US IT STAFFING

Recruitment:
Recruitment Refers to the process of Sourcing, Screening, And
Selecting People for a Job or Vacancy Within / For an
Organization. The Process of finding candidates for a job or
function, Usually undertaken by the recruiters.

US IT Recruiting:
US IT Recruitment is the Selection process of Consultant
(Candidate) for the US Companies or clients from the home
town/States
Technical Recruiter

The job of a technical recruiter is to be able to

identify/screen/qualify candidates for IT positions;
the recruiter also reviews, reformats and presents
resumes to hiring managers. These are some of the
duties and requirements of a technical recruiter-
Source, screen, interview, and evaluate candidates.
Technical Recruiter: Roles & Responsibilities

 · Responsible for handling complete recruitment life cycle for Direct Clients
in the US.
 · Develop action plans/recruiting strategies to identify qualified candidates
through various job portals and networking websites.
 · Responsible for handling different types of IT requirements such as: Java,
.Net, Oracle, SAP, Embedded, Linux, UNIX, HTML, DHTML, and XML etc.
 · Responsible for achieving a good conversion ratio of submittals into
interview and placement.
 · To ensure recruitment Service Level Agreements (SLA’s) are met as mutually
agreed with operations and other key stakeholders.
 · Regular Interaction/daily meetings with team and business unit heads to
discuss requirements, determine focus, sourcing strategies, interview evaluations,
offers, hires, future requirements and create a funnel of potential candidates
proactively.
Steps in Recruiting Life Cycle:

• Assignment of Requirement to Recruiter by Accounts Manager/Team Lead

• Requirement Understanding
• Sourcing Resumes through Portals, Linked in, Mass Mailing and other sources
• Screening candidates over phone
• Getting Updated Resume
• Account Manager Consults the candidate for further Clarifications, if Required.
• Submitting resume to the client
• Client provides feedback / interview request
• Recruiter arranges the interview and confirms it with the client
• Closure/PO (Purchase Order)
Requirement Understanding
• Understanding a Requirement is the key to find the right talent for the right job at right time
• When Looking at the requirement you should look for the following skills and attributes.

1. Location
2. Duration
3. Rate / Salary
4. Primary and Secondary Skills
5. Job description
6. Roles and Responsibilities
7. Client / End Client
Trackwise Technical Lead at Chicago, IL

 Job Title: Trackwise Technical Lead

 Location - Chicago, IL
 Duration- 12 months+ extendable
 Rate- $70 per hour on C2C or $62 per hour on W2
 Client :- Google
 Mode of Interview :- Face 2 Face
 Work Authorisation/Visa :- USC/GC
 Mandatory Skills

 At least 5-6 years’ experience in Trackwise Administration, Configuration, Development,

implementation & TrackWise Web services API .
 Knowledge of Agile SCRUM methodology
 Participates in Global roll-out. Provides technical guidelines.
 Works with the vendor for critical issue resolution.
 Leads the team, manages requirements with close interaction with business.
 Leads the team and oversights deliverables from offshore team.
 Experience in TrackWise development with hands on Workflow changes, service interface
changes, Webservices development, and Crystal reports
 Must have Trackwise Administration, TrackWise Configuration and Business Modelling
Experience as well as strong knowledge of TrackWise application release and development
 Good Knowledge of Enterprise Quality Management Systems(EQMS) – and TrackWise
Implementation experience
 Sparta certified in Trackwise System Configuration and development is preferred
 Preferred Skills

 Working knowledge of enterprise quality processes.

 • Knowledge of Oracle database and SQL scripts.
 • Experience of Sales Force cloud solutions is a plus
 • Ability to administer and configure applications, including implementation, security setup,
maintenance, deployment, upgrade and customization.
 • Workflow development and administration.
 • Plan and execute upgrades and data migration & participate in user acceptance testing.
 • Ability with work with client and learn client Software life cycle processes.
 • Ability to work effectively independently and in a team environment
 • Ability to ensure project tasks and activities are completed on time and within budget
 • Understanding of issues and considerations encountered when interfacing QMS to external systems
 • Understanding of the technical architecture and operation of integration framework Knowledge
reporting platforms – Crystal Reports or COGNOS
 • Exceptional written and verbal communication skills
 Job Roles/Responsibilities

 Planning , defining the User requirement specifications and design

documentation
 Configure new workflows in TrackWise as defined in URS/FRS
 Migration of data from legacy TW systems to Global TW Instance
 Development of Crystal Reports
 Development and deployment of Web services
 Installation and configuration of external interfaces
 System Validation including IQ, OQ and PQ, Stress testing and performance
testing
 Create training material and execute end user training
 Go Live and Hypercare
Screening the candidate over the Phone
Phone screening the candidate is the Most critical step in Identifying and hiring the candidate for
the given requirement. While hiring the Candidate Recruiter generally follows following Steps.

