1

Training Manual
 2
Training Summary:
Topic Schedule Dates
Company Background One day 05-16-2012
Operational Procedures One Day 05-17-2012
Knowing US, US Tax Terms & Different Visas - Half a Day 05-18-2012
-and Different Job Types
Outlook and Excel Half a Day 05-18-2012
Business Process Model & Various Technologies with review 2 Days 05-21-2012 to 05-22-2012
Boolean & Advanced Google Search 2 Days 05-23-2012 to 05-24-2012
Requirements 5 Days (1 Day Simple, 2 Days Medium,- 05-25-2012 to 06- 01-2012
-2 Days Complex requirements)
Job Boards 2 days 06-04-2012 to 06-05-2012
Reading Resumes: Part A & Part B) 6 to 7 working Days 06-06-2012 to 06-14-2012
4Dice Job Posting Half a Day 06-15-2012
Introduction to Monster Half a day 06-15-2012
LinkedIn 1 whole Day 06-18-2012
Twitter Half a Day 06-19-2012
Google Groups Half a Day 06-19-2012
Calling 3 Days 06-20-2012 to 06-22-2012
Calling Strategy 1 One week 06-25-2012 to 06-29-2012
Calling strategy 2 One Week 07-02-2012 to 07-09-2012
Resume Submission 1 Day 07-10-2012
Final Strategy 2 Weeks 07-11-2012 to 07-24-2012
 3

Company
• Established in 2002 and headquartered in Woburn, MA.

Background
•
•
Currently has 130 full time employees and 39 subcontractors
For over 8 years, Xperttech has been providing professional services for our customers covering such
areas as:
• Staff Augmentation
• IT Infrastructure Analysis, Design, and Implementation
• Data and Database Management
• Software Development and Programming Services
• Web and E-commerce Development

Xperttech owes its success to its strong values and unchanged principles:
• Recruit and retain the best and broadest pool of consulting talent available.
• Offer a superior array of methodologies and execution options.
• Provide unparalleled flexibility and responsiveness in customer service.
 4
XPERTTECH CULTURE
QUALITY COUNTS
Dolors its zupic mauris sit amet

When great minds unite, beautiful things happen.

We base our business philosophy on four key components:

• Strategy – They always say it’s about the journey and not the destination and we’d like to think they
had a point. We believe in outcomes – but we also feel that said outcomes are a results of the
decisions and processes you employ on the way to your destination. We’ll help you create a plan,
stick to it, and execute it with precision.

• Adaptability – Your place in the world is defined by the ability to fit into different molds. What
worked yesterday might not work today. We’ll provide you with services that can be easily modified
to meet your constantly changing needs and goals.

• Solutions – Solving the problem is what it’s all about, right? We’ll help you get to where you’re
going – and do it the right way.

• Results – Businesses should be a win-win relationship. We win. You win. We all win.
Clients,Associates and Certifications 5
• Over the past years, Xperttech has increased its presence in the local markets through strategic relationships with
various companies.
• Partial Direct Client List:
 Deloitte Consulting, Keane, Red Cross, Ciber, Cisco, Dolby, AT&T, Commonwealth of Massachusetts, Cambridge
Systematics, InfoMedics, Lowell Health Care, Commonwealth of Pennsylvania, State of New Jersey, New York
and Virginia
• Minority Certifications:
Xperttech has minority enterprise business certifications from various states and also in the process of getting from
few other states. The table below summarizes XpertTech’s certifications by the state.

State Type of Certification Status

National Women Business Owners Corporation WBE Already Certified
State of Massachusetts WBE Already Certified
State of Pennsylvania MBE Already Certified
State of Texas WBE Already Certified
State of New York MBE Already Certified
State of New Hampshire MBE Already Certified
State of California WBE Already Certified
State of New Jersey WBE Already Certified
State of Virginia WBE Already Certified
State of Washington WBE In-progress
State of Maryland WBE In-progress
Locations and Support Level 6
• Xperttech provides consultants throughout the U.S. With the Xperttech U.S. offices and supporting staff in our
offshore office in India, we are able to provide support 24 hours a day and 7 days a week. Our dedicated team of
Recruiters and Business Development Managers are available to answer any questions and immediately response to
resource requests.
• For the past eight years, Xperttech has been setting us apart from the competition by delivering the right match for
our clients. As a smaller company, we are able to focus our attention on all our contractors and clients without
jeopardizing the quality of services provided.
• When you work with Xperttech, you will be working with a firm that specializes in select knowledge-based
professions, which means we have an intimate, working knowledge of your business and its unique challenges. In
addition, many of our staffing specialists worked in these same fields and bring real world experience that will benefit
our clients.
 7
Locations
Corporate Headquarters India Offices
XpertTech, Inc XpertTech Consultants Pvt. Ltd.
400 W Cummings Park 1-10-177 and 177A,
Suite 2850 Varun Towers – 1,
Woburn, MA 01801 Tel: (781) 281-0856 7th Floor, Begumpet,
Fax: (978) 405-5040 Hyderabad – 500016.
Tel: +91-40-65810067
US Locations
XpertTech Consultants Pvt. Ltd.
1st floor, M&M Block
Chicago Office Los Angeles Office
# 9-26-4, C.B.M. Compound
200 W. Adams St. 2875 Michelle Drive Asilmetta Jn.
Suite 2007 Suite 100 Vishakapatnam – 530003
Chicago, IL 60606 Irvine, CA 92606 Tel: +91-891-6588122
Tel: (312) 488-1152 Tel: (949) 954-6274

