Recruitment

Definition of Recruitment
Recruitment is the process of finding and attracting capable applicants for employment.

Sources of US Recruitment
 Internet(job Portals, Groups, Social media )
 Consultancies, Staffing Agencies

Job Specification Details

The following details are mandatory in any requirement

  Location
  Duration
  Rate
  Primary and Secondary skills
  Start Date and End Date
  Job description
  Roles and responsibilities
  Client
Details to be collected from the Consultant/Candidate
The following information has to be collected from the consultant / candidate.

  Availability (Notice Period)

  Rate
  Willing to Relocate
  Visa Status
  Contact Number
  H1B Company
  H1B Contact person
  H1B contact Number
  H1B Email ID
  H1B Website
  H1B Address
How to Identify the Fake CV
Fake CV’s can be identified in the following two major ways
 Official Email ID
 References from the current company Preferably whites i.e. (Caucasians and Project managers)
 Checking their education - Year passing
 Checking their DOB

VISAS
What Is Visa?

Visa is an entry clearance certificate that is placed in a travel or passport document, which gives
you permission to enter into applied country.

Types of VISAS
Visas are mainly classified into two major categories

  Immigrant Visa
  Non immigrant Visa

Immigrant VISA
 Immigrant Visa are for people who intend to live permanently in US.
Types of Immigrant Visa
GC (Green Card): An official document issued by the US Government to alliance allowing them
to work permanently in US.

Non-immigrant VISA
Non immigrant Visa's are for those people with permanent residence outside US but wish
to be in

US for a temporary basis- for tourism, medical treatment, business, temporary work or study.

Types of Non- Immigrant VISA

 H1B- Work permit: This is a work permit under the US immigration in which aliens can enter
USfor three years if they work in a specialized field and their employers cannot fill the position
locally. The three years can also be extended to six years. Programmers and other technicians in
the computer field enter the US under this status.
 H4- Dependent

 B1/B2- Business/Tourist VISA: Business travelers can enter US using this VISA.

 J1: Basically provided for someone from home country to US for training which should be
useful to the home country.
 L1/L2- Intra Company Transfer/ dependent VISA: L1 is a Non-Immigrant VISA which allows
companies operating both in US and abroad to transfer certain class of employees from its
foreign operations to US operations for Seven years. The employee must have worked for a
subsidiary or parent company of your US Company outside of the US for at least one year out of
the last three years.

Tax Terms in US Recruitment

Tax terms in US are classified into two categories. They are
 1099
 W2
1099: When a person is paid in the form of 1099, all money earned by the individual is paid on
an untaxed basis. It is then the responsibility of the individual to file and pay the appropriate
taxes.
W2: when a person is paid in the form of W2, the employer automatically withholds and pays
all of thenecessary taxes as required. These taxes include Federal income Tax, State income Tax,
Social securityand Medicare Tax.

Job Nature in the US Market

There are two major types of placements in the US market.

 Permanent (Full Time) Placement
 Temporary( Contract) Placement

Permanent Placement: The company hires person on permanent (Long term) basis. Company
has to provide salary, all kinds of placements.

Temporary (Contract) Placement: The term contracting refers to a situation in which a person

works for a company who is not his/her employer of record. Contracting is also referred as
contingent staffing and also just in time staffing. A contract placement can happen in a matter
of hours or a couple of days.

Contract placement is little different from permanent placement. The major difference between
both of them is the duration or the time.

Why Companies use contractors

Companies are using more and more contractors for many reasons. Major reasons are

  Staffing Flexibility
  Get around budget constraints
  Need to keep the permanent Headcount down
  No hassles at the end of assignment
  Hire for a specific purpose or project
  Immediate Availability
  Try before you buy
  Lower costs
  Avoid office politics

Why Candidates work on Contract

In today's competitive world contracting has become more and more prevalent among
candidates.

Common reasons why candidate wants to work on contracting are

  More Money- Earns 30% more

  Receive the same statutory benefits
  Evaluate the company before accepting permanent position
   Enhance resume
  Opportunity to travel
  Flexibility in Life Style
  Variety in work scope and environment.

Websites for US recruitment

The websites that are mainly used for US recruitment are

  Job Diva
  Dice. COM
  Techfetch.com
  Monster. COM

Closure
 After sourcing the resume and discussing it with the consultant, the recruiter can go ahead and
ge his resume submitted to the Client.
 Once the resume is short listed, arrange for the interview with the client and if he is appointed
then that adds up to a closure and the recruiter makes an incentive of it.

