R.P.O. INSIGHT: CAREER IN RECRUITING

US STAFFING PROCESS AT A GLANCE

EDITED AND COMPILED BY TANMOY SAHA

“Time spent on hiring, is time well spent. You’re not just recruiting employees, but are sowing the seeds of your reputation.”

[ Staffing Process - Steps involved in Staffing ] A Hand Book for recruiter including Manpower requirements ; Recruitment; Selection; Orientation and Placement; Training and Development; Remuneration; Performance Evaluation; Promotion and transfer, VISA Types, TAX types - all at a glance

US STAFFING PROCESS AT A GLANCE 2

INDEX:

ABOUT USA AND ITS TIME ZONE: 3

USA STATE, TERRITORY, DISTRICT ABBREVIATION AND CAPITAL: 4

RPO AND I.T. RECRUITMENT PROCESS AT A GLANCE: 6

CONCEPTS OF RECRUITMENT: 8

WORK VISA TYPES: 8

RECRUITMENT LIFE CYCLE: 13

DETAILS OF RECRUITMENT PROCESS IN US STAFFING INDUSTRY: 15

RESUME SEARCH IN JOB BOARD: 16

BOOLEAN SEARCH IN JOB BOARD: 16

US TAX TERMS: 17

CONCEPTS OF PER DIEM: 18

SCREENING CANDIDATE OVER THE PHONE: 19

RAPPORT BUILDING AND NEGOTIATION SKILLS: 19

RED FLAGS WHILE SCREENING A CANDIDATE: 21

JOB BOARDS AND A.T.S.: 22

BOOLEAN SEARCH CRITERIA WITH EXAMPLES: 24

IDENTIFY A “FAKE CANDIDATE”: 24

RECRUITER’S HANDBOOK: 26

SAMPLE FORMAT OF JOB REQUIREMENT: 26

SAMPLE RATE CONFIRMATION EMAIL: 27

SAMPLE INTERVIEW QUESTION TO JUDGE A CANDIDATE: 27

TECHNOLOGY HELP FOR RECRUITER: 28

SAMPLE INTERVIEW QUESTION FOR TEST SERIES (RECRUITER PROFILE): 29

SAMPLE EMAIL AND INTRODUCTORY SCRIPT: 30

FORTUNE 500 COMPANIES (2016): 31

HANDFULL TIER – I VENDOR LIST: 31

“When hiring key employees, there are only two qualities to look for: judgment and taste. Almost everything else can be bought by the

yard.”

- John W. Gardner

US STAFFING PROCESS AT A GLANCE 3

ABOUT USA:

The United States of America (USA), commonly referred to as the United States (U.S.) or America, is a federal republic composed of 50 states,

a federal district, five major self-governing territories, and various possessions.[fn 1] The 48 contiguous states and federal district are in

central North America between Canada and Mexico, with the state of Alaska in the northwestern part of North America and the state of

Hawaii comprising an archipelago in the mid-Pacific.

It is so vast that it has to follow 6 time zones, namely EST/EDT, CDT/CST, MST/MDT, PST/PDT, Alaska and Hawaii Time zone

Hawaii Time Alaska Time Pacific Time

Tuesday 9/13/2016 10:08 AM

HST

Tuesday 9/13/2016 12:08 PM

AKDT

Tuesday 9/13/2016

1:08 PM PDT

Mountain Time Central Time Eastern Time

Tuesday 9/13/2016

2:08 PM MDT

Tuesday 9/13/2016

3:08 PM CDT

Tuesday 9/13/2016

4:08 PM EDT

US STAFFING PROCESS AT A GLANCE 4

Concept of Day Light Saving:

• The concept of Daylight Saving Time is the practice of advancing of clocks so that evenings have more daylight and mornings have

less. In this, typically clocks are adjusted one hour forward at the start of spring and are adjusted one hour backwards near the

start of autumn.

• Normally in US, the daylight saving is applied or starts at the last week of February and ends at the end of last week of October

following Halloween’s day.

US State Abbreviations - State Capitals - State Links

US States, Capitals, and Government Links

State Standard

Abbreviation Postal Capital City

Alabama Ala. AL Montgomery

Alaska Alaska AK Juneau

Arizona Ariz. AZ Phoenix

Arkansas Ark. AR Little Rock

California Calif. CA Sacramento

Colorado Colo. CO Denver

Connecticut Conn. CT Hartford

Delaware Del. DE Dover

Florida Fla. FL Tallahassee

Georgia Ga. GA Atlanta

Hawaii Hawaii HI Honolulu

Idaho Idaho ID Boise

Illinois Ill. IL Springfield

Indiana Ind. IN Indianapolis

Iowa Iowa IA Des Moines

Kansas Kans. KS Topeka

Kentucky Ky. KY Frankfort

Louisiana La. LA Baton Rouge

Maine Maine ME Augusta

Maryland Md. MD Annapolis

Massachusetts Mass. MA Boston

Michigan Mich. MI Lansing

Minnesota Minn. MN St. Paul

Mississippi Miss. MS Jackson

US STAFFING PROCESS AT A GLANCE 5

Missouri Mo. MO Jefferson City

Montana Mont. MT Helena

Nebraska Nebr. NE Lincoln

Nevada Nev. NV Carson City

New Hampshire N.H. NH Concord

New Jersey N.J. NJ Trenton

New Mexico N.M. NM Santa Fe

New York N.Y. NY Albany

North Carolina N.C. NC Raleigh

North Dakota N.D. ND Bismarck

Ohio Ohio OH Columbus

Oklahoma Okla. OK Oklahoma City

Oregon Ore. OR Salem

Pennsylvania Pa. PA Harrisburg

Rhode Island R.I. RI Providence

South Carolina S.C. SC Columbia

South Dakota S.D. SD Pierre

Tennessee Tenn. TN Nashville

Texas Tex. TX Austin

Utah Utah UT Salt Lake City

Vermont Vt. VT Montpelier

Virginia Va. VA Richmond

Washington Wash. WA Olympia

West Virginia W.Va. WV Charleston

Wisconsin Wis. WI Madison

US STAFFING PROCESS AT A GLANCE 6

Wyoming Wyo. WY Cheyenne

• US District, Territory, and Possession Abbreviations and Capitals

US Districts, Territories, and Possessions

Subdivision Standard

Abbreviation Postal Capital City

American Samoa n/a AS Pago Pago

District of Columbia D.C. DC Washington

Federated States of Micronesia FSM FM Palikir

Guam Guam GU Hagatna

Marshall Islands n/a MH Majuro

Northern Mariana Islands n/a MP Saipan

Palau Palau PW Koror

Puerto Rico P.R. PR San Juan

Virgin Islands V.I. VI Charlotte Amalie

Complete IT Recruitment Process: (AT A GLANCE)

BEFORE GOING INTO DETAILS WE NEED TO KNOW WAT INDUSTRY WE FALL AND WHY WE SHOULD CONTINUE DOING THE SAME.

We fall into RPO which is Recruitment Process Outsourcing, which a proven success business modules across the industries in all

demographic variations.

WHAT IS RPO?

First, you should understand the industry standard definition of RPO:

“Recruitment Process Outsourcing is a form of business process outsourcing (BPO) where an employer transfers all or part of its recruitment

processes to an external service provider. An RPO provider can provide its own or may assume the company's staff, technology,

methodologies and reporting. In all cases, RPO differs greatly from providers such as staffing companies and contingent/retained search

providers in that it assumes ownership of the design and management of the recruitment process and the responsibility of results.”

The Recruitment Process Outsourcing Association (RPOA) defines RPO as “a form of business process outsourcing where an employer

transfers all or part of its recruitment processes to an external provider. Recruitment Process Outsourcing providers can manage the entire

recruiting/hiring process, or can manage one or two aspects of the process, essentially serving as an extension of the company’s human

resources department”. This definition illustrates that RPO services are not outsourcing in the traditional sense, as working with an RPO

provider is much more consultative and customizable than normal recruiting.

