Preparing for Your Immigrant U.S. Interview in 2025

As an employer sponsoring foreign talent for a U.S. green card, your support doesn’t stop once the I-140 is approved. A successful consular interview is the final—and often most personal—step in securing lawful permanent residence for your employee and their dependents. Preparing your sponsored employees for this stage is essential to avoid delays, denials, or complications that can disrupt business operations.

This guide outlines what your HR or legal team should know—and communicate—to employees undergoing the consular immigrant visa interview process in 2025.

Step 1: Medical Examination (Mandatory)

Each beneficiary and dependent attending the visa interview must undergo a mandatory medical exam by a physician approved by the U.S. consulate or embassy. Processing times for exam results can take up to 96 hours, and availability may be limited—especially in high-volume regions.

Employer Tip: Share the official list of authorized panel physicians and recommend scheduling the exam at least one week before the interview.

Note: Medical exam requirements vary by country. Encourage employees to confirm consulate-specific instructions through the U.S. Embassy/Consulate website where their interview will take place.

Step 2: Gather Required Documents

Provide your employees with a comprehensive checklist of documents needed for the interview:

Form DS-260 Confirmation Page
Interview Appointment Letter
Medical Exam Results (sealed envelope from panel physician)
Valid Passport (must be valid at least 6 months beyond intended U.S. entry)
Photographs (two recent U.S. passport-size photos for each applicant)
Supporting Evidence (employment letter, financial documents, etc.)
Certified Translations of any documents not in English

Employer Tip: Your immigration counsel should review and organize supporting documents in advance. Be sure to provide an updated job offer letter with salary and job duties consistent with the original petition.

Step 3: Confirm Who Must Attend

Ensure your employee understands who needs to be present at the interview:

Principal Applicant (Employee) – Must attend
Spouse and Unmarried Children (14 and older) – Typically required to attend
Children under 14 – May not be required, depending on the consulate

Important: If dependents are not immigrating at the same time, they will need to schedule separate interviews. Help coordinate these appointments early to avoid family separation or travel delays.

Step 4: What If the Interview Needs to Be Rescheduled?

Life happens—medical emergencies, travel issues, or documentation delays. If your employee cannot attend their interview:

Act Immediately: They must notify the U.S. Embassy or Consulate as soon as possible. Missing an interview without notice can result in case termination or forfeiture of filing fees.

Coordinate with Counsel: Work with your immigration attorney to help reschedule and preserve the case.

What Happens During the Visa Interview

1. Swearing an Oath

Applicants must swear to tell the truth before the interview begins. Remind employees that dishonesty—even if unintentional—can lead to serious consequences, including denial of the visa and permanent bars to U.S. immigration benefits.

2. Sample Interview Questions

Consular officers assess both the eligibility of the applicant and the authenticity of the petition. Common areas of inquiry include:

Biographical Info – Birthplace, address, family history
Marital Status – Spouse’s background, how they met
Visa History – Prior applications, overstays, or violations
Intentions in the U.S. – Compliance with U.S. laws, understanding of permanent residency

Employer Tip: Conduct a mock interview or provide a list of common questions to help employees prepare.

After the Interview

If Approved:

The employee will receive instructions for passport and visa delivery (via mail or pickup).
Final fees (if any) must be paid before travel.
Once they enter the U.S., they’ll receive their green card by mail at their U.S. address.

If Denied:

The officer will explain the reason for the denial. Common reasons include missing documents, prior immigration issues, or concerns about intent.
In some cases, the officer may request additional evidence. It’s critical that your legal team assists the employee in responding quickly and accurately.

Final Note for Employers

Your support during this phase is critical. Preparing your employee for their visa interview doesn’t just reduce stress—it ensures your investment in talent acquisition and immigration strategy pays off.

If your team needs help coordinating interview prep, document review, or communicating with consulates, our immigration attorneys are ready to partner with you. Book a call today.