1. Greets the candidate on opening of the call and introduces himself and his
Staffing company.
2. Seeks the permission from candidate to speak about the position.
3. Gives the Details about the position (Title, Location, Client, Duration, and
nature of the Job) and discusses the Candidate’s Experience to qualify the
resume of assigned requirement.
4. Negotiating Pay Rate / Salary Range and Summarizes the details for the call to
confirm the Candidate’s interest
5. Closes the call and sends him the RTR / Rate confirmation to the candidate for
the assigned Position.
Closing a candidate for a Particular Requirement

• After Sourcing and screening the candidate, the recruiter can go ahead and get
the candidate’s resume submitted to client.
• If the resume is Short-Listed depending on the client’s feedback, and client
forwards an interview request, the recruiter gets in touch with the candidate,
discusses the interview schedule with him,
 PO/Closure

• If the candidate is selected by the client, it then adds up to a closure in the

recruiter’s name.
• Once the candidate officially starts his assignment, it is regarded as a
placement in recruiter’s name and the recruiter is awarded incentive
accordingly.
• PO- Purchase Order
US States & Abbreviation
Examples

 Java Developer at Sunnyvale, CA

 .Net Developer at NYC, NY
 Android Developer at St. Louis, MO
Major Cities
• Arizona : Phoenix
• California : Bay Area, San Francisco, Los Angeles
• Bay Area : 51 Cities- San Francisco, Oakland, San Jose, Berkeley, Fremont, Palo Alto, Richmond, Sunnyvale, Mountain View, Walnut
Creek, Redwood City, Menlo Park, Santa Rosa, Pleasanton, Cupertino, Milpitas, San Ramon, San Bruno
• Colorado : Denver
• Connecticut : Hartford
• Delaware : Wilmington
• Florida : Miami, Fort Lauderdale, Orlando, Tampa, Jacksonville, Boca Raton
• Georgia : Atlanta, Alpharetta
• Hawaii : Honolulu
• Illinois : Chicago, Naperville, Schaumburg, Hoffman Estates, Deerfield
• Indiana : Indianapolis, Fort Wayne
• Iowa : Des Moines
• Louisiana : New Orleans
• Maryland : Baltimore
• Massachusetts : Boston, Waltham, Framingham
• Michigan : Detroit
• Minnesota: Minneapolis, Eden Prairie, Eagan, Richfield
• Missouri : St. Louis
• Nebraska : Omaha
• Nevada : Las Vegas
• New Jersey : Newark, Jersey City, Trenton, Piscataway, Basking Ridge
• New York : New York City, Buffalo, Albany
• North Carolina : Charlotte, Raleigh
• Ohio : Cleveland, Columbus, Cincinnati, Dayton,
• Oregon : Portland
• Pennsylvania : Philadelphia, Pittsburgh
• Tennessee: Nashville
• Texas : Houston, Dallas, San Antonio, Fort Worth, Plano, Irving
• Utah : Salt Lake City
• Virginia : Richmond
• Washington : Seattle, Redmond
• Wisconsin : Milwaukee, Madison
 Coasts
 East Coast : Maine, New Hampshire, Massachusetts,
Rhode Island, Connecticut, New York, New Jersey, Delaware,
Maryland, Virginia, North Carolina, South Carolina, Georgia,
and Florida.

 West Coast : California, Oregon, Washington, Alaska, and

Hawaii
Difference
• Washington DC and Washington
• New York City and New York
• Jersey City and New Jersey
• Kansas City, MO and Kansas
• Oklahoma City and Oklahoma
 Z Vs Zee

Zed

Zee
 CV Vs Resume

CV

Resume
 Consultant
Candidates for Job
Time Zones
• Eastern Standard Time
• Central Standard Time
• Pacific Standard Time
• Mountain Standard Time
• Samoa Standard Time
• Hawaii-Aleutian Standard Time
• Alaska Standard Time
• Atlantic Standard Time
• Chamorro Standard Time

Calculation of Time
• EST- IST + 2 :30 Hours
• CST- IST + 1:30 Hours
• PST - IST - 30 Min

Day Light Savings Time

Most of the United States begins Daylight Saving Time at 2:00 a.m. on the
second Sunday in March and reverts to standard time at 2:00 am on the
first Sunday in November.
 Layers in Staffing

End Client--- Implementation Partner---

Tier 1 Vendor/Preferred Vendor-- Tier 2
Vendor-- Candidate/Consultant
 End Client/ Direct Client