In an easy way we can explain the business of RPO as a partnership between a company with recruiting needs (RPO buyer) and a company

with recruiting services (RPO provider) in which the RPO buyer’s brand is being promoted instead of the provider’s.

The following diagram explains it all in one place:

US STAFFING PROCESS AT A GLANCE 7

The whole USA recruitment industry is divided into 3 processes. It is explained in the following diagrams:

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RECRUITMENTPROCESS CONCEPTS OF RECRUITMENT: What is Recruitment?

• Recruitment is the process of finding and attracting capable applicants for employment. • In other words recruitment is about finding the right talent, for the right job at the right time.

What is US Staffing?

• US Staffing is a Talent Acquisition Industry which brings together HR Departments of the Clients, the VMS and the managers of staffing companies to hire the best talent for the vacant jobs in shortest possible time.

What are the Key Participants in US Staffing?

• Following are the people who play major role in US Staffing industry. Client Account Manager or Delivery Manager (Onshore Coordinators of Staffing Agency) Candidate VMS We, the Recruiters!!!

BEFORE GOING INTO RECRUITMENT PROCESS WE NEED TO LOOK AT THE TYPES OF VISA AND PEOPLE WE WILL BE WORKING WITH, SO HERE IT GOES: WORK VISA TYPES:

• Visa is an entry clearance certificate that is placed in a travel or passport document, which gives us permission to enter into an

applied country.

• In US, there are two categories of Visa which exist.

Immigrant Visa

Non Immigrant Visa

US STAFFING PROCESS AT A GLANCE 9

Immigrant Visa - It is for those people who intend to live permanently in USA

Types of Immigrant Visa:

US CITIZEN: By Birth or By Naturalization

GC: Green Card (by naturalization)- Green Card (GC) – An official document issued by US Government to alliance allowing them to work

permanently in US.

Permanent Resident – An allocation of residency to the incoming immigrants done on the random basis other than the Green Card allocation

Others are called Aliens, or Non-Immigrants Visas

Different Immigrant Visa Types:

There are several visas that a foreign national may apply for to be lawfully admitted into the United States, either temporarily or permanently. A few of the commonly utilized visa categories are outlined below. This information is meant as an overview and is not in any way a detailed analysis of United States immigration law.

Purpose of Travel to U.S. and Nonimmigrant Visas Visa Type

Athletes, amateur and professional (competing for prize money only) B-1

Athletes, artists, entertainers P

Australian worker - professional specialty E-3

Border Crossing Card: Mexico BCC

Business visitors B-1

Crewmembers (serving aboard a sea vessel or aircraft in the U.S.) D

Diplomats and foreign government officials A

Domestic employees or nannies (must be accompanying a foreign national employer) B-1

Employees of a designated international organization, and NATO G1-G5, NATO

Exchange visitors J

Exchange visitors - au pairs J-1

Exchange visitors - children (under age 21) or spouse of a J-1 holder J-2

Exchange visitors - professors, scholars, teachers J-1

Exchange visitors - international cultural J, Q

Fiancé(e) K-1

Foreign military personnel stationed in the U.S. A-2, NATO1-6

Foreign nationals with extraordinary ability in sciences, arts, education, business or athletics O-1

Free Trade Agreement (FTA) professionals: Chile H-1B1

Free Trade Agreement (FTA) professionals: Singapore H-1B1

US STAFFING PROCESS AT A GLANCE 10

Purpose of Travel to U.S. and Nonimmigrant Visas Visa Type

Information media representative (media, journalists) I

Intra-company transferees L

Medical treatment, visitors for B-2

NAFTA professional workers: Mexico, Canada TN/TD

Nurses traveling to areas short of health care professionals H-1C

Physicians J1

Religious workers R

Specialty occupations in fields requiring highly specialized knowledge H-1B

Students - academic and language students F-1

Student dependents - dependent of an F-1 holder F-2

Students - vocational M-1

Student dependents - dependent of an M-1 holder M-2

Temporary workers - seasonal agricultural H-2A

Temporary workers - nonagricultural H-2B

Tourism, vacation, pleasure visitors B-2

Training in a program not primarily for employment H-3

Treaty investors E-2

Treaty traders E-1

Transiting the United States C

Victims of human trafficking T-1

Victims of criminal activity U-1

Visa renewals in the U.S. - A, G, and NATO A1-2, G1-4, NATO1-6

Temporary Visas

F-1 and M-1 Student Visas Persons seeking to pursue a full course of study at a school in the United States may be eligible for a visa for the course of their study plus, in some cases, a period for practical training in their field of study.

H-1B Specialty Occupation (Professionals) Visas Professional workers with at least a bachelor's degree (or its equivalent work experience) may be eligible for a non-immigrant visa if their employers can demonstrate that they are to be paid at least the prevailing wage for the position.

J-1 and Q-1 Exchange Visitor Visas Persons coming to the US in an approved exchange program may be eligible for the J-1 Exchange Visitor's visa. J-1 programs often cover students, short-term scholars, business trainees, teachers, professors and research scholars, specialists, international visitors, government visitors, camp counselors and au pairs. In some cases, participation in a J-1 program will be coupled with the requirement that the beneficiary spend at least two years outside of the US before being permitted to switch to a different nonimmigrant visa or to permanent

US STAFFING PROCESS AT A GLANCE 11

residency. We regularly handle the application process for seeking a waiver to the home residency requirement that applies to many J-1 visa holders.

K-1 Fiance(e) Visas A Fiance(e) of a US citizen is eligible for a non-immigrant visa conditioned on the conclusion of the marriage within 90 days.

L-1 Intracompany Transfer Visas L-1 visas are available to executives, managers and specialized knowledge employees transferring to their employer's U.S. affiliate. Executives and managers holding L-1 visas may be eligible for permanent residency without the need to a labor certification.

Permanent Residency Visas ("Green Cards")

Family Sponsored Immigration Visas U.S. citizens may petition for spouses, parents, children and siblings. Permanent residents may petition for spouses and children.

Employer-Sponsored Immigrant Visas:

EB-1 Foreign Nationals of Extraordinary Ability, Outstanding Professors and Researchers and Multinational Executives and Managers Individuals in this category can petition for permanent residency without having to go through the time consuming labor certification process.

EB-2 Workers with Advanced Degrees or Exceptional Ability in the Sciences, Arts or Business Visa holders in this category normally must have a job offer and the potential employer must complete the labor certification process. The labor certification involves a testing of the job market to demonstrate that the potential visa holder is not taking a job away from a U.S. worker. In cases where an individual can show that his entry is in the national interest, the job offer and labor certification requirements can be waived.

EB-3 Skilled Workers and Professionals Visa holders in this category normally must have a job offer and the potential employer must complete the labor certification process.

EB-4 Special Immigrant Visas for Religious Workers Ministers of religion are eligible for permanent residency.

EB-5 Investor/Employment Creation Visas Under the 1990 Immigration Act, Congress has set aside up to 10,000 visas per year for alien investors in new commercial enterprises who create employment for ten individuals. There are two groups of investors under the program - those who invest at least $500,000 in "targeted employment areas" (rural areas or areas experiencing unemployment of at least 150% of the national average rate) and those who invest $1,000,000 anywhere else. No fewer than 3,000 of the annual allotment of visas must go to targeted employment areas.

DV-1 Visas (the "Green Card Lottery") 55,000 visas are annually allotted in a random drawing to individuals from nations underrepresented in the total immigrant pool.

Other VISA Status:

Refugee and Asylum Applications Persons with a well-founded fear of persecution on account of race, religion, nationality, membership in a particular social group, or political opinion may be eligible to apply for asylum or refugee status in the U.S.