Dallas Office
311 N. Market Street
Suite 315
Dallas, TX 75202
Tel: (214) 306-7707
 End of 8

Session I
Review/Study Time
 9
Questions:

1. Who is the founder of Xperttech and when it was established?

2. How many fulltime employees do we have on our payrolls?

3. What is the core area of our business?

4. What are the key components that Xperttech Culture comprises?

5. Can you name few minority certifications that XpertTech holds?

6. Can you name few of our preferred vendors and direct clients?

7. Where is our Xperttech office headquartered at?

8. Can you name few locations where Xperttech has as its branches in US and India?
 10
Operational Procedures
On joining XpertTech, each employee will be assigned, their own system and email address (signature
format will be consistent for all)

• Every employee will be provided an Identity Card (to be carried at all times during office hours).
• All the employees will be reporting to their respective leads and the Operations Manager.
• Employees must send an email with subject line as “IN” as soon as they step into the office and “OUT” while
stepping out from the office. This will help us maintain and keep track of your attendance.

Email Signature:

Employee Name
Designation

400W Cummings Park || Suite#2850 || Woburn, MA-01801

Email: name@xperttech.com ||Phone: 781 577 9332 ||
Fax:781-207-0709 || www.xperttech.com

 
 Work 11

Timings
Working hours at XpertTech begin at 6.00 pm to 3.30am. The Company expects all
employees to work 8 hours a day for 5 days a week. The working hours will be according to
the shifts and will be specified from time to time. The general working shift is from 8.30 am
to 6.00 pm. EST.

Break:

A break (or breaks summing to total) of 60 minutes (45 minutes lunch, 15 minutes coffee/personal) will be
allowed. We take 8 hours of work (net). During the course of 8-hour work schedule shall be allotted for the
personal time of an employee. This includes Lunch, coffee break etc.

 
Lunch/Dinner : 45 minutes
Coffee/Tea/Personal : 15 minutes
----------------
60 minutes

Work : 480 minutes (8 Hrs)

----------------
540 minutes (9 Hrs)
---------------
 12
Attendance & Leave
•
Policy
Employees are required to be regular for work so as to increase the productivity of the self and the
organization. HR department is responsible to maintain the Attendance Register. All employees
have to sign in the Register as it’s kept in the Reception Desk.
• In case of emergency, where an employee comes late due to circumstances beyond her/his control
they are advised to inform their respective managers who in turn will inform the HR Department
accordingly.

Leaves and Leave Policy

S. No Type of Leave No of Leaves Eligibility

1 Casual Leaves 12 From Day 1
After 1 Yr
2 Earned Leaves 6
service
3 Holidays 10 Day 1
Continuation of slide 12…….
13
• All employees on the rolls of the Company must get their leave sanctioned by their
Reporting manager. Sanctioned request is forwarded to the HR department to check
the leave credits and maintain the leave status. If leave availed days are more than
leave credits it is treated as “Loss of Pay”. It will suitably get deducted from the salary
of the employee.

• Leaves cannot be claimed as a matter of right where the exigency of service so

requires. As far as possible, all leaves must get a sanction well in advance except in
emergency. Application for leave should be made in advance and leave availed only
after obtaining the sanction. In case of some emergency where prior sanction is not
possible, information on telephone/in writing must be sent to the concerned
authority. An employee of XpertTech is authorized to have casual leaves as well as
earned leaves as per the organization's policies. Any leave taken with out prior
approval is treated as "Loss of Pay“
• All Leaves and Week Offs falling in the due course of Leaves will be taken as Leaves .
• XpertTech follows the Financial Year calendar for Leaves (April 01 to March 31) and
leaves would be credited proportionate to date of Joining

• Employees can Accrue their leaves and use them but cannot bring forward next month
leaves to this month.
 14
Dress code:

• All employees are advised to wear business and formal wear for work. Casual wear is permitted only on Friday. Clothes
shall be of sober color and texture.

