Summary of the Recruitment

Process
A Guide to the Recruitment Process for
Staffing Companies
Recruiting new staff can be a challenging and time-consuming process for staffing
companies. However, it is crucial for any organization that wants to build a strong and
competent team. This document provides an extensive guide to the recruitment
process, covering different types of searches, recruitment rules, and requirement
criteria.
The document discusses the different types of searches for recruitment and outlines the
advantages and disadvantages of each type, providing practical advice on how to use
them effectively. It includes job portals such as Monster and Dice, as well as Craigslist,
Career Builder, and Corp-Corp (C2C) as other options. Hotlists are consultant
(candidate) lists sent by vendors, while searching Google for resumes is a way to find
the needed resume for the given requirements. CBIZ software is another tool used to
send bulk mails to consultants and vendors, making it the fastest tool to send unlimited
emails.
The document also outlines the recruitment rules that staffing companies must follow,
covering various aspects of the recruitment process, including screening, submission
time, H-1B copy (I-797), I-94, and the interview/selection process. The guidance
provided emphasizes the importance of communication and presentation skills. Staffing
companies must exercise caution when dealing with independent (H1 transfer
candidates) consultants who work with multiple prospective employers. The document
provides detailed guidance on submitting profiles and resumes, collecting interview
questions, and getting a copy of the consultant's itinerary.
In addition to the recruitment rules, the document outlines the requirement criteria for
filling a position, covering various questions that need to be asked when determining a
requirement, such as job title, company, description, location, rate, employment type,
work status, clearance, and education/qualification criteria. The guidance provided is

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 thorough and practical, making it an essential resource for anyone involved in the
recruitment process.
The document emphasizes the importance of networking and building relationships with
clients and candidates. Staffing companies must have a dedicated team that can
communicate effectively with clients and candidates and build a strong professional
relationship with them. By building a strong network, staffing companies can tap into a
large pool of clients and candidates, which can help them find the right talent for their
clients.
Furthermore, the document provides guidance on best practices for conducting
interviews and selecting candidates. It highlights the importance of connecting
candidates to previously interviewed candidates before the client interview and calling
the candidate 10 minutes before the interview. It also emphasizes the need to collect
the interview questions and keep them in records for future use and to get a copy of the
candidate's itinerary.
The document also emphasizes the importance of collecting professional references
and checking the availability of the candidate regularly. It also provides guidance on
how to submit profiles and resumes and the importance of formatting the resume
effectively. It is essential to respond to every vendor with feedback on the profiles that
they have submitted, even if their candidate is not considered.
In conclusion, this document is an invaluable resource for staffing companies and
recruiters. The guidance provided is detailed, practical, and comprehensive, making it
an essential tool for anyone involved in the recruitment process. By following the
guidance outlined in this document, staffing companies can navigate the recruitment
process successfully and hire top talent for their clients. Additionally, by building a
strong network, staffing companies can tap into a large pool of clients and candidates,
which can help them find the right talent for their clients.

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