TECHNICAL

RECRUITER�S
TRAINING GUIDE

Prepared By: Suresh

INDEX

1. About Xoriant
2. Introduction
3. Information on United States of America
3.1 List of USA states
3.2 Time Zones
3.3 VISA
3.4 Green Card Process
3.5 Job Nature in the US Market
3.6 Tax Terms in US Recruitment/Mode of Hiring
4. Staffing and Recruitment
5. Recruiting Life Cycle
6. Job Portals
7. Monster
8. Dice(Searching & Posting)
9. LinkedIn
10. Vendor Management Systems
11. Resume Screening
12. Candidate Evaluation
13. Phone Interviews
14. Reference and Background Checks
15. Resumes Formatting
16. Documents related to recruiting
17. H1Transfer
18. Benefits
19. Rate Calculation
20. Identify fake candidates
21. Exelare
22. Online Staffing System(OSS)
XORIANT
Xoriant:

Xoriant is a software product engineering and services company based in Sunnyvale,

California, USA. Xoriant
provides IT services, including project engineering, business application
development, business consulting,
information systems outsourcing, migration and support and IT-enabled services.
Xoriant has deep client
relationships spanning over 25 years with various clients ranging from startups to
fortune 100 companies.
Xoriant has $135 million revenue for year 2015.

Xoriant is headquartered in Sunnyvale (California, USA) with development centers

in Pune, Mumbai, Gurgaon, Kolkata and Bangalore in India. Xoriant has office in the
United Kingdom.

Locations

Xoriant Corporation has offices Worldwide. Reach us on any of our locations given
below for quick expertise on
software product development and to gather a strong market hold on a global
platform.

OFFICE LOCATIONS

CORPORATE HEADQUARTERS
Sunnyvale, CA New Jersey Office
1248 Reamwood Avenue 343 Thornall Street, Suite 720
Sunnyvale, CA 94089 Edison, NJ 08837
Tel:+1 408 743 4400 Tel: +1 732 395 6900
Fax: +1 732 395 6891
London Office London Office
89 Worship Street 57 Rathbone Place,
Shoreditch, 4th Floor, Holden House,
London EC2A 2BF, UK London, W1T 1JU , UK
Tel: +44 (0) 2079 938 955
XORIANT INDIA

Mumbai Office

4
4
th Floor, Nomura,
High Street, Hiranandani Business
Park,
Near Kensington SEZ,
Powai, Mumbai 400 076
Tel: +91 (22) 3051 1000
Tel: +91 (22) 7151 1000
Fax: +91 (22) 3051 1111

Bengaluru Office

4
4
th Floor, Kabra Excelsior,
80 ft main road, Koramangala
1st block,
Bengaluru 560034
Tel: +91 (80) 4666 1666

Pune Office

5
5
th floor, Amar Paradigm Baner
Road,
Baner, Pune 411 045,
Tel: +91 (20) 6604 6000

Gurugram Office

A/27 3rd floor, Sigma Center,

Infocity,
Sector 34, Gurugram,
Haryana 122001
Tel: +91 (124) 4308 997

Kolkata Office

2-B, 12th Floor, Tower 'C',

DLF IT Park 08-Major Arterial
Road
Block -AF, New Town, Rajarhat
Kolkata, 700 156
Tel: +91 (33) 2324 2219

Hyderabad Office

A3, Quadrant 4, 2nd floor,

Cyber Towers, Hi-tech city,
Madhapur,
Hyderabad 500081
Tel: +91 (40) 66207585
Tel: +91 (40) 662075886
Management:

Girish Gaitonde, CEO and Founder

Girish Gaitonde has more than 25 years of experience in engineering,

marketing, finance and business development in the technology and services
industries.

Girish founded TekEdge Corporation in the Silicon Valley in 1990 as a

software services company focused on the technology companies in the
Valley. TekEdge grew in size over the years and its service portfolio

expanded it to incorporate business applications, additional industries and

geographies. In 2000,
TekEdge changed its name to Xoriant Corporation to signify its entry into projects
and outsourcing
business, including a development center in India. Xoriant continues to grow and
expand its footprint
into different technologies, industries and solutions.

Prior to founding TekEdge, Mr. Gaitonde held marketing, financial and engineering
management
positions at Arix Corporation, AT&T Corporation and Intel Corporation. Girish has
also participated as
a seed investor and board member for more than a dozen technology startups in areas
encompassing
applications software, telecommunication chips, internet security and internet
based/social networking
businesses.

Mr. Gaitonde holds an MBA in Finance and Marketing from The University of Chicago,
an MS degree
in Computer Engineering from The Pennsylvania State University and a B. Tech.
degree in Electrical
Engineering from the Indian Institute of Technology, Bombay, where he has been
granted a status of a
Distinguished Alumnus.
Shirish Gosavi, Executive Vice President, Business Development

Shirish is responsible for Xoriant�s Product Engineering Practice. Before

joining Xoriant in his second innings, Shirish worked as Managing Director
with Symphony Services; VP of US Operations for vMoksha Technologies;
and VP looking after Dimension Data�s eLearning Solutions Division.
Shirish was also a founding member of Datacraft India, where he was
responsible for 70% of company�s revenue and grew it by 400% in 4 years.

At the beginning of his career, Shirish worked at Fujitsu-ICIM�s factory working on

mainframes, Unix
machines and peripherals. After a few years, he moved to their sales offices
selling those systems.

Shirish has been fortunate to gain experience selling all facets of technology
-computer systems,
networking solutions and now software engineering services.

Shirish holds undergraduate degree in Electronics and Telecommunications from

College of
Engineering, Pune, India and Business Management in Marketing from The Symbiosis
Institute, India.

Shirish is a recipient of seven 100% clubs and two President Awards within first
eight years of his sales
career.

Arun Tendulkar, Chief Operating Officer, India Operations

Arun Tendulkar is the Chief Operating Officer at Xoriant India. In addition to the
Xoriant India operations, Arun is responsible for Global Delivery, Operations and
Business Development across all business lines and geographies.

Arun has 30 years of experience in IT industry covering Delivery/Operations

Management, Business
Development, Business Strategy and New Market Development. He is known for his
ability to create
high performance teams, build new service lines, develop new markets, turn around
business with his
financial acumen, deliver quality solutions, nurture strong client relationships
and deliver value to
stakeholders.
Prior to Xoriant, Arun was with Tech Mahindra for close to two decades where he
held several
leadership positions spanning across multiple verticals and multiple geographies.
He has also worked
with other reputed organizations including Tata Consultancy Services, Citicorp
Bankers Leasing,
Andersen Consulting and KPMG in various technical, consultancy and managerial
roles.

Arun holds PGDIE from NITIE, Mumbai and Bachelor�s degree in Electrical Engineering
from
Mumbai University.

Ram Subramanyam, Senior Vice President, Business Development -Financial Services

Practice

Ram Subramanyam has 20 plus years of experience in business development

and management of outsourced projects, consulting services within the
Financial Services, Banking, Retail, Utility and Government verticals. He
has distinctive Executive Qualifications with unique blend of business
development, senior sales leadership and selling highly complex solutions
across both mature and emerging markets. Ram has managed and delivered

large IT projects for several Fortune 1000 companies across the globe.

During his career, starting with General Electric, Ram has managed client
relationships in Asia, Europe
and USA. He has unique experience in working with multi location, multicultural
teams and is an
expert in building alliances and partnerships.

Ram has an Electrical and Electronics engineering degree from Annmalai University
in India.

Narayanan Duraiswami, Vice President, Professional Services

Narayanan is the Head of recruiting at Xoriant India. Narayanan manages 100

recruiters across Pune,
Mumbai, and Hyderabad. Responsible for recruiting and resource management .Maintain
and enhance
IT systems supporting Staffing engagements. Business development and delivery of
EAM practice.
Business Units:

Xoriant has 8 Business units. Each Business Units works independently with
different clients. Below
are the business units and heads of the business units

S.No Business Unit Head

1 Cloud Sreeni Potluri
2 Credit Dimension Gourav Malik
3 East Coast Ram Subramanyam
4 Security Kashap
5 West Coast Shirish Gosavi
6 XES-East Coast Malik Puttikunta
7 XES-Solutions Raja Kumar
8 Xoriant Onsite Ishy Gill

Closures did by xoriant from 2013:

BU Jan Feb Mar Apr May Jun Jul Aug Sep Oct Nov Dec Total
East
Coast
5 5 3 4 1 6 5 9 8 10 7 4 67
West
Coast
15 22 21 25 14 13 13 11 11 22 16 10 193
Xoriant
Onsite
4 5 4 6 4 3 1 4 8 8 6 4 57
Total 24 32 28 35 19 22 19 24 27 40 29 18 317
BU Jan Feb Mar Apr May Jun Jul Aug Sep Oct Nov Dec Total
East Coast 4 2 5 5 4 6 8 8 11 3 2 58
West Coast 13 9 28 15 16 24 19 25 22 24 10 32 237
Xoriant
Onsite
1 4 2 3 1 1 1 2 2 2 19
XES Solutions
1 1
Total 18 11 37 22 23 31 27 35 23 37 15 36 315

BU Jan Feb Mar Apr May Jun Jul Aug Sep Oct Nov Dec Total
Credit
Dimensions
1 3 8 2 3 1 3 3 1 25
East Coast 2 6 9 7 13 10 5 9 6 12 7 4 90
West Coast 23 25 24 26 24 29 22 20 34 35 24 17 303
XES-East
Coast
7 2 4 3 7 6 8 8 8 3 56
XES �
Solutions
2 11 8 5 8 7 4 8 15 7 5 5 85
Xoriant
Onsite
2 2 3 2 1 1 3 3 6 4 4 1 32
Total 29 52 49 44 46 58 43 49 70 69 51 31 591
INTRODUCTION
Introduction:

The staffing industry places individuals into temporary, contract, and permanent
positions into firms
around the world. The total worldwide recruitment market is valued at over US$420
billion and has
grown at an average 12% per annum during the last decade. In the US, staffing
companies placed about
2.96M people per day and the total US market generated $91B in 2010. Other major
staffing markets
include Japan, Italy, France, Spain, as well as many emerging markets. The vast
majority of staffing
revenue comes from temporary staffing, for example, 80.8% of US staffing revenues
in 2010.
Temporary staffing has been growing around the world,

A technical recruiter specializes in identifying good candidates for job positions

in the technology
industry. Some technical recruiters work independently, while others are employed
by a company's
human resource department. The technical recruiter works with both hiring managers
and candidates to
ensure a good fit between employee and job role and may take on a significant role
in the hiring
process. Independent technical recruiters often work on commission, receiving
compensation only if
their candidate is hired by the employer.

Key to a technical recruiter's success is his ability to find potential job

candidates. Depending on the
technical recruiter's experience and connections, he may spend a great deal of time
at job fairs,
universities, and industry conferences in an attempt to meet students and
professionals to add to his
network. Technical recruiters may themselves have experience in the technology
industry, and those
who place candidates in very high-level positions must often possess a strong
understanding of the
particulars of the position, including significant technical knowledge and the
industry, in order to
facilitate a good match.

Many technical roles require specific skill sets, and it can sometimes be difficult
to find a job candidate
who has the required skills, experience, and character for the job. The technical
recruiter begins her
search for the right employee by first discussing the position with either the
hiring manager or human
resources representative who is overseeing the hiring process. She will find out
about the job's
requirements, and if she is unfamiliar with the employer, she'll also try and learn
something about the
company's culture so as to ensure that the candidate's personality will mesh well
with the organization.
She should also be familiar with the hiring policies of the organization, including
background issues,
such as criminal records or financial problems, along with pertinent hiring and
anti-discrimination laws.

Depending on his situation, the technical recruiter may already have several
possible candidates in
mind for the job. If he is unaware of any suitable candidates within his own
network, he'll begin a
search. This typically involves combing online resume services, but the technical
recruiter may also
begin a search for candidates by targeting successful individuals who are working
at other companies.
Once he makes contact with a possible job candidate, he'll begin the process of
vetting the candidate's
credentials and possibly conducting a preliminary interview. If the recruiter
thinks that the candidate is
a good fit, he can present the candidate to the hiring manager.
ABOUT USA
Information on United States of America:

We work to US Staffing, so we have to know about USA

The United States of America (also called the United States, the U.S., the USA,
America, and the
States) is a federal constitutional republic comprising fifty states and a federal
district. The country is
situated mostly in central North America, where its forty-eight contiguous states
and Washington, D.C.,
the capital district, lie between the Pacific and Atlantic Oceans, bordered by
Canada to the north and
Mexico to the south. The state of Alaska is in the northwest of the continent, with
Canada to the east
and Russia to the west across the Bering Strait. The state of Hawaii is an
archipelago in the mid-Pacific.
The country also possesses several territories in the Pacific and Caribbean.

List of USA states

Abbreviation State name Capital Became a state

AL Alabama Montgomery December 14, 1819
AK Alaska Juneau January 3, 1959
AZ Arizona Phoenix February 14, 1912
AR Arkansas Little Rock June 15, 1836
CA California Sacramento September 9, 1850
CO Colorado Denver August 1, 1876
CT Connecticut Hartford January 9, 1788
DE Delaware Dover December 7, 1787
FL Florida Tallahassee March 3, 1845
GA Georgia Atlanta January 2, 1788
HI Hawaii Honolulu August 21, 1959
ID Idaho Boise July 3, 1890
IL Illinois Springfield December 3, 1818
IN Indiana Indianapolis December 11, 1816
IA Iowa Des Moines December 28, 1846
KS Kansas Topeka January 29, 1861
KY Kentucky Frankfort June 1, 1792
LA Louisiana Baton Rouge April 30, 1812
ME Maine Augusta March 15, 1820
MD Maryland Annapolis April 28, 1788
MA Massachusetts Boston February 6, 1788
MI Michigan Lansing January 26, 1837
MN Minnesota Saint Paul May 11, 1858
MS Mississippi Jackson December 10, 1817
MO Missouri Jefferson City August 10, 1821
MT Montana Helena November 8, 1889
NE Nebraska Lincoln March 1, 1867
NV Nevada Carson City October 31, 1864
NH New Hampshire Concord June 21, 1788
NJ New Jersey Trenton December 18, 1787
NM New Mexico Santa Fe January 6, 1912
NY New York Albany July 26, 1788
NC North Carolina Raleigh November 21, 1789
ND North Dakota Bismarck November 2, 1889
OH Ohio Columbus March 1, 1803
OK Oklahoma Oklahoma City November 16, 1907
OR Oregon Salem February 14, 1859
PA Pennsylvania Harrisburg December 12, 1787
RI Rhode Island Providence May 19, 1790
SC South Carolina Columbia May 23, 1788
SD South Dakota Pierre November 2, 1889
TN Tennessee Nashville June 1, 1796
TX Texas Austin December 29, 1845
UT Utah Salt Lake City January 4, 1896
VT Vermont Montpelier March 4, 1791
VA Virginia Richmond June 25, 1788
WA Washington Olympia November 11, 1889
WV West Virginia Charleston June 20, 1863
WI Wisconsin Madison May 29, 1848
WY Wyoming Cheyenne July 10, 1890
MAP OF USA WITH STATES

Time Zones:

The United States uses nine standard time zones. From east to west they are
Atlantic Standard Time
(AST), Eastern Standard Time (EST), Central Standard Time (CST), Mountain Standard
Time (MST),
Pacific Standard Time (PST), Alaskan Standard Time (AKST), Hawaii-Aleutian Standard
Time (HST),
Samoa standard time (UTC-11) and Chamorro Standard Time (UTC+10). View the standard
time zone
boundaries.

Daylight Saving Time begins at 2:00 a.m. local time on the second Sunday in March.
On the first
Sunday in November areas on Daylight Saving Time return to Standard Time at 2:00
a.m. The names
in each time zone change along with Daylight Saving Time. Eastern Standard Time
(EST) becomes
Eastern Daylight Time (EDT), and so forth. Arizona, Puerto Rico, Hawaii, U.S.
Virgin Islands and
American Samoa do not observe Daylight Saving Time. Read more about the new federal
law that took
effect in March 2007 which extended Daylight Saving Time by four weeks.

Timings in USA

There are 4 Time Zones in USA

1. EST (Eastern Standard time) 9.30 Hrs Back to Indian Standard time
2. CST (Central Standard time) 10.30 Hrs Back to Indian Standard time
3. MST (Mountain Standard time) 11.30 Hrs Back to IST
4. PST (Pacific Standard time) 12.30 Hrs Back to Indian Standard time
There is 1 hr difference between every Zone

Note: Every Six months the whole US timing changes for 1 hrs

In October they will forward one hour and in March revert

For Example:

From April to September

1. EST 9.00AM � IST 6.30 PM

2. CST 9.00AM � IST 7.30 PM
3. MST 9.00AM � IST 8.30 PM
4. PST 9.00AM � IST 9.30 PM
From October to March

1. EST 9.00AM � IST 7.30 PM

2. CST 9.00AM � IST 8.30 PM
3. MST 9.00AM � IST 9.30 PM
4. PST 9.00AM � IST 10.30 PM
Time Zone in USA

United States Time Zone Map

The Time Zone Map shows the current time for the four main US time zones.

When daylight saving time is not in effect the time zone codes are:

PST -Pacific Standard Time

MST -Mountain Standard Time
CST -Central Standard Time
EST -Eastern Standard Time

When daylight saving time is in effect the time zone codes are:
PDT -Pacific Daylight Time
MDT -Mountain Daylight Time
CDT -Central Daylight Time
EDT -Eastern Daylight Time

Arizona remains on Mountain Standard Time all year round.

Most of Indiana remains on Eastern Standard Time all year round.
States that come under each time zone:

PST MST CST EST

WA MT ND MI
OR ID SD IN
CA UT NE KY
NV AZ KS GA
WY OK FL
CO TX OH
NM MN WV
IA VA
MO NC
AR SC
LA NY
WI PA
IL ME
TN VT
MS NH
AL MA
RI
CT
NJ
DE
MD
DC
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.

(or)

A citizen of a foreign country who seeks to enter the United States generally must
first obtain a U.S.
visa, which is placed in the traveller�s passport, a travel document issued by the
traveller�s country of
citizenship.

USA Immigration law states that you must obtain a visa / permit to enter America. A
visa is an official
'permit' authorizing you to enter the USA, for a specific reason and for a
specified period of time. There
are many different types of visas / permits and depending on the nature of your
visit to the USA (e.g.
travel, study, work), this will decide which the most appropriate visa is / permit
for you. There are two
separate USA Visa / permit classifications:-"Immigrant" visa and "Nonimmigrant"
visa

Types of VISA:

The type of visa you must obtain is defined by U.S. immigration law, and relates to
the purpose of your
travel. There are two main categories of U.S. visas:

While there are about 185 different types of visas, there are two main categories
of U.S. visas:

�
Non-immigrant visas � For travel to the United States on a temporary basis i.e.,
for temporary visits
such as for tourism, business, work or studying.
�
Immigrant visas � For travel to live permanently in the United States
NON-IMMIGRANT (TEMPORARY) VISAS

H-1B Visas

Under current laws, this work visa is valid for a maximum of six years and is
generally very flexible. It
allows changes of employer as well as simultaneous work for two (or more)
employers, provided that
each employer petitions for a separate H-1B visa. To qualify for an H-1B visa, a
foreign national must
have a U.S. bachelor's degree or its equivalent, or substantial professional work
experience. This visa
category also requires an employer sponsor. Processing time varies from region to
region, but is usually
relatively quick (approximately four to six weeks). Recognized occupational groups
for this visa
category might include, for example: computer industry; mathematics & physical
science; architectural
engineering & surveying; medicine & health; life science; law & jurisprudence;
commercial arts;
education, museum, library & archival sciences; entertainment & recreation;
administrative
specializations; managers & officials; fashion models; etc.

TN Visas

This visa is very similar to the H-1B visa and is available only to Canadian and
Mexican nationals. It is
valid for one year and renewable indefinitely.

L-1 -Intra-Company Transferee Visas

Managers, executives or individuals with "highly-specialized knowledge" who are

working for a
company abroad may be transferred to that company's U.S. branch or affiliate for a
period of up to
seven years. Non-immigrant status can be converted to a green card.