Salary date:

• All employees will be paid on or before the 7th of every month. All salary accounts will be paid in the salary accounts as
maintained by ICICI Bank. Employees first 15 days of Salary would be deposited towards Security and would be
released along with the full and Final Settlement. Professional tax and other TDS if applicable would be deducted from
Employees Salary.

Photocopy/Stationery:

• If an employee requires to purchase fresh documents or a document to be photocopied the employee must submit the
requisition to the HR Department. The HR Department will in turn provide the additional documents and the
photocopied documents as when required.

Email Policy:

• XpertTech realizes that electronic mail (e-mail) and Internet services are important assets to both the Company and the
employee. The Company has provided both e-mail and Internet services for employees in order to help facilitate the
functioning of company work. However, such e-mail and Internet systems, including their contents, are considered to
be the property of the Company and to be used for business purposes only. Messages created, sent, and received
using the Company’s e-mail system are the property of the company and may be subject to access and disclosure by
the Company. Improper use of these systems may result in legal claims against both the employee and the Company
and may result in disciplinary action, including termination, against the offending employee.
 15
Open Door Policy:

• We at XpertTech follow a total open door policy. If the employee has a problem at work or a situation, which
affects your work the employee should discuss it with the concerned Reporting Manager. If this discussion fails to
resolve the problem or if the employee feels it is inappropriate to discuss the problem with the Reporting
Manager the employee should immediately contact the HR Department or to the next higher level of
management.

Harassment:

• All XpertTech employees have the right to work in an organization free of discrimination, victimization, harassing
conduct, unwelcome sexual advances, or requests for sexual favors. Verbal, physical, or other communication or
conduct by an employee, manager, customer, or supplier that disrupts or interferes with another’s work
performance or that creates an intimidating, offensive, or hostile environment will not be tolerated. All types of
harassment, whether based on sex, race, color, religion, age, sexual orientation, disability, or other protected
class, are unacceptable work behavior and expressly prohibited.

NO DATING POLICY:

• To avoid complications and controversies at work place, Xperttech maintains a Strict NO DATING Policy. Any
employee found involved in such activity would be terminated without prior notice
 16
Drugs and alcohol:

• XpertTech has a strong commitment to maintaining a drug-free, healthy, and safe workplace, the following acts
that are strictly prohibited while on company property, at client sites, while conducting company business off-
site, or while operating any vehicle while on company business.

• Possession, purchase, sale, distribution, or being under the influence of alcohol or any illegal drug

• Possession, purchase, sale, or distribution of any legal prescription or over-the-counter drug in a manner
inconsistent with the law; or

• Being under the influence of any legal prescription or over-the-counter drug that impairs judgment, job
performance, or behavior or threatens employee safety.

• These activities will subject employees to corrective action up to and including termination. Off-the-job use,
possession, sale, etc. of alcohol, illegal drugs, or controlled substances may also subject an employee to
corrective action if such actions impact job performance, workplace safety, or XpertTech and/or our client’s
interests.
 17
Workplace threat and violence:

• Acts or threats of violence include conduct that is sufficiently severe, offensive, or intimidating in order to alter the
employment conditions or to create a hostile, abusive, or intimidating work environment for one or several
employees. This includes threats of violence with the intention of carrying out physical harm or to cause
intimidation, fear, and stress in co-workers.
• The safety and security of all XpertTech employees are very important. That is why we hold a “zero tolerance”
standard against threats, threatening behavior, or acts of violence against employees, visitors, guests, or other
individuals by anyone on company and/or client property.

Solicitation and distribution:

• In order to minimize work interruptions and to maintain productive business operations, employee solicitation and
distribution activities (such as soliciting contributions, distributing information or literature, gathering petitions,
soliciting memberships and dues, promoting other businesses, etc.) are restricted on company premises or at client
sites. Such activities are prohibited during working time, in work areas, on company and/or client bulletin boards,
and over company or client communication systems. At management’s discretion, limited exceptions to this policy
during non-working time may be allowed. Activities such as charity fundraising drives, co-worker gift solicitations,
and business-related sales and service presentations may be permitted.
 18
Confidentiality:

• Maintaining confidentiality is a condition of employment at XpertTech. Employees are responsible for acting with
complete professionalism when discussing business or sharing company information. Confidential information
includes files, documents, records, plans, and other material relating to XpertTech and its employees and customers.
The company’s general business affairs should not be discussed with anyone outside the organization except as
required in the normal course of business.
• Inappropriate release of confidential information, either internally or externally, will result in corrective action,
including possible termination. All questions regarding and requests for confidential information, including reference
requests, should be referred to immediate management.