Vendor Management

Vendors,

  Also referred as “ Third Party”

  Maintains a good pool of Human Resource
  Understands client’s line of business and attends to their HR needs proactively.
  Delivers solutions within defined budget and time frame.

Criteria for Choosing a Vendor

  Industry knowledge and contacts

  Experience in recruitment and Training
  Total number of years in Business
  Established clientele
  Average turnaround time to successfully identify appropriate candidates.

How to Identify a Reputable vendor

  Trustworthy and respectable

  Follows ethical business Practices
  Never say “ No” attitude
  Years in Business
  Experience in dealing with commercial and government clients
   Nationwide reach.
  One who keeps track of the available Candidates and HOT requirements in the market
Recruitment Process

Recruitment Process starts when a client has a job position and need to fill that position.

Requirements

Source of requirement: we get requirements from Business Development team, Direct Sales
team, Preferred Vendors.

Types of Requirement

Contract: Contract position come for fixed timeframe or contract plus extension. Anyone can
work on

contract positions irrespective of their work authorization.

Contract to Hire: CTH Position will be initially for fixed timeframe and once that time frame is
over the client offers consultant a permanent position. Only US Citizens, Green Card Holder, TN
Visa Holder are eligible for Fulltime position unless client is ready to process the H1B.

Fulltime Permanent: Fulltime positions are direct hire positions. Only US Citizens, Green Card
Holder,

TN Visa Holder are eligible for Fulltime position unless client is ready to process the H1B.

Understanding the requirement: Understanding the requirement contributes the most to our

success in sourcing the accurate resume.  
Sourcing

Job boards: Job Boards are used for both resume searching and requirement posting. Job
boards mainly helps us in sourcing resumes for CTH and Fulltime positions apart from contract
jobs. (We have accounts with Dice, Monster and Career Builder). There are few other free job
boards like Corp2Corp.com, nextjob.us etc.

Vendors/Suppliers: These are the companies who market their own W2’s most of the time. We
usually mass mail these vendors with the requirement and they in turn will reply with resumes
of their consultants.

Internal Database: All the resumes we get from job boards search, vendors, and other sources
will form our internal database for future reference.

References: When we speak to a consultant about a particular requirement and if they are not
interested in that position; on request they will provide the references of their
friend/colleagues for the same position.

Google/Yahoo Groups: Entire world has access to these groups so our chances of getting a
resume will be high. We should identify technology specific groups or location specific groups
and register with those groups and then we can send our requirement.

Technology Forums: Technology forum is the place where consultants will answer each other
queries. We should register and can send requirement, if interested they will reply back.

Networking Websites: Networking websites like LinkedIn are also possible source of recruiting
References, Tech Forums, Networking websites are a very good source of finding passive
candidates

Screening

Resume Screening: At this time you should compare the resume with the requirement and
check whether all the required skills are present in the resume or not. If the consultant worked
on one particular skill which is a must have for the requirement and failed to mention then we
should ask him to update.

Telephonic Screening: We should give a brief of the job description; required skills etc… and
check with him on the same. While talking to him you should evaluate him on his
communication skill, relevant experience, confidence level, willingness to take the position.

Technical Evaluation: Should technically evaluate them by asking technical question. We can

get lot of interview question form web.

Submission

Rate Negotiation: The Need of rate negotiation comes in to picture when we have less rate cap
from the client, when we have to maintain minimum/good margin for the our company and
when we have to give them the rate they actually deserve (rate justification)

Formatting: Formatting meaning maintaining uniformity in font, its size, etc… Should put
company Logo on the Header. We use Verdana 10 as standard font and size.

Consultant Details: We collect the following details from consultants

 Full Name:
 Current Location:
 Relocation:
 Availability:
  Contact Numbers:
 Email:
 SSN (last 4 digits)
 Date of Birth:
 2 Professional References:
 Interview

Telephonic Interview: Most of the companies will ask for Telephonic interview as screening and
take a decision or may also call for Face to Face to take final decision.

In person interview: Few companies call directly (without telephonic screening) for Face to
Face interview which will be first and final round.

Interview over the Bridge: We should encourage interview over the bridge if possible. By doing
so we will get to know interview questions

Offer

If the client likes the consultant and wants him on board then client will release the Purchase
Order. We in turn will have to prepare Vendor’s Master Services Agreement or Contractor’s