E-1/E-2 -Treaty Trader/Treaty Investor Visas

Traders and investors, their families, and qualified employees may be eligible for
entry under the E
category. Requirements include: national of a country that has a particular
commercial treaty with the
United States; "substantial" investment in a company in the U.S., or regular
trading with the U.S.;
principal investor or "key employee" status in this company. Visas in this category
can be extended
indefinitely, as long as the trading or investment activity in the U.S. continues.
J-1 -Exchange Visitor Visa

In general, this category is open to foreign students, au pairs, scholars, doctors,

medical students,
business and industrial trainees and others participating in U.S. government-
approved programs for
gaining experience, studying or performing research. Changing status to other non-
immigrant
categories may be permissible, depending upon visa restrictions.

F-1 -Student Visa

Foreign nationals who have been accepted by U.S. colleges or universities and who
satisfy certain other
requirements may be eligible for this type of visa, which is valid for the duration
of an applicant's
course of study.

F1 Visa: Academic Studies

For people who want to study or conduct research at an accredited U.S. College or
University

Curricular Practical Training (CPT): CPT is a temporary authorization for practical

training which
is directly related to the student�s major field of study. This �Practical
training� can include paid/unpaid
internship experience, employment, cooperative education experience, practicum
participation and
such. CPT is authorized only by the ISS office in keeping with the F-1 regulations.
The student can
apply for CPT during the regular academic year while being registered full-time as
it is a must and also
during the annual vacation quarter.
CPT could be part-time that allows 20 hours of work per week or less or full-time
that allows more than
20 hours of work per week. However on accumulation of 12 months of full-time CPT
authorization,
one loses eligibility for Optional Practical Training (OPT).

The CPT facilitates 9 months of work during an academic year Fall or Spring after
entering the
US. The student has to work with the school to get CPT. Usually the student gets
credit for working in
CPT and it entails legally working for a prospective employer who is ready gives an
opportunity to
prove your worth. It is also called Co-op or Internship. CPT pays but some schools
don�t allow CPT if
you aren�t from the local city. 12 month CPT eliminates your possibility of getting
an OPT after
graduation.

Optional Practical Training (OPT): OPT starts after graduation from school. One has
to apply to the
US department of Immigration for approval 6 months prior to the graduation to work
in OPT. This
process initiation is important before graduation as it can take time. One stands
the risk of losing status
in US if the OPT isn�t started within 2 months after graduation which is the grace
period. One may
work for anyone in OPT, however it must be related to the course field. It is an
option that US
government offers to international students to find their appropriate employers.
The Employment
Authorization Document(EAD) is given with a validity of 12 months from the US
immigration to work
legally after graduation. The new OPT rules state that if you belong to the STEM
Category then you
can get an extension for an extra 17 months for a total OPT of 29 Months.

Eligibility and requirements

CPT eligibility requires the student to have:

� Current valid F-1 status

� Been enrolled in a college full time for minimum one academic year.
� Opted for Majors.
� Their degree from UW
OPT eligibility requires:

� Student to have completed graduation.

� CPT of less than 12 months.
� Opted for Majors in college as the job will be course specific.
O & P Visa

The O visa is for foreign nationals who can exhibit "extraordinary ability" in the
arts, sciences,
education, business or athletics and those accompanying or assisting them. The P
visa may be a viable
alternative for entertainers and athletes who do not meet eligibility criteria of
the O visa.
B-1 -Business Visitors

In general, this type of visa is for individuals who can demonstrate a business-
related reason for visiting
the United States. Length of stay is for up to 1 year.

B-2 -Tourist Visas

This visa enables foreign nationals to travel and vacation temporarily in the U.S.
Such trips cannot
involve employment, and the length of stay may be up to one year. Note that
nationals of countries
participating in the Visa Waiver Pilot Program may enter the U.S. without a visa
and stay for a period
of up to 90 days. However, if one enters under the Visa Waiver program, a change of
status to other
non-immigrant or immigrant categories is not permitted.

OTHER NON-IMMIGRANT VISAS

K-1 -Fiancee Visa

This visa is available to those planning to marry a U.S. citizen, but is currently
outside of the United
States. Persons granted the K-1 visa have 90 days from the date of entry to marry;
no extensions are
allowed. After the marriage, a K-1 visa holder must convert the K-1 to a Green
Card.

H-2B Non-Agricultural Visas

Used for non-agricultural workers coming to the U.S. to perform employment of a

temporary nature.
To qualify for this visa, a foreign national must be sponsored by a U. S. employer
and possess requisite
skills or background for the position offered. Petitioners for the H-2B must show
documentation that no
qualified Americans are available to fill the position. This group includes skilled
workers.
H-3 Training Visas

Available to foreign nationals (generally, those who do not hold a university

degree) who wish to
participate in a training program not available in their country of nationality.
The overall length of stay
is up to 2 years. Requires a U.S. sponsor.

I -Information Media Visas

This visa for representatives of information media is generally issued for one year
and renewable
indefinitely.

R -Religious Worker Visas

Professionals working in a religious capacity in a "bona fide" religious

organization may qualify for
this visa type. To qualify, one must demonstrate that s/he has worked in a
religious capacity for at least
for the two years immediately prior to application.

IMMIGRANT VISAS (PERMANENT RESIDENCE OR "GREEN CARD")

Immigrant visas grant permanent resident status (or a "Green Card"), which allows
foreign nationals to
permanently reside and work in the United States, as well as to travel in and out
of the U.S. Generally,
when a foreign national obtains a green card, his or her accompanying spouse (wife
or husband) and
unmarried children under age 21 also obtain green cards. Depending on the way in
which permanent
residence was obtained, after three to five years, a person with permanent resident
status may apply for
citizenship.
Green Card Process Steps and Stages for EB1, EB2 and EB3:

There are two main paths to obtain Green Card in USA (lawful permanent resident
status)

1. Family-based Green Card Categories and

2. Employment Based Green Card � EB1, EB2, and EB3.
P.S. there are other ways, but in the article, I�m going to focus on Employment
Based Green Card
Process ( EB1, EB2 and EB3 Steps) and Various stages involved.
If you are working in H1B Visa, L1B Visa or other non-immigrant w1ork visa, you
most likely to
through the following steps for your Employer-Sponsored Green Card.

Note: Employment Based Green Card process is driven by Employer and cannot be self-
sponsored.

Green Card Process Steps

There are three stages for Green Card for EB2 and EB3.

1. Stage 1: PERM/Labor Certification Stage ( EB1 doesn�t require this Stage)

2. Stage 2: I-140 Immigrant Petition Stage
3. State 3: I-485 Adjustment of Status Stage
Stage 1: PERM Labor Certification

� PERM/Labor Certification stage is the first step in the green card process.
� PERM stands for Program for Electronic Review Management.
Why PERM Labor Certification?

During this PERM Labor Certification step, Employer have to prove that there are no
qualified
American Citizens or Permanent Residents for this positions and foreign workers not
taking jobs away
from U.S. citizens.
Here is an overview of what happens at work place before green card process begins:

�
HR Manager notifies company�s Immigration Attorney about filing Green Card for the
specific
employee.
�
Initial Meeting: Manager, Employee, HR and Immigration Attorney
�
Job Description: Drafted, revised and finalized.
�
Prevailing Wage determination request submitted to U.S. DOL (Department of Labor)
�
Followed by Recruitment Phase
�
If no qualified US workers identified, file application with DOL.
�
Date when the application is filed with DOL is your Priority Date (PD).
�
DOL processes and approves PERM Labor Certification
Processing Timeline :

�
Initial Conversation to Job Description Finalization: 1 to 2 Months
�
Prevailing Wage Determination : About 2 months
�
Recruitment and Filing : 3 to 6 months
�
PERM Labor Approval : 2 to 8 months. (as of Oct 2015, PERM approval time is 7
months)
If PERM Labor is filed 365 before H1B Expiry date, then H1B can be extended in 1-
year increments.

Stage 2: I-140 Immigration Application

Next step in the Green Card process is I-140 Immigration Application. After Labor
Certification
Application has been certified by DOL I-140 application can be filed.

Why I-140?

�
Verify employee meets job requirements specified on the PERM/Labor Certification
Application
�
Verify the sponsoring employer can pay the offered wages to the employee.
After I-140 is approved, H-1B employee will be able to extend the H1B for 3 years
period beyond
initial 6 years.

Stage 3: I-485 Adjustment of Status

Form I-485 Application to Adjust Status, the actual green card application which
will be filed after I140
application is approved by USCIS.

Green card visa number is available based on

� Applicants country of birth

� Employment-based classification
� Priority date of the Applicant
You could be born in India and have Australian Citizenship. But, Visa number
availability is based on
country of birth (India).

The priority date is the date that the PERM/Labor Certification Application was
filed with the DOL
(EB2 and EB3).

For EB1, date I-140 is filed with USCIS is the Priority Date.

Long wait times are due to the unavailability of Green Card Visa numbers.

There is a certain number of Green card applications are made available per year
per category per
country.

Every month Department of State publishes the Visa Bulletin, with available visa
numbers based on
priority dates.
While filing I-485 application, you could file for EAD and Travel Permit (Advanced
Parole).

Green Card Processing Time

� People wait for 4 to 6 years in this stage in EB2 (for India)

� Several more years for EB3 (if you are from countries like India and China).
� Recently my co-worker got EB3 Green Card in Oct 2015 after 13 years Wait.
If the priority date moves back from after you file for I-485, then visa numbers
will not be available.

You would have to wait till visa numbers available to get Green Card. That�s when
folks apply for
EAD.

What about EB1 Category?

For EB1 green card process, there are just 2 stages.

1. Stage 1: I-140 Immigrant Petition

2. State 2: I-485 Adjustment of Status
As you can see, there is no PERM Labor Certification step.

Plus, there is another option called National Interest Waiver (NIW) category for
EB2, where PERM
Labor is not required.
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.
Tax Terms in US Recruitment/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. Candidates submit tax returns to IRS usually,
and occasionally
employer also submits tax returns on behalf of candidate.

Eligible Candidates: American Citizen, Green Card (GC) Holder, EADs (Employer
Authorization
Document), TN Permit (Canadian Visa), OPT (Optional Practical Training), CPT
(Curricular Practical
Training), H1B, L1 etc.

W2 -Salary with benefits: This is FULL TIME, PERMANENT JOB. Employee will be paid
salary
and get benefits like joining bonus, vacation, holidays, workers compensation,
relocation expenses,
leave encashment, IRA, Health/Vision/Dental/ Life Insurance, 401k, Education
Benefits, retirement
plans etc. Usually company pays the candidate when there is no job or in between
projects.

W2 -Hourly with benefits: This is FULL TIME, TEMPORARY job. Employee will be paid
on
hourly basis and they will be enjoying benefits also. As soon as the contract
period is over, employee
has to find another job.

W2 -Hourly with no benefits: This is FULL TIME, TEMPORARY job. Employee will be
paid on
hourly basis and there are no benefits.

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.
Based on this 1099 form, Candidate will submit tax returns to IRS, which includes
employee and
employer taxes.

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. In January,
company sends 1099 form for the amount earned previous year in contract period. In
addition, they also
send w2 form to candidate in January, for the previous year wages and deductions
earned after hiring
him as a fulltime employee. Based on this w2/1099 form, Candidate will submit tax
returns to IRS,
which includes employee and employer taxes.

Contract between a company and another company:

Contract -Corp to Corp: This is a contract between Company (Client) and another
company
(vendor). Vendor's candidates will work with client and client sends 1099 form to
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. Client sends 1099
forms to Vendor for the contract period worked by the candidate. After hiring the
candidate into their
payroll, client sends w2 to the candidate for the wages earned during the previous
year
Staffing and Recruitment
Staffing and Recruitment

Staffing: The selection and training of individuals for specific job functions, and
charging them with
the associated responsibilities.

Recruitment: The process of identifying and hiring the best-qualified candidate

(from within or
outside of an organization) for a job vacancy, in a most timely and cost effective
manner.

Role of a junior/middle/senior Recruiter:

Based on the company's title, they are also called as IT Recruiter, Technical
Recruiter, Sourcing
Specialist, Principal Recruiter, Resource Manager, Talent Management -Recruiter,
Head Hunter,
Recruiter-Executive, and HR-Recruiter etc. Based on their experience/level/role,
they are called as
junior/middle/senior recruiters.

Recruiter is involved in end to end recruitment process and engages with accounts
managers,
candidates (consultants), HR team, immigration team, operations team, finance team
etc. Recruiter has
strong relationship with vendors, consultants. The success of a recruiter is about.

�
Methodologies to source a resume.
�
Submitting quality resumes as early as possible or almost immediately.
�
Excellent working relationship, ethical with everyone involved in end to end
recruitment process and
maintaining integrity.
�
Working independently, Team play and understanding management's vision.
�
Creating own database and to develop relationship with everyone.
�
Adapting to changing trends.
Roles and Responsibilities:

�
Works on the requirements from Accounts Manager and follows up with Accounts
Manager to get
additional requirements or new requirements.
�
Understands requirements and prepares to evaluate the candidate on recruitment
perspective related
to the requirement. Recruiter may also get additional details from the candidate,
which may help
recruiter to submit candidate for other requirements. In general, Technical Panel
will evaluate the
candidates on technical perspective. At times, recruiters who earlier worked with
technical back
ground will also evaluate candidates on the technical perspective.

�
Sources resume for external requirements (from client) or for internal requirements
(from employer
itself).
�
Sources resume on full time (w2-salary), (w2-hourly), 1099 or on contract (c2c i.e.
corp-to-corp)
�
Speaks to the candidate at their convenient time. Explains about the
requirements/company/client.
Walks through the job description and skills needed. Also explains about offer
letter terms, benefits,
immigration process, interview process and how this job will be beneficial to the
candidate on short
term/long term aspects. If the candidate is 100% happy about the requirement, the
recruiter starts the
pre-screening.
�
Updates the resume as per format, checks references and submits only TOP
NOTCH/QUALITY
CONSULTANTS to accounts manager.
�
Enters (records) the data in some documents for all submissions, which will be
useful for recruiter,
recruitment team etc.
�
Manage job postings, database and update it as and when required.
�
Follow up with accounts manager about the interview schedule and conveys the
information to
candidate/vendors. If the consultant is rejected by accounts manager, or if the
requirement is closed
by client itself, recruiter informs the candidate/vendors.
�
At times, recruiter co-ordinates if candidate has to take some screening tests.
�
If the candidate is selected
o
Follow up with HR department for documents to be sent to the vendor, consultants.
o
Follow up with HR department, if there is an immigration process.
�
If the candidate is hired by the client:
o
Recruiter warms up the consultant right from day one until the consultant is
settled in
client' workplace since Back Outs may happen at ANY TIME in recruiting. Conveys
recruitment team, hr department, and finance department that candidate has started
working with client.
o
Follow up with finance department, in case if there are any issues in salary or in
payments.
Role of Recruitment Manager:
The manager who manages one or more junior/middle/senior recruiters is called a
recruitment manager.
In general, one who manages/supervises all recruitment managers is called as
Recruitment Head and
based on their experience they may be called as Recruitment Director or Talent
Management Head or
Talent Acquisition Head, or Vice President (Recruitment) etc.

� Understands the requirements correctly and guides the recruitment team. At times,
requirement
gets changed very often and recruitment manager will be asking several questions to
accounts manager
to understand the requirement correctly. Frames the job description and skill sets
needed and forwards
it to recruitment team.
� Analyses/Evaluates the requirements from Accounts Manager. Within few days,
recruitment
manager can determine whether requirement is HOT or NOT.
� Understands the strength and weakness of recruiters and allocates requirements as
per their
strength because some may be strong in full time hiring, and some on c2c and some
on internal hiring.
� Allocates Recruiters on client/tier1 client basis also. If some recruiters have
developed some
rapport with the client, then the same recruiter will be aligned to those client's
requirements.
� Evaluates the candidate based on recruiters� input and provides feedback to
accounts managers
and recruiters.
� Always keeps an eye on all requirements from all account managers. Will try to
submit
candidates' resume for several requirements if requirements are matching with
candidate's skill set.
� Oversees all activities until the candidate joins with the client.
� Resolves issues/conflicts with vendors/consultants. If the candidate is arranged
for interview
schedule, Recruitment Manager will always have constant touch with them.
� Hires a better technical recruiter for recruitment team and acts a HIRING MANAGER
for
internal requirement. Also involved in firing a recruiter, if performance is not
satisfactory.
� Speaks with technical panel to find out the questions that should be asked to the
candidate for
that requirement.
� Customizes any new recruiting software that is bought as per the needs of the
company.
� Speaks to Job Boards/Web Site if a problem is occurring very frequently while
posting
requirements or sending requirements to consultants.
� Maintaining relationship with recruiters, candidates and vendors.
� Share valuable information based on the changing hiring trends. E.g. Using Social
Networks
recruitment related information.
� Implement the policies set by CEO within recruitment team.
� Gets valuable inputs from recruitment team and shares it to CEO.
� Resolves the disputes arising within recruitment team. E.g. For submission of
candidates, some
recruiters will submit other recruiter's resume and will try to take credit of that
submission.
� Will involve in day-to-operations of the recruitment team (Leave, Permission,
Vacation etc.)
� Involved in performance review/appraisal of the recruiting team.
� Involved in creating job descriptions/skill sets needed.
� Involved in immigration process by communicating with the Legal team.
� Involved in documentation.
� Training the junior lever recruiters.
� Involved in orientation of the new recruiters.
RECRUITING LIFE CYCLE
Recruiting Life Cycle

Client
Account Manager
Passes the requirement to Recruiter
Understands the requirement
Post JD in portals and Search for resumes in job portals
Call Up candidates
Get Updated CV/Resume
Check the Quality of CV/Resume
Format the Profile/CV/Resume
Submission of the CV/Resume/Profile to the Account manager
Account Manager interacts with the candidate/consultant for further clarification
Submit the CV/Profile/Resume to the client
Get the feedback from the client and follow up with the candidate
Arrange the Interview
Closure
Job Requirement Analysis:

Before you begin to analyse a job requirement, make sure you have all the necessary
information from
your client. If anything is missing, call them or email them to get the missing
data. While you don�t
need to have knowledge of each specific aspect of their work, develop as deep of an
understanding as
possible to ensure you produce quality results. After the completion of the job
requirement analysis,
you should be able to answer the following questions:

1) Why does the requirement exist?

2) What kind of tasks has to be done by the employee?

3) When does the project start and when will it end?

4) Where is the job located?

5) What are the necessary qualifications that the employee needs to have to do this
job?

6) Under what working conditions will the employee perform the job?

What to look for on the job requirement?

Title of the Job: This provides a good visibility of the type of requirement. Eg:
Programmer Analyst,
Data Base administrator, Senior developer�

Experience Level: Part of this information can be found in the job title. If the
title is says �Sr� then the
candidate should have at least 5 years of relevant experience. There is a
possibility to ask for midlevel
or senior. In this case the expectation of the client should be interpreted as 3-5
years of relevant
experience. Candidates with 6 years of total experience and 3 years of relevant
experience should be
considered as only midlevel candidate. In some cases, if the candidate has markedly
similar experience
or has almost done the same job in a different company they may be hired even if
their experience is
only 3 years. So finding the best profile to perform the required job duties are
the key for increasing
your success rate.

Mandatory skills: This is directly related to the individual�s specialized skills

and related experience.
The candidate should have the required experience for all the mandatory skills.
Having simple
keywords on the resume will not suffice. Sometimes the keywords in the job
requirement may not
directly reflect the actual skill, you may want to search on the web and find out
alternate keywords. Eg:
�SSRS� is key word for �SQL server Reporting services�. Searching resume s for SSRS
may not yield
the results of candidates who mentioned �SQL Server Reporting Services�. Similarly
some clients even
mention very small tools while many other candidates may omit that tool seeing it
as very common and
not worth mentioning in the resume. It may not be possible to know all the skills
and keywords in the
technical recruiting world. So the best approach will be to work with the client as
well as the candidate
and understand the requirements for better match making.

Location: In the United States location is one of the important factors to be

considered. Cultural
difference, weather and relocation cost all inform the importance of location.

Job description: Finding the best resume can be fine-tuned if there is a better
understanding of the
requirements. When you understand the job requirement better, then you can write a
better job
description which will result in finding the right candidates

How to Attract the Right Candidates for Job Advertisements?

The objective of the job ad is to attract the right candidates and encourage them
to submit their resume.
The job ad is one way communication to the job seeker about what the company is
looking for and why
this would be the best career opportunity for them. Also the ad should discourage
the job seekers who
are not likely to be considered at all.

While working on a job opening, the most time consuming task in the process is to
sort through the tons
of job seeker resume s to find the few relevant matches. This can become more
frustrating when your
job advertisement is inaccurate or misleading.

The worst situation arises when all the resume s you get are totally irrelevant for
your job requirement.

How do you solve this problem?