Use and possession of weapons:

• Employee and customer safety and security are important to us. Therefore, no employee (except authorized security
personnel) may possess any deadly weapon on company premises or at a client site, including in any vehicle in the
parking lot. This weapons ban includes employees legally licensed to carry weapons. Employees who violate this
policy will be subject to immediate corrective action, up to and including termination.
 19
Outside Employment:

• An employee’s position at XpertTech is considered to be of primary importance over any outside employment.
Furthermore, employees are expected to devote their full attention and energy to the organization while on the
job. No employee is allowed to work part time or full time in any other organizations, or business in any capacity.

Recreational activities:

• This Company believes in the physical well being as well as the emotional well being of their employees.
• Social gatherings, picnics and parties are encouraged. All employees are encouraged to actively participate to these
activities/ program.
• We have an informal meeting at the beginning of the work day. And once a month all employees will necessarily
have to go out for a dinner, movie, and outings.
• Birthdays of Employees would be celebrated on the last Friday of every Month
 20
Performance Management System:
• The employee’s supervisors monitor the performance of an employee. However to ensure that performance is
continuously tracked, recorded, recognized and rewarded a comprehensive performance management system
exists.
• Performance of all employees is measured once in a year i.e. during the month of March. A counseling session will
take place once in six months. However Employees’ weekly and Monthly performances would be monitored by the
supervisor

At XPERTTECH the Performance Management System consists of:

• Performance Assessment by the Initiating Officer.
• Review discussion by the appraise and the Initiating Officer
• Training needs are identified and promotion/increment is made if the case requires.

Termination/ Separation

• In the event of voluntary separation/resignation the employee has to give a notice of 30 days in advance. The
employee concerned will submit a No-Dues duly cleared by the concerned respective Functional Heads. All tour
expenses have to be cleared and loans repaid to the commercials in full. An Exit Interview will be conducted by the
HR Department with the separating employee.
• In the event of insubordination or indiscipline the services of an employee will be terminated with or without any
prior notice.
• In the event of an employee leaving the Company within the probation period the employee has to reimburse all
the relocation expenses paid to him at the time of joining the Company.
 21
The Code of behavior not permitted at XpertTech:
 
• Insubordination to the supervising employee/Manager.
• Proceeding on leave without prior permission.
• Theft of company’s property or fraud or dishonesty in connection to the organizations business interests.
• Habitual late attendance or leaving the office early without prior permission of the Sanctioning authority.
• Negligence of duty and idling or wastage of time.
• Drunkenness or misbehavior of any form in the office premises.
• Giving false or incorrect information to the organization.
• Allowing an unauthorized person to enter the work area or be privy to the information Confidential to the
organization.
• Passing on client information to outsiders & unauthorized seeking or giving favors to the employees and others
• Copying of data.
 End of 22

Session II
Review/Study Time
Questions: 23
1. What are our shift timings?

2. What is the mandatory thing that you need to do as soon as you step in to the office?

3. What is the time limit for the breaks?

4. How do we track our attendance?

5. Whom do you report in case of late coming?

6. How many casual leaves do we have in a year?

7. What is the leave policy and who is authorized to approve your leave?

8. How many holidays do we have in a year?

9. What is the dress code that we follow at Xperttech?

10. What do you understand by “Open Door” policy?

11. What action would be taken if we breach the confidentiality policy?

12. What are the recreational activities that we have at Xperttech?

13. What is the “Performance Management System” that we follow at Xperttech?

14. What is the Separation/Termination policy talk about?

15. What are the codes of behavior that are not permitted at Xperttech?
 24
Knowing US :
US Time Zones:
The United States (Northern) uses four standard time zones. From east to west they are Eastern
Standard Time (EST), Central Standard Time (CST), Mountain Standard Time (MST) and Pacific
Standard Time (PST). Each time zone has a difference of one hour respectively. For example, if the
time is 9:00 AM EST, then it will be 8:00 AM CST, 7:00 AM MST and 6:00 AM PST.
 

