USA Day Light Savings Time and USA Standard Time:

Let us see how time changes in different time zones across USA. There are 9 different time zone
observed in USA, and for explanation purpose, we take Eastern Standard Time (EST), Central
Standard Time (CST), Mountain Standard Time (MST) and Pacific Standard Time (PST) in to
account. Most of the states are in one time zone, but in few states, there are two different zones.

In Order to use the day light available, most of the states change their time from standard time to
day light savings time. Day Light Savings Time (DST) begins 2 AM on second Sunday in March
and ends 2 AM on first Sunday in November. After Daylight Savings Time ends, standard timing
begins.

Note: If it is Day Light Saving Time, notation (acronym) ends with DT (example EDT); if it is
standard timing, acronym ends with ST (EST).

Usually working hours in USA is between 8 AM to 5 PM.

To work across different time zones, few companies in Eastern Time Zone start working late at 9
AM EST and few companies in Pacific Time Zone start working earlier at 7 AM PST. When
most of the staffing firms communicate with each other, they mention only standard time
notation (ends with ST) irrespective of day light savings time or standard time.

Comparison of USA Day Light Savings Time, USA Standard Time with Indian Standard
Time:

We are comparing Indian Standard Time (IST) with USA Day Light Savings Time (DST) and
USA Standard time to understand how working hours in India changes for a Staffing Team.
Example: Assume that a USA based company has its own recruitment division in India and for
Indian Employees; working hours are between 8 AM EST and 5 pm EST. During USA Standard
time, employees will be in office at 6.30 PM IST and leave at 3.30 AM EST. During USA
Daylight Savings time, employees in India will be in office at 5.30 PM IST and leave at 2.30 AM
IST. You have to note that USA working hours are constant and it is always 8 AM EST and 5
pm EST whereas, staffing firm in India adjusts its working hours accordingly.

Time in Time Zones with Examples:

USA Day Light Savings Time: Let us take an example: Date as 15th June and Eastern Daylight
Time at 8 AM. Times observed in other zones are:

 Central Daylight Time (CDT): 7 AM

 Mountain Daylight Time (MDT): 6 AM
 Pacific Daylight Time (PDT): 5 AM
 Indian Standard Time (IST): 5.30 PM

USA Standard Time: Let us take an example: Date as 15th December and Eastern Standard
Time at 8 AM. Times observed in other zones are:
  Central Standard Time (CST): 7 AM
 Mountain Standard Time (MST): 6 AM
 Pacific Standard Time (PST): 5 AM
 Indian Standard Time (IST): 6.30 PM

Comparison of Indian Standard Time (IST) and US (EST, MST, CST, PST) times:

USA Standard Time: Since 2007, USA standard time starts on the first Sunday of November
and ends on the second Sunday of March at 2.00 PM.

USA DayLight Savings Time: Since 2007, daylight saving time starts on the second Sunday of
March and ends on the first Sunday of November, at 2:00 A.M.

Mode of Hiring:

Mode of Hiring or Position Type is a contract established between a person and a

company OR between a company and another company.

Contract between a company and a person:

 W2: On W2, Candidate will work as a full time employee of a company

(Employer) and employer takes care of employee and employer taxes.
Employer sends w2 form to candidate in January, for the previous year wages
and deductions.
 Contract - Independent (1099): Candidate will work as a contractor for a
company for that contract period. Company sends 1099 form to candidate in
January, for the amount earned in previous year.
 Contract to Hire - Independent (1099): To start with, Candidate will work as
a contractor for a company and later will be hired as a full time, permanent
employee for that company.

What is Corp to Corp? What does corp to corp or c2c or corp-corp mean?

Corp to Corp or C2C or Corp-Corp is a term or an acronym or abbreviation

of Corporation to Corporation.

Contract between a company and another company:

 Contract - Corp to Corp: This is a contract between Company (Client) and

another company (vendor).
 Contract to Hire - Corp to Corp: Vendor's candidates work with client ON
CONTRACT for a particular duration and later they will be hired as permanent
employee of the client.
  Compare US Visas, Differences between US Visas, US Visas and 1099, US Visas and
w2, US Visas and corp to corp:
 From the recruitment perspective, the following information about comparing
US visas, differences between US visas and how US visas are related to
employment (US TAX TERMS like 1099, w2, 1099) will help the recruiter to
source profiles correctly for the client’s requirements or their own
requirements. Moreover it will help the candidates also to search the right
employer and working on the correct tax term. We have provided the common
visas used in IT recruitment.