Here are some tips to help you construct your job advertisement so that it targets
only the right
candidates.

1. Use a job title that a job seeker is likely to search for; not the internal job
title that you are likely to
use. The title is the attention grabber and entry point for the job seeker to read
your full description.
2. Don�t use generic words since they can be misleading. If there is a more
specific term use it to
achieve optimal results. Eg: Do not use �Software developer� instead �Java
Developer with Unix
background� this title will easily encourage the right candidate and discourage
someone who does not
have the relevant background.
3. Always list the responsibilities of the job. A job advertisement that only lists
the job title, location,
pay rate and essential skills is usually ignored or misunderstood.
4. Don�t use a lot of insider buzz words. Use the words that are commonly known to
the candidates.
5. Use bulleted lists to explain the roles of the job. Paragraphs often go unread.
a. This short and crisp list will guide the job seeker to match the job need and
their experience,
remember instead of matching the job description to the resume by you, the
candidate is
doing the work you. You can save time and energy.
6. Mention clearly the steps that the job seeker needs to follow to apply for your
position.
7. When you expect multiple skills, always mention whether you want a combination
of those skills or
if any single skill would suffice.
8. Be clear about which skills are mandatory and which ones are optional.
9. Include your company information and a brief introduction. This will add more
reliability to the
advertisement.
10. Explain clearly about the benefits of the job and the positive aspects.
11. Make sure that your job advertisement complies with discrimination legislation
and avoid any
discriminatory description or job title.
12. Discourage applications from candidates who are not qualified. It will help to
reduce the number of
irrelevant applicants.
Job Description priority can flow as follows:

Job Title
Description in priority

� High level rolls of the job

� Location of the position
� Minimum experience level (include if there is a flexibility)
� Proposed pay range
� Roles & Responsibilities
Finally, remember that a job advertisement works similar to any advertisement for a
product or a
service. The advertisement must be approachable, convincing and informative.
JOB PORTALS
Job Portals:

Job portals are websites which allow you to post jobs in order to make them visible
to a wide audience.
They also have a database of resume s that you can search. They are powerful tools
for both posting
your jobs and searching for resumes.

Some job portals are region specific; a specific country, state or a city. There
are also job portals which
are specific to a field, for e.g. Corp-corp.com is a job portal specifically for
technology jobs.

Job portals are beneficial to both job seekers and recruiters. A candidate posts
his resume and searches
for open positions. A recruiter posts his requirements and searches for best
candidates for his position.

Usually the job portals allow candidates to upload the resume s for free and may
charge the candidate if
he/she opts for some extra advertising. The recruiters will have to pay for posting
the position and
searching the resume database. There are some free job portals around but they lack
the features and
quality of the paid services. If you are active in recruiting it is necessary to
get a paid subscription in a
good job portal.

Job portals also utilize site-specific search engines to streamline your results.
They allow you to sort the
search by date posted, relevancy etc. The jobs posted in the job portals are also
indexed in job search
engines and the internet search engines like Google.

Here are some guidelines to make the best use of the job portals as a recruiter:

�
Create a detailed job description which clearly states the necessary qualifications
and the
responsibilities of the job and post it in the right category.
�
Make sure you have the right preferences set for the visibility of your contact
details. For e.g. If you
prefer not to receive calls and get the resume s only through emails, then there
should be an option in
the job board to set it.
�
Create a catchy title and make the first paragraph of your job description
interesting and clear. Only
the title and the first few lines of the job description are shown in the search
results.
�
Use relevant keywords in your job description. This will help a user who is
searching in Google to
find your job.
�
Make sure that you have the email preferences set to receive notifications when
someone applies for
your job.
�
Apart from posting the requirements, actively search for resume s to find the
passive candidates who
are suitable for your job.
�
Update your job if necessary. Older jobs may be pushed back in the search results
or a candidate
may think that your requirement has already been filled and may not apply for your
requirement.
�
Remove your job from the job boards once the position is filled. This will avoid
unnecessary calls
and will help the job portals to serve you better.
It is important to choose a good job portal for the primary use. A good job portal
should save your time
and should have necessary tools to find what you are looking for.

Also, don�t ask how many resume s a job portal has and make a decision based on the
number. You
should give more importance to the quality and specificity when it comes to
choosing a good job portal.

Using social media as a recruiting tool

Apart from using internal database and job portals like corp-corp.com, using social
media works very
well for sourcing candidates. The best thing to do will be posting a job in the
portal and promoting the
public url of the job in the social media sites.

Here are some tips to harness the full power of social media. You can source
candidates more quickly
than ever before using the combined power of social media and corp-corp. com

Social media not only helps you to source candidates but you can also use these
sites to do some
background checks about the candidates. Almost everyone has profiles in one of
these social media
sites and you can know more from them from their public profiles on these sites.
There are three social media sites which are more useful for recruiting than
others. They are Linkedin,
Twitter and Facebook.

Linkedin is the ultimate source of candidates. By now, there should be nearly 80

million profiles in
Linkedin. While profiles in other social media sites exist for personal
communications, the sole
purposes of Linkedin profiles are job seeking and for building a professional
network. There are a lot of
groups that you can join to promote your job. However, when posting jobs, never
enter your email
address or phone number, since it leads to spam and abuse. Instead, post the public
url of the job and let
the candidate apply from there. You can also ask the candidates to pm you, but if
you care more for
privacy and have set not to allow private messages from everyone, then posting the
job�s url will be the
best option.

Twitter can be used to promote your jobs, promote yourself as a recruiter and
promote your company.
You follow the same rules as you do in Linkedin except that all your postings can
only be up to 140
characters. Twitjobsearch.com is job search engine which indexes jobs from the
tweets. While posting
a job, it will ask you to enter the public url where the job is posted. List the
url of the job from corpcorp.
com.

Many people don�t use Twitter as much as they use the other such sites because they
don�t really
understand how it works. Twitter is essentially a networking tool where you are
allowed create posts up
to 140 characters. That is why it is called as a micro-blogging service. Managing
your followers on
twitter is important. You can create a huge number of followers but if many of them
are automated
followers your reach is still limited. Your tweets are also permanent. All the
tweets get indexed in
search engines, searchable using hash tags and from http://search.twitter.com. In
fact, if you use these
search engines, you will often see tweets from people mentioning that they are
looking for a job.

The statistics from the Facebook says the following:

� More than 500 million active users

� 50% of our active users log on to Facebook in any given day
� Average user has 130 friends
� People spend over 700 billion minutes per month on Facebook
Facebook is the most powerful site among the social media websites though most of
the people use it
only for personal purposes. You can still reach many good candidates from Facebook.
It is also a great
way to promote your company. You can also ask the short listed candidate to visit
the Facebook page
of your company and the client�s company to appear more reliable to the candidate.

Realize, though, that each site is used differently by its clientele. Facebook
users are generally not
searching for jobs. While their profiles may be edited to ensure a potential
employer sees the right
things, they most likely use it to stay in touch with friends. Linked-In, on the
other hand, is used
precisely for networking. However, it is not as ubiquitous as Facebook. Twitter is
a mixed bag. Many
people use it as a networking tool while many others use it more similarly to
Facebook�s status updates.
Asses your needs and maximize the return on your efforts.

Boolean Search:

It's an information retrieval technique that allows several search words and
phrases to be combined
using operators or commands. Operators are instructions to the search engine such
as "and," "or," "not"
and "near." Learning to use these Boolean operators for keyword searches will help
narrow your
results.

Fully constructed Boolean search strings can look both confusing and complex, but
don�t worry,
because they aren�t! The first important thing to appreciate is that there are only
five elements of syntax
to understand. These are:

AND

OR

NOT
()
��

By applying these appropriately, along with the keywords you wish to consider, you
can create a huge
range of search operations. There is no limit to how often you can use any of these
elements in a search,
so you can create very specific search strings, which will save you a lot of time
in filtering the results.

AND

AND is the simplest function to apply. Any search terms that follow an AND command
must appear in
the result. For example:

engineer AND �senior developer�

will give results that include both the word engineer and the phrase �senior
developer�. All search
results will include both, and any CVs that have either engineer or �senior
developer� (but not both)
will not appear.

OR

OR provides options into a search. Usage of the OR command allows you to create a
list of possibilities
for which only one match is important. For example, the following search phrase
would give you
results that contain one or more of the stated words:

hospitality OR catering OR hotelier

NOT

NOT is the command of exclusion. If there are closely related terms that mean very
different things,
then usage of the NOT command is extremely valuable. An example could be as
follows:

architect NOT �software architect�

This would give you results that contain the word architect, but leaving out any
that use the phrase
�software architects�. Very useful if you are operating in the construction
industry.

The one major limitation with the NOT command is that it isn�t recognized by
Google.

�� � Quotation Marks

You will have noticed that I have used the �� expression above in some examples
already, wrapped
around particular keywords. These quotation marks are used to capture a phrase that
is to be kept intact,
in the precise word order stated. Not using �� around a phrase will mean that each
word is treated
separately, usually with an assumed AND in between each one. For example:

pork sandwich

would give results that contain �pork� and �sandwich�, but not necessarily in the
same sentence or
paragraph!
�pork sandwich�
would give results that only contain the phrase �pork sandwich�

() � Brackets

Using brackets is essential for complex search strings, and it can be their
application that causes the
most confusion. Essentially, a clause within brackets is given priority over other
elements around it.
The most common place that brackets are applied by recruiters is in the use of OR
strings. Perhaps a
good example would be company names. You have a list of target companies from where
you wish to
find your talent, and a candidate can have worked at any one (or ideally several)
of them. You might
initially construct a command like this:

IBM OR Oracle OR �Red Hat� OR Microsoft

These are all large companies though, so any search like this is likely to generate
a large number of
results. If you wanted to find just individuals who have reached Manager or
Director level, then you
might use the following command:

�Manager� OR �Director�

To combine both commands into one search, we use brackets to tell the search engine
that these are
separate conditions. In order to tell the search engine that we want to see results
containing either
Manager or Director and also one of IBM, Oracle, Red Hat, or Microsoft, we group
them like this:

(�Manager� OR �Director�) AND (IBM OR Oracle OR �Red Hat� OR Microsoft)

It makes no difference which order the two bracketed sections go; the same results
will result either
way.
MONSTER
Using Boolean Search in Monster:

Basic Boolean Operators

Or

This operator combines keywords so that a document is retrieved if it contains any

or all of the
keywords.

For example, searching for "developer or engineer" will find all documents in which
the words
"developer" or "engineer" appear. "Or" is the default command on most, but not all,
search engines, so
if you use more than one word in a search without an operator, the search engine
assumes each word is
linked by "or."

And

Use "and" to combine terms so that information is retrieved only if all terms occur
in the same
document.

For example, "software and engineer" will find only documents where both keywords
occur.

Not

The "not" operator prevents retrieval of documents in which specified terms occur
together. This
operator is also helpful when a keyword has multiple meanings.

For example, "engineer not software" will find documents in which "engineer" occurs
but "software"
does not.

Near

The "near" operator indicates that the search words you have entered must appear
within a certain
number of words of each other (usually between one and 20).

For example, a search for "sales near management" would turn up results in which
the two words
appear close together.

Wildcard Symbol: *

The asterisk can replace one or more letters at the end of a word. This might help
you search for
something that can be phrased differently.
For example, "nurs*" will find documents containing the words nurse, nursing and
nurses.

Quotation Marks: " "

This operator searches for words or a phrase exactly as typed. Putting quotation
marks around the
words "ultrasound technologist" will find only those documents containing those two
words in that
exact order.

Other Boolean operators can help you fine-tune your search results, but mastering
these basics will
increase your accuracy and decrease your frustration. It's also worth noting that
various Web sites will
tinker with Boolean logic to create their own versions of the search language. For
example, the popular
search engine Google has its own variations.

To Search for resumes in Monster visit the page: http://hiring.monster.com/

Using login credentials to login into the monster

HOME PAGE

To Search for the resumes goto candidates->search resumes

We move onto search criteria. Here we have to enter fields according to our
requirement to search a
resume. In the search we find below fields

Keyword: Using keywords is an effective way to search for words, phrases and
acronyms contained in
a job seeker�s resume (e.g., UNIX, programmer, SAP, sales, COBOL, human resources).
How you
create your search string will influence your search results. Below are a few ways
you can define your
keyword search terms using Boolean operators for a more effective resume search.

Resumes posted: Duration of the resume posted back

Today

1 month

Example: Resumes posted from

to

Location Choose one of the options below: According to the requirement we search
for the local
candidates so location plays a major role in refining the resumes.

You can choose location in two ways a) ZIP code b) Location name
a) ZIP Code: Here we give the ZIP code of the location and radius around that zip
code.
Search ZIP Code Radius

50 miles aw ay

Only show job seekers within

of ZIP Code

Find a ZIP Code

b) Location name: A list of locations will be there we have to select the locations
present in that list.

Resume Detail: Your resume search can be customized to suit your hiring
requirements. You can
choose to conduct a basic keyword (e.g., job title or desired skill) and location
search, or refine your
search by adding additional criteria (More search options). You will also have the
ability to refine
your search and search results after you conduct your search and view your results.
The below details
can be given to refine more on resume

Most Recent Employer

Most Recent Job Title

Most Recent Job Description

Schools Attended
Job Seeker Profile: The resume search can be customized on profile of the
candidate�s education
level, Career level, Language proficiency, Job status, Job type, Company Industries

BOOLEAN SEARCH IN MONSTER:

The Role Of Parentheses In Boolean Searches:

QUESTION: How do you find a Java developer with ASP or SQL Server experience?
ANSWER: Java AND (ASP OR SQL Server)
The "answer" is what you type into a search engine to find the resume your and
looking for.
You''ll notice that the parentheses matter. If you had entered
ANSWER: (Java AND ASP) OR SQL Server
You would get two groups of resumes, those with Java and ASP as well as a group of
resumes with

SQL Server.
You may remember this from high school math. It makes a difference how you group
the numbers
below by putting in parentheses:
Does 1+2x2=5 or 6?

If the parentheses are like this: 1+(2x2)=5

Here we did the "multiply" first, and then the "add".....Multiply is similar to
"and"
Whereas if the parentheses are like this: (1+2)x2=6

Here we did the "add" first, and then the multiply. "Addition" is similar to "or"
Parentheses will help us group search terms for effective searches. We''ll come
back to the importance
of using parentheses later.

II. Examples Of Writing A Boolean Equation

YOUR MOTHER SENDS YOU TO THE STORE TO GET INGREDIENTS FOR A POUND CAKE:
She says, "get whole wheat flour or grits and sugar or honey and butter or olive
oil and baking soda, but
no gun powder."

This instruction would be clearer if written as:

(whole wheat flour OR grits) AND (sugar or honey) AND (butter or olive oil) AND
baking soda AND
NOT gun powder = successful trip to the grocery store to make pound cake.
What would your mother say if you came back with gun powder instead of baking soda?
Would she be

pleased? Would she congratulate you on a successful trip to the grocery store?
The same principles apply to using boolean searches on the web.
or C++ and SQL -without parentheses it''s less clear what you are looking for. The
two examples

below are clear:

or (C++ and SQL) resume must have or either C++ and SQL
( or C++) and SQL resume must have or C++ and SQL

III. String Searches

WHAT HAPPENS WHEN YOU SEARCH RESUMES FOR CERTAIN KEY WORDS USING A
RESUME DATABASE:

As an exercise, go to any resume database and pull up a resume at random. Look over
the resume and
see if you can pick out a word or a group of words [WE CALL THIS A "STRING",
because it is a
string of letters in the alphabet in a specific order] that you think would be
UNIQUE to this particular
resume and this particular resume ALONE. Maybe, for example, at the bottom of the
resume the
candidate said that their favorite musical group was Fleetwood Mac, or they said
that , for example,
they won the 1986 Butte Montana President''s Trophy.

Now close out of that resume and go back to where you enter your search words for
this resume data
base and in this example (you can come up with your own example) just
enter,"Fleetwood Mac". Odds
are very good that you will be able to pull up the same resume, unless of course
499 other candidates
stuck Fleetwood Mac on their resume, which isn''t too likely. Similarly, start over
again and enter the
(for example) search words, "1986 Butte Montana President''s Trophy". Chances are
very good that you
will be able to pull the same candidate out of the pile again using this search
string. If you enter "1987
Butte Montana President''s Trophy", you won''t find this candidate.

If you are searching resumes for the word "JavaScript" but you enter just "Java",
you won''t find it. If
you enterJavaScriptx, you won''t find JavaScript because you entered a different
string of
characters. If you''re trying to locate "Brent Vaughter" but enter "Vaughter
Brent", you''ll never find
Brent. If you''re looking for just "Brent", but enter "tBren", you won''t find him.
The search string was
not correct or the characters were not in the exact order necessary to find him

IV Example Of An IT/Software Search String

JavaScript AND C++ AND SQL is the same if you put in the following parentheses:

(JavaScript) AND (C++) AND (SQL)

Sometimes resumes will have JavaScript mis-spelled as 2 words: Java Script, so to

make sure we
don''t miss these resumes, we change the above search string to:

(JavaScript OR Java Script) AND C++ AND SQL

V. Database Administrator
Suppose you had to find candidates in a database for the following job description:

1. Must have hands on experience with data modeling or design of a database.

2. Must have experience in Microsoft SQL Server 7.0.
3. Strongly prefer a working knowledge of either C++ and/or Java.
4. Database experience with back-up, tuning, stored procedures, and security.
5. 1 year experience with XML
You''ll have go through several trial-and-error passes to come up with the right
search. Here are
possible Boolean Search Strings:

Pass #1 -Microsoft SQL Server 7.0 and modeling and design and back-up and tuning
and stored
procedures and security.

Notes on Pass #1: Above equation would find the perfect candidate, but highly
unlikely since the
perfect resume would have to have been written. Candidate may have all the above
skills, but if they
forgot to include ANY ONE of the above OR if they ASSUMED that the recruiter would
intuitively
know that the candidate had the skills but just didn''t list them on the resume,
this resume WOULD
NOT be surfaced out of the database. For example a Database Administrator might
have back-up and
tuning in their background, but just didn''t put it on the resume. We can solve
this by Or''ing together
the requirements in bullet #4 above...... We can also drop Microsoft from the above
equation.

Pass #2 -(SQL Server 7.0 and modeling and design) and (back-up or tuning or stored
procedures
or security)

Notes on Pass #2: Not everybody is going to put "modeling" AND "design" in their
resume, so let''s OR
those together in the next pass.

Pass #3 -SQL Server 7.0 and (modeling or design) and (back-up or tuning or stored
procedures
or security)

Notes on Pass #3: After running several searches using the above Boolean search
string, we find that
many of the resumes are those of Java and C++ programmers, and they only dabbled at
one point in
their career in the things of the world of databases. These people never had the
title of Database
Administrator. Our client is looking for a strong, databases-are-all-I''m-
interested-in kind of person, so
we need to add Database Administrator. But some resumes may have Database
Administrator on them
and not DBA and vice versa, so we need to include BOTH by OR''ing these two terms
together.

Pass #4 -(Database Administrator or DBA) and SQL Server 7.0 and (modeling or
design) and
(back-up or tuning or stored procedures or security)

Notes on Pass #4: This is a pretty good search string, but we still aren''t getting
many hits. It turns out
that SQL Server 7.0 has only been out for 1 year and there aren''t many folks who
have that. There are
plenty of SQL Server 6.5 candidates, but the client FIRMLY only wants those who
have SQL Server

7.0. So now we need to get creative on how else to find people with SQL Server 7.0
experience............There are several alternative ways we can find these people:
1) ''SQL Server'' -some
resumes will leave off the 7.0 even though they have it. 2) ''SQL 7'' -some resumes
will shorten the
phrase by leaving out the word ''server'' (remember a search string engine is only
looking for a very
specific ''string'' of characters is a very specific order). 3) ''SQL Server
6.5/7.0'' DBA''s who have had
both 6.5 and 7.0 experience will frequently list their experience in this ''/''
format. 4) ''5/7'' -Monster
doesn''t recognize non-letters or numbers, and so ''6.5/7.0'' looks like ''5/7'' to
Monster, so if we find the
string, ''5/7'', we''ve got a pretty good shot at finding the right person. Now if
we combine or OR all of
these together, our odds go up as we implement this in Pass #5.
Pass #5 -(Database Administrator or DBA) and (SQL Server 7.0 or SQL 7 or SQL Server
6.5/7.0
or 5/7) and (modeling or design) and (back-up or tuning or stored procedures or
security)

Notes on Pass #5: This isn''t the end of ways to approach this search, but it gives
you a good start. Once
we find these resumes, then we start prioritizing those which also have C++ or Java
(7/10) and those
that have XML (5/10). Both of these are druthers.