 Google
 Apple
 State of New York
 BMW
 Citibank
 Bank of America
 Verizon
 American Airlines
 HBO
Implementation Partner End Customer / End Client
• HCL America • JP Morgan Chase
• Cognizant • Bank of America
• Wipro • Facebook
• Tech Mahindra • Motorola
• NIIT • LinkedIn
• Capgemini • Delta Airlines
• Mphasis • Mckesson
• IBM • Hawaiian Airlines
• Tata Consultancy Services • Google
• Genpact • Comcast Cable
• Delloite • Medtronics
• Modspace
 Tier 1 Vendor/Preferred Vendor

 Staffing companies dealing with Clients

 Insight Global
 Modis
 Teksystems
 Kforce
 Experis
 Randstad
 Genesis 10
 Tier 2 Vendors

 Staffing companies dealing with other staffing companies

 Visa
Visa is an entry clearance
certificate that is placed on a
passport which gives us
permission to enter into applied
country.
US Visa’s

B1/B2
F1
CPT
OPT-EAD
H1B
EAD-GC
GC
USC
L1
L2-EAD
H4-EAD
TN
E3
 B1/B2

Visitor visas are nonimmigrant visas for

persons who want to enter the United
States temporarily for business
(visa category B-1), tourism, pleasure or
visiting (visa category B-2), or a
combination of both purposes (B-1/B-2)
 F1
 AnF1 visa is a non-immigrant visa for those
wishing to study in the U.S.
 Work only 20 hours a week
 CPT
 CurricularPractical Training (CPT) is
temporary employment authorization for F-
1 visa non-immigrant foreign students in
the United States while enrolled in a
college-level degree program.
 Can work for 20 hours or more.
 OPT
 Optional Practical Training (OPT) is a program that temporarily allows
international students with an F-1 visa in the United States to work up
to 12 months in relation to their major of study. F-1 visa students are
eligible for OPT after completing their first academic year. OPT can
be completed both before or after completing your studies, but it’s
important to remember that you are only allowed to work 12 months
total.

 An extension of 24 months is allowed to who have completed degrees

in certain science, technology, engineering and mathematics (STEM)
 H1B
• The H-1B is a non-immigrant visa in the United States under the Immigration and
Nationality Act, section 101(a)(17)(H). It allows U.S. employers to temporarily
employ foreign workers in specialty occupations. If a foreign worker in H-1B
status quits or is dismissed from the sponsoring employer, the worker must either
apply for and be granted a change of status to another non-immigrant status,
find another employer (subject to application for adjustment of status and/or
change of visa), or leave the United States.
• The H1B Visa enables US Employers to Hire Foreign professionals for a specified
period of time
• Visa Validity: 3 Years (It can be extended for 1 to 3 Years)
• Number of H1B Visa issued each year is 65,000 for Graduate and 20,000 for Post
graduate. If it extends, the candidate will be selected in a lottery basis.
• Visa – but they cannot work unless they obtain their own work visa.
• The candidate can apply H1B visa on April 1st Week.
• He/she can get the visa only at the month of April to October
• H1B is a dual intent visa allowing the holder to apply for a Green Card.
 H1B/I-797

 I-797 A  I-797 B

I-797A is issued by the USCIS to the An I-797B is issued either to an

applicant with an I-94 approving the applicant who doesn’t reside in the
extension of stay in the U.S. This United States and has been applying
typically means that the change of from his home country or also to a
status(F1 to H1, L1 to H1) has been person residing in the United States.
approved and the candidate can
legally continue working in the United
States.
 I-797 C

When a petition for H-1B has been approved,

the petitioner also receives an I-797C form
along with the I-797A for the applicant. The
petitioner must preserve this document for
future references and communications with
the USCIS as well as any queries from the
U.S. Consulate.
 H4-EAD

An H4 visa is issued to dependent

family members (spouse and
children) of H1 visa holders who
would like to accompany the H1B
visa holder in the U.S. during their
period of stay.
 EAD-GC (Green Card)

When individuals contemplate immigrating to

the United States, their first thought usually
sways towards a green card. ... Employment
Authorization Documents (EAD) are granted
when an individual has a pending Immigration
Petition for Permanent Residence or I-485.
 GC (Green Card)

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.” After 5 or more years of good legal standing,
the green card holder can apply for U.S. citizenship
(naturalization).
 US Citizen

Citizens of United states of America

 L1

 Intracompany Transferee.
 Introduction. The L-1 visa facilitates the
temporary transfer of foreign worker in the
managerial, executive or specialized knowledge
category to the U.S. to continue employment with
an office of the same employer, its parent,
branch, subsidiary or affiliate.
 L2-EAD

 L2 Visa for Dependents.