Temporary Protected Status Granted to individuals from selected countries which the U.S. currently recognizes as unsafe. This Allows individuals to remain in the U.S. for the duration of their status. Subject to a periodic INS review does not lead to a visa.

TN Status Allows certain Mexican and Canadian workers to avoid the visa application process by proceeding directly to a U.S. port of entry and presenting the necessary documents.

A green card, also known as an I-551 form (formerly I-151), entitles you to live and work legally inside the U.S. as a permanent resident. It provides you with proof of name and identity to enable you to apply for a driver's license, take out loans, establish a bank account, etc.

US STAFFING PROCESS AT A GLANCE 12

Travel Limitations and Citizenship: As a green card holder, you may travel outside the U.S. and return as long as you maintain their primary residence in the U.S. If you wish to become a U.S. citizen, you must normally wait at least 5 years from the date you receive your green card, unless you are married to a U.S. citizen. More than six months of travel outside the U.S. may erase the time counted toward your eligibility for citizenship.

Renewal: A green card is renewable after ten years.

H4 – It is granted to the dependents of immigrants who are on H1B work permit. People on this category are not allowed to work in US.

J1 – Basically provided for someone from home country to US for training which should be useful for 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 a period of maximum up to seven years.

The employee must have worked for a subsidiary or parent company of our US company for at least a period of one year out of last three

years.

EAD – Employment Authorization Document

An Employment Authorization Document (EAD) is work permit that authorizes an immigrant to work in US for a period of time, usually one

year.

There are several categories of EAD available:

I485 EAD (Green Card EAD)-They are called GC-EAD

OPT EAD/CPT is also called EAD at times

L2, EAD- given to dependent of L1 Visa holders valid till til expiry of he Primary Visa (L1)

H4, EAD- Either while applying for GC or by application through USCIS

Border Visas

As US shares its borders with two different countries, Canada and Mexico, there are two work permits which allows people from

these countries to work within US.

These are special permits given to the citizens of these countries.

TN 1 Visa (Canada):

TN 2 Visa (Mexico)

Difference Between OPT and CPT

International students on F-1 visa have two options to work in the US. They are: 1.Optional PracticalTraining (OPT) 2.Curricular PracticalTraining (CPT) However, there are some differences between OPT and CPT , which a student on F1 visa must know before getting started. Optional Practical Training (OPT) Vs Curricular Practical Training (CPT)

Optional Practical Training (OPT)

Curricular Practical Training (CPT)

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OPT is a temporary authorization offered to students on F-1 visa to work on their related field for a period of total 12 months.

CPT is a temporary work authorization provided to the students on F-1 visa, which is directly related to their majors for period of total 12 months.

OPT Eligibility Requirement: The students must have been pursuing their course full-time for at least one full academic year.

CPT Eligibility Requirement: If the students complete their full-time CPT for a period of 12 months then they would be no longer eligible for OPT. Besides, the students must have been enrolled full time for at least one academic year.

OPT in order to receive OPT authorization, students do not require any employment or job offer.

CPT: While applying for CPT, students require a job or employment offer.

OPT program has two variants— Pre-completion OPT and Post-completion OPT. Students can pursue OPT while there still on their academics with Pre-completion OPT. And, with Post-completion OPT students can start their OPT after their graduation. CPT is for total 12 months and it can be either full-time or part time.

Students require OPT to work for a total period of 12 months (Pre or Post Completion OPT). Yet, students have an option to extend their OPT for another 17 months with STEM OPT extension; this is only applicable to certain majors.

Having CPT to work, students can be on job for a total period of 12 months. But, students will not have option to work on OPT once they complete their 12 month CPT.

With OPT, students’ employment experience must be related to their majors or field of study and it doesn’t have to be a part of their academic curriculum.

With CPT, students’ employment experience must be directly related to their major or field of study. Plus, it must be a part of students’ curriculum; this implies, students’ employment experience must offer credits in their curriculum.

OPT students can work part-time when University/ college is in term; during vacation students can work full-time.

CPT students can work part-time when University/College is in term; during off-session, students can work full-time.

Students on OPT can work with any employer across the US as long as their OPT jobs are related to their field of study.

Students on CPT can work only with employers those are on Student and Exchange Visitor Information System (SEVIS) and I-20 list.

Steps in Recruiting Life Cycle: (US STAFFING)

• Client • Account Manager • Assignment of Requirement to recruiter • Requirement Understanding • Formulating Search String (Keywords, Boolean Search) • Calling up candidates • Getting updated resume • Checking the Quality of Resume and Matching it to the Requirement • Format the Resume and Submitting the resume to Account Manager • Account Manager consults the candidate for further clarifications, if required. • Resume is submitted to the client. • Client provides feedback / interview request. • Recruiter arranges the interview and confirms it with the client. • Closure (PO/Work Order).

Complete Recruitment Process Flowchart (Diagrammatic Representation)

US STAFFING PROCESS AT A GLANCE 14

THE FULL RECRUITMENT LIFE-CYCLE (Diagrammatic Representation)

Some Key Facts about US Staffing:

• After the great recession of 2009, US Staffing industry has created more jobs than any other industry. • This happened because staffing and recruiting industry is more resilient to any other industry when it comes to economic

expansions and contractions. • The other main reason why staffing business is ever so expanding is because of exponential rise in demand of contractual workers. • The average tenure of an employee within staffing and recruiting industry is around about 24-36 months which is 35 to 40%

higher than the average tenure of an employee within any other sector. • The above statistics are just few pointers which indicate what is in store for people who are willing to make a career in this

industry.

US STAFFING PROCESS AT A GLANCE 15

THINGS TO KEEP IN MIND WHILE IN US RECRUITMENT: TOPIC 1: What is the recruitment process in US STAFFING? TOPIC 2: How to understand the requirement TOPIC 3: How to make a search string and search for resume? TOPIC 4: Boolean Search Strings TOPIC 5: Tax Terms (W2 Contract, W2 Salaried, 1099, C2C or Corp to Corp) TOPIC 6: The Concept of Per Diem TOPIC 7: How to screen a candidate while speaking to him over the phone? TOPIC 8: Establishing Rapport and Negotiating with the Candidate TOPIC 9: Closing the Candidate for a particular requirement TOPIC 10: Red Flags while screening the candidate. TOPIC 11: Job Boards and ATS (Applicant Tracking System)

TOPIC 1: What is the recruitment process in US STAFFING? US Staffing is a Talent Acquisition Industry which brings together HR Departments of the Clients, the VMS and the managers of staffing companies to hire the best talent for the vacant jobs in shortest possible time. Qualities of a “Good” Recruiter:

• Influencing and negotiating • Persistence • Willingness to Excel and Achieve • Judgment and Decision Making • Coach-ability and Openness to Feedback

Day - Day Activity of a Recruiter:

• Picking up the Job (Requirement) • Identifying the Candidates through various job portals and job engines. • Calling Prospective Candidates • Screening them as per the Requirement • Reserving the best match candidates to the given job, and sending them Right to Represent (RTR). • Once RTR is received, preparing the submission of the resume (formatting, preparing summaries). • Submitting the resume to the a/c manager.

The roles and responsibilities of a Recruiter are shown below:

US STAFFING PROCESS AT A GLANCE 16

TOPIC 2: Requirement Understanding:

• To understand the requirement is the key to find the right talent for the right job at the right time. • When looking at the requirement, the recruiter should look for following skills and attributes.

Location. Duration Rate Primary and Secondary Skills Start Date and End Date of Assignment Job Description Roles and Responsibilities Client

TOPIC 3: Searching Resume (JOB PORTAL, PROFESSIONAL AND SCOIAL NETWORKING SITES)

• When Searching for Resume, the recruiter must use either of the following methods to locate a resume. Keyword Search – In this method, the recruiter looks for a particular resume through Job Title, Position Name or Specific

Skill or Function in a Job Board (Monster, Dice, Career Builder). This method is useful particularly for any functional position and low level jobs (Technician, Business Analyst and Project Managers etc.)

