US Staffing Process | Complete US IT Staffing Training

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