 Spouse (legally married husband or wife)
and unmarried minor children (under the
age of 21 years) are eligible to accompany
the L-1 visa holder on L-2 visa. As L-2 visa is
a dependent visa, the duration of valid stay
is the same as that of the L-1 visa holder.
 TN

The nonimmigrant NAFTA Professional (TN) visa

allows citizens of Canada and Mexico, as NAFTA
professionals, to work in the United States in
prearranged business activities for U.S. or foreign
employers. Permanent residents of Canada and
Mexico are not able to apply for TN visas to work as
NAFTA professionals.
 E3

The E3 visa classification currently applies

only to nationals of Australia as well as their
spouses and children. E3 principal applicants
must be going to the United States solely to
work in a specialty occupation. The spouse
and children need not be Australian citizens.
 Types of US IT Jobs

Full Time

Contractual

Contract to Hire
Dimensions of Staffing
Recruitment
Bench Sales
 Tax Terms

 Corp to Corp

 W2

 1099
 Corp to Corp

• Corp to Corp (Corporation to Corporation) this is also called C to C. This is

totally a contract job opportunity. It means our candidate who is basically our
employee (he is on our pay roll or on our W2) will work through the vendors
for their End Clients. So there will be below possible chain in such process
• Candidate (John) => Bench Sales Company (Tanisha Systems) => Preferred
or Tier-1 Vendor (CNCSINFOTECH) => End Client (Google)
• Candidate (John) => Bench Sales Company (Tanisha Systems) => Preferred
or Tier-1 Vendor (CNCSINFOTECH) => Implementation Partner(Wipro)=> End
Client (Google)
 W2

Candidates who are on the

Payroll of the employer
 1099

One of the contracting job types where employee

can directly work with the
clients/vendors without being on their payroll/w2,
and will manage their taxes by themselves.

Only USC/GC are eligible

 Job Portals

 Dice
 Monster
 Career Builder
 Tech Fetch
 Ladders
 Indeed
 Linked in
Thank You
Search / Boolean Operators & Modifiers
Most online databases (Monster, Careerbuilder, Dice, Techfetch etc.) and Search engines
(Google, Bing, Yahoo, etc.) Support Boolean searches. Boolean search techniques can be
used to carry out effective searches, cutting out man unrelated documents and
highlighting the information you need.

Types Of Boolean
• AND
• OR
• () – Brackets/Parentheses
• “”- Quotation Marks
• *- Asterisk (Wildcard Symbol)
• NOT – (sometimes AND NOT)
Boolean Operators Boolean Modifiers
• AND • “” Quotation Marks
• OR • () Brackets/Parentheses
• NOT • * Asterisk (Wildcard Symbol)
Boolean Operator #1: AND
AND is the simplest function to apply. Any search terms that follow an AND Command
must appear in the result.
Example: Engineer AND “Senior Developer”
• Will give results that include both.
Example:
• AND – is used when we want both Skill Sets such as X and Y

Boolean Operator #2: OR

Use OR between terms to search resumes that contain either word surrounding it.
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.
Example: Engineer OR “Senior Developer”
• OR – is Used when we want any of the available options i.e (X OR Y OR Z)
Boolean Operator #3: NOT
NOT is the command of exclusion. If there are closely related terms that mean any different things,
then usage of NOT command is extremely valuable.
Example:
Architect NOT “Software Architect”
NOT – is Used when we don’t want a specific word in a resume. i.e (X AND Y) AND NOT Z

Boolean Modifier #1: “”Quotation Marks:

Use “” around multiple terms to search the resumes that include the term included in quotes
For Example: “Unix Programmer” will return resumes that include that specific term,
rather than separate occurrences of the two words. As you will have noticed that I have
used the “” expression above in some examples already
Example:
“” – is used when we are looking for exact phrases i.e. “Technical Architect” this search
will find resumes with exact phrase “technical architect” written I them
Boolean Modifier #2: () Brackets/Parentheses:
The most common place that brackets are applied by recruiters is in the use of OR Strings.
Example:
(Developer OR Programmer OR Consultant)
() – is used when AND and OR functions are used in same string. i.e: X AND (Y OR Z). The above
search means X is mandatory and either Y or Z will do

Boolean Modifier #3: * Wild card 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.
Example:
Develop* (would retrive profiles with the words Developer, Developing, Development, Developed
etc.
Boolean Logic is very effective tool to assist you with your searches. There are other
factors that you must keep in mind. The search terms you use are just as important
as the Boolean logic. If a search is proving unproductive, Maybe there are synonyms
to some of the search terms? Are there different job titles for this position? Play with
different combinations of search terms and see what results you get. It is not
uncommon to have to run four different search term combinations to find right
resumes
Leaving Effective Voice Mail
Fundamentals of Leaving a Voicemail.

• Clear and Concise

• Should get you a call back
• Should contain:
 Name
 Organization
 Why are are you calling
 Why he/she should call you back
 Your number/email
• Confident /Crisp / Scripted
• Example
• Voice mail Greeting
Thank you