Boolean Search

TOPIC 4: Boolean Search

• Boolean searches allow you to combine words and phrases using the words AND, OR AND NOT (otherwise known as Boolean operators) to limit, widen, or define your search. Most Internet search engines and Web directories default to these Boolean search parameters anyway, but a good Web searcher should know how to use basic Boolean operators.

• Examples Using AND Operator, search results are narrowed, as explained below

(Portland) AND (Oregon) Using OR Operator, search results are broadened, as explained below

(Dog) OR (Wolf). Using NOT Operator, search results are narrowed, as explained below

(Manager) NOT (Program) • (TECHNICIAN ) AND (RF ) AND (TES OR TESTING OR SCRIPTING) Within 75 miles of 92101. • (MANAGER ) AND (ANALYSIS OR ANALYST OR ANALYTICS ) AND(DATA ) Within 75 miles of 92101 , BUT NOT = (PROJECT OR

PROGRAM ). • (TECHNICIAN) AND ("TIER 1" OR "TIER I") AND ("MS OFFICE SUITE" OR MS-OUTLOOK) WITHIN 75 MILES OF 92101. • (RF ) AND (DESIGN OR FABRICATE ) AND(MOBILE OR WIRELESS ) Within 75 miles of 92101

Boolean Search on Google to find the Resume

US STAFFING PROCESS AT A GLANCE 17

• Boolean Search can be applied on Google to find the resumes too. As we know that people make their personal profiles and also

post resumes on Internet in large numbers, it is always a good idea to check Google for recruiting purposes too. • The Syntax for finding a resume on Google is

(intitle: Resume OR inURL: Resume OR intitle: CV or inURL: CV) AND (“ Manager” OR “Supervisor”) AND (Test OR Testing OR Test Case OR Test Plans) –jobs –samples –”sample resume” –”Resume writers” (CA OR California)

(intitle: Resume OR inURL: Resume OR intitle: CV or inURL: CV) AND (“ Mobile” OR “Wireless” AND Chips OR “Semiconductors”) AND (Test OR Testing OR Test Case OR Test Plans) –jobs –samples –”sample resume” –”Resume writers” (CA OR California)

TOPIC 5: TAX TERMS:

TAX terms are also referred to as Employment Types

Contract- W2 – Will be working as a contract W-2employee for the company.

Contract to hire -W2 – Will be working as a contract W-2employee for the company with the option to hire.

Full-time– Will be working as a full-time W-2 employee for the company.

Contract- Independent – Will be working as a contract 1099employee for the company.

Contract to Hire - Independent – Will be working as a contract 1099employee for the company with the option to hire.

Contract- Corp-to-Corp – Will be working on contract with or through another corporation.

Contract to Hire - Corp-to-Corp – Will be working on contract with or through another corporation with the option to hire.

EXPLANATION:

Contract - Corp-to-Corp

Definition: Corp-to-Corp the client, a corporation, pays to the business entity of US Citizen or Green Card Holder, which is organized as a

corporation, for the services rendered. In other words any employment where the contact is between two (2) companies is called Corp-to-

Corp.

Corp-to-Corp employment contract can happen in 2 cases.

Case – I: Any U.S. Citizen or any Green Card Holder can incorporate a company. Usually, people register a company to avail the tax benefits or

save tax. This is a complicated set-up process. The person incorporating the company (Company A) can be the sole worker of the company

and can take up employment with another company, a client (Company B). The client(Company B) will make the payment for the services

rendered by the consultant to the corporation that the consultant owns. The consultant can then draw salary from his own company and pay

tax. The client in this case is not liable to pay any tax on behalf of the consultant.

Case – II: This can also happen when a client company hires a consultant with H1B VISA. H1 is works permit VISA for all professionals who

are neither US citizen nor Green card holder. In this case the consultant has an employer in the US,a registered corporation. This company

allows the consultant to work for another company, a client, but the contract is signed between the employer company and the client. The

consultant is a full time employee of his own company but a consultant with the client company.

Payment Terms: In this scenario the client company pays to the consultant’s company directly and does not deduct any tax, as payment of

tax is the liability of the corporation rendering services.

2. Contract – Independent (1099)

Definition: This is actually sole proprietorship concern also called Independent. In other words asole proprietorship is an unincorporated

business that is owned by one individual. It is the simplest form of business organization to start and maintain. The business has no

existence other than the owner. Its liabilities are the owner’s personal liabilities.

Payment Terms: In this scenario(1099) the client company pays directly to the independent contractor and does not withhold any tax.

US STAFFING PROCESS AT A GLANCE 18

3. Contract – W2

Definition: This is the simplest option of all other options. There is no need of book keepingas is the case other options like Corp-to-Corp and

1099. In this case thewages of the contractor are subject to the same tax withholdings as a regularemployee of the client. In such cases the

liability of depositing tax is withthe employing company. The approximate percentage of benefits and taxes isabout 12.5 to 15% percent in

some cases.

Conclusion:

A 1099 employee is in most cases a temporary employee (technically, not even an "employee"). Because they are not permanent, they do

not need to complete a W-4 or have the employer withhold taxes. They are responsible for paying their taxes directly to the IRS. The IRS

requires that the employer report the earnings paid on a form 1099. The IRS would rather put the burden of tax withholding on the

employer and therefore has fairly stringent rules regarding when someone can be considered a 1099 employee.

Corp-to-Corp– Indicates that the employer would prefer to deal directly with anothercorporation. The main reason for this preference is to

avoid some of thepotential liability that might exist in dealing with an independent contractoron a 1099 basis. This would include

corporations dealing directly with othercorporations or corporations dealing with individuals who have incorporated.

A W-2 employee is an employee whose taxes are withheld by the employer and the earnings are reported to the IRS at the year-end via a W-

2. The W-2 employee completes a form W-4 at the beginning of their employment to instruct the employer on how to withhold taxes. This

eliminates any possible issues that may arise with the IRS regarding employment status.

**Important: Keeping in mind the above details we must now understand the contract fees payable under different work authorizations. Lets

assume that the client agrees to pay the contractor $ 60per hour. The chart below explains the final payment and deductions, if any, as

applicable and also shows the net amount that is finally paid to the contractor under each employment authorization type.

Corp-to-Corp

Independent (1099)

W2

Client Deductions Contractor Client Deductions Contractor Client Deductions Contactors

$ 60 Nil $ 60 $ 60 Nil $ 60 $ 60

12.5 to 15% of

$ 60

$ 60 –

deduction

TOPIC 6: Per Diem Concept:

• Per Diem is basically an allowance given to candidate in case the candidate is relocating from his home location to the client site to work for an assignment. For Per Diem to be applicable, following conditions must be fulfilled.

The candidate should own a house / should be renting a house at his home location. (Proof of Ownership / Rent Agreement will be asked at the time of paper work.)

Distance between the location should be 50 miles or more. He should have enough expenses to maintain the two houses. Per Diem will be provided to the candidate for the first year of the contract only. If the contract extends for more than 12

months, Per diem will be stopped after completion of 12th month.

US STAFFING PROCESS AT A GLANCE 19

TOPIC 7: How to screen a candidate while speaking to him over the phone?

• Phone Screening the Candidate is the most critical step in identifying and hiring the candidate for the a given requirement. While hiring the candidate the recruiter generally follows following steps.

Greets the Candidate on opening of the call. Introduces himself and his staffing company. Seeks the permission from candidate to speak about the position. Gives the Details about the position (Title, Location, Client, Duration and nature of job ) and discusses the candidate’s

experience to qualify the resume for the assigned requirement. Negotiate for Pay Rate / Salary Range and Summarizes the details for the call to confirm the candidate’s interest Closes the Call and Sends him a RTR (Right to Represent) mail to reserve the candidate for the assigned position.

