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Recruitment Process
Different Types Of Searches
There are different kinds of searching,

1. Job Portals
Monster and Dice are two main portals in US

Other Job Portals - Craigslist, Career Builder, Corp-Corp (C2C)

2. Hotlist
Consultant (Candidate) list sent by the Vendor.

3. Searching Google for Resumes

Searching the needed resume from Google for the given requirements

4. CBIZ
CBIZ software is a tool used to send bulk mails to the consultants, vendors, etc

It is the fastest tool to send unlimited emails.

Helps to send unlimited mails.

Fastest mode of sending bulk mails.

Can store aa greater number of resumes.

Helps to search needed resume more easily.

Web Sites

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 Green Card and other information about US Visa

http://www.buzzle.com/articles/how-long-does-it-take-to-get-a-green-card.html

http://www.h1base.com/

Recruitment Rules of Staffing Company

NOTE:- AM - Account Manager, RM - Resource Manager, Vendor -
HCL End Customers/End Clients: MCSD, Merck, Pfizer, ProQuest,
Symantec, etc.

Important things to notify-

1. Once you get a requirement, please spend at least 3-4 minutes on each of it.

2. Go through the requirement thoroughly and find out the right consultant (candidate)
for the right job.

3. Try to find out a consultant (candidate) who has strong skills, good attitude, ability to
perform at any environment, interest towards the job, strong communication,
geographical knowledge of the client, etc

4. For a normal requirement (For eg, .net, java, oracle) try to find a consultant
(candidate) from your own database/resource/vendors list.

5. Everyone having the access to get in to our server and view our own saved profiles
(Database)

6. For a normal requirement do not source citizens, always submit H-1B’s only

7. It is advisable to work with the vendors with those we had an agreement before or
with whom we have a real confident

8. Never reveal our end customer’s details to the vendors until you get a confirmation
from RM/AM

9. If it is a unique/complicated requirement, circulate it, in to your own vendors list,

post it in C2C, Dice, Google (whatever it may be) and also try to avail from a
reference (friends/colleagues, etc)

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 10. Never update the resume without the consultant knowledge/authorization and do
not ask the consultant to update its which one he does not have an experience on it

11. Make sure that your submittal consultants H-1B is holding by the vendor who is
submitting to you

12. Before submission, get the NCA from the vendor and rate confirmation too

13. Never submit the consultant without getting the confirmation from the vendor who is
holding the visa

14. Is he/she open for telephonic calls?

15. Is he/she okay for the time frame? (Some customers take a long time to decide that
while other don’t do the same)

16. Is he/she having any pipeline?

Screening
Initial technical/HR evaluation is mandatory before submission

Submission Time
1. Make sure that the consultant is really fit for the project

2. Always submit the resume in a STAFFING COMPANY format

3. Try to submit with the consultant’s full name and ensure that you have mentioned
his/her contact details on the submittal form

4. Properties of the resume should be edited before submission

5. References details should be mentioned

6. AM/RM will not accept the personal references from

friends/colleagues/vendors/relatives etc

7. References from Project Manager/Team Leader will be accepted at any condition,

but from the director or MD will be questioned?

8. References details should be in a professional manner. Do not provide the personal

email addresses of your references.

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 H-1B copy (I-797), I-94
1. Our preferred contract terms are C2C and W-2. If incase of 1099, you need to get
an approval from Resource Manager

2. Relocation factor is important for any submission. You must have information from
the candidate as to why he/she would like to relocate? You are expected to think on
relocation consequences (for the candidate) beyond what you hear from them.

3. Availability of the candidate for the initial screening by preferred vendor-After your
submission of a profile to Resource Manager, the minimum expectancy of
candidate’s availability is 48 hours

4. You have to work with the direct employers and no layers. At a later time if you din
out that there is a layer in between then we have the right to work with employers
directly. For a critical position, you need to have the prior approval from Resource
Manager before working with layers

5. Signed NCA should be in place before making submission to Resource Manager or

Account Manager

6. Initial technical/HR evaluation is mandatory before submission

7. Current location and his/her interest to move to the new project location

8. H-1 status and employer name

9. You need to be extra cautious with the independent (H1 transfer candidates)
consultants who may work with multiple prospective employers. THIS KIND OF
CONSULTANTS ARE NOT OUR CHOCE BECAUSE THEY WILL BE WORKING
WITH VARIOUS VENDOR COMPANIES WITHOUT HAVING ANY CONTROL. SO,
WE MIGHT LOSE THE CANDIDATE AFTER CONFIRMATION

10. Communication and presentation skills are very important for any position

11. Two professional references with name, client name, title, phone and email address.
You need to do this for everyone. Always prefer American references with client
email IDs

12. Before qualifying the resume for submission, you need to check on these things
with the employer as well as with the candidate -

How long he/she has been out of this project?