VI. Java Developer Job Spec -(2-3 Years� Experience Person)

-Experience in java development.

-Experience in C++ development.

-Experience with ASP and/or JSP.

-Exposure (???) to relational databases (RDBMS) such as Access, SQL, Oracle, and/or
Sybase.

-??? Experience with ODBC and/or JDBC???.

Pass #1 -Java and C++ and (ASP or JSP) and (RDBMS or Access or SQL or Oracle or
Sybase)
and (ODBC or JDBC)

Notes on Pass #1: Monster does not recognize "+" signs. Therefore Monster won''t
search for just
''C++''**, because to Monster it looks just like ''C''. There are several ways
around this: 1) many , but
not all, programmers who have C++ experience have C also, and they usually note
this on their resumes
as ''C/C++". Monster still doesn''t recognize the ''++'', but it certainly will
identify the ''C/C'' which is
good enough to get you to C++! 2) most companies will accept Visual C++, so this
can be represented
as ''Visual C'' or as ''VC'' (for VC++). 3) C++ is an older generation programming
language, at least as
compared to Java. C++ is harder to program, but it generally runs faster than Java.
Java is faster and
easier to use BUT now it''s speed is approaching that of C++, making Java the "hot"
skill, so many
programmers do have C++ experience but they don''t put it on their resume because
because it''s not the
latest "craze". So if you find Java, you often find C++ if you call the person and
ask.

**It is best to leave the "++''s" in your search equation, because you may cut and
paste this string into
Headhunter, Copernic, or some other search engine that does recognize "++".

Pass #2 -Java and (C++ or C/C++ or Visual C++ or VC++) and (ASP or JSP) and (RDBMS
or
Access or SQL or Oracle or Sybase) and (ODBC or JDBC)

Notes on Pass #2: ASP (Active Server Pages) and JSP (Java Server Pages) are
software tools that allow
a web page to interact with a database. Most, if not all, databases are RDBMS
(Relational Database
Management System). Access, SQL, Oracle, and Sybase all belong in the RDBMS
category. So we
could conclude that a) if a person has ASP or JSP it means that b) they are
interacting with a database
and that if they are interacting with a database that c) it is highly probably that
it is a RDBMS database,
and if it is an RDBMS, it is highly probable that it is one of the ones listed
above. Also remember that
the job spec only required an "exposure" to an RDBMS.
All this is being stated so that we can ELIMINATE some of the above terms and pick
up more resumes
to choose from out of the database.

We could also probably eliminate ODBC (Open Data Base Connectivity) and JDBC (Java
Data Base
Connectivity) because both of these software tools are used to access databases,
and we have already
established that a person having ASP or JSP is accessing databases, the odds are
good that they person
is using either ODBC or JDBC, but if they didn''t put it on their resume, that
resume will not be
surfaced out of the database. However it is true that a person may be using
something besides ODBC or
JDBC to access databases, such as ADO, RDO, or OLE. If the client is really set on
ODBC and JDBC,
then you might have to leave it in the Boolean search string above. This type of
situation gets into the
fuzzy judgment call area, or it may mean you have to play around with different
combinations of search
terms. This process is truly one that exercises both your right and left brain.

Some resumes won''t have ASP or JSP. Instead some will spell it out as Active
Server Pages or Java
Server Pages, so if we only look for ASP or JSP, we''ll miss these folks. To fix
this, we''ll OR in some
additional terms as shown below in Pass #3. Also in #3, we''ll take out all the
database access
references in order to glean more good qualified resumes.

Pass #3 -Java and (C++ or C/C++ or Visual C++ or VC++) and (ASP or Active Server
Pages or
Java Server Pages or JSP)

Notes on Pass #3: Now we have a pretty good search string for Java developers, but
when we run
Monster and get 499 resumes, we realize that it is going to be very time consuming
to go through all of
these, so we need to look for ways to cut this number down without sacrificing good
resumes. One way
to do this is to scan down the list of job titles for the various resumes without
opening any of the actual
resumes. With the above search (and I have personally encountered this many times)
you will get the
following unwanted''s: : 1) recruiters-"I have recruited Java, C++, ASP, JSP, etc
software engineers":
2) managers or directors or president or vice president (remember, you are looking
for a 2-3 year
experience person and these words are unlikely but not impossible to appear on the
target resumes.
3)business analyst -" I did business analysis on projects where software engineers
(NOT ME
THOUGH) were using Java, C++, ASP, etc." As you scan down the list of titles,
you''ll find others you
want to exclude.
Pass #4 -Java and (C++ or C/C++ or Visual C++ or VC++) and (ASP or Active Server
Pages or
Java Server Pages or JSP) and not (recruiter or manager or director or president or
vice
president or business analyst or sales manager or student or human resources or HR
or
marketing manager or business development)

Notes on Pass #4: This should give you a good search string, but always understand
that anywhere
along each of these steps you''ll probably need to tinker with the search criteria
in order to get the best
results for your search. The above string might knock down your list of 499 resumes
to go through,
down to maybe 130. Big time savings.

VII Miscellaneous Search Strategies

1. Looking for a Java developer and use: Java and consultant and developer and
software engineer.
Won''t find very much because the person will have to have all 3 titles in his
resume, consultant,
developer, and sofware engineer because you "and''ed" them together. It is better
to OR these 3 terms
together and put a parentheses around them and then "AND" that with Java.
2. If you want to find a Java developer in the Dallas area, use the area codes:
Java and (214 or
972). For smaller states, you don''t need to use area codes. For example if you are
looking for someone
in a small state like MA? Forget area codes, but include surrounding small states
like RI and CT.
3. Monster.com allows you a shorter search string, but you can enter subsequent
strings that allow you
to subrange down to the exact resumes you need. One caution in using Monster, if
for example, you
enter Java as a search string, and are looking at the whole U.S., you will get 500
resumes or hits. If you
then enter Java and specify that you only want to look in Texas, you''ll get 500
resumes. Hmm,
something is wrong here. Either all 500 Java programmers in the U.S. are in Texas
and zero Java
resumes are in the other 49 states, OR something else is going on. If there are
5000 Java resumes in the
U.S. or 5000 Java resumes in Texas alone, Monster is going to pick 500 resumes for
you, and you are
not going to see the other "hidden" 4500 Java resumes. So when using Monster, make
sure that the
search string that you can fit into the FIRST PASS narrows down the number of
resumes to 499 or less.
You can do this by adding more restrictive search terms or you can tell Monster to
search for resumes
received in only the last 3 days. Either way you do it, you need to be at 499 or
below on your first
pass with Monster.

4. Sometimes you will be looking for a Java or C++ programmer and find a resume
with great
experience in both Java and C++, for example. Then when you read the resume more
carefully, you
find out that the person has no web development experience. But how can that be?
Embedded
application person. More specifically, an embedded application is one in which,
say, an Intel Pentium
III microprocessor is ''embedded'' into a microwave oven. This is an embedded
application. A Java
or C++ programmer will write a software program that is transferred to the inside
of the
microprocessor, never to be changed or modified again! If you take this same Intel
Pentium III
microprocessor and put it into a Sony laptop computer, this is a computer
application. So let''s write
a simplified boolean search string that will filter out these embedded/non web
related resumes as
follows: (Java or C++) and not embedded.
5. Use of the asterisk or ''wildcard'': If you entered "Java programmer" as a
search term, you could
possibly miss great resumes where the person never used the word "programmer" on
his resume, but
instead had a statement like, "I''ve been programming in Java for 5 years", or
"I''ve programmed with
Java for 5 years". In both of these cases if the resume used the words
"programming" or
"programmed", the resume would not be surfaced, because the search string would
ONLY be looking
for the word "programmer". However if you used the following search string: Java
program* , this
would pick up programmer, programmed, and programming.
6. There is also the double asterisk. Monster is fuzzy about their status using
this. I don''t know if
other databases have this feature. But the double asterisk is supposed to pick up
''stem'' words. For
example, fly** would also pick up all the words that "stem" off this word such as
flying, flew,
flown. Another use of the single asterisk is: sales andmanag* which will also pick
up manager,
managing, and management. (Note, if we had used manage* instead ofmanag* above, we
would
have missed managing.)
7. Another way of picking up a 2-3 year experience Java programmer is to use: Java
and (programm*
or software engineer or software development engineer or software consultant or
software
developer or web developer) and not (manager or director or vice president or CIO
or CTO or
president). Sometimes you need to OR together all the possible titles a software
developer might have,
put parentheses around all of this, and then AND it with something else you''re
looking for, or as in the
case above, things you are NOT looking for.
8. Mis-spelled words: It''s tough enough finding the right resume using the right
combination of search
words, but our job is made even tougher when some technical terms are consistently
mis-spelled. Two I
can think of off the top of my head is JavaScript (one word) which is often mis-
spelled as two
words, Java Script. So if you''re only search using JavaScript, you''ll miss all
the people who had Java
Script on their resume. Same thing with a software test/software QA tool call
Winrunner, which is
often incorrectly listed on resumes as Win Runner. To correct both of these
problems in a search
string, you could use (JavaScript and Java Script) and (software engineer or
software
consultant) and for the other one, you could use (Winrunner or win runner) and
(software test or
software QA).
DICE
DICE: To Search for resumes in DICE visit the page: https://employer.dice.com
Using login credentials to login into the DICE

HOME PAGE:

To Search for the resumes go to �Post Jobs & Find Candidates�->Search

In new Search page we have select advanced search

We move onto advanced candidate search screen. Here we have to enter fields
according to our
requirement to search a resume. In the search we find below fields

Keywords:

Enter the keywords you need and select one of three options: Match All Words, Match
Any Words, or
Boolean. Skills listed in the Keywords field will be highlighted in yellow on the
candidates� profile and
resume, allowing you to scan quickly for matches.

Match all words � Same as using AND between each of the words.

�
Ex: Java UNIX C++
�
Selecting �Match All Words� will return candidates who have Java AND UNIX AND C++
Match any words � Same as using OR between each of the words.

�
Ex: Java UNIX C++
�
Selecting �Match Any Words� will return candidates who have either Java OR UNIX OR
C++ OR any
combination of the three skills
Boolean � A way to be more specific in your search by using Boolean operators such
as AND, OR,
NOT, and parentheses.

AND: Returns results where all search terms exist. If search terms are listed in a
Boolean search
without any Operators, AND is the system default.
OR: Returns results where at least one of the search terms exists.
NOT: Excludes results where the search terms after NOT are present.

�
Ex: Java AND Oracle AND SQL � will find candidates who have listed all three
keywords.
�
Ex: Java AND Oracle NOT SQL � will find candidates who have listed Java and Oracle,
while
excluding candidates who have listed SQL.
Parentheses: Allows you to create sub-queries to definitively include certain terms
while making
others optional.
�
Ex: Java (UNIX OR C++) � will find candidates that have Java and either UNIX or C++

�
Ex: Java (UNIX NOT C++) � will find candidates that have Java and UNIX, but will
exclude any
candidates that have C++
Further Refinement:

Narrow your search with specific matches in the following fields. In all the fields
we need to select any
one of the three options: Match All Words, Match Any Words, Boolean

Skill Set-Here we enter our required skill set according to requirement.

Company-The company names in which the candidates has worked or working

Job Title-Match to the job title which has kept.

Location:

We enter location according to requirement. We get resumes where candidate�s

current state is
matching or candidates willing to work in state. We can give single or multiple
locations
Last Active

The last time the candidate was active on Dice. The least active time candidate,
the most chances of
being available in market.

Filters

There are more options to refine the resumes. The options are listed below.

Employment Type: The mode in which mode the employee is going to place. The
employment types
are Full-time, Contract -Corp-to-Corp, Contract � Independent, Contract -W2,
Contract to Hire Corp-
to-Corp, Contract to Hire � Independent, Contract to Hire -W2, Part-time
Work Authorization: This field refines the candidates according to candidate�s visa
status. U.S.
Citizen, Canadian Citizen, Have H-1 Visa, Need H-1 Visa, Green Card Holder, TN
Permit Holder,
Employment Authorization Document
Compensation: Here we select rate range for which we are searching the candidates.
In this field we
have two options hourly and annual.

Travel Preferences:
Willing to Relocate: Whether candidate is ready to move to client place. If we
select the option willing
to relocate then the candidates who are willing to relocate can be listed out.
Years� Experience: We select the numbers of years of experience we are looking for.

Degree: In this field we select the educational qualification of the candidate. We

have these educational
categories: High School, Associate, Pre-Bachelors, Bachelors, Post-Bachelors, Pre
Masters, MBA,
Masters, Post-Masters, Pre-Doctorate, Doctorate, Military Service, Vocational
School
Security Clearance: A security clearance is a determination by the United States
Government that a
person or company is eligible for access to classified information. The term
�eligibility for access�
means the same thing as security clearance and appears in some Government record
systems. There are
two types of clearances: Personnel Security Clearances (PCLs) and Facility Security
Clearances
(FCLs).

Security clearances can be issued by many United States Government agencies,

including the
Department of Defense (DoD), the Department of Homeland Security, the Department of
Energy
(DoE), the Department of Justice, and the Central Intelligence Agency. DoD, which
issues more than
80% of all clearances, and most other agencies have three levels of security
clearances:

� Confidential
� Secret
� Top Secret
DoE primarily issues �L,� and �Q� Access Authorizations, which are roughly
equivalent to Secret and
Top Secret clearances, respectively.
Boolean Search Using Dice:

AND: Returns results where all search terms exist. If search terms are listed in a
Boolean search
without any Operators, AND is the system default.
OR: Returns results where at least one of the search terms exists.
NOT: Excludes results where the search terms after NOT are present.

�
Ex: Java AND Oracle AND SQL � will find candidates who have listed all three
keywords.
�
Ex: Java AND Oracle NOT SQL � will find candidates who have listed Java and Oracle,
while
excluding candidates who have listed SQL.
Parentheses: Allows you to create sub-queries to definitively include certain terms
while making
others optional.
�
Ex: Java (UNIX OR C++) � will find candidates that have Java and either UNIX or C++

�
Ex: Java (UNIX NOT C++) � will find candidates that have Java and UNIX, but will
exclude any
candidates that have C++
Job Posting in DICE:
Post a New Job

Use Post a new job to add an employment posting with Dice.

To Post a new job (position) on Dice:

1.
Go to https://employer.dice.com.
2.
Sign into your account using your username and password.
3.
Click �Post jobs & Find Candidates�.
4.
Click Post a new job.
�
Note: If you have reached your job limit, a notification displays and the Post a
New Job screen does
not display.
6.
Complete the Create your job posting form..
Post a Job
The Group Name displays the Group for which you have permission to post jobs.

1.
Enter the Job title of the position you desire to fill.
2.
Enter an alphanumeric Job number, up to 15 characters, no spaces or special
characters, to assign a
unique number to track your positions. If a Job number is not assigned, one is
automatically assigned by
Dice.
3.
Enter the Pay rate using the exact dollar amount (annual or per hour) or a specific
pay range. Avoid
using terms, such as "negotiable", "market", or "DOE".
4.
Select Travel required and indicate the percentage of travel that will be required,
if necessary.
5.
Enter the Job Length of the contract or position. Avoid using the term permanent.
6.
Select the Telecommuting position checkbox if the position allows telecommuting.
7.
Select the Position type, or tax term relationship for the candidate. Use <Ctrl> to
select multiple
Position types.
o
Full-time � Will be working as a full-time W-2 employee for your company.
o
Contract -Corp-to-Corp � Will be working on contract with or through another
corporation.
o
Contract -Independent � Will be working as a contract 1099 employee for your
company.
o
Contract -W2 � Will be working as a contract W-2 employee for your company.
o
Contract to Hire -Corp-to-Corp � Will be working on contract with or through
another
corporation with the option to hire.
o
Contract to Hire -Independent � Will be working as a contract 1099 employee for
your
company with the option to hire.
o
Contract to Hire -W2 � Will be working as a contract W-2 employee for your company
with
the option to hire.
8.
Select the Application method:
o
Apply-to Email � Enter a e-mail address.
o
Apply-to URL � Enter an Uniform Resource Locator Web address to indicate where the
JobSeeker should apply on-line.
o
Dice Application Tracking � Track applications on-line only through the Dice site,
and access
using Active / Inactive / All Jobs.
9.
You can choose to create or use an existing Questionnaire for the job seekers to
fill out when applying
for your jobs.
Job Location

1.
Enter the City where the job is located.
2.
Select the State where the job is located. The State and Area code must match.
Select the blank field if
the job is not in one of the specified states.
3.
Select the Country of the location where the job is located.
4.
Select the telephone Area code of the location where the job is located. The State
and Area code must
match.
5.
Enter the ZIP code of the city where the job is located.
Job Description

1.
Enter Required skills for the position. Skills are used as Keywords when a
candidate searches for jobs.
2.
Enter a Job description to describe the position using as much detail as possible.
Refer to Writing
Quality Job Postings. This field allows cut and paste functions. HTML and non-
standard characters are
not supported and should not be used when writing job ads. You can check the
spelling in your job
description by clicking on the Check Spelling link.
3.
Enter documentation Notes for inter-office use. This information will not be posted
with your position
and is only seen when posting or editing the job.
4.
Click Continue.
5.
You will land on the Preview screen where you can preview your job. It will not be
saved until you do
one of the following: Click Post to post the job on Dice, Save as Inactive to save
the job without posting
it on Dice or Cancel to stop the transaction.
The following occurs when you click Post:

�
If the job posts successfully, the job is posted with Dice and saved to the Active
Job List.
�
The job is activated for a 30 day period.
�
A notification screen appears indicating that you successfully posted the position.

�
If your job does not post successfully, an error message displays above the Group
name field.
�
Note: It takes approximately 30 minutes to process a job posting before the job is
viewable on
Dice.
�
Note: Dice automatically logs off after 90 minutes of inactivity. Inactivity is
defined as not
clicking on any links. Typing is not considered an activity.
Editing a Job
Use the Active jobs list to display all jobs that are currently posted. The Active
jobs list allows you to edit, copy,
view, inactivate, update job posting contact information, and delete active jobs
you currently have listed on Dice.
The number of active jobs and then the Contact name displays above the Job number
field.

1.
Click �Post jobs & Find Candidates�.
2.
Click Manage Jobs
3. Select Active jobs, Inactive jobs, or All Jobs.
4. Click the Edit button in the Actions button bar to edit the job posting.
5. Make the necessary changes.
6. Click Continue to move on to the preview screen, where you can Post your job.
Reposting/Refreshing a Job

To a repost a job posting from the database.

1. Click �Post jobs & Find Candidates�.

2. Click Manage Jobs.
3. Select Active jobs, Inactive jobs, or All Jobs.
4. Select the checkbox next to the Job number(s) that you want to repost.
5. Click Repost.
The job remains active on the Dice site for 30 days. Dice recommends editing the
Job Description to make it
fresh and improve your response rate.

Inactivating a Job

To inactivate a job posting from the database.

1. Click �Post jobs & Find Candidates�.

2. Click Manage Jobs.
3. Click Active jobs.
4. Select the checkbox next to the job(s) that you want to inactivate.
5. Click Inactivate.
Inactive jobs remain on Dice for 200 days before they are automatically purged.
Deleting a Job
To permanently remove a job posting from the database.