US Tax(Payment) Can they

Description Type Validity Period Employment
Visas Terms get H1B
US Work Visa (Applicable to
Non- H1B transfer is
H1B several countries). Validity Period 6y Yes w2
Immigrant possible.
can be extended also
Non- Will update
H1B1 For Singapore and Chile Citizens 3y Yes w2
Immigrant soon.
Dependent to H1B, and H1B1. H1B
Yes; through
Dependent Visa. Validity Period Non-
H4 6y No No Regular
can be extended based on Immigrant
Processing
spouse’s visa.
Yes; through
Non-
L1A Intra Company Transfer 7y YES w2 or allowance Regular
Immigrant
Processing
Yes; through
L1B(L1 Non-
Intra Company Transfer 5y YES w2 or allowance Regular
Blanket) Immigrant
Processing
Yes; through
Dependent to L1A (with EAD, they Non- w2 or 1099 or corp to
L2 7y YES Regular
can work) Immigrant corp
Processing
Yes; through
Dependent to L1B (with EAD, they Non- w2 or 1099 or corp to
L2 5y YES Regular
can work) Immigrant corp
Processing

At least 12 months. It can be

Yes; through
US Study Visa (Optical Practical Non- extended up to at least to 29
F1 (OPT) YES w2 Regular
Training). They will get EAD card. Immigrant months based on employers
Processing
verify and projects.

Yes; through
US Study Visa (Curricular Practical Non-
F1 (CPT) depends on college YES w2 Regular
Training) Immigrant
Processing
Yes; through
Non-
F2 Dependent to F1  Will update soon NO NO Regular
Immigrant
Processing
Yes; through
Non- w2; not sure about
TN1 visa to canadidan and mexicans 3y Yes Regular
Immigrant others
Processing
Yes; through
Non-
TD Dependent to TN1 3y No No Regular
Immigrant
Processing
Yes; through
Similar to H1B; only for Australian Non- W2, 1099 or corp to
E-3 24m Yes Regular
Citizens Immigrant corp
Processing
Yes; through
Non- w2; not sure about
E-3D Dependent of E3 24m Yes Regular
Immigrant others
Processing
Business Visa (Validity period Non-
B1   No Allowance No
based on visa stamping) Immigrant
Visitor Visa (Validity period based Non-
B2   No No
on visa stamping) Immigrant

Green Before getting GC, you can get Non-   Yes W2, 1099 or corp to NA
Card
EAD Immigrant corp
(EAD)
Green w2 or 1099 or corp to
Should maintain the status Immigrant None YES NA
Card corp

End to End Recruitment process:

End to End Recruitment process in a staffing firm involves bagging requirements,

sourcing, screening and submitting resumes, interview process, selection, signing
contracts and agreement, follow up, and maintaining relationship with clients,
candidates and vendors, managing database, crediting salary and issuing payments to
vendors etc.

End to End Recruitment process is same all over the world and the the recruiter finds
out personal information, employer information (if applicable), expertise related to
skills and whether the job seeker must have the eligibility to work in that country
(citizens, work permits etc. ), eligibility to work in a particular profession
(information technology, mechanical etc.) the privilege to work in that tax term (the
tax form that will be accepted by the job seeker or the job seeker's employer)
appropriate documents to sign in the contracts that are to be signed.

US Recruitment Process:

In US Recruitment Process, the recruiter collects the personal information, employer

information (if applicable), technical information and finds out eligibility to work in
that country (citizens, H-1B, EAD card holders), eligibility to work in a particular
profession (information technology, mechanical) the privilege to work in that tax term
(w2 or 1099) appropriate documents (incorporation certificate, tax returns, insurance
etc) to sign in the contracts (msa, sow, po, wo) that are to be signed.

US IT Recruitment Process:

In US IT Recruitment process, the requirements are specific from the information

technology perspective and the process is similar like US Recruitment process.

In Information technology, recruiters get requirements on different titles like system

administrator, unix administrator, ios developer, android developer, bi developer,
project manager, data modeler QA Analyst, Business Analyst, QA Engineer etc and
they do sourcing of candidate until the closure of the candidate.

US Recruitment Process - Example:

In the following example, Sales team, Recruitment Team, Finance Team, HR Team
and Contracts Team is involved in this process. Most of the details provided below are
related to recruitment manager and part of work done by sales managers, accounts
manager, hr managers, and finance manager. In other sections, we will also explain
about the process involved in other departments.

 In most of the cases, Client will interview the candidate twice and make a
decision of selecting or rejecting the candidate. These two interviews may be
both telephonic or first interview over phone and the second by face to face.
Nowadays with some clients, it's mandatory for the candidates to take the
interview call using webcam.
 Some clients provide expenses (air fare, car rental, food allowance) for face to
face and some don't.
 If client doesn't sponsor, then the Staffing/hiring companies
o Sponsor 100% up front for face to face expenses.
o May reimburse 100% if candidate is selected by the client.
o May spend 50% of the expense.
o Don't sponsor. It is left to candidate.

In the following explanation, parties Involved are Candidate, Candidate's employer,

Staffing Company, and Client. Mode of Hiring is either corp to corp or w2 on salary
basis.

Sales Manager and Accounts Manager:

 Sales Manager bags the requirements from clients and sends to Accounts
Manager.
 Accounts Manager sends requirements through email to Recruitment Manager
to source candidates.