TOPIC 8: Establishing Rapport and Negotiating with the Candidate

• After sourcing and screening the candidate, the recruiter can go ahead and get the candidate’s resume submitted to the client. • If the resume is short-listed depending on the client’s feedback, and client forwards an interview request, the recruiter gets in

touch with the candidate, discusses the interview schedule with him. • If the candidate is appointed by the client, it then adds up to a closure (Purchase Order or PO) in the recruiter’s name. • Once the candidate officially starts his assignment, it is regarded as a placement in recruiter’s name and the recruiter is awarded

incentive accordingly.

Explanation:

Negotiation-What is it?

It is important that you approach the other party directly to make an appointment to negotiate should it be in person, writing or by phone

(not through a phone operator, receptionist, assistant etc) as this will allow you to set the agenda in advance, and improve the prospects of

the other party preparing sufficiently enough to make a decision on the day. Try to be fairly open about your reason for contact or they may

lose interest instantly and not follow up on the appointment. Save all your comments for the actual appointment- don't give away anything

that will give them a chance to prepare too thoroughly: it's not war, but it is business!

So, it's time to negotiate and you've prepared well. What else must you have? Two things: confidence and power. Your power will come from

your ability to influence. For example, you may be the buyer (but not always a strong position), or have something that the other party

wants, or you may be able to give an intention to penalize if the other party fails to meet the agreement (as is the way with construction). As

briefly mentioned above, you may be able to give a reward or an incentive. For example, you may be selling kitchen knives and as part of the

package you are giving a knife sharpener and a storage unit away free as an incentive.

It is always important that you keep the negotiation in your control: this can mean within your price range, your delivery time or your profit

margin. If you fail to do so, you will end up on the wrong side of the agreement, and with nothing more out of the deal other than maintaining

trading relationships.

When negotiating, aim as high as you feel necessary in order to gain the best deal for yourself. The other party may bring this down but it is a

good tactic, as it is always easier to play down than to gain.

Make sure that you remain flexible throughout the negotiation in case the opposition decides to change the direction of the agreement (they

may want different incentives or even change their objectives). This is where your preparation comes to good use: knowing your limits and

the other party's needs. If you're a quick thinker then you've got an advantage. You'll need to turn it around quickly if things start to go

against you without putting your objectives at risk.

US STAFFING PROCESS AT A GLANCE 20

Confidence comes from knowing your business, your product, what its worth, and being able to communicate this well to the other party:

these people are almost impossible to get the better of, as some of you will know only too well.

Negotiation Skills:

Negotiation is something that we do all the time and is not only used for business purposes. For example, we use it in our social lives perhaps

for deciding a time to meet, or where to go on a rainy day.

Negotiation is usually considered as a compromise to settle an argument or issue to benefit ourselves as much as possible.

Communication is always the link that will be used to negotiate the issue/argument whether it is face-to-face, on the telephone or in writing.

Remember, negotiation is not always between two people: it can involve several members from two parties.

There are many reasons why you may want to negotiate and there are several ways to approach it. The following is a few things that you

may want to consider.

Why Negotiate?

If your reason for negotiation is seen as 'beating' the opposition, it is known as 'Distributive negotiation'. This way, you must be prepared to

use persuasive tactics and you may not end up with maximum benefit. This is because your agreement is not being directed to a certain

compromise and both parties are looking for a different outcome.

Should you feel your negotiation is much more 'friendly' with both parties aiming to reach agreement, it is known as 'Integrative

negotiation'. This way usually brings an outcome where you will both benefit highly.

Negotiation, in a business context, can be used for selling, purchasing, staff (e.g. contracts), borrowing (e.g. loans) and transactions, along

with anything else that you feel are applicable for your business.

Planning and How to Negotiate

Before you decide to negotiate, it is a good idea to prepare. What is it exactly that you want to negotiate? Set out your objectives (e.g. I want

more time to pay off the loan). You have to take into account how it will benefit the other party by offering some sort of reward or incentive

(explained later).

What is involved (money, sales, time, conditions, discounts, terms, etc)? Know your extremes: how much extra can you afford to give to settle

an agreement? Although you are not aiming to give out the maximum, it is worth knowing so that you will not go out of your limits.

Know what your opposition is trying to achieve by their negotiation. This is useful information that could be used to your benefit and may

well be used to reach a final agreement.

Consider what is valuable to your business, not the costs. You may end up losing something in the negotiation that is more valuable to your

business than money. It could be a reliable client or your company reputation.

Coming to an Agreement in Negotiation

Once you have come to a final agreement, it is important that you have it down in writing along with both parties' signature: this is not

always possible or practical. Before it is signed, or formally ordered, it is wise not to say anything about the terms agreed because your next

sentence could break the agreement: the best sales-people never over sell - well, not until they have to!

If it is a sale/purchase that you are making, then officially, it isn't a sale until you/they have actually ordered the product/service. Usually,

this will be an Order Form (we have one in our free business software). In most other negotiations, one party sending a letter and fax to the

other in which the agreement is outlined (to a sufficient degree) will form a legal basis.

If the other party then amends the conditions in the agreement in writing to you, those amended terms then become part of the agreement,

UNLESS you disagree in writing, and so on…

Summary

We use negotiation in everything we do but you have to be sure that it is done in the best way possible to achieve maximum

benefit. The most important part is planning: preparing well will give you an advantage when negotiating.

Only use the knowledge and experience you need to achieve your objective: having the business owner negotiating the supply of

pencils is over-kill, and leaves you little room to power-bargain with the same supply company when you want them to supply you

with, say, colour photo-copiers.

US STAFFING PROCESS AT A GLANCE 21

Have confidence and be sure that you can keep control at all times. Aim highly, but don't underestimate the opposition. They too

may have just read the same advice. If you're selling something, be persuasive and offer some incentive to keep the customer

interested.

Don't close an agreement until you are happy. This could be difficult if you have been put in a 'corner' but this would perhaps be an

effect of poor preparation.

TOPIC 9: Closing the Candidate for a particular requirement

• After sourcing and screening the candidate, the recruiter can go ahead and get the candidate’s resume submitted to the client. • If the resume is short-listed depending on the client’s feedback, and client forwards an interview request, the recruiter gets in

touch with the candidate, discusses the interview schedule with him. • If the candidate is appointed by the client, it then adds up to a closure (Purchase Order or PO) in the recruiter’s name. • Once the candidate officially starts his assignment, it is regarded as a placement in recruiter’s name and the recruiter is awarded

incentive accordingly.

TOPIC 10: Red Flags (POINTS TO REMBER) While Screening the Candidate

• While Screening the Candidate, it is mandatory that certain check points are ruled out in order to confirm that candidate in all probability is a willing candidate and will join the job, provided client offers it following the interview.