1. Click �Post jobs & Find Candidates�.

2. Click Manage Jobs.
3. Select Active jobs, Inactive jobs, or All Jobs.
3. Select the checkbox next to the job(s) you want to delete.
4. Click Delete.
Rules for posting a Job in Xoriant:

Recruiting team � Need to follow these guidelines

1.
Every recruiter has 2 Dice job postings. Allocation has been done for each team.
Work within
your limit or talk to your manager
2.
Refresh the job posting 4-5 times a day. The job will show on top only if it is
refreshed
regularly
3.
If job is closed then immediately inactive your job post.
4.
Every post should contain contact details of respective recruiters or team lead. It
should have
email id and contact number
5.
Your Id should show US address � CA or NJ. India address or phone number should NOT
be
displayed on the posting
6.
Provide your email ID example: Hari.nanchari@xoriant.com. Avoid: Hari (dot)
nanchari (at)
xoriant (dot) com
7.
Please customize the posting �
a.
Role
b.
Required skills
c.
Nice to Have skills
d.
Short description of the project.
e.
The whole posting should be seen in a single view without much scrolling
f.
No Client details should be posted on the job
8.
Avoid duplicate posting. Please ensure before your advertising the requisitions.
.
LINKEDIN
LINKEDIN:

LinkedIn is a powerful tool for active sourcing. You probably already know that you
can search for
candidates among LinkedIn members by entering keywords within the search bar,
allowing you to find
people with the required qualifications listed in their LinkedIn profile. But did
you know that if you
search for the phrase �LION� (which stands for LinkedIn Open Networker) you can
find
individuals who are interested in building a social network, including connecting
to strangers? By
connecting with LIONs, you also build your own social network on LinkedIn
significantly. You can
also use the advanced people search tool to search by keyword, name, title,
company, school, location,
connection, and more. A fantastic use of this technology can be to look up
employees at related
businesses (or even competitors) to see if you can find qualified individuals with
the skills and
experience you need. You can then send an In-mail to candidates directly, or
request an introduction if
you share a connection with the candidate.
LinkedIn supports an array of Boolean search operators to help you to build really
detailed searches for
ideal candidates who fit all of the skills and requirements you have a need for.
These Boolean search operators are:

AND
OR
NOT (more commonly written as � )
(Parenthesis)
�Quotations�
LinkedIn also has unlimited term/character search query fields � which means that
you can build the
longest string you can possibly think of and it won�t cut you off. This is in
contrast to pretty much
every search engine like Google, Yahoo! and Bing (who�re limited to 32 words) and
CV library or
database on the market. This is a HUGEplus!

How do you use these Boolean search operators?

1. AND
The Boolean operator AND is used to look for something AND something � the word
�sales� AND the
word �manager� They can be anywhere on the page, but they both must be present.
Writing out the
AND operator is effectively becoming defunct, as it�s always assumed simply by
typing a space
between two words, as we would generally write anyway.
Example: sales AND manager
� Rules for using AND:
� The AND must be written in capitals.
� There must be a space either side of the AND, shown above.
2. OR
This is one of the most powerful Boolean search operators, and is used to look
for something OR something � the word �recruiter� OR the word �recruitment�. When
you�re looking
to find synonyms of a term, like all the synonyms of the skill of a recruiter for
example, we want the
search engine to return back results that all generally mean the same thing. The
most popular use of the
OR operator is when looking for different ways of writing the same job title.
Example: recruiter OR recruitment

� Rules for using OR:

� The OR must be written in capitals.
�
There must be a space either side of the OR, shown above.
�
Never combine OR queries with AND and NOT queries without containing your OR query
with
parenthesis/brackets. Refer to number 4 below for how to use them.
3. NOT
The Boolean operator NOT is used to remove a term from our search, so looking
for something NOT something, effectively asking the search engine to show us pages
which contain
our wanted word but take away pages which have this unwanted word, like this: (I
want to see pages
with the word Java on them, but not pages that have the word Recruiter):
Example: java NOT recruiter

� Rules for using NOT:

�
The NOT must be written in capitals.
�
There must be a space either side of the NOT.
NOT, however is also becoming a little defunct, because it can also be written as a
simple minus sign �
. Differently from the rules for NOT, which must have a space either side of it,
the minus must not
have a space between it and the word you want to remove. Like this:
Example: java �recruiter

4. (Parenthesis)
These are really powerful too. They�re used to group together your OR terms
together that you�d like
the search engine to answer as a group. It�s also really handy for separating
groups of terms that
represent separate skills, but asking the search engine to search for them at once,
meaning you only see
results which satisfy all of your requirements in one go.
Lets see some examples:

(recruiter OR recruitment)
(manager OR head OR lead OR leader OR vp OR vice)

We can also look for both of those set of OR queries, when we bring both of them
together like this:

(recruiter OR recruitment) AND (manager OR head OR lead OR leader OR vp OR vice)

So here, we�re asking the search engine to look for at least one term from the
first set of brackets, AND
at lease one of the terms in the second set of brackets.

5. �Quotations�
These are used to bring together two or more words that make up a phrase, or you
wish to specify that
these words appear side by side and in the order you�ve written. Remember when we
were looking for
sales AND manager in example 1 above, and we said these words will both appear on
the page but they
can be anywhere on the page? Well, if we put our quotations around them, we�ll
specify that we want
the phrase �sales manager�to be on the page side by side, and in that order.
Example: �sales manager�, �software developer�
Similarly, when used in combination with the NOT or minus sign to remove words, we
can remove a
phrase when it�s written in quotes too, like this:

programmer NOT �recruitment consultant�

developer -�recruitment consultant�

Here�s an example of using all of these Boolean operators in one go:

(recruiter OR recruitment OR �talent acquisition� OR sourcing OR sourcer) AND

(manager OR head OR lead OR leader OR vp OR vice) -�chief executive� �director
Some tips for conducting Boolean searches within LinkedIn:

1. Always, always, always use the LinkedIn Advanced Search button, never just plug
your search
query into the little search box in the top right corner.
2. Write up your Boolean query on a plain-text programme on your computer like
Notepad (or
Textedit on a Mac), because when you use Word, it will add formatting to your text.

3. Keep a master Notepad file of your Boolean strings, and copy and paste your
strings from it to
LinkedIn.
4. If you come up with no results in your LinkedIn search, don�t give up � 9 times
out of 10 it�s
because you made a tiny error in your Boolean search. LinkedIn is a bit
unforgiving, and if there�s one
thing wrong it�ll break the whole search. Take a step back, examine your search
line for line and ensure
you�ve followed the rules of each Boolean operator.
Job Posting on LinkedIn

You can also easily purchase a 30-day job posting on LinkedIn. Job postings are
searchable and
viewable by all members of LinkedIn. LinkedIn also recommends these jobs to
appropriate users
through the �Jobs You May Be Interested In� feature.
Once a job has been posted, you can also:

� Forward your job posting to your 1st-degree connections to help generate referral
candidates.
� Share your job posting with your LinkedIn Groups or your third party social
networks.
� Utilize the Profile Match feature and we'll search and find up to 24 of the best
candidates for your
position.
� Run reference searches on applicants by clicking the Search for references link
on the right side of
their LinkedIn profiles (Premium members only).
� Supplement your search by signing up for LinkedIn Talent Finder to quickly locate
and contact more
passive candidates.
How To: X-Ray LinkedIn For Profiles On Google:

xray is targeting a site with a google/bing/search engine.For many recruiters and

sourcers, LinkedIn is
at the top of the heap for places to find and engage prospective candidates. One of
the most popular
methods to do this is by X-Raying the site via search engines.

When X-Raying LinkedIn, we generally only want to target profiles, and for better
or worse, there are
several ways we can accomplish this. The following will help you understand and
decide what works
best for you as you search for LinkedIn profiles via Google.

First, we�ll start by telling Google that we only want to look at LinkedIn.com.
This is accomplished via
thesite: search operator.

site:www.linkedin.com

Now we can start targeting profiles.

Option 1: (inurl:com/pub | inurl:com/in) -inurl:pub/dir

LinkedIn uses two directories (pub and in) for public profiles. Because of this,
we�ll need to use the
inurl elements (com/pub & com/in) to tell Google that we only want to see profiles
in our search
results. Additionally, LinkedIn placed their �directory� listings (dir) in the
directory immediately
following the (pub) directory so we have to tell Google to exclude that with (-
inurl:pub/dir) or we
take the chance of getting results that are not profiles but actually a page
containing a list of them.

Tip: Precede the in and pub directories with (com/) and dir with (pub/) to prevent
the exclusion of
these terms that may exist in other areas of the URL.
Option 2: �people you know�

�people you know� has become a popular alternative recently for targeting profiles
because the phrase
�search for people you know� is primarily only found on public profiles (logged out
view). However
the term �people you know� is used in other context throughout LinkedIn and not
exclusive to profiles
so it�s important that you have other elements in your search string that target
profile content. �people
you know� is also effective where advanced operators are not universal between
search engines.

Tip: You must enclose the term (people you know) in quotes (��) for it to be
effective.

Option 3: (site:www.linkedin.com/pub | site:www.linkedin.com/in) -inurl:pub/dir

This is certainly the most specific way to target profiles but it�s unnecessary to
use two (site) operators
when one will do.

It should be noted that X-Raying LinkedIn can be very effective, however, results
appearing in search
engines are only �public� profiles. Meaning, LinkedIn lets users control what
information is viewable
by the general public and search engines. Because of this, some profiles will not
be indexed for you to
search which is why X-Raying should be considered only one piece of your overall
search strategy.

Message Templates when you are trying to connect:

Template :Message
1 :-(Only Simple, General Messge)
We are looking for Software Developer with expertise in C++,Linux, Storage and it's
for Hitachi Data

Systems in Santa Clara CA.

This position is with the API and Storage Development group.

I would like to speak to you in details, please let me know if you interested and
looking for new role.

Message 2 :-(Describing about the Group)

We have a Product Development Software Engineering opportunity with HDS and it's
for GSDC
group(Global Software Development Group) in Waltham MA

Skills :-C++/JAVA , Linux and Storage.

This Group basically utilize a highly collaborative development model that requires
deep involvement
for this role on all engineering projects from start to finish The product being
developed is a
combination of software and hardware (servers, network & storage) for an
Infrastructure as a Service
Private Cloud solution. For this they are hiring a hardcore passionate software
Developer.

Please let me know if you would be interested in applying the same

Message 3 :
We have a position with Hitachi Data Systems in Waltham MA. We are looking for
Storage Software
Developer Strong with C++, Linux/Unix and Storage Environment and this role is with
the Data
Protection group with HDS.

I would like to speak to you in details, regarding this role, Please let me know if
you are interested and
looking for New role

Message 4 :-(If rate/Salary are open )

We have a Sr. Scrum Master -Project Manager role in San Diego CA. Skills :-Min. 5
-7 years of
experience in the field or in a related area and also Strong Scrum Master
experience. Experience with
project management methodologies and techniques.

Rate/Salary :-Open

Client :-Corelogic

I would like to speak to you

VENDOR MANAGEMENT
SYSTEMS
Vendor Management Systems:

Vendor management system is software that is used by direct clients as well as

recruiting or staffing
companies to manage their vendors. It is often a web based application which comes
with a lot of tools
and business intelligence.

There are nearly 100 VMS providers in United States and they started to appear in
the market in 1997.
A VMS application holds essential benefits for an employer or staffing company.
Vendor management
systems grant the ability to intelligently manage labour cost and the relationship
with vendors through
the internet.

It is important to keep certain things in mind when choosing a VMS. First, we need
to understand that
VMS is not just a portal and it has some unique features that a portal doesn�t
have.

A VMS allows you to do the following:

� A client can enter job orders, route them throughout the organization until it is
approved and then
notify a vendor about the order.
� The job order is held for a period of time to check if they can get candidates
from their internal
resources. E.g., Their HR department may be able to get a candidate for the
position without having to
outsource it. If candidates can�t be found this way then the orders are sent to
tier 1 vendors. If the
position is still not filled, then they are sent to tier 2 vendors. A VMS automates
this complex process.
� VMS gives an easy way to manage new hires to notify IT, finance and admin
departments to make the
necessary arrangements.
� VMS generates reports about the vendors and their performance. It helps employers
to decide who
can quickly fill the position with the best bill rate.
RESUME SCREENING
How to sort the resumes and find the best ones

Whittling down the resume pool is one of the most time consuming yet important
tasks. Attention to
detail will make the difference between short listing a well-written resume
representing a mediocre
client or a well-written resume representing a truly worthy individual.

Before we go further on how to sort through and select the resume s for the
interview, let�s talk about
the job application from a candidate�s point of view.

A candidate who is desperate to find another job is likely to send bulk

applications to various job
offers. Also, it takes much less time to apply for a job and many job seekers may
try for a job opening
even if they aren�t likely to get an interview.

Job seekers may also apply for jobs to test themselves for the eligibility of the
job. There are others
who apply for your job simply because they have misunderstood the job description.
For example:
technical helpdesk support can be misunderstood as a requirement for telemarketing
if the job seekers
don�t pay attention to the job description.

A job seeker may also consider your job offer as their last option. Such people may
hardly show up for
the interview or reject the offer after the interview.

All told, the resume review process isn�t about finding the right candidate. The
process is more about
whittling down the potential interviews --where the tough decisions will be made.

What are the symptoms of an unqualified resume?

There are few signs in a resume which indicate to you that the resume you are
looking at is not the
winner. If you find more than one of the following is true in a resume, then you
will be better off
putting that resume away and go for the next one.
1) A generic cover letter

A generic cover letter that isn�t targeted for your company or the position is
often a sign of bulk
application. Someone who has applied for the job out of a genuine interest to work
with that company
will definitely write a custom cover letter. While you can�t decide based only on
this alone, it is
important to consider this when you have to make a choice between two resume s. An
interested
candidate would have taken his time to research the company and the position in
order to craft a more
engaging cover letter.

2) Frequent hops between companies

A candidate who has changed his job three times in two years time has a problem. He
may not have a
good roadmap for his career and may change his mind anytime when he hears about
another job offer
that is better than the current job. At the same time, you should also understand
that there could be
other reasons for the hops such as the relocation of the family, personal problems
and more. This is not
applicable to consultants or contract professionals; they usually work for short
term and change the
projects once they finish the contract. If you see already see another problem in
the resume along with
the frequent changes in the career, then it should give a hint that helps you to
decide.

3) Insufficient details in work experience

If you are looking for a person who has strong work experience in number of skills,
then you will have
to carefully look at the job responsibilities that the candidate had in his
previous jobs. This is important
because the job title �Database administrator� doesn�t always mean that he has all
the responsibilities of
a database administrator in his previous job.
If the candidate has mentioned a work experience without providing clear details of
the responsibilities,
you should give less consideration to that work experience. If you find
insufficient details in more than
one position in the total work experience give less credence to that candidate.

4) Poor English
Writing skills for IT positions aren�t top priority. However, if a candidate
displays poor skills you can
assume one of two things:

� A candidate has his own time for writing a resume. A really careful candidate
would have taken his
time to ensure that his resume doesn�t have any grammar or
spelling errors.
� Once a candidate is on the job, he will have to communicate with people during
the business meetings
and he should be able to express his ideas on his work very clearly. A candidate
with a week English
may not feel comfortable to work in a job that needs a lot of interaction with
others.
CANDIDATE EVALUATION
Candidate Evaluation

Candidate evaluation is the process that determines if a candidate is suitable for

the job by going
through his/her resume as well as through the interview.

A candidate past performance is the best indication of how a candidate will perform
in the future. The
history of the candidate, including his educational qualifications and professional
experience is well
explained in the resume so it is the first thing that you use when evaluating a
candidate.

It is also important to check the attitude and behavioral skills of the candidate
which can be done using
phone and face to face interviews.

Here�s a quick guide of what to look for when trying to evaluate a candidate.

The Candidate:

a) Meets the job requirement

b) Exceeds the expectations of the job requirement
c) Doesn�t meet the expectations of the job requirement
d) Not applicable to the job requirement.

Mark the Strength of each category

1) Education 1, 2, 3, 4, 5
2) Relevant job experience 1, 2, 3, 4, 5
3) Supervisory experience 1, 2, 3, 4, 5
4) Technical skills 1, 2, 3, 4, 5
5) Interpersonal skills 1, 2, 3, 4, 5
6) Motivation 1, 2, 3, 4, 5
7) Strengths 1, 2, 3, 4, 5
8) Weaknesses 1, 2, 3, 4, 5
9) Communication skills 1, 2, 3, 4, 5
10) Knowledge about the company 1, 2, 3, 4, 5
11) Being a team player 1, 2, 3, 4, 5
12) Time management 1, 2, 3, 4, 5
13) Salary expectations 1, 2, 3, 4, 5

More elaborate candidate evaluation forms are used in job interviews to evaluate
the candidates. The
questions asked in the interview are based upon the above list. Sample candidate
evaluation forms can
be downloaded from many web pages.
PHONE INTERVIEWS
How to conduct Phone Interviews

Conducting interviews over the phone is the best way to narrow the large pool of
candidates whose
resume s have been short listed. Before inviting candidates for a job interview, a
telephone interview is
desirable so that you save both the your own and the candidate�s time.

While conducting the phone interviews, remember to follow normal telephone

etiquettes. The candidate
doesn�t see your face so they get the impression about your company on hearing your
voice, tone and
the telephone manners. Whether you are successful in hiring the candidate depends
heavily on the
impression that you make.

Before the phone interview:

Collect all relevant information and have the candidate�s resume ready with you.
Prepare your questions, have them written down and ready.
Place yourself in the candidate�s shoes, think of questions they might ask you.

During the Call:

Be prompt
Clear all distractions
Ensure you won�t be interrupted by visitors or phone calls
Taking precautions to avoid these distractions and disturbances are necessary for
these two reasons:
1) If distracted, you may need to make the candidate wait on the line or reschedule
the interview
another time. You don�t have full control over the situation while on the phone and
there is no
guarantee that you will be able to reach the candidate quickly again.

2) Distractions for sure affect the flow of thought for you and for the candidate.
You may forget to ask
an important question and may miss important information that the candidate would
want to let you
know.

Don�t simply listen, pay attention. Don�t let any breaks in the conversation. Be
loud and clear.

Keep yourself smiling during the entire phone call. You may think that this is not
necessary since the
person at the other end cannot see you. But it is not true. Your smile very clearly
affects the tone of
your voice. You can try this experiment with one your friends; make one call
without smiling and
another one with a smile. Ask your friend about the difference between the true and
you will be
surprised with the reply.

While you take the time to evaluate, give the candidate opportunity to evaluate the
job and company so
that he can decide if the job requirement is really right for him.
There is no use in trying to hire a candidate who would drop out at the last minute
of the process.
REFERENCE AND
BACKGROUND CHECKS
Reference and Background Checks

Reference checks and background verification are usually the final stages yet
remain an important part
in the process of recruiting a candidate. It helps to make sure that you are hiring
the right candidate by
interviewing the people who know the candidate and by checking the past records of
the candidate.

Reference checks may be performed by the client, outsourced to a staffing agency or

a third party
agencies that specialize in doing background checks.

The best person to give a feedback about the candidate is a person who managed the
candidate in
his/her previous employment. You need to get the contact details of such people
from the candidate,
contact those people and probe them to get information about the candidate. It�s
also important to
interview someone who has managed the individual in question, not worked with them.
Colleagues are
generally more biased than bosses when asked for a reference.

Assuming that the name of the candidate is Paul, here are the questions that you
can ask for the
employment references:

� Do you know Paul?

� How long do you know Paul and which position was he holding in the company?
� Did you directly manage Paul?
� What were Paul�s job responsibilities?
� How Paul does handle stress and pressure?
� Will you hire Paul again/prefer to have you in your team if there is such an
opportunity? If not, why?
� Would you like to tell me anything else about Paul�s work at your company?
Apart from employment references, there are other checks that might need to be done
depending on the
company that is hiring: Criminal History Report, Credit History, Identity and
Address Verification etc.
These are collectively termed as background checks.
Why does an employer need to do reference and background checks?

You must perform these checks in order to determine the validity of the information
provided.

First of all, how do you know Paul is actually Paul? A proper background check and
reference check is
necessary to really make sure that what you have heard from the candidate is
actually true.

It may also be necessary as it helps to know if the candidate needs any training
prior to starting his
work. If the Paul�s previous employer says that he has technical expertise but is
not really good in
communication, then as an employer you may want to provide some short training
sessions to improve
Paul�s communication skills.
RESUMES FORMATTING
Formatting the resumes of your consultants

The resume is a virtual candidate. It should speak on behalf of the candidate. When
someone visits a
website for the first time, they�ll only stay if there is something enticing on the
first page to go to the
next page. Similarly, when the client screens the resume, the first page should
hold the attention and
tempt to take deep dive on the resume.

If the client reads the resume completely then the recruiter had 50% success, if
the client is interested in
talking to the candidate then the success rate is 75%, the remaining 25% is with
the candidate�s
interview performance and meet the client�s expectation. Without 100% success all
the effort put fourth
will not bring any value to the client, vendor or the company.

Remember, the recruiter increases the credibility of the submission, only if the
client shortlists the
resume and calls for the interview.

As such, the clever recruiter should view presenting the candidate�s resume as if
they were presenting
their own. Take the time to edit and help construct their resume to ensure success.

Resume Building Tips

� Keep it brief -3 pages will be ideal and the maximum will be 4.

