-time, non-seasonal, year-round positions can qualify. For more details, check out How Do I Know If I’m Eligible for the EB-3 Program?

Q: What kinds of jobs are available under the EB-3 visa?
A: Nearly all entry-level roles in food service, hospitality, warehousing, long-term care and light manufacturing are eligible. See the full EB-3 Jobs List.

Q: How long does the EB-3 process take?
A: The process can take 12–24 months, depending on demand and USCIS processing times. Learn more here: How Long Does the EB-3 Visa Process Take?

The Bottom Line: EB-3 Is a Staffing Solution That Works

Entry-level labor shortages are not going away anytime soon. Short-term fixes like temp agencies and signing bonuses are not enough to solve the deeper issues facing U.S. employers.

The EB-3 visa offers a proven, long-term staffing strategy that brings stability, predictability and real cost savings. For companies serious about workforce planning and not just plugging holes. EB-3 is becoming a key part of the staffing solutions playbook for 2025 and beyond.

If your business is ready to reduce turnover, save money and build a reliable team, now is the time to explore EB-3 staffing. Learn more about what jobs qualify and how you can add EB-3 to your workforce strategy.