Commute Pay Rate Willingness to Join Willing to Perform a Background Check and Credit Check as per the client’s requirement An Ex – Employee of the same client Any Pending Interviews or Back-up Offers Qualification and Experience are neither under or over qualified

STEPS TO BE FOLLOWED IN US RECRUITMENT PROCESS FOR RECRUITERS: STEP 1: Requirement Received Via email Over Phone If received over email § Check if a proper Requisition form is received, if not create a Requisition form(preferably use the abridged form). § Allocate job order sequence #. § If the Requisition form is prepared send it for review to ensure all details are correct. If over the Phone § Create a Requisition form (preferably use the abridged form). § Allocate job order sequence #. § If the Requisition form is prepared send it for review to ensure all details are correct. STEP 2: Allocation of Task Review work load of the recruiter

US STAFFING PROCESS AT A GLANCE 22

Allocate new job orders to recruiters. Also give a copy of job requisition form to the recruiter. Update “Job Allocation Report” (which has recruiter’s name) and file a copy for personal records. STEP 3: Search Phase Ask recruiter to identify the keywords or if required, fine tune the search parameters. STEP 4: Reviewing Selected Profiles: Recruiters will upload profiles and requisition form in a common folder. Review selected profiles of each recruiter. Provide feedback (if any) to the recruiter. Update the submission list (for that job order) Review the documents required for the submission. STEP 5: Review checklist § Ensure skill sets match. § Rates are close to the rates specified by the client. § Candidate should be either located near the clients’ location or is willing to work at clients’ location. § Good communication skills. § Get the Rate confirmation over email from the candidate / employer of H1Bcandidates. STEP 6: Client wise details of documents required for submission FOR Direct Client § Formatted CV in required letterhead. FOR NETPRO: § Candidates profile form § Resume in MS Word format § Personal feedback can be included in the covering letter. § NCA/NDA/Agreement Signed STEP 7: Approval or Rejection of a profile Interview feedback of all profiles should be updated in the submission list. A month-wise and client-wise interview list should be maintained

TOPIC 11: Job Boards and ATS (Applicant Tracking System) Job boards and ATS are the main source of sourcing candidates Applicant Tracking System: (ATS): There are some portals available in US Recruitment market which source resumes from all major job

boards and act as a one stop solution to have large database of candidates for various type of skill sets.

Some of the such major job portals are Bullhorn LinkedIn Recruiter JobDiva.com QCOM JobDiva.com Taleo.net

JOB BOARDS AND SOCIAL NETWORKING SITES:

US STAFFING PROCESS AT A GLANCE 23

Job Boards are basically websites where job seeking candidates post their resumes and Employers look for a potential candidate who can be hired for their requirement.

NAME of some Job Portals/Boards/Search Engines in US market:

There are various Job Boards available in market where people from US post their resumes. Some of theFREQUENTLY USED JOB BOARDS are:-

Monster US Dice.com Careerbuilder.com Hotjobs.com Sologig.com Netemps.com

Dice Portal Job Posting Rules:

Please use phrases like:

“US Citizens and all those authorized to work in the US are encouraged to apply”

“We are unable to sponsor.”

“We are able to sponsor.”

“No third party candidates considered for this position”

"Work sponsorship not available at this time"

"Those authorized to work in the U.S. without sponsorship will be considered. We are not able to sponsor at this time"

"US Citizens only for Federal Clearance Requirement Please don't use these or similar phrases:

"Only U.S. Citizens"

"Citizenship requirement"*

"Only U.S. Citizens or Green Card Holders"

"H-1Bs Only"

"Must have a U.S. Passport"

MONSTER USA http://www.monster.com/

TECHFETCH (Corp to Corp) http://www.techfetch.com/

DICE http://www.dice.com/

JOBDIVA https://www.jobanza.com/jobanza.jsp?time=1431621943569

JOB SEARCH ENGINES

Indeed USA http://www.indeed.com/q-USA-Today-jobs.html

Govt Job Boards https://www.usajobs.gov/

USA JOBS http://www.usajobs.org/

MY. JOBS https://usa.jobs/

US.JOBS http://us.jobs/

JOBS.COM http://www.jobs.com/

CAREERBUILDER http://www.careerbuilder.com/

SIMPLY HIRED http://www.simplyhired.com/account/signin

GLASSDOOR http://www.glassdoor.com/Job/us-jobs-SRCH_IL.0,2_IN1.htm

DEV BISTRO http://www.devbistro.com/

GIGAJOBS https://www.gigajob.com/en-US/

JOBS.NET http://www.jobs.net/

CRAIGLIST www.craigslist.org/

JOB HUNT http://www.job-hunt.org/

TOP USA JOBS http://topusajobs.com/

NET TEMPS http://www.net-temps.com/#axzz2fGC2hW5a

JOB DIVA https://www.jobdiva.com/index.jsp?cono

Job Posting and Resume Fetching Site Site Name Site URL

Fetching and Job Posting(Both) The Ladders https://recruit.theladders.com/search/form

Job Posting only Bull Horn Reach http://www.bullhornreach.com/accounts/login/

Fetching Only Dev Bistro http://www.devbistro.com/

Job Posting only Wise Step

Simply Hired

US STAFFING PROCESS AT A GLANCE 24

"Must have a green card"

"No H1B's"

"Permanent Residents Only"

"No U.S. Citizens"

"No Indians"

"No Visas"

HOW TO SEARCH RESUMES IN JOB PORTALS:

Search using Boolean Operators:

Boolean Operators

Search engines can be considered as a cluttered resume database. Using detailed searches with Boolean search operators can drill down and

find the information you are looking for faster. These operators are used to weed out irrelevant pages thereby narrowing your search results

to find exactly what you are looking for. Each search engine is unique and we recommend to review the help section on each of the search

engines to determine what Boolean operators are supported.

Boolean Key

AND - The “AND” operator delivers results with the terms you requested. For example, searching resume and oracle will return pages with

both terms - resume and oracle.

OR - The “OR” operator delivers results with either of the terms you requested. For example, MCSE OR M.C.S.E.

NOT - The “NOT” operator will not deliver certain words in your search results. For example, Java NOT coffee will deliver closer results for

JAVA Programmers and not Java Coffee.

NEAR - The “NEAR” operator locates words that are located in close proximity to other words. For example, Java NEAR Programmer. Not

every search engine supports this operator.

( ) Parentheses – The " ( ) ”operator allows you to group terms and build longer search strings. For example, NOT (submit AND employer)

will avoid pages with both names.

* - The * operator is a wild card. Adding a wild card will find words contain the wild card. For example program* will help so you do not

have to run separate searches for words similar like: programmer, programming, program

Example of Complex Search String

Resume AND (java or JavaScript) AND program* AND (New York or NY or 212) AND NOT (coffee or submit)

How to identify fake H1B's and OPT'S

Who are these people with fake resumes?

1. OPT Students (Foreign Students who complete their Masters in United States and are eligible for full time work authorization because of

Optional Practical Training)

2. H1B Candidates (These folks are either OPTs who are recently converted to H1B in last 2 years or folks who traveled from offshore with a

H1B with 2-3 years of experience or none. You never know.)

What is the pattern of the fake resume?

1. Resume with no Last Name

2. Resume includes employer’s phone number not the candidate's number

3. A Bachelor’s Degree without year of graduation

4. Resume includes 6-8 years’ of experience with first 3-4 years’ of experience in offshore and the rest in United States.

US STAFFING PROCESS AT A GLANCE 25

5. The offshore companies they put up in the resume are either banks or some companies with factious names

6. The project timelines are lengthy typically 1.5 to 2 years

7. Roles and responsibilities look very similar in almost all the projects

8. The pattern is as follows in case of a recent H1B or someone with 2-3 years’ experience,

9. Resume includes 9-12 years’ of experience with first 4-5 years’ of experience in offshore and the rest in United States.

10. First 2-3 projects look OK but after that the projects follow a very similar pattern

What do they claim when they speak to you?

1. They say they traveled to United States on a L1 or H1BVisa

2. They claim they are currently on H1B or an extension

3. Their availability for a phone call is typically after 2:00 PM Mon-Fri or 9:00 AM to 6:00 PM. But, if you arrange an interview with short

notice they won’t take it because their PROXY might not be available at the time.

4. They say they can provide references but these references include consultants working for their employer at a client site or who has some

relation with candidates firm.

5. Few claim they started working full time when they were in the 3rd year of their college, just to make sure the experience adds up to 7-8

years (as mentioned in resume).

How to WEED OUT these fake profiles?