� Don�t leave the text too crowded. Leave white space as needed.
� Use a standard font with 10 pt size will be ideal. Using fancy fonts or using a
font size which is either
too low or too high is not advisable.
� Use bulleted text as necessary to make the reading easier.
� Experience list must be in reverse chronological order, the latest experience
first.
� Keep the format simple; avoid special boxes, shading, columns/tables, and
pictures. Simple clean
resume s in a Word or Rich Text Format will be the most well received.
� Duration of the project, month and year will be more appropriate. If there is a
gap between projects,
provide a brief explanation.
� Check for spelling, grammar and punctuation errors and correct them.
Order of the information in the resume

� CONTACT INFO -Include your full name, address, phone and email. Don�t include
current work
contact info if you don�t want to be called at work.
� OBJECTIVE -This doesn�t always need to be included but if it is, it should
reference the job you are
applying for. Making this generic could lead to confusion on the part of the resume
screener.
� CAREER/ACHIEVEMENT SUMMARY -Our clients seem to like this brief summary. It
should
be no more than 5 lines or bullet points. This is also a place to list your career
achievements if they
apply to the job you are applying for. This needs to be to the point and
descriptive, it will entice the
screener to read further.
� TECHNICAL SUMMARY -This should be a listing of your technical skills, but keep it
limited, no
laundry lists here. Break down your skills into hardware, software, languages,
applications, OS,
protocols, databases, etc. Number of years in each area should be included as
well.-ie Java (3 yrs), C++
(5 yrs). If you have done certifications in this area, include them.
� PROFESSIONAL EXPERIENCE -For each position, list (in reverse chronological
history)
company, location, periods of employment (mm/yyyy) and title. In your description
of the job/project:
briefly describe the projects you worked on, daily activities etc. In describing
your specific
responsibilities, use the action words we know very well (managed, created, led,
developed, interfaced,
etc.). In addition, our technical clients like to see action words associated with
the software
development lifecycle (analyzed, designed, developed, tested, implemented,
maintained, supported etc).
� EDUCATION/TRAINING -Include degrees, certifications and training.
DOCUMENTS
RELATED TO RECRUITING
Documents related to recruiting process:

H1B Copy(I129):

The person who got H1B Visa will have H1B copy.
Points to Check:

1.
We need to check below
a) For a fresh H1B we find �The above petition has been approved�
b)
For an Extension H1B copy we find �The above petition and Extension of stay have
been approved�

d)
H1B copy came by H1B transfer from on company to other then we can see �The above
petition and change of status have been approved�

c)
2.
To know where the H1B stamping has done check 2 position
a) If it has I797A then H1B stamping is done in USA
b) If it has I797B then H1B stamping is done out of USA
EAD(Employment Authorization Document):
Sample:
EAD is the document (Form I-688, Form I-688A, Form I-688B, Form I-766, or any other
successor
document issued by USCIS) that proves as evidence that the holder is authorized to
work in the United
States.

If you are a US citizen, lawful permanent resident (green card holder) or a

conditional resident, you do
NOT require EAD to work in the US. Proof of your US citizenship or green card is a
proof of work
authorization in the US. If you are authorized to work for a specific employer,
such as a
foreigngovernment, you do NOT need EAD. Your passport and your Form I-94,
Arrival/Departure
Record proves as your authorization to work in the US.

U.S. employers must check to make sure all employees, regardless of citizenship or
national origin, are
allowed to work in the United States. If you are not a U.S. citizen or a permanent
resident, you may fall
into one of three categories of persons who are eligible for employment
authorization.
�
Category 1: You may have authorization to work in the United States as a result of
your nonimmigrant
status
�
Category 2: You may have authorization to work for a specific employer as a result
of your
nonimmigrant status
�
Category 3: You may be in a category which requires you to file for permission to
work
Some of those that fall in the first and third categories (including those who have
a pending Form I485,
Application to Register Permanent Residence or Adjust Status) are required to apply
for work
authorization and an Employment Authorization Document (EAD) with the Form I-765,
Application
for Employment Authorization prior to seeking work in the United States. The EAD is
the proof that
you will show to your employer that you are allowed to work in the United States.
In most cases, EADs
are granted for a 1 year period.

USCIS issues EADs for the following reasons:

�
As proof that you are allowed to work in the United States for a specific time
period or while you have
a specific immigration status
�
To renew an EAD that has expired
�
To replace an EAD
If Your EAD has Expired

If you are still eligible for work authorization but your EAD has expired, you
should file for a renewal
EAD by submitting a Form I-765, Application for Employment Authorization. You
cannot file for a
renewal EAD more than 120 days before your original EAD expires.

EAD Categories:

Employment Authorization Document (EAD) Chart

A1 Lawful Permanent Resident � Permanent Resident Card

� Passport with I-551 stamp
� Passport with Immigrant visa
� I-94 with I-551 stamp with photo of bearer
A2 Lawful Temporary Resident � Valid passport, visa, and unexpired Form I-94
� I-797
A3
Refugee

A4
Paroled Refugee

A5
Asylee (Granted Asylum)

A6
K-1 or K-2 Nonimmigrant

A7
N-8 or N-9 Nonimmigrant

A8
Citizen of Micronesia, Marshall
Palau

A9
K-3 or K-4 Nonimmigrant

A12
Temporary Protected Status

A15
V Nonimmigrant

Islands, or

� Form I-94 with refugee stamp

� I-94 with refugee stamp with Placement and
Assurance Form
� Unexpired refugee travel document (I-571)
� Form I-94 with refugee stamp
� I-94 with refugee stamp with Placement and
Assurance Form
� Unexpired refugee travel document (I-571)
� Form I-94 with asylum stamp
� USCIS letter or Immigration Judge�s decision
granting asylum
� Valid passport, visa, and unexpired I-94
� I-797 case type I-485
� Valid passport, visa, and unexpired I-94
� I-797
� Valid passport, (no visa) and unexpired I-94
� Valid passport, visa, and unexpired I-94
� I-797 case type I-821 with current date
� Valid passport, visa, and unexpired I-94
� I797 Approval Notice
A16
T-1 Nonimmigrant

A17
Spouse of a E-1 or E-2 Treaty, Trader or
Investor

A18
Spouse of an L-1 Intra Company Transferee

A19
U-1 Nonimmigrant

A20
U-2, U-3, U-4 or U-5 Nonimmigrants

C1
Spouse or Dependent of A-1 or A-2
Nonimmigrant

C2
Spouse or Dependent of Coordination Council
for North American Affairs (E-1)/Taipei
Economic and Cultural Representative Office
(TECRO)

C3A
F-1 Nonimmigrant, Pre-Completion Optional
Practical Training

C3B
F-1 Nonimmigrant, Post-Completion Optional
Practical Training

C3C
F-1 Nonimmigrant,
17-month extension for STEM Students

� I797 Approval Notice for T non immigrant

status
� Valid Passport, visa, and unexpired I-94
� I-797
� Passport, visa, and unexpired I-94
� I-797
� I-797 �U� visa Approval Notice
� Passport, visa, and I-94 with D/S
� Passport, visa, and unexpired I-94
� I-797
� Passport, visa, I-94 with SEVIS I-20 stating
OPT requested.
� Passport, visa, I-94 with SEVIS I-20 stating
OPT requested.
� Passport, visa, I-94 with SEVIS I-20 stating
OPT requested.
C4 Spouse or Dependent
Nonimmigrant
of G-1, G-3, or G-4
C5 J-2 Spouse or Child of
J-1 Nonimmigrant
C6 M-1 Nonimmigrant, Practical Training
C7 Dependent of
Nonimmigrant
NATO-1 through NATO-7
C8
C9
Asylum Application Pending filed
January 4, 1995 and applicant is
exclusion/deportation proceedings
Pending Adjustment of Status
before
not in

C10
NACARA Section
eligible to Apply
USCIS

C14
Deferred Action

203 Applicants who are

for NACARA relief with

C16 Creation of Record (Adjustment Based on

� Passport, visa, and I-94

� Passport, visa, I-94 with DS-2019 currently
dated
� I-797
� Passport, M visa, I-94 with SEVIS I-20 where
PT has been requested.
� I-797
� Passport, visa, and unexpired I-94
� Application for asylum with documentation
from USCIS or U.S Immigration Court
� I-797 with case type I-485 receipt notice
� I-797 with case type I-485 receipt notice or I797
with case type I-881Nacare (I-485 should
be present in the body of the document)
� Court order
� Official notice
� I-797 Supplemental Notice of Deferred Action
� Other official documentation stating granted
deferred action
� I-797 with case type I-485 receipt notice
Continuous Residence since January 1, 1972)

C17i B-1 Domestic of a Nonimmigrant

C17ii B-1 Domestic of a USC

C17iii Employee of a Foreign Airline

C19 Temporary Treatment Benefits Based on 8 CFR

244.5
(Extension of TPS)
C21 S Nonimmigrant

C23
Irish Peace Process
(Q-2)

C24
LIFE Legalization

C25
T Visa Dependent

� Valid passport, visa, and unexpired I-94

� I-797
� Valid passport, visa, and unexpired I-94
� I-797
� Valid passport, visa, and unexpired I-94
� I-797
� I-797 case type I-821 currently dated
� Valid passport, visa, unexpired I-94
� Valid passport, visa, and
unexpired I-94
� I-797
� I-797 with case type I-485 receipt
notice
� Passport, visa, and unexpired I-94
� I-797 Approval notice for �T�
status
C33 Consideration of Deferred Action � I-821D approval notice
for Childhood Arrivals
Green Card(Permanent Resident):

A Green Card holder (permanent resident) is someone who has been granted
authorization to live and
work in the United States on a permanent basis. As proof of that status, a person
is granted a permanent
resident card, commonly called a "Green Card." You can become a permanent resident
several different
ways. Most individuals are sponsored by a family member or employer in the United
States. Other
individuals may become permanent residents through refugee or asylee status or
other humanitarian
programs. In some cases, you may be eligible to file for yourself.

Green Card Category:

C20 Child of an alien classified as C24 or C29 -conditional.

C21 Spouse of a lawful permanent resident alien (subject to country limitations)
-conditional.
C22 Stepchild (under 21 years of age) of a lawful permanent resident alien (subject
to country
limitations) -conditional.
C23 Child of an alien classified as C21, C22, C26, or C27 (subject to country
limitations) -
conditional.
C24 Unmarried son or daughter (21 years of age or older) who is a stepchild of a
lawful permanent
resident alien (subject to country limitations) -conditional.
C25 Child of an alien classified as C24 or C29 -conditional.
C26 Spouse of a lawful permanent resident alien (subject to country limitations)
-conditional.
C27 Stepchild (under 21 years of age) of a lawful permanent resident alien (subject
to country
limitations) -conditional.
C28 Child of an alien classified as C21, C22, C26, or C27 (subject to country
limitations) -
conditional.
C29 Unmarried son or daughter (21 years of age or older) who is a stepchild of a
lawful permanent
resident alien (subject to country limitations) -conditional.
C31 Married son or daughter who is a stepchild of a U.S. citizen -conditional.
C32 Spouse of an alien classified as C31 or C36 -conditional.
C33 Child of an alien classified as C31 or C36 -conditional.
C36 Married son or daughter who is a stepchild of a U.S. citizen -conditional.
C37 Spouse of an alien classified as C31 or C36 -conditional.
C38 Child of an alien classified as C31 or C36 -conditional.
CF1 Alien whose record of admission is created upon the conclusion of a valid
marriage contract
after entering as a fiance or fiancee of a U.S. citizen -conditional.
CF2 Minor stepchild of an alien classified as CF1 -conditional.
CR1 Spouse of a U.S. citizen -conditional.
CR2 Stepchild of a U.S. citizen -conditional.
CR6 Spouse of a U.S. citizen -conditional.
CR7 Stepchild of a U.S. citizen -conditional.
CX1 Spouse of a lawful permanent resident alien (exempt from country limitations)-
conditional.
CX2 Stepchild (under 21 years of age) of a lawful permanent resident alien (exempt
from country
limitations) -conditional.
CX3 Child of an alien classified as CX2 or CX7 (exempt from country limitations)
-conditional.
CX6 Spouse of a lawful permanent resident alien (exempt from country limitations)-
conditional.
CX7 Stepchild (under 21 years of age) of a lawful permanent resident alien (exempt
from country
limitations) -conditional.
CX8 Child of an alien classified as CX2 or CX7 (exempt from country limitations)
-conditional.
E10 Child of a priority worker classified as E11, E16, E12, E17, E13, or E18.
E11 Priority worker -alien with extraordinary ability.
E12 Priority worker -outstanding professor or researcher.
E13 Priority worker -certain multinational executive or manager.
E14 Spouse of a priority worker classified as E11, E16, E12, E17, E13, or E18.
E15 Child of a priority worker classified as E11, E16, E12, E17, E13, or E18.
E16 Priority worker -alien with extraordinary ability.
E17 Priority worker -outstanding professor or researcher.
E18 Priority worker -certain multinational executive or manager.
E19 Spouse of a priority worker classified as E11, E16, E12, E17, E13, or E18.
E21 Professional holding an advanced degree or of exceptional ability.
E22 Spouse of an alien classified as E21 or E26.
E23 Child of an alien classified as E21 or E26.
E26 Professional holding an advanced degree or of exceptional ability.
E27 Spouse of an alien classified as E21 or E26.
E28 Child of an alien classified as E21 or E26.
E30 Child of a skilled worker or professional classified as E31, E36, E32, or E37.
E31 Alien who is a skilled worker.
E32 Professional who holds a baccalaureate degree or who is a member of a
profession.
E34 Spouse of a skilled worker or professional classified as E31, E36, E32, or E37.

E35 Child of a skilled worker or professional classified as E31, E36, E32, or E37.
E36 Alien who is a skilled worker.
E37 Professional who holds a baccalaureate degree or who is a member of a
profession.
E39 Spouse of a skilled worker or professional classified as E31, E36, E32, or E37.

EW0 Child of an alien classified as EW3 or EW8.

EW3 Other worker performing unskilled labor, not of a temporary or seasonal nature,
for which
qualified workers are not available in the United States.
EW4 Spouse of an alien classified as EW3 or EW8.
EW5 Child of an alien classified as EW3 or EW8.
EW8 Other worker performing unskilled labor, not of a temporary or seasonal nature,
for which
qualified workers are not available in the United States.
EW9 Spouse of an alien classified as EW3 or EW8.
F11 Unmarried son or daughter of a U.S. citizen.
F12 Child of an alien classified as F11 or F16.
F16 Unmarried son or daughter of a U.S. citizen.
F17 Child of an alien classified as F11 or F16.
F20 Child of an alien classified as F24 or F29 (subject to country limitations).
F21 Spouse of a lawful permanent resident alien (subject to country limitations).
F22 Child (under 21 years of age) of a lawful permanent resident alien (subject to
country
limitations).
F23 Child of an alien classified as F21 or F26 (subject to country limitations).
F24 Unmarried son or daughter (21 years of age or older) of a lawful permanent
resident alien
(subject to country limitations).
F25 Child of an alien classified as F24 or F29 (subject to country limitations).
F26 Spouse of a lawful permanent resident alien (subject to country limitations).
F27 Child (under 21 years of age) of a lawful permanent resident alien (subject to
country
limitations).
F28 Child of an alien classified as F21 or F26 (subject to country limitations).
F29 Unmarried son or daughter (21 years of age or older) of a lawful permanent
resident alien
(subject to country limitations).
F31 Married son or daughter of a U.S. citizen.
F32 Spouse of an alien classified as F31 or F36.
F33 Child of an alien classified as F31 or F36.
F36 Married son or daughter of a U.S. citizen.
F37 Spouse of an alien classified as F31 or F36.
F38 Child of an alien classified as F31 or F36.
F41 Brother or sister of a U.S. citizen.
F42 Spouse of an alien classified as F41 or F46.
F43 Child of an alien classified as F41 or F46.
F46 Brother or sister of a U.S. citizen.
F47 Spouse of an alien classified as F41 or F46.
F48 Child of an alien classified as F41 or F46.
FX1 Spouse of a lawful permanent resident alien (exempt from country limitations).
FX2 Child (under 21 years of age) of a lawful permanent resident alien (exempt from
country
limitations).
FX3 Child of an alien classified as FX1, FX2, FX7, or FX8 (exempt from country
limitations).
FX6 Spouse of a lawful permanent resident alien (exempt from country limitations).
FX7 Child (under 21 years of age) of a lawful permanent resident alien (exempt from
country
limitations).
FX8 Child of an alien classified as FX1, FX2, FX7, or FX8 (exempt from country
limitations).
IF1 Alien whose record of admission is created upon the conclusion of a valid
marriage contract
after entering as a fiance or fiancee of a U.S. citizen.
IF2 Minor child of an alien classified as IF1.
IR0 Parent of a U.S. citizen.
IR1 Spouse of a U.S. citizen.
IR2 Child of a U.S. citizen.
IR3 Orphan adopted abroad by a U.S. citizen.
IR4 Orphan to be adopted by a U.S. citizen.
IR5 Parent of a U.S. citizen.
IR6 Spouse of a U.S. citizen.
IR7 Child of a U.S. citizen.
IR8 Orphan adopted abroad by a U.S. citizen.
IR9 Orphan to be adopted by a U.S. citizen.
NA3 Child born during the temporary visit abroad of a mother who is a lawful
permanent resident
alien or national of the United States.
XE3 Child born subsequent to the issuance of a visa. Parent is employment-based
preference
immigrant.
XF3 Child born subsequent to the issuance of a visa. Parent is a family-based
preference immigrant.
XR3 Child born subsequent to the issuance of a visa. Parent is an immediate
relative immigrant.

SSN(Social Security number):

In the United States, a Social Security number (SSN) is a nine-digit number issued
to U.S. citizens,
permanent residents, and temporary (working) residents.

The number is issued to an individual by the Social Security Administration, an

independent agency of
the United States government. Although its primary purpose is to track individuals
for Social
Security purposes, the Social Security number has become a de facto national
identification number for
taxation and other purposes.

In our recruiting process we ask last four digits of SSN

H1 TRANSFER
H1 Transfer:

If the person is currently working on an H-1B visa for one employer (or has worked
in the recent past),
and when such person changes jobs to another employer, the employer has to file a
new H-1B petition
for the employee. Many people, including some immigration attorneys, call this
process an "H1
transfer". Even in this document, we refer to the new petition by the new employer
as an "H-1B
transfer", solely for the ease of describing it. It is very important to understand
that there is really no
concept of "transfer". Nothing gets transferred from one employer to another
employer, except the
employee itself. The previous employer does not have to "transfer" something to the
new employer, the
previous employer does not even have to know about the new employer.

Therefore, when people say "H1 transfer", it is actually just a new H-1B petition,
all over again,
without the restriction of the H-1B cap.

When the new petition is filed by a new employer, it may generally be with a
request to extend the H1B
status. As nothing gets transferred, neither the new employer nor the employee
needs to take any
permission from the previous employer to file a new H-1B petition.
BENEFITS
Benefits given by Employer:

Health Insurance:

Employer-sponsored health insurance is paid for by businesses on behalf of their

employees as part of
an employee benefit package. Most private (non-government) health coverage in the
US is
employment-based. Nearly all large employers in America offer group health
insurance to their
employees. The typical large-employer PPO plan is typically more generous than
either Medicare or
the Federal Employees Health Benefits Program Standard Option.

The employer typically makes a substantial contribution towards the cost of

coverage. Typically,
employers pay about 85% of the insurance premium for their employees, and about 75%
of the
premium for their employees' dependents. The employee pays the remaining fraction
of the premium,
In our xoriant 70% of the premium is paid by our company and 30% of fraction has to
be paid by
employee usually with pre-tax/tax-exempt earnings. These percentages have been
stable since
1999. Health benefits provided by employers are also tax-favoured

In our xoriant we have �ANTHEM SOLUTION PPO 500� for medical premium. In Xoriant
employee
pays 30% of the premium. This insurance can be taken for employee only or Employee
and spouse or
Employee and children�s or Employee and Family.

Dental insurance

Dental insurance helps pay for the cost of necessary dental care. Few medical
expense plans include
coverage for dental expenses. About 97% of dental benefits in the United States is
provided through
separate policies from carriers�both stand-alone and medical affiliates�that
specialize in this
coverage. Typically, these dental plans offer comprehensive preventive benefits.
However, major dental
expenses, such as crowns and root canals, are just partially covered. Also, most
carriers offer a lower
rate if you select a plan that utilizes their Network providers. Discount dental
programs are also
available. These do not constitute insurance, but provide participants with access
to discounted fees for
dental work.

In our xoriant we have �ANTHEM DENTAL PPO��VSP VISION� for Dental Insurance
Vision care insurance

Vision care insurance provides coverage for routine eye care and is typically
written to complement
other medical benefits. Vision benefits are designed to encourage routine eye
examinations and ensure
that appropriate treatment is provided.