Role of Recruitment manager in US IT Recruitment Process:

Sources resume and manage recruitment team and participate in end to end
recruitment process which will be explained in detail below.

A. Coordination of Recruitment manager with Recruitment Team and Accounts

Manager:

 Talks with Accounts Manager and understands the requirement from technical
and business perspective.
  Prepares Job Description, Skills needed for that requirement and send email to
recruitment team.
 Talks to relevant recruiters and explain the requirement. Follow up of
requirements on a daily basis and if it's very urgent, following up on hourly
basis or on minutes basis. If there are any challenges, educate the recruitment
team about how to overcome it.

B. Sourcing:

 Posts the requirement in sources like job boards/LinkedIn etc.

 Sends requirements through email to own Contacts and by using job boards.
 Initiates head hunting and gets reference from known circles.

C. Screening:

 Prescreens resumes, sourced by him and arriving from various sources as

mentioned above at INBOX (Microsoft outlook, gmail, yahoo mail, HotMail
etc).
 If the candidate is not independent candidate (Candidate works with another
employer), talks with candidate's employer, get rate details/availability and then
talks with candidate to get details.
 Talks with the candidate and walk through the requirement and client details.
Screens the candidate on recruitment perspective. Some recruitment managers
may also technically evaluate the candidate since they would have worked as a
technical/functional/techno functional consultant earlier.
 Gets relevant details related to the requirement.
 Sees other resumes submitted by colleagues (recruiters). Reads the
resume/details submitted by them. If resume/details are okay, talks to the
candidate, prescreens them. If resume/details are not okay or if the candidate is
not strong or if it's a fake resume, then candidate is rejected. While discussing
with the candidate, recruitment managers can figure it out, whether it's a fake
resume. As and when required, talks to the colleagues for follow up.

D. Submission to Accounts Manager:

 submits resumes along with relevant details through emails to Accounts

Manager and copies the same to the recruitment team.

E. Submission Tracker:
  Creates a tracker and enters all candidate's information submitted by him.
Likewise asks other recruiters to enter information in that tracker for their
respective candidates. Tracker means "Submission Data entered in a
spreadsheet". Since it will be used for tracking purpose, we are calling it as
tracker. 

Other Information:

 Recruitment Manager talks to candidate on weekly or monthly basis to develop

relationship.
 Candidate sends timesheets, approved by the client to Finance Team.
 Based on the mode of hiring
o Full Time on w2 salary basis with Client: Client pays salary to the
candidate.
o Full Time on w2 salary basis with Staffing Company: Staffing company
pays salary to the candidate.
o Full Time on w2 percentage basis with Staffing Company: Staffing
company pays salary on percentage basis as per agreed terms.
o Full Time on w2 hourly basis with Staffing Company: Staffing company
pays billing rate per hour as per agreed terms.
o Corp to Corp: Staffing Company Pays "billing rate per hour" to
candidate's employer as accepted earlier. Candidates will get salary from
his employer. Here candidate's employer will be sending invoice also
along with timesheet to the staffing company.
 Until the candidate works with the client same salary process will be repeated.
 Before the contract ends with the client, staffing companies search for jobs for
their candidates and again the same process will be repeated.

How Clients (End Clients or End Customer) source resumes for hiring?

 Publishing requirements in their own website/forums, announcement board,

Cable TVs, Brochures, SMS campaigning, email campaigning, campus
interview etc.
 Searching their internal database (candidates detail is stored here), Internal
database may be excel spreadsheets, or oracle/peoplesoft/sap database.
 Buy, customize, implement, store resumes in Talent Management tools like
CBIZ (www.cbizsoft.com) or TALEO (www.taleo.com) and then search
resumes when there is a need. They can also store, retrieve resumes by paying
monthly subscription to few talent management tools using Software-as-a-
service (SaaS-Cloud Computing).
 Buy database from third party vendors and search candidates based on their
requirements.
 Head hunting based on the info from blogs, employee's referrals, references
from others, conference attendees, directories etc.
 Target Hunting based on skill set, companies, location, colleges, OPT hiring,
CPT hiring etc.
 Publishing requirements as advertisements in search engines
(www.google.com, www.yahoo.com, www.bing.com), Newspapers, Websites,
Forums, and Social Networks like Linked In (www.linkedin.com), Face Book
(www.facebook.com), Twitter (www.twitter.com).
 Posting Requirements and sending the requirements to candidates by using
international Job Portals like www.monster.com, www.dice.com, www.net-
temps.com, www.computerjobs.com, www.careerbuilder.com and local job
boards, which may be good for that particular city/county/state/regions.
 Flashing requirements in Google groups, yahoo groups.
 Sending requirements to Staffing Companies (Tier1Clients). These staffing
companies submit resumes to the organization and co-ordinate in the hiring
process. On Full Time Basis, they collect a percentage of the employee's salary
as their service charges. On Contract Basis, Tier1 clients add additional margin
(difference between buy rate confirmed with candidate and sell rate confirmed
to the clients).
 Walk-In-Interview.
 Job Fair.