1. Start with the resume word document properties, check for the name of the author, if it isn’t candidates’ name then something is fishy

2. Look out for typical resume formats and responses mentioned above

3. Check their online presence, primarily LinkedIn (this might not work all the time). Most of the candidates with fake resumes doesn't have

any online presence (Facebook, Linked, Twitter, Instagram)

4. Ask the names of the project managers they are currently working for and look up their names on LinkedIn (This holds good for OPT

candidates but not for the recent H1B candidates)

5. Ask for the copy of highest degree

6. Ask for candidate's 1-797 copy (when first applied) and make a note of the receipt number. Cross check I-797 status

using https://egov.uscis.gov/casestatus/landing.do. Plug in the receipt number to find the date of approval and is fool proof since the

information obtained is directly from USCIS.

7. VerifyI-94 information using https://i94.cbp.dhs.gov/I94/request.html. You need to get the passport copy and the consent from the

candidate. This is again fool proof since the information obtained is directly from Department of Homeland Security.

8. Verify Divers License or any photo ID

9. Finally, cross check dates from each document.

Note: These folks are capable of forging any document. So, when you look at the documents focus on Names, Date of Birth, and Visa Approval

Dates/Expiry Dates. Zoom in to the area and make sure they are not tampered. Look for changes in the document background

(color/texture/white box), change in font style/size.

Often, it is hard to get the documents form the candidates. In that case, the only option left out is to ask the consultant to prove their

experience/authenticity.

US STAFFING PROCESS AT A GLANCE 26

Recruiters Hand Book This handbook is aimed at explaining the US recruitment process to new Technical recruiters. The technical recruitment process for US market works differently than the domestic segment (India). In India permanent placements are popular whereas in the US contractual positions are equally popular. Let us see how recruitment is different in India and in the US.

India The USA

Type of Employment

Permanent. Contract positions are not too popular but very few companies have consultants. Permanent and Contractual

Duration of Employment

Mostly permanent and long-term Long-term and short-term positions

Mode of Payment Monthly Salary Monthly Salary and hourly basis

Employment Type

For permanent employment an appointment letter is issued and for contractual position it is a contact letter.

In the US the types of contacts are more than one. 1. Contract - Corp-to-Corp 2. Contract – Independent (1099) 3. Contract – W2 4. Contract to Hire – Corp-to-Corp 5. Contract to Hire – Independent (1099) 6. Contract to Hire – W2

Work Authorization

Local residents, Expatriates with Indian Work Permit and VISA

1. Authorized to work in the US 2. U.S. Citizen 3. Green Card Holder 4. TN Permit 5. Has H1 VISA

Sample Format of Requirement:

Hi Greetings Please let me know if you are available for the below requirement.

Job Title: Oracle Developer

Primary Skills: Oracle Developer

Secondary Skills:

Rate: Open

Duration: 6 months

Location: Colorado Springs, CO

Description:

Oracle Developer Location: Colorado Springs, CO Length: 6 months Interview: Phone Position Responsibilities: Application development and support for internally developed financial system. Documentation/System Analyst for new development projects to meet business requirement changes. Position may require extended hours during peak processing

US STAFFING PROCESS AT A GLANCE 27

periods. Required Skills & Experience: Oracle 10 and above Data Warehousing/star schema 5 years experience Oracle database development & performance tuning (8 yrs) PL SQL development & performance tuning (8 yrs) Oracle ELT methodology experience UNIX shell scripting experience (5 yrs) Communications skills; ability to convert business problem into a technical solution Desired Skills & Experience Financial systems background Reporting experience, Hyperion preferred Process documentation

Sample Rate Conformation Mail Format:

Hi Peter It was nice talking to you. As per our discussion the rate has to be finalized for your consultant (Consultant Name here) for SQL Server DBA position located at East Hanover, NJ is $90/hr On Corp-Corp Basis (All inclusive). Please send me a confirmation mail to confirm the rate.

Sample Questionnaire (In this case Business Analyst is chosen as skill)

Interview Questions for Business Analyst (BA) Consultants

1. Who is accountable when you manage a project? 2. What technologies and business area’s have you interfaced with? 3. How do you get an understanding of the technology so you can effectively manage a project? 4. What size projects have you managed directly? (Hours / Dollars/Resources/Duration). 5. What number of projects simultaneously have you worked on? What was your role in each? 6. Have you worked in an onshore – offshore delivery model? If yes, please describe the engagement structure and your specific role. 7. How have you measured project success in the past? 8. What number of projects have completed on time and on budget? What were the top 2 lessons learned from projects that did not come in on time or on budget? 9. How do you plan/arrive at your budget? 10. How have you dealt with scope changes? 11. How have you dealt with risk management? 12. Give an example of a time when you had to escalate an issue to the customer? 13. What was your role in the creation of SOW’s, contracts, proposals? What are the key areas covered in SOWs? 14. What is the difference between issue and risk? 15. What tools have you used to manage various aspects of a project?(e.g. Planning, Resource Utilization, Tracking, etc). 16. How do you create & maintain the project plan for projects with multiple dependencies from start to completion? 17. How frequently do you manage project burn (Planned vs Actual)? 18. By phase/step, please list out the top two deliverables/artifacts in the SDLC and what your hands-on involvement with them were. 19. MS Project related questions:

Describe the difference between Duration and Work; which one do you find for valuable for fixed-cost projects?

In a fixed cost environment, what is the “task type” you would use in MS Project?

Is % complete a useful metric?

How could you easily, in as few steps as possible, reschedule incomplete work, using the options available in MS Project?

How do you manage resource utilization/allocation using MS-project? 20. Please describe the last three projects you have personally managed using the following criteria:

Name of Project:

US STAFFING PROCESS AT A GLANCE 28

Budget of Project:

Size of project team:

Duration of Project:

Man Hours (Work) of Project:

What was the unique product, service, or result of the project?

What technology, if any, was utilized?

Was the project environment functional, matrix, or projectized?

Did the project finish on time? On Budget? Satisfy Requirements?

What were the major issues in the project?

What aspect of your leadership assisted the project to complete successfully?

Technologies Every Recruiter Must Know Nowadays: (which might help in

searching resumes as wel)

Web Technologies – Java: Java, EJB, RMI, Swing, CORBA, Serve lets, JSP, JDBC, Core Java, Struts framework, Web sphere, Web logic, HTML,

XML, Java script, J2EE, J2ME, DOT NET, framework, LDAP, Internet Security, JVM, Pjava, MIPS, Tibco, Board Design, Ematrix, XSL, XSLT

Web Technologies – Microsoft: VB.NET, ASP.NET, ADO.NET, VC++.NET, C#, COM, DCOM

Testing: Win runner, Load runner, Telecom Testing, White box testing, AIX testing ‘ Test cases, Test director, Test Suite, Silk Test, Mercury

Testing, rational Robo,

Quality: Professionals with knowledge of ISO9000, SEICMM

Systems Software: C/C++ on Unix/Linux, DSP, Chip level designing, Unix kernel architecture, file system, memory management,RTOS,L2

support etc

Client Server: VB, VC++, COM, DCOM with RDBMS – Oracle, SQL, Sybase

Embedded Systems: RTOS, C on UNIX, Networking, Vx works, design and code reviews, QNX, Net kernel, Psos, IRMK, Firmware, BIOS,

Assembly, MPEG DVD, MP3, JPEG, Set Top Box, DVB, Microprocessors, Microcontrollers, ADA, AVIONICS, D0178B, Industrial Automation,

Mainframes: IBM Mainframe, AS/400, 0s/390, z/OS, OS/400,VAX/VMS’Mainframe, COBOL, CICS, MVS, DB2, IDMSX, IMS, Tandem, Natural

ADABAS, Xpeditor, RPG, JCL and VSAM

Networking: Networking S/W, UNIX System Admin., Windows NT Admin, TCP/IP, SPX, X25, Network Management – SNMP, CMIP, NMS,

LAN/WAN, ATM, MPLS, FR, ISDN, Routing Protocols – BGP OSPF, RTP, RIP, IPV6, SONET, SDH

ERP / SAP: ERP and SAP Implementations of all modules, SAP-SD/MM/PP, FICO, ABAP4, Basis, People Soft-HRM, finance Module, BAN,

Oracle Manufacturing, CRM-Siebel /Clarify

TELECOM: Switching, GSM, GPRS, UMTS, 3G, Layer-C, RLC, RRC, NodeB, DSP, TDMA, CDMA, WAP, SS7, ATM. FR, VOIP-SIGTRAN, MGCP,

MEGACO, SIP, H.323, 245, TMN, Signalling, Bluetooth, GPS, Home Networking-JINI, HAVI.