 
Comparatively with the Indian standard timings, EST will be two and half hours ahead in regular
timings and one and half hour difference during the daylight saving. For example, if the time is
6:30 PM IST then it will be 9:00 AM EST during regular timings. If its 7:30 PM IST then it will be 9:00
AM EST during the daylight saving.
Continuation of slide 24….. 25

Alaskan
Time Zone

Hawaiian
Time Zone

Mountain
Time Zone
No DST
Observed in Pacific Mountain Central Eastern
Arizona Time Zone Time Zone Time Zone Time Zone
 26
US STATES &
State Abbreviation Capital
Alabama
Alaska
Arizona
CAPITALS AL
AK
AZ
Montgomery
Juneau
Phoenix
Arkansas AR Little Rock
California CA Sacramento
Colorado CO Denver
Connecticut CT Hartford
Delaware DE Dover
Florida FL Tallahassee
Georgia GA Atlanta
Hawaii HI Honolulu
Idaho ID Boise
Illinois IL Springfield
Indiana IN Indianapolis
Iowa IA Des Moines
Kansas KS Topeka
Kentucky KY Frankfort
Louisiana LA Baton Rouge
Maine ME Augusta
Maryland MD Annapolis
Massachusetts MA Boston
Michigan MI Lansing
Minnesota MN Saint Paul
 State Abbreviation Capital
27
Mississippi MS Jackson
Missouri MO Jefferson City
Montana MT Helena
Nebraska NE Lincoln
Nevada NV Carson City
New Hampshire NH Concord
New Jersey NJ Trenton
New Mexico NM Santa Fe
New York NY Albany
North Carolina NC Raleigh
North Dakota ND Bismarck
Ohio OH Columbus
Oklahoma OK Oklahoma City
Oregon OR Salem
Pennsylvania PA Harrisburg
Rhode Island RI Providence
South Carolina SC Columbia
South Dakota SD Pierre
Tennessee TN Nashville
Texas TX Austin
Utah UT Salt Lake City
Vermont VT Montpelier
Virginia VA Richmond
Washington WA Olympia
West Virginia WV Charleston
Wisconsin WI Madison
Wyoming WY Cheyenne
 28
US
MAP

123 Memory Lane, State, Country

COMPANY NAME P: 123.123.1234 / email@domain.com
 End of 29

Session III
Review/Study Time
 30
Questions:

1. What are the various time zones we have in US?

2. What is the basic difference in the number of hours from each time zone?

3. Random questions on the US States & Abbreviations like: what is the capital of a particular state?,
what is the abbreviation a state?, what is the state name for a particular abbreviation?

4. How do we calculate US timings comparatively with Indian timings?

5. What is Daylight saving? How do we calculate time during the Daylight saving?

6. Random questions on which state falls under which time zone?

7. Questions on locating the states in the US map and identifying which time zone they fall in and
how to find out the nearby/surrounding states.
 31
W-2:
 
US TAX
TERMS:
The Form W-2, Wage and Tax Statement, is used to report wages paid to employees and the taxes withheld
from them. Employers must complete a Form W-2 for each employee to whom they pay a salary, wage, or
other compensation as part of the employment relationship. In simple, taxes are paid by the employer.
 
When a person is paid on the form W-2, the employer automatically withholds and pays all of the
necessary employee income taxes as required by the IRS. These taxes include: Federal Income Tax, State
Income Tax, and FICA (Social Security and Medicare). In addition, the employer will pay all of the necessary
employer taxes. These taxes include: FICA (Social Security and Medicare), FUTA (Federal Unemployment
Tax), and SUI (State Unemployment Tax).
 
1099:
 
This is the tax term for Independent Consultants or Contractors.

When a person is paid on the form, 1099-misc, all money earned by the individual is paid on an untaxed
basis. It is then the responsibility of the individual to file and pay the appropriate taxes. These taxes can be
owed to Federal, State and Local governments. Workers compensation and unemployment issues also
must be addressed independently.
 
C2C:
C2C is a tax term which means it is between 2 corporations (many H1s do this term, but US Citizens and
Green Card holders can do it as well if they own their own business organizations)
 32
Visa:
Different Types of
 
VISAS
Visa is an entry clearance certificate that is placed in a travel or passport document, which gives
you permission to enter into applied country.

 
 Visas are mainly classified into two major categories

 
• Immigrant Visa - for people who intend to live permanently in US.
Types of Immigrant Visa – GC (Green Card)

• Non immigrant Visa - for those people with permanent residence outside US but wish
to be in US for a temporary basis- for tourism, medical treatment, business, temporary
work or study.

Types of Non- Immigrant VISA – H1B, H4, B1/B2, J1, L1/L2 etc.,
 33
H1B Visa:

An H1B visa is a temporary work visa for foreign workers with a job offer in a specialty occupation
in the US. To qualify for an H1B visa to work in the US, a foreign worker must have a temporary
offer of employment in a specialty occupation from a US employer.

Entitlements:

An H1B visa entitles the holder to live and work in the US temporarily. An H1B visa is usually
granted for an initial period of 3 years and extensions may be granted. Foreign workers with an
H1B visa are permitted dual intent, meaning the applicant can maintain H1B visa status while
applying for a Green Card to remain in the US permanently.

• Can work for any client through the H1 sponsor (Parent) company.
• Can change his employer by transferring his H1B Visa.
• Will be a full time employee of Parent company.
• He will be called as a W2 Employee of the Parent company.
• H1B Visa holder has to be marketed out on C2C (Corp to Corp) basis only.
• H4 Visa is issued as a dependent to H1B Visa holder.
• If once his LC (Labor Certification) is approved, he can extend his VISA for any number
of years.
• He will be enjoying all the full time employee benefits of his Parent company.
 34
Green Card:

A Green Card provides lawful permanent residence status in the US and can be applied for
through employment, a family member or the Diversity Lottery. A Green Card is the official card
issued by the US Immigration Service (USCIS.gov) to foreign nationals granting them permanent
residency in the USA. A Green Card allows you to legally live and work in the USA. It is officially
called Form I-551, the Permanent Resident Card.

Foreigners with a permanent employment opportunity in the US can be sponsored by their

employer to apply for one of the employment based Green Cards (EB1 - EB5), while foreigners
with eligible family members who are either US citizens or permanent residents can apply for a
family based Green Card. A Green Card through family can be granted to immediate relatives (IR)
and through any of the four preference categories (F1-F4).

• Can work independently for any employer.

• Can work either on W2-Hourly or Full time or on 1099 basis
• Can also work on C2C basis, if they incorporate their own company or already working
fulltime for any other consulting company
• Only W2 Employees are eligible for/if any benefits offered by the company
• Rate offered to a consultant on 1099, will be the total cost to company
• Only W2 employees will also get an eligibility to opt for Per-Diem
• All W2 – Hourly Employees salary has to be sum up with 10% more (When no other
benefits are offered) as we pay them for taxes
 35
US CITIZENSHIP:

Naturalization is the way immigrants become citizens of the United States. If you were not born a
citizen, you become one through naturalization. Citizenship is a lifetime benefit bestowed upon
you.

As a citizen, you get unique rights and privileges which include the right to vote, having a U.S.
passport , the U.S. government's protection when abroad and the right to petition for green cards
for your children and close relatives. As a U.S. citizen, you cannot be deported or lose your
citizenship even if you commit a crime or choose to live elsewhere in the world, unless you
misrepresented yourself to get citizenship or were ineligible at the time.

• Can work independently for any employer.

• Can work either on W2-Hourly or Full time or on 1099 basis
• Can also work on C2C basis, if they incorporate their own company or already working
fulltime for any other consulting company
• Only W2 Employees are eligible for/if any benefits offered by the company
• Rate offered to a consultant on 1099, will be the total cost to company
• Only W2 employees will also get an eligibility to opt for Per-Diem
• All W2 – Hourly Employees salary has to be sum up with 10% more (When no other
benefits are offered) as we pay them for taxes
 36
EAD (Employment Authorization Document):

An Employment Authorization Document (EAD) is a document issued by the USCIS to authorize an

alien to work in the U.S. for a period of time, usually one year. It is also called a work permit. It
takes the form of a card with the alien's name, photo, and work eligibility expiration date. With
the EAD, an alien may legally work in the United States for any employer.

Stages in GC Processing:

Labor Certification

I-140

I-485

EAD (Employment Authorization Document – Can work independently)

Issuance of Green Card

 37
Green Card Processing Methods: (Perm Processing)
 
Green Card can be processed in different ways: EB1/EB2/EB3/EB4/EB5
 
EB1:
An EB1 Green Card is for priority workers with extraordinary abilities and a permanent
employment opportunity in the US.
 
To qualify for an EB1 Green Card as a first priority worker, the applicant must have an
extraordinary ability, or be an outstanding professor or researcher, or be a multinational executive
or manager.
 
EB2:
An EB2 Green Card is for advanced degree holders or those with exceptional ability and a
permanent employment opportunity in the US.
 
To qualify for an EB2 Green Card, the applicant must have an advanced degree or exceptional
ability in their profession. Applicants must have a permanent job offer from a US employer who
will act as the applicant's sponsor.
 
EB3:
An EB3 Green Card is for professional, skilled and other workers with a permanent employment
opportunity in the US.
 
To qualify for an EB3 Green Card, the applicant must have a permanent, full time job offer from a
US employer for which qualified workers are not available in the United States.
 
 38
EB4:
An EB4 Green Card is for certain special immigrants with a permanent employment opportunity in
the US.
 
EB5:
An EB5 Green Card is for entrepreneurs who can invest in a new commercial enterprise in the
United States.
 
 End of 39

Session IV
Review/Study Time
Questions: 40
1. What are the various tax terms that we have in US?

2. Define W2.

3. Define 1099.

4. Define Corp to Corp.

5. Define Visa.

6. What are Immigrant and Non – Immigrant Visas?

7. What are the visas that come under Immigrant Visa?

8. What are the visas that fall under Non – Immigrant visas?

9. Define H1B Visa.

10. What are the entitlements for a H1B visa holder?

11. Define Green Card.

12. What are the stages involved in Green Card processing?

13. Define EB1, EB2, EB3, EB4 and EB5.

14. What are the entitlements for Green Card?

15. What is the difference between Green card holder and a US Citizen?
Other Visas:
41
H1B1 Visa:
 
An H1B1 visa (sub-classification) is a temporary work visa specifically for citizens of Chile and Singapore
with a job offer in a specialty occupation in the US
 
H2A Visa:
 
An H2A visa is a temporary work visa for foreign agricultural workers with a job offer for seasonal
agricultural work in the US.
 
H2B Visa:
 
An H2B visa is a temporary work visa for foreign workers with a job offer for seasonal, non-agricultural
work in the US.
 
I Visa:
 
An I visa is a temporary work visa for representatives of the foreign press, radio, film and other foreign
information media to work in the US.
 
L1 Visa:
 
An L1 visa is a temporary work visa for key employees of an international company to be transferred to the
US to continue work with their employer. An L1 visa is also suitable for key employees of an international
company to come to the US to establish a parent, branch, affiliate, or subsidiary of the company. The
international company may be either an US or foreign organization.
 
TN Visa:
42
 
A TN visa is a temporary work visa specifically for citizens of Canada and Mexico with a job offer in a
professional occupation in the US. The North American Free Trade Agreement (NAFTA) stipulates the
professional occupations and minimum qualifications or alternative credentials required to be eligible
to apply for a TN visa. Self-employment is not permitted on a TN visa.

• TN Visa is issued for Canadian/Mexican Citizens only

• Will be issued for a period of 1 year and extendable
• Can work Full time or on W2-Hourly basis
 
 
F1/Student Visa:
 
Students are also allowed work in US either on CPT or on OPT

• CPT – Curriculum Practical Trainees, can work part-time {Maximum of 20hours per week}
• OPT – Optional Practical Trainees, can work full time as an independent consultant
• OPT is issued for a period of 1 year
• OPT consultants will have a separate quota in filing for H1
• OPT consultants will have priority in applying for H1B Visa year long
• OPT consultants can work for any consultant independently
 
Per-Diem:
43
 
• Per-Diem can be offered only for W2 Employees...
• If once Per-Diem is offered, they will not be eligible for any other benefits
• Per Diem is totally tax-free
• Per-Diem is paid for a maximum of 1 year for a particular location
• Per-Diem will be paid only for maximum of 8 hrs a day
• Per-Diem is issued for consultants who are staying away from their Home Location {At least
100-120 miles away}
• Per-Diem can be offered only if the consultant maintains, two different addresses {One at
Permanent Residence (Home Location) and Other at Project Location City}
• Per-Diem is divided in to Lodging and Meals & Incidental Expenses
• Per-Diem is governed by IRS Publication 1542 Law
 
 
 End of 44

Session V
Review/Study Time
 45
Questions:

1. List few of the other visas that we have in US.

2. What is F1/Student Visa?

3. Define OPT.

4. Define CPT.

5. What is EAD?

6. What is TN-Visa and who are eligible for applying TN Visa?

7. What is Per-Diem?

8. What is the maximum duration of getting per-diem for a particular location?

 46
Different Job Types:
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.
 
• Contract - W2: Will be working as a contract W-2 employee for your company.
• Contract to Hire - W2: Will be working as a contract W-2 employee for your company with the
option to hire for fulltime.
• Full-time: Will be working as a full-time W-2 employee for your company.
• Contract – Independent: Will be working as a contract 1099 employee for your company.
• Contract to Hire – Independent: Will be working as a contract 1099 employee for your
company with the option to hire for fulltime.
• Contract - Corp-to-Corp: Will be working on contract with or through another corporation.
• Contract to Hire - Corp-to-Corp: Will be working on contract with or through another
corporation with the option to hire.
 End of 47

Session VI
Review/Study Time
 48
Questions:

1. What are the major job types in the US market?

2. What is permanent placement?

3. What do you mean by temporary placement?

4. What are the various contract opportunities we have in temporary job type?

5. What is contract-W2 and contract to hire – W2?

6. What is a fulltime opportunity?

7. What is the difference between contract – Independent and Contract to Hire - Independent?

8. What is Contract - Corp to Corp.?

9. What is Contract to Hire – Corp to Corp.?

 49

MS Outlook
Tutorial
Outlook 2007
Basic Email
50

Tutorial:
Begin by double‐clicking on Outlook 2007 icon in Start/Programs/Microsoft Office or the Desktop.

The opening screen of basic email services of Outlook 2007 will appear.
To read an Email 51
Begin by double‐clicking on Outlook 2007 icon in Start/Programs/Microsoft Office or the Desktop.
On the left is the email folder pane. By clicking on the Inbox, you can see your newly arrived email as well as that email which
you have not yet moved to a folder or deleted. Note that the Inbox has been selected and is listed in the second pane. In the
Inbox, the message “Email Demo” from Willis Stephen M. has been selected and the message is displayed the third pane. On
the right is a To Do Bar which we will address presently.

You can select the message in the Inbox and see it displayed in a new window:
The message has an attachment. If the attachment is selected, it will be displayed in a new
52
window:
To create an Email Click on the ‘NEW’
button
53
A new window will open. Note the various Tool Bar and selection buttons

Text Editing: Fonts, Size,

54
Boldface, Italics, Text Include for attachments Spell Checker and grammar
Justification, Indentation etc.

Addressee Buttons and Options such as the High

Send
Fields Importance Symbol
To create an email, fill in the address and subject fields and enter your text. Perform any editing functions such as
text formatting or spell checking, attach a file in you wish, and then click on the “Send” button and the email is sent. 55
You can use the Menu bar to customize your Outlook 2007 program’s appearance, configurations, edit
your text, and perform many other functions. Please explore the Menu bar and the Tool Bars to 56
familiarize yourself with their options.
MS Office 2007
WHAT’S NEW IN OFFICE 2007?
57

Tutorial:
THE NEW INTERFACE
Menus? Gone. Toolbars? Gone. The Microsoft Office user interface has been completely redesigned to make it quicker and easier to
use. Microsoft spent a lot of time researching, testing and designing the new user experience. Their goal was to make it easier for
users to use the full range of tools offered in each application. You will find this new interface in Word 2007, Excel 2007, PowerPoint
2007, Outlook 2007 Mail Messages. Publisher 2007 and Visio 2007 still have with toolbars and menus.

TABS

Quick Access Toolbar Group of Commands Dialog Box Launcher Ribbons

Microsoft Office Button

THE OFFICE BUTTON: 58
The File menu has been replaced with the Microsoft Office Button. Here you save, open, print and get special application
options. What used to be found in Tools Options can now be found here under the Application Options button.
QUICK ACCESS TOOLBAR : 59
The Quick Access Toolbar is now your only Toolbar available and it is the only way to customize your environment. To
customize your Quick Access Toolbar with commonly used commands.

• Click the down-arrow at the end of the Quick Access Toolbar

• Choose from the list or select More Commands….

Keep in mind that each application will have its own Quick Access Toolbar, so you will need to configure the toolbar in each
one. In addition, in applications such as Outlook and Publisher that do not use the ribbon interface, you will need to use
previous toolbar/menu configuration methods.
RIBBON AND TABS: 60
The Ribbons are similar to toolbars. Commands are “grouped” on Ribbons by use. They cannot be modified or removed.
Select a Tab to view the commands on each ribbon.

Keep in mind that each application will have its own Quick Access Toolbar, so you will need to configure the toolbar in each
one. In addition, in applications such as Outlook and Publisher that do not use the ribbon interface, you will need to use
previous toolbar/menu configuration methods.
To Change or Modify the Properties of the document select the following: :
61
1. Select the Microsoft Office Button
2. Select Prepare Properties
NEW FILE FORMATS:
62
The 2007 Microsoft Office system introduces a new file format that is based on XML. It is smaller in file size and there are
less problems with corruption. Unfortunately, the new file format is incompatible with previous versions of Microsoft
Office. Here are a list of the most commons new file formats:

Product Office 2003 Office 2007 Office 2007 Macro-

Enabled
Word .doc .docx .docm

Word Template .dot .dotx .dotm

Excel .xls .xlsx .xlsm

Excel Template .xlt .xltx .xltm

PowerPoint .ppt .pptx .pptm

PowerPoint Template .pot .potx

Access .mdb .accdb

 63

MICROSOFT EXCEL
TUTORIAL
GETT ING STARTED
Microsoft Excel is one of the most popular spreadsheet applications that helps you manage data, create visually persuasive charts, and thought‐
64
provoking graphs. Excel is supported by both Mac and PC platforms. Microsoft Excel can also be used to balance a checkbook, create an expense
report, build formulas, and edit them.

Creating a New Document

OPENING MICROSOFT EXCEL ON A PC
To begin Microsoft Excel, Go to Start > All Programs > Applications > Microsoft