In our xoriant we have �VSP VISION� for Vision Insurance

Paid Time Off:

It is paid leaves given to the employee as a benefit by employer. In our xoriant,

Full-time salaried
employees are eligible for up to 10 days of paid time off (�PTO�) per year.
Employees working on an
hourly basis salary are NOT entitled to any PTO.

401(K):

A 401(k) is a retirement savings plan sponsored by an employer. It lets workers

save and invest a piece
of their paycheck before taxes are taken out. Taxes aren't paid until the money is
withdrawn from the
account.
RATE CALCULATION
Rate Calculation:

Bill Rate: A Bill Rate is the rate a company pays to a staffing agency for the
services of a temporary

worker.

Pay Rate: The Pay Rate is the amount being paid to the contingent worker by the
staffing agency.

Example how we calculate pay rate with bill rate:

Bill rate is 80$ and we want to keep margin of 10$

Scenario 1: If we take candidate on C2C(All inclusive)
Pay rate is (Bill rate-Margin)
70$ (All inclusive). We are not charged with tax or benefits
Scenario 2: If we take candidate on W2 without benefits
Pay rate is (Bill Rate � Margin � Taxes)
It will be approximately 62. We need to pay taxes for employee if we take candidate
on W2
Scenario 3: If we take candidate on W2 with benefits
Pay rate is (Bill Rate � Margin � Taxes � benefit charges)
It will be approximately 57. Rate will change according to duration of the project.
We need to pay taxes

and benefits for employee if we take candidate on W2 with benefits

Note: If H1 Transfer is needed to the candidate then H1 transfer charges will be

deducted from the bill

rate in scenario 2 & 3.

We do have Pay Rate calculator in Online Staffing System.

Staffing Pricing Calculator (SPC):

SPC can be accessed through

https://staffingsystem.xoriant.com/CBIZOperationalAnalytics/StaffingPricingCalculat
or.aspxOr by
visiting the URL https://staffingsystem.xoriant.com and press F10.
SPC is divided into 4 sections.
Field marked in Green are calculated fields and do not take user input.

Section 1.

Nature of Assignment � A dropdown is available with values ONSITE and INHOUSE.

Selecting
INHOUSE assignment will lead to calculation of Establishmentcost in Section 3.

Xoriant Client Name � Name of the Client for whom Xoriant is doing Staffing.

End Client Name � In case of sub � contracting, where we are souring for some other
vendor, end client
name will be different.

Tentative Duration of Assignment ( in months) � This is a mandatory field and

should be filled in for
the number of months the assignment is scheduled.
Candidate Name � Name of the candidate

Nature of employment � 3 dropdown values are available � Vendor , W2 and Salaried.

If you make the
selection as Salaried, pl. ensure to enter per year Salary in Candidate Base Pay.

Candidate Base Pay �

� In case of Vendor employee, please enter amount in $/hr.

� In case of W2 employee, please enter amount in $/hr.
� In case of Salaried employee, please enter amount in $/year. Pl. enter yearly
salary
Tax@12% �This is a calculated field. Tax is calculated at the rate of 12% on
Candidate Base Pay in
case of W2 and Salaried Employee. No Tax is applicable in case of Vendor employee.

Section 2.

This section allows you to chose the Health insurance ,Vision,Dental for employee
and dependants.
This section is not applicable for candidate who are vendor employee i.e. for
selection made as Vendor
employee in NATURE OF EMPLOYEE in section 1.

This section lists out the different vendors selected by Xoriant for insurance.

Pl. select the check box on the left side of the section for the type of insurance
selected and Insurance
for in the dropdown. Cost To Xoriant and Employee Pays values will be taken from
the database and
displayed on the screen. Cost to Xoriant will be converted into $/Hr rates in the
green colored fields.
Employee Pays values is for reference and display purpose only and does not play
any part in further
calculations.

Section 3.

BONUS � Pl. enter Bonus amount expected or demanded by the candidate in $/Hr.

ESTABLISHMENT COST � This field will show up as a user input field only when NATURE
OF
ASSIGNMENT in Section 1 is IN-HOUSE. When NATURE OF ASSIGNMENT is ON-SITE in
Section 1 , establishment cost is not applicable.
OTHER � Any other cost in $/Hr can be entered in the Other section with remarks.

ONE TIME COSTS

Visa Processing -this cost is spread over the Duration of Assignment which is
entered in Section 1.
The $/Hr value is arrived at by selecting from the dropdown option of Visa
Processing namely H1,
H1B.

Relocation � Relocation cost entered in the user input field is converted to $/Hr
depending on the
Duration of Assignment. So if Duration of Assignment is 5 months and Relocation
expense is USD
1000, the resulting value will 1000/5/160=1.25 $/hr taking 160 hours as the
standard hours in a month

OTHER � Any other cost in $/Hr can be entered in the Other section with remarks.

Section 4.

Total Cost Rate � is the Cost to Xoriant in $/hr after taking into account the
taxes, medical benefits,
one-time costs if applicable. This is the total cost incurred by Xoriant and must
be taken into account
before quoting a billing rate to end client.

Gross Margin % -Enter the Gross Margin required on the Total Cost Rate.
Discount / Admin Fee � Input the Discount / Admin fee if applicable to arrive at
the Bill Rate to End
Client.

Bill Rate to End Client � is the rate which should be quoted to the end client
after taking into account
all the costs associated with bringing the candidate on board.

Cost Calculations for staffing candidates on W2 (not applicable for vendor

candidates)

Payroll Taxes: Xoriant needs to pay 12% payroll taxes for every employee (this
doesn�t include what
employee pays as taxes to Government)

Benefits: Most candidates don�t ask for additional benefits because it costs them
extra money. Instead
of taking benefits, they want to maximize their hourly rate.

Normal benefits available (for charge) are:

� Medical
� Dental
� Vision
When we negotiate the hourly rate, we need to clarify that it doesn�t include any
benefits. Further, we
don�t need to encourage anyone to avail benefits, but if they ask for it, you can
let them know that
above benefits are available and they need to pay for it at actual based on the
size of their family
(spouse, kids etc�).

Following is a simple table which will help you arrive at estimated loaded cost of
candidates based on
what they benefits they want. You should always calculate the loaded cost and
compare it against the
rate limit sales person has given to you for every requisition.
Candidate category Loaded Cost for our internal calculations
Hourly W2 with NO benefits Add 12% payroll tax to hourly rate (i.e. $50/hr is the
rate, then loaded cost = 50X1.12 = $56/hr)
Hourly W2 with full benefits Add 22% to hourly rate (i.e. $50/hr is the rate, then
(medical, dental, vision, but loaded cost = 50X1.22 = $60/hr). Note that this is
NO vacation) estimate only, because actual medical costs vary
widely between $400 to $1,200/month based on
family size
Fulltime salaried employees,
and employees transferred
from India on H1 or L1:
(with all benefits such as
medical/dental/vision+
vacation)
Add 30% for medical+vacation benefits.
Add one time relocation cost of $7,500 (spread over
first year).
e.g. -If salary is $80,000/year, loaded cost =
80,000X1.3= 104,000 +7,500/year. Divide by 1880
hours to arrive at hourly cost = 111,500/1880 = $
59.3/hr.
Corp to Corp candidate Same as corp-to-corp cost given to us by vendor �
because vendor company gives us their loaded cost.

Few more things to note:

�
Xoriant doesn�t do 1099 with any candidate.
�
Individual candidates, who have their own Corporations, can sign as a vendor,
provided that
they have Federal Tax ID and Articles of Incorporation with the state where they
live.
�
Our standard vendor agreement version is 5.0 (on Xoriant Contracts folder)
IDENTIFY FAKE
CANDIDATES
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.
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
The pattern is as follows in case of a recent H1B or someone with 2-3 years�
experience,

7. Resume includes 9-12 years� of experience with first 4-5 years� of experience in
offshore and the rest
in United States.
8. 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.
Tools of Xoriant:

Exelare is a robust applicant tracking system (ATS) and recruitment software tool,
as well as a strategic
customer relationship management (CRM) solution offered by cBizSoft.

On the database of exelare our software Online Staffing System(OSS) stands on. OSS
is a Performance
Tracking system. OSS generates multiple reports to analysis the recruiter
performance, our business Units status,
Company complete placements and Actual Starts.
EXELARE
Exelare:

Home screen of Exelare

Searching Fields -Live Search

Instructions

It is easy to search any field in the system using the live search boxes above
almost every column in
Exelare. To use Live Search, including Companies, Contacts, Candidates, Jobs, any
of the xTabs, and
even in linking windows, please follow these steps:

1.
Place your mouse in any search box above any column
2.
Start typing to instantly see results of your search
3.
Use any combination of fields to narrow down your search
4.
When your search is complete, you can click the �Clear Filter� button to clear the
search results and start
over
Search Operators You Can Use

Asterisk (*) = Wild card Search will search for the character string anywhere in
the field
Greater Than or Less Than ( > or <) = In Date Fields, use these symbols to search
based on date
ranges (Before or after)

To See Video: https://youtu.be/YC_U1tA3clc

Advanced Search in Candidates -Searching Resumes, Activities, Notes & Emails

Instructions

To search across resumes, activities, notes, or emails attached to candidate

records, please follow these steps:

(Note: You can also search across Notes, Activities & Emails in Company, Contact &
Job Records as well)

Initiating a Search

1.
In any Candidates View, click on the �Advanced Search� button on the top right of
the view
2.
A new window will open
3.
Click the �Keyword Search In� Button and choose whether to search Resumes, QNotes,
Summaries,
Calendar Items, Notes, or Emails. Or check them all to search all simultaneously.
4.
Choose whether to use �Regular Search� or �Boolean Search�. If you use the Boolean
Search Option, you
can enter full Boolean Strings in to the new search box you see. Please see:
Exelare Boolean Operators
Cheat Sheet
5.
If you use �Regular Search�, you can use the available search fields (All, Any,
None & Exact Phrases).
6.
Type in the keywords you want to search for with a space between the keywords. It
is not necessary to
use commas
7.
Enter a ZipCode and Search Radius if desired (not required)
8.
Click �Find Now�
9.
Your search will start and you will now see the results of your search in the view
you had selected
Using Facets to Narrow Down Your Search

1.
When your search results appear, you will see a new �Facets� section appear to the
left of the search
results. You can use these facets to �drill down� or refine the results of the
search you just initiated.
2.
Simply click on the check boxes you see to select facets to drill down on. After 5
seconds, the search
will refresh based on your chosen facets.
3.
To select many facets at once, click one of the �Choose More� links.
4.
A new window will open allowing you to cycle through all of the available facets
and choose which you
want to use
5.
Once you are finished choosing all of your facets, close the window by clicking on
the red 'X' to apply all
search facets.
Adding to or Narrowing Down your Resume Search

1.
At any point in time during your search, you can click on the �Advanced Search�
button one more
time. When doing so, you will see three options: 1) Add, 2) Narrow, 3) Replace
2.
Add � By Selecting �Add�, you can enter new search criteria and the new results
will be added to the
results you already searched for
3.
Narrow � By Selecting �Narrow�, you can enter new search criteria. This is
effectively a search within a
search. The new search will only search the candidates you have already found,
except it will search
based on the new criteria you enter.
4.
Replace � By Selecting �Replace�, you can enter new search terms and execute a
completely new search,
ignoring and replacing your previous results.
Advanced Tips

1.
Save Your Searches � At any point, click on the �Save� icon next to the �Saved
Searches� box. A new
window will pop up, allowing you to give your search a name and save it. At any
time you re-open your
search by selecting it from the drop down list.
2.
Use the Lookup Field Operator to choose values from any lookup � Simply choose a
Lookup field
using the dropdown list. Once you have selected a lookup field, click on any of the
Dropdown arrow
buttons to the right of any search box. You will now see a list of values from
which you can
select. Change the �Lookup Field� from the dropdown list to change the available
values to choose from.
To See Video: https://youtu.be/V8JCYEm6Wgo

Boolean Operators Cheat Sheet

Boolean Search:

This search type is used for building a logically structured search string of the
keywords and/or phrases. The
results of the search will be based on the words entered in the KEYWORDS field and
the logical operators
included. The KEYWORDS field may include one or more logical operators. A list of
the support logical
operators is listed below along with a couple examples.

Here are the Boolean search "operators":

1) Operators are: AND, OR, NOT, NEAR

2) Wild Card is: *

Example:

(Orange or Apple or "Apple Juice") and (Fruit near Juice) and Banana and "*berry"
and not"Cherry"

NOTE: while using "not" operator, please do not give any space after NOT and wrap
the keyword with ("")
double quotes.

Notes:

1) If you are searching for a keyword which has more than one word (ex: Apple
Juice) you need to wrap it in
quotes.

2) If you are doing a partial word search (ex: *berry) you need to wrap it in
quotes. As you know "*berry" will
match Raspberry, Strawberry, etc.

NOTE: We do our best to highlight the keywords you entered in your search when you
are reviewing the details
of each job. Please note that the highlighting is not part of the search mechanism
itself and is not always perfect
due to the complexity of some of the search types available. If you find job
results that don�t have any keywords
highlighted, it does not necessarily mean that the result is not valid.

Filtering Within Fields -Live Search

You can search or 'filter' by single or multiple field values by clicking on the
drop-down menu icon (inverted
black triangle icon) on each column header.

Please do the following:

1.) In live search area click on the inverted triangle on the column header
(field), to open the lookup window.
2.) In the lookup window select single or multiple values.

3.) Click on OK.

For example -In the live search area, if you want to filter records based on CITY.
Click on the �City� column
inverted triangle and check the desired cities you want to search. It filters
results based on the city look-up values
you have selected.

To See Video: https://youtu.be/CY8-rR4FIYg

Parsing, Sourcing & Importing Data

Importing from Clipboard Text (GrabIT)

Instructions

To import Candidates, Contacts or Companies from Clipboard Text (GrabIT), please

follow
these steps

1.
If a Candidate, Highlight and Copy the entire text of a resume from any source. If
a Contact or
Company, highlight the signature or contact info block and copy.
2.
Open the appropriate Candidates, Contacts or Companies Tab in Exelare
3.
Click on the "New" and select �GrabIT� from the dropdown
4.
Follow On Screen Prompts to Parse the resume (or contact or company) and check for
duplicates. Hint: If you are importing a candidate, you will also have an option to
link the
candidate to an open job as �Potential� or �Received�
5.
Click �Finish�
To See Video: https://xoriant.kpoint.com/kapsule/gcc-2ac0b7b3-34be-442e-
b94a51bc16555aab/
t/recruiter-how-addconsultants0?
vsrc=ch&trk_channel=cbiz3206836100&channel_id=63#

Importing Candidates From Outlook

Instructions

To import candidates from Outlook, please follow these steps

Note: Please ensure you have the xBar Outlook Plugin Installed before proceeding.
xBar
works with the installed Outlook application for PC�s. It is not designed for
Outlook For
Mac�s.

1.
Open Outlook on your PC
2.
For older versions of Outlook, you will see the xBar immediately. For newer
versions of
Outlook, please click on the �Add-Ins� tab.
3.
Locate any email
4.
Click on any email that has a resume attached to it
5.
Using the xBar, click �Add To>Add To Candidates�
6.
Follow the on screen prompts to parse the resume, check for duplicates, and link
the candidate as
�Potential� or �Received�
7. Click �Finish�
BONUS: Importing Multiple Candidates From Outlook at Once
TECHNICAL RECRUITER TRAINING GUIDE
1.
Hold your CTRL key down and use your mouse to highlight multiple candidate emails
at once
2.
Using the xBar, Click �Add-To>Add To Candidates�
3.
Follow the on screen prompts to give the imported candidates a category (not
mandatory)
4.
Set a rule on how to deal with duplicates (Add, Update, Ignore)
5.
Click �Yes�
To See Video: https://youtu.be/PsQKsWBiapI

Importing Candidates from a Single File

Instructions

To import candidates from one resume file at a time, please follow these steps

1.
Click on the Candidates folder
2.
Click on the �New� drop down button, select Upload (Parse From Resume File)
3.
Locate the resume file you want to upload and click 'Open'
4.
Follow the on screen prompts to parse the resume, check for duplicates, and link
the candidate as
�Potential� or �Received� for any of your open jobs
5.
Click �Finish�
Importing Candidates From Multiple Files (Bulk Resume Import)

Instructions

To import candidates from multiple files (bulk resume import), please follow these
steps

Note: Please ensure you have the xBar Outlook Plugin Installed before proceeding.
xBar
works with the installed Outlook application for PC�s.

1.
Open Outlook on your PC
2.
For older versions of Outlook, you will see the xBar immediately. For newer
versions of
Outlook, please click on the �Add-Ins� tab.
3.
Using the xBar, click on Tools>Import Resume Folder
4.
Navigate to any folder containing resumes (We can only parse one folder at a time,
NOT
including sub folders)
5.
Once you�ve chosen a folder, a new window will pop up
6.
Assign a category to the candidates being imported (optional)
7.
Give a rule for how to handle duplicates (New, Update, Ignore)
8. Click �OK�
To See Video: https://youtu.be/DI-rqI-f0SQ
Kpoint: https://xoriant.kpoint.com/kapsule/gcc-2e6793bd-7433-4015-8073-
65f23c060fe9/t/recruiterbulk-
import-candidates-exelare?vsrc=ch&trk_channel=cbiz3206836100&channel_id=63

TECHNICAL RECRUITER TRAINING GUIDE

Importing Candidate Resumes From Multiple Files (Bulk Resume Import)
Directly from Exelare

This is an extremely fast way to import large sets of resumes at once. Very useful
if you are just
getting started with Exelare and want to pre-populate your database with existing
resume files. Also
very useful when sourcing online. Simply download any resume you see while
searching for
candidates online. Once you get the amount you want (10, 100, 1000, etc..), use the
Exelare Bulk
Resume Import and parse them all!

Just Follow these steps to import as many resumes as you want at once:

1.
In the navigation menu on the right hand side, click on Candidates>Dynamic
Views>Active.
2.
Once the Candidates tab opens up, click on the 'New' Button dropdown menu and
select the
'Upload (Parse from Multiple Resume Files)' Option
3.
A new window will open where you can choose your resume files & folders, along with

import options
4.
A new window will open allowing you to choose either Files, or Folders to include
in the bulk
resume import. By clicking either option, your Windows File Explorer window will
open,
allowing you to locate and then any number of resumes to include in your import.
Import
Options

�
Include Sub folders -This will import/parse all of the documents in any/all
subfolders
beneath the primary folder you selected
�
File Type Options -If you only want to parse certain types of documents (ie: Only
PDF
Docs, or only Word Docs), then only choose the doc types you specifically want by
using the
appropriate check boxes
�
Categories -Click the Category button to choose an existing category type, or
create a new
one. By selecting a category, Exelare will automatically apply that same category
to every
candidate record created from this import. A good example might be: 'Import 6/
15/2016'. This way if you want to pull up the exact list of candidates you
imported, you can
quickly search by that category. Another example would be adding a category that
had
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meaning to you and how you want to search this candidate (ie: Programming, Ruby On
Rails). You can choose multiple categories.

�
Folder Clean Up -We recommend creating a folder somewhere on your computer named
'Already Parsed' Resumes. By doing so, you can use the 'Do not Move/Move/Copy
Resumes'
feature to keep your import folder clean. When this option is selected, along with
a
corresponding folder on your computer, Exelare will place any and all parsed
resumes into this
folder, thus cleaning up. leaving 'as is' or duplicating, depending on your
preference.
�
Duplicate Options -Tell Exelare what to do with a resume, if it detects it as a
duplicate.
�
Click Start!
Step 1

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Step 3

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Step 4

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Step 5

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Step 6

Import Contacts from Outlook

Instructions

To import contacts from Outlook, please follow these steps

Note: Please ensure you have the xBar Outlook Plugin Installed before proceeding.
xBar
works with the installed Outlook application for PC�s. It is not designed for
Outlook For
Mac�s.