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 Answer- You should not consider anyone who is out of the project for more than
4 weeks

How many interviews that he/she has given in that particular week?

Answer- If he/she has given any client interview in the last two days or
scheduled for an interview in the next 48 hours, then they are not our choice.
You should keep them only as back-up

Availability of the candidate

Answer- Check with your Resource Manager if they need to serve any notice
period at the current place

13. You should keep checking the availability of the candidate every day, also you
should request him/her and their employers to let us know if there is any
development at their front

14. Once you have the confirmed client interview schedule, you should issue the PDF
copy of the Professional Services Agreement (Please ask your Resource Manager
for the PSA) and you need to have the signed copy back in 24 hours along with W-9

15. It’s not a good practice to log on to Dice or Monster for every requirement. It’s
important that you have or develop your own network of dedicated suppliers. We
have a monthly limited access to the contact information, so do not open any non-
matching profiles.

16. Share your requirement with your co-recruiter in order to cut down the turn-around
time and increase the chances of striking a deal

17. Have a common database of Profiles and email IDs of your network and share it
with everyone. This potentially increases the number of closures and cuts down the
turn-around time

Submission Process
1. Do not CC Account Manager while submitting to Resource Manager

2. Fill the profile with the property details as Account Manager Name and Contact
details

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 3. Always have the Full Name mentioned in the Profile (First Name, Last Name) with
the contact details (Home and Mobile) along with email ID

4. Ensure the duration of the projects does not have any over-lapping period and/or
mismatch of duration

5. Format the resume (Do not spend more than 10 minutes on this)

6. You should respond to every vendor with the feedback on the profiles that they have
submitted. It’s very important that you should write to them with the proper reason
even if you do not consider their candidate

7. If you are working with a recruiter who is working from India, you have to have their
US office contact information and title

Interview/Selection Process
1. Before the client interview, you need to connect the candidate to the previously
interviewed candidates

2. You should call the candidate 10 minutes before the interview (for non-business
hours interview, you should send them an email also encourage them to call us
back if they did not get the interview call) to make sure that he/she is available and
also to wish him/her to do the best

3. The candidate should call you back after 15 minutes past the interview time, if
he/she did not get the interview call

4. You should collect the interview questions and keep that in our records for future
use also you need to have the name of the interviewer and project location

5. If he/she is selected in the interview, you should write to them (employer and
candidate) with the result and also call them personally

6. You also need to get the copy of their itinerary (A planned route or journey or a
travel document recording)

7. You should call them (employer and candidate) on the joining date to make sure
that he/she is there at the customer site

8. If there is any delay on his/her reporting, you should have the first hand information
from them and we should inform the client

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 9. You should provide the alternate contact information of the client if the candidate is
stuck at the front desk of the client and such issues have to only discussed with us

10. You should strictly inform the candidates that they are not supposed to discuss any
non-technical issues with the client and such issues have to be discussed only with
us

11. You should fill the placement information form once you have a placement or the
consultant started to work

12. After joining the project, you should call them every two weeks to make sure that
everything is going well with them. You are required to log in your call details with
the date and name in an excel file and send that to your Resource Manager every
month

13. You should also provide an alternative contact at STAFFING COMPANY, if they
can’t reach you. You can keep Resource Manager/Account Manager as an
alternative contact

14. You should work towards in getting H-1 transfer referral from existing consultants

Requirement
Requirement refers to the criteria of the position to be filled based
on targeted keywords to find the potential candidate. When
determining a requirement, there are a variety of questions that
need to be asked:
1. Job Title

Title refers to the designation or Identity of the candidate differentiating oneself from
others working in the organization

2. Company
Refers to brief description of the organization- “Why the company is a good place to
work?” We should not consider the resumes which are presently in the same
company

3. Description

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 Refers to what the candidates actually are doing in this position. It provides a
comprehensive description of the position i.e., their Responsibilities, Role, Actual
Work

4. Location
Refers to where exactly the job is in accordance to the city/state/All over USA or
any relocation required

5. Rate
Per-hour rate/Yearly Rate (sometimes look onto the benefits also)

6. Employment Type
Refers to whether the position is on Full-Time/Part-Time/Per-Diem basis

7. Work Status

US Citizen/GC/H-1/EAD/TN Visa

8. Clearance

Confidential/Secret/Top/DoE…

9. Education/Qualification
It is the Outline skills required for the position. Difference between the actual
required qualifications and the “Nice to have Skills”. It includes

Desired or minimum years of experience

Any certifications needed

Soft skills like time management, organization skills, leadership, communication

skills, willingness to travel, etc

Any high school, AA, BS, MS, and Ph.D./Doctorate required

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