C, UNIX: Device Drivers, X-Motif, Linux, Linux, /NT/VMS, Internalls, kernels, TCL/TK, Multithreading, Socket programming, Storage Device

(Iscsi, SCSI, SAN, Veritas, Volume Manager, RAID, Fiber Channel, NAS)

VC++: DCOM, ATL, OOAD, XML, WDM, Vxd, WinSDK, WINCE, Palm OS, EPOC, WIN 32, API, Device Drivers, X-Windows, Direct X, Active X,

NET, C#.

HARDWARE: ASIC, VLSI, FPGA, Verilog, VHDL, XiLINK, Physical Design, CMOS, Design, IC Design, Place & Route, Synthesis, EDA Tools, FPGA

Design, Board Design, PCB Design, Circuit Design, Mixed Signal, Analog Design

APPLICATION: Oracle 8i, 11i, Oracle DBA, SQL-DBA, PB, Delphi, Data Modeling, Data warehousing – OLAP, ROLAP, Oracle DBA, VB, ASP,

COM, DCOM, NET, C#, Oracle , PL/SQL, Pro*C, D2K

CAD/CAM: CAD, CAE, CAM, Catia V4,V5, Pro-E, Uni graphics, Hyper mesh, IDEAS, NASTRAN, ANSYS, Auto cad Tools

GENERAL: SQA, Quality, Testing / Implementation, Level 4 / Level 5 / ISO / Six Sigma / Technical writers, architects , Lotus Notes, System

Administrator, System Administrator, UNIX / LINUX, SUN SOLARIS

Sample Interview Questions for a Recruiter for Test Series

Q. What is Recruiting, Explain Briefly the Recruitment Life Cycle? Q. What are the various Tax Terms in Us recruiting? Could you explain them? Q. Who is a client? Q. Who is a vendor? Q. What is Work Authorization; define Various Visa Statuses available in US Q. What are the most important points that a recruiter should keep in mind:

US STAFFING PROCESS AT A GLANCE 29

Q. How important is knowing various Technologies in IT, and how is it going to help in Recruiting? Q. How can the recruitment be done without the help of a vendor? If the vendor is involved than what are the risks associated? Q. Why most of the reputed companies do not consider or avoid C2C people while marketing recruitment? Q. What are the important points that you follow to judge the quality of a candidate? Q. What is a Background check and why it is done? Q. What are the steps that you take to source a candidate if you don’t find in the Job Portals? Q. List various Job portals you are familiar with? Q. Explain the Resume Screening Process on any of the Job Portal you wish? Q. What is required to become a good recruiter? What made you to opt for Technical Recruiting?

KNOW YOUR SCRIPT:

FOR BENCH RECRUITMENT (Mailing Format):

Hi Hema,

It was nice speaking to you. My name is Tan. I am a Staffing Specialist at XXXX Inc/LLC., a 10+ years old organization providing Contract Staff Augmentation to

direct clients like Accenture, Johnson & Johnson, CSC, Apple, Chase Bank, Bank of America, Samsung , Verizon, Cisco, Bristol-Myers Squibb to list a few. Over the

years we have remained at the forefront of technology by recruiting, training and deploying top talent in emerging technologies. We have maintained elite vendor

status with many of our clients spanning various industries including Insurance, Financial Services, Retail, Government, Manufacturing, Pharmaceutical and IT

Services.

Why XXXX Inc/LLC:

At XXXX Inc/LLC, we are focused on matching your skills, experience level and job preferences to the right company and position. We achieve this by working

closely with you to learn about your career goals such as industry preference, company size, commute distance and financial requirements. At XXXX Inc/LLC, we

provide a range of services to suit your specific goals. We start by listening, make recommendations based on our experience, and then partner with you to ensure a

successful outcome. We have recognized that in most cases, reducing turnover is an essential part of good human resources management. The placement teams at

XXXX Inc/LLC take the extra steps needed to help ensure appropriate staff assignments.

Skill up-gradation corporate training program(If Required):

We know corporate training is an integral part of any organization to offer tough competition to stay steady in the competitive world. It is one of the most

important internal strategies resorted by the companies. Corporate training facilitates building a unified, dedicated and value driven crew to improve the

productivity of the organization and to achieve organizational goals

Besides offering range of training solutions, we are also engaged in offering innovative recruitment solutions for clients. Hiring our recruitment services helps our

Clients in reducing the recruitment cost and training cost to the company. In addition to cutting down costs, you can enhance the efficiency, productivity and

achieve the goals by recruiting well trained and highly motivated employees for the right job.

Whether you're looking for consulting, temporary or permanent positions, we can connect you with exceptional clients whom we work on day to day basis to grow

you as well as our client’s business, because we believe in the motto - “The more our stakeholders grow, the more we enrich ourselves”.

Employee Perks and Perquisites:

• Competitive salary structure.

• Performance assessment will be done in every six months of project.

• 12 days of yearly paid leave will be provided during your projects.

• Health and medical benefits will be provided during projects which include:

Medical, Dental and Vision benefits after 60 days of employment.

Health insurance eligible immediately after 60 days of employment.

401k retirement pension plan eligible after 6 month of employment.

Insurance plan after 3 months of employment with us.

Other benefits for Immigration Students with valid work permits(If Required):

• Employer's Confirmation Letter for OPT/CPT status confirmation in universities.

• OPT Extension Letter for an STEM extension.

• GC/H1B Filing provided to OPT and CPT candidates.

I have also attached a sample copy of the agreement what we do sign with our consultants.

It’s now time to toss around our prospects.

US STAFFING PROCESS AT A GLANCE 30

We invite you to get an idea about the effort and cooperation of our team working tirelessly to deliver their best. We promise to be in touch with you within 48

working hours of receiving your request when you apply using our online contact form (in our website).

Not interested as of now, no worries, you can earn by referring somebody you know may be interested:

We are always growing our network of individuals with top IT talent. Regardless of whether you are a past client, employee, or just a visitor to our site with no

background in the IT industry, we are happy to hear from you about referrals.

For referrals, please email us at : referral@xxxx.com

FORTUNE 500 Companies in 2015-16:

The Fortune 500 is an annual list compiled and published by Fortune magazine that ranks 500 of the largest U.S. corporations by total

revenue for their respective fiscal years.[1] The list includes public companies, along with privately held companies for which revenues are

publicly available

The list of TOP 20 companies in the Forbes Magazine this year is as follows:

Walmart

Exxon Mobil

Apple

Berkshire Hathaway

McKesson

UnitedHealth Group

CVS Health

General Motors

Ford Motor

AT&T

General Electric

AmerisourceBergen

Verizon

Chevron

Costco

Fannie Mae

Kroger

Amazon.com

Walgreens Boots Alliance

HP

SOME RENOWNED STAFFING COMPANIES in 2016:

Starpoint

The computer Merchants

Beacon Hills Staffing

Modis

Software Guidance (SGA)

NTT data

CSC (Compter Science Corporation),

First-tek

TEKforce

Kforce

Stefanini

New York Technology Partner (NYTP),

For Further Learning Please Follow Scribd And Learnhiring.Com

For List of Staffing companies in USA, go through the URL: http://www.sourcebest.org/staffing-agencies-usa/

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