1.
Open Outlook on your PC
2.
For older versions of Outlook, you will see the xBar along with the Outlook
Toolbars. For newer
versions of Outlook, please click on the �Add-Ins� tab.
3.
Locate and highlight any email
4.
Using the xBar, click �Add To>Add To Contacts�
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5. Follow the on screen prompts to add the contact to the database
BONUS: Importing Multiple Contacts From Outlook at Once

1. Hold your CTRL key down and use your mouse to highlight multiple contact emails
at once
2. Using the xBar, Click �Add-To>Add To Contacts�
3. Follow the on screen prompts to give the imported contacts a category (not
mandatory)
4. Set a rule on how to deal with duplicates (Add, Update, Ignore)
5. Click �Yes�
Candidate Sourcing

Our Candidate Sourcing feature allows you to search your internal Exelare Database
while
simultaneously searching external resume boards such as Monster, CareerBuilder,
Dice &
TechFetch. Results are returned as a 'Preview' from each site, allowing users to
choose which
resumes to view and which to ignore. If you have resume view limits with any of
your resume site
accounts, this will help you manage those views effectively, while also providing a
single interface
from which to source resumes (no more back and forth between resume boards).

Candidate Sourcing currently supports: Monster, CareerBuilder and Dice. TechFetch

support will
be added very soon. Other sites may be added in the future based on client
requests.

Instructions

1. Open Exelare and Navigate to the Candidates Section

2. Click on the 'Source Candidates' Icon
3. A new window will open where you can enter your search criteria.
4. Any search criteria entered on the 'General Search' tab will apply to all of the
resume sources you
have selected
5. In the 'Keywords' search box you can enter your desired keywords separated by a
comma. For
example: Java,C++,Linux. To search for exact phrases, please wrap the phrase in
quotations. For
example: "Business Development" or "SQL Server""
6. Link results to a Job (optional) -If you want to link candidates you source to a
particular job,
choose the appropriate job from the lookup menu and then choose whether to link
them as 'Potential'
or as 'Received'.
7. Max Results -By default the value is set to 5. Feel free to change based on your
needs. It is
recommended to pull back smaller amounts of resumes at a time, ideally 5 or 10.
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8. Initiate Search by clicking on the 'Search' Button
9. You will now see candidates returned from all the sources you have selected,
including your
internal database (Exelare). This way you can compare resumes found online and
resumes you
already have.
10. Use the 'Show Results' check boxes to filter which results you want to see from
which resume
sources. For example if you only want to see results from Monster, ensure only the
'Monster' check
box is checked.
11. As you go through the results any resumes that have already been added to your
database will be
highlighted in green. Simply click on 'View Resume' to view the full resume of the
candidate. Once
you click on 'View Resume' it will be counted as a view/click, just as if you were
on the resume board
itself.
12. To add the resume to your database, simply click the 'Add' Button. If the
resume already exists,
you will also see an 'Update' or 'Edit' button allowing you to directly update or
edit the candidate that
already exists in your database.
1. Enter General Search Criteria
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2. Enter Source Specific Search Criteria
3. Link the results to a Job (Optional)
4. Initiate Search by clicking on the 'Search' Button
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5. View Results of your search
TECHNICAL RECRUITER TRAINING GUIDE
6. Click on 'View Resume' to view the full resume/profile of the candidate. Then
click on 'Add' to add the candidate to your database
To See Video: https://youtu.be/R-1jL3bOcQk

Emailing & Email Marketing

Sending Mass Emails � Email Merge � Email Marketing

To send a mass email (also known as Email Merge, or Email Marketing Campaign) to
any Contact or
Candidate, please follow these steps:

1.
Locate two or more Contacts or Candidates and highlight both records using the CTRL
or Shift
Keys
2.
Click on the �Send� Dropdown Icon
3.
Choose �Mass Email (Merge)� from the dropdown list
4.
A new Email window will pop up
5.
Change your Stylesheet, Template and Signature if desired (Defaults will appear
automatically).
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6.
Click on 'Options' and select the appropriate option (Recipients/Selected, Search
List, All in
Current View)
7.
Once your email is ready, click on the �Send� Button
Drag & Drop Attachments to Outgoing Emails

It is easy to attach a document to outgoing emails by either clicking on the

'Attach' hyperlink and
locating a file from your hard drive -OR -Simply by dragging & dropping to the
email compose
window.

To add add files to outgoing emails, please:

1) Simply drag-drop on to the area beside �Attach file�.

2) To replace the existing files, drag-drop the desired file(s) on to the already
attached
file(s). This will replace any existing attachments with the new file attachments.

Candidates
Linking Existing Candidates to Companies
Instructions

To Link an Existing Candidate to a Company, please follow the steps below

1.
Open the Candidate record by double clicking on the Candidate or right click and
click on
�Open�
2.
Click on the �Company Name� field drop down
3.
A new window will open, allowing you to locate a company record
4.
Click on the Company you want to link the Candidate to
5.
Click �OK�
6.
Click on �Save & Close�
Submitting Candidates to Jobs

Instructions

To submit a candidate to a job, please follow the steps in one of the options
below. Hint: If you have
already Linked the candidate as �Potential� to the job, the fastest way to submit a
candidate is to use
Option 3 below.

Option 1 � Submit From Candidates Directly

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1.
Click on the Candidate folder and locate a candidate record (or multiple records if
you are
submitting more than one candidate)
2.
Select the Candidate(s) you want to submit using your CTRL or Shift Keys and mouse
3.
�Right Click� and select �Submit Selected Candidates To Job�
4.
A new window will open allowing you to select the job you want to submit to. Select
the job and
click �OK�
5.
A new Email window will pop up, with the Default Resume of the candidate attached
to the
email.
6.
Change your Stylesheet, Template and Signature if desired (Defaults will appear
automatically).
7.
Click on the �Send Details� drop down button to change which fields you want
included in your
email. Results of the email body should change automatically as you choose send
details.
8.
Optional: Click on the �Docs� Button to choose any alternative resumes or documents
linked to
this candidate record.
9.
Optional: Use the �CC� or �BCC� fields to choose additional recipients for this
email
10. Once your email is ready, click on the �Send� Button
Option 2 � Submit From Jobs After Locating Candidates

1.
Click on the Jobs folder and locate the Job record you want to submit the
Candidates to
2.
�Right Click� and select �Submit Candidates Resume'
3.
Select the Candidate by (checking the box) and click OK
4.
A new Email window will pop up, with the Default Resume of the candidate attached
to the
email.
5.
Change your Stylesheet, Template and Signature if desired (Defaults will appear
automatically).
6.
Click on the �Send Details� drop down button to change which fields you want
included in your
email. Results of the email body should change automatically as you choose send
details.
7.
Optional: Click on the �Docs� Button to choose any alternative resumes or documents
linked to
this candidate record.
8.
Optional: Use the �CC� or �BCC� fields to choose additional recipients for this
email
9.
Once your email is ready, click on the �Send� Button.
Option 3 � Submit From �Potential� xTab

1.
Click on the Jobs folder.
2.
Click on the �Potential� xTab
3.
�Right Click� and select �Submit�
4.
A new Email window will pop up, with the Default Resume of the candidate attached
to the
email.
5.
Change your Stylesheet, Template and Signature if desired (Defaults will appear
automatically).
6.
Click on the �Send Details� drop down button to change which fields you want
included in your
email. Results of the email body should change automatically as you choose send
details.
7.
Optional: Click on the �Docs� Button to choose any alternative resumes or documents
linked to
this candidate record.
8.
Optional: Use the �CC� or �BCC� fields to choose additional recipients for this
email
9.
Once your email is ready, click on the �Send� Button.
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Compare Resumes

It is easy to compare a candidate's resume with historical resumes or any other

document on your
computer. This helps to understand changes that have been made to the resume over a
period of
time.

To Compare a resume to a different version. or document on your hard drive, please

do the
following:

1.) Right-click on any Candidate record and choose the 'Compare Resume with..'
action
2.) Now choose a resume from the dropdown menu presented -OR -click on the 'Browse'
button to
choose a file or resume from your computer's hard drive.

3.) A new window will open showing you the two resumes or documents you have
selected to
compare. You will see three options: 'Merged', 'Side by Side' & 'InLine'. Feel free
to cycle between
the options and choose the view that works best for you. Any text highlighted in
Green shows new
text that has been added. Text highlighted in Red shows text that has been deleted.
Text highlighted
in Yellow, shows text that has been changed.

Purpose: This feature is implemented to easily spot fake resumes, or compare

alternate versions of
resumes. It can be useful if a candidate sends a completely different version of a
resume and you
need to know what has changed, or potentially if you are being lied to on the
candidates skill set.

To See Video: https://youtu.be/dB6hraCLp7o

Resume Preview in Native Format + Editing

View Resumes

When viewing Candidate Resumes in the 'iTabs' Preview Area, you will see a second
tab that shows
the name of the Default Resume of the candidate.

Click on the tab to view the default resume in its native format (Word, PDF, HTML,
Text, etc..)

Edit Resumes

You can also edit resumes quickly from the resume preview pane, as long as they are
in the following
formats: '.doc', '.docx', or '.rtf'

1). Click the 'Edit Resume' Hyperlink in the top right hand corner of the resume
preview window

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2). Doing so will open the resume inside of Microsoft Word. In some cases, you may
see Microsoft
Word blinking at the bottom of your screen (click to open it).

3). Make changes to the resume as desired. Once you are finished, click on the 'x'
close button in the
top right hand corner of Word. A new window will open asking you if you want to
save your
changes. Please click 'Yes'.

4). Now in Exelare, you will see a new message window open stating "This resume has
been
changed. Do you wish to upload it?" . Please click 'Yes' to upload the new/edited
version back to
Exelare.

Jobs
Adding a new job
Instructions

To add a Job, please follow the steps below using either option

Note: To add and save a new job, you must link the job to a contact

Option 1 -Adding a job from the Jobs/Requirements folder

1. Click on 'Jobs/Requirements' folder in the folder list to the left.

2. Click on the �New� button on the top
3. Fill out the fields desired on the new job form
4. Click on the drop down box in the �Contact� field
5. A new window will open allowing you to search for contacts
6. Find the contact or hiring manager associated with this job
7. Click �OK�
8. Click �Save & Close� to add the new job
Option 2 -Adding a job from the Contacts/Clients folder

1. Click on the 'Contacts/Clients' folder in the folder list to the left.

2. Right Click on the contact and select �Add a New Job to the Selected Contact�.
3. A new window will open where you can fill out the job details
4. Fill out the fields desired on the job form
5. Click �Save & Close� on the top left to save the job
TECHNICAL RECRUITER TRAINING GUIDE
ONLINE STAFFING
SYSTEM (OSS )

TECHNICAL RECRUITER TRAINING GUIDE

Online Staffing System(OSS)

Activity Summary:

To open OSS, go to https://staffingsystem.xoriant.com/WebsiteLogin.aspx. Enter

login credentials
Login id: System id without xor-ind
Password: System password

After login, below is the home page. On home we see business Unit�s (BU) Activity
report of last
week, next week, current month, and last month.

HR -Hot Requirements RC -Rejected By Client

Po -Potential PI -Phone Interview
RS -Rejected By Sales FI -F2F Interview
SV -Submitted For Verification Pl -Placed
Su -Submitted

If we click on business unit name, a report of each salesperson involved in that

business unit and
clients of that business unit report is shown as below. Below is the list of east
coast business unit

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Below Activity summary table, we have placement summary report for recruiter,
salesperson, location
and business unit. We can check our company placement summary report from year
2007.

On top right side we have a button �MORE� by this we can select only selected
business unit report or
salespersons or recruiters report separately.

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179
Recruiter Metrics:

To check recruiter performance, to check our performance with others in our team we
can go into
recruiter metrics. In Management menu we find recruiter metrics which is
highlighted in below figure.

We have filter option to give our selection criteria. We need to select �From date�
and �To date�. We
can check metrics of recruiters who is under one or more business units or we can
check metrics of
recruiters who is under one or more sales persons of one or more business units.

Below figure shows the metrics of one recruiter works under West Coast and under
Hannah john
(Salesperson). In Recruiter metrics we can see total number of requirements
assigned to the recruiter

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in that duration of time, Req without submittals, Potential resumes, submittals
made, submittals /
Potential ratio, Phone interviews, F2F Interviews, Placements

Recruiterwise Productivity Summary:

In Recruiterwise Productivity Summary, report of monthly wise placements of all the

recruiters in
xoriant is shown.

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181
Job Creation/Posting/Editing:

We post job in xoriantconnect, facebook, twitter from OSS.

If the requirement is already created in exelare we search that requirement with

requirement ID.

We can create new requirement to post. We have button to create requirement. If you
click Create
Requirement button below window will be opened in which we need to enter all the
details of
requirement and we save it.

We search requirement for posting and we click edit

to post the job. A new window will open in

which we click post button.

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Below new window will open. We need to conform the details present in that window
then press post.
We can check our post in http://www.xoriantconnect.com/

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183
Placement Form:

To enter Placement Form of a candidate whom we have placed. We need to click on

placement form
button present on top. The list of candidates whom we have placed will be shown on
the screen as

below. Only the list of candidates placed by the recruiter is shown. Click to enter
placement form

Click to enter placement form.

TECHNICAL RECRUITER TRAINING GUIDE

If the person is backed out then click

If you click Placement Form screen will be opened. We need to fill all the details
of the
candidates shown in the form. Below are the screens of placement forms.

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TECHNICAL RECRUITER TRAINING GUIDE
cBizOneAdmin Email Reports to Outlook:

Daily we get reports from cbiz to our outlook. Below are some of the report
recruiters get daily from
cbiz.

�
Daily Actual Start Report: With in the month how many actual starts of company have
done
will be shown
�
Daily Placement Report: With in the month how many placements have done will be
shown
�
Daily/Weekly/Monthly Recruiter Status Summary: This report is helpful to figure out
the
recruiter performance. In this report we have the recruiters calling report,
resumes sourced,
potentials and submittals. Recruiter need to check their status in reports if the
report is not
shown correct then please report it concerned person and make changes, recruiter
should take
it has his responsibility.
Fields that are there in this report are:
o
Avg Duration of O/B Calls (min): Here we have average outgoing call time. We
can know how much time a recruiter is spending with consultant/Vendor.
o
Total O/B Calls: No of calls done in a day/week/month.
o
Unique O/B Calls: No of unique calls done from total O/B calls.
o
Avg Duration of I/B Calls (min): Here we have average incoming call time. We can
know how much time a recruiter is spending with consultant/Vendor.
o
Total I/B Calls: No of calls attended in a day/week/month.
o
Unique I/B Calls: No of unique calls attended from total I/B calls.
o
Hot Reqs: No of requirements assigned to the recruiter through exelare
o
Sourced: No of resumes sourced by the recruiter and uploaded in exelare
o
Potential: No of potentials made in exelare
o
Rejected by Sales: No of resumes rejected by sales
o
Submitted For Verification: No of resumes submitted for verification in exelare
o
Submitted: No of resumes submitted in exelare
o
Rejected by Client: No of resumes rejected by Client
o
Phone Interview: No of phone interviews scheduled
o
F2F Interview: No of F2F interviews scheduled
o
Placed: No of candidates placed by recruiter
TECHNICAL RECRUITER TRAINING GUIDE
Staffing Pricing Calculator (SPC) and Insurances for candidate:

Staffing Pricing Calculator (SPC) is divided into 4 sections.

Field marked in Green are calculated fields and do not take user input.

Section 1.

Nature of Assignment � A dropdown is available with values ONSITE and INHOUSE.

Selecting
INHOUSE assignment will lead to calculation of Establishmentcost in Section 3.

Xoriant Client Name � Name of the Client for whom Xoriant is doing Staffing.

End Client Name � In case of sub � contracting, where we are souring for some other
vendor, end
client name will be different.

Tentative Duration of Assignment ( in months) � This is a mandatory field and

should be filled in for
the number of months the assignment is scheduled.

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Candidate Name � Name of the candidate

Nature of employment � 3 dropdown values are available � Vendor , W2 and Salaried.

If you make
the selection as Salaried, pl. ensure to enter per year Salary in Candidate Base
Pay.

Candidate Base Pay �

� In case of Vendor employee, please enter amount in $/hr.

� In case of W2 employee, please enter amount in $/hr.
� In case of Salaried employee, please enter amount in $/year. Pl. enter yearly
salary
Tax@12% �This is a calculated field. Tax is calculated at the rate of 12% on
Candidate Base Pay in
case of W2 and Salaried Employee. No Tax is applicable in case of Vendor employee.

Section 2.

This section allows you to chose the Health insurance ,Vision,Dental for employee
and dependants.

This section is not applicable for candidate who are vendor employee i.e. for
selection made as
Vendor employee in NATURE OF EMPLOYEE in section 1.

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This section lists out the different vendors selected by Xoriant for insurance.

Pl. select the check box on the left side of the section for the type of insurance
selected and Insurance
for in the dropdown. Cost To Xoriant and Employee Pays values will be taken from
the database and
displayed on the screen. Cost to Xoriant will be converted into $/Hr rates in the
green colored fields.
Employee Pays values is for reference and display purpose only and does not play
any part in further
calculations.

Section 3.

BONUS � Pl. enter Bonus amount expected or demanded by the candidate in $/Hr.
ESTABLISHMENT COST � This field will show up as a user input field only when NATURE
OF

ASSIGNMENT in Section 1 is IN-HOUSE. When NATURE OF ASSIGNMENT is ON-SITE in

Section 1 , establishment cost is not applicable.
OTHER � Any other cost in $/Hr can be entered in the Other section with remarks.
ONE TIME COSTS

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Visa Processing -this cost is spread over the Duration of Assignment which is
entered in Section 1.
The $/Hr value is arrived at by selecting from the dropdown option of Visa
Processing namely H1,
H1B.

Relocation � Relocation cost entered in the user input field is converted to $/Hr
depending on the
Duration of Assignment. So if Duration of Assignment is 5 months and Relocation
expense is USD
1000, the resulting value will 1000/5/160=1.25 $/hr taking 160 hours as the
standard hours in a month

OTHER � Any other cost in $/Hr can be entered in the Other section with remarks.

Section 4.

Total Cost Rate � is the Cost to Xoriant in $/hr after taking into account the
taxes, medical benefits,
one-time costs if applicable. This is the total cost incurred by Xoriant and must
be taken into account
before quoting a billing rate to end client.

Gross Margin % -Enter the Gross Margin required on the Total Cost Rate.

Discount / Admin Fee � Input the Discount / Admin fee if applicable to arrive at
the Bill Rate to End
Client.

Bill Rate to End Client � is the rate which should be quoted to the end client
after taking into account
all the costs associated with bringing the candidate on board.

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Cost Calculations for staffing candidates on W2

(not applicable for vendor candidates)

Payroll Taxes: Xoriant needs to pay 12% payroll taxes for every employee (this
doesn�t include what
employee pays as taxes to Government)

Benefits: Most candidates don�t ask for additional benefits because it costs them
extra money. Instead
of taking benefits, they want to maximize their hourly rate.

Normal benefits available (for charge) are:

� Medical
� Dental
� Vision
When we negotiate the hourly rate, we need to clarify that it doesn�t include any
benefits. Further, we
don�t need to encourage anyone to avail benefits, but if they ask for it, you can
let them know that
above benefits are available and they need to pay for it at actual based on the
size of their family
(spouse, kids etc�).

Following is a simple table which will help you arrive at estimated loaded cost of
candidates based on
what they benefits they want. You should always calculate the loaded cost and
compare it against the
rate limit sales person has given to you for every requisition.

Candidate category Loaded Cost for our internal calculations

Hourly W2 with NO benefits Add 12% payroll tax to hourly rate (i.e. $50/hr is the
rate,
then loaded cost = 50X1.12 = $56/hr)
Hourly W2 with full benefits
(medical, dental, vision, but NO
vacation)
Add 22% to hourly rate (i.e. $50/hr is the rate, then loaded
cost = 50X1.22 = $60/hr). Note that this is estimate only,
because actual medical costs vary widely between $400 to
$1,200/month based on family size
Fulltime salaried employees, and
employees transferred from India
on H1 or L1:
Add 30% for medical+vacation benefits.
Add one time relocation cost of $7,500 (spread over first
year).

TECHNICAL RECRUITER TRAINING GUIDE

(with all benefits such as
medical/dental/vision+
vacation)
e.g. -If salary is $80,000/year, loaded cost = 80,000X1.3=
104,000 +7,500/year. Divide by 1880 hours to arrive at
hourly cost = 111,500/1880 = $ 59.3/hr.
Corp to Corp candidate Same as corp-to-corp cost given to us by vendor � because
vendor company gives us their loaded cost.

Few more things to note:

�
Xoriant doesn�t do 1099 with any candidate.
�
Individual candidates, who have their own Corporations, can sign as a vendor,
provided that
they have Federal Tax ID and Articles of Incorporation with the state where they
live.
�
Our standard vendor agreement version is 5.0 (on Xoriant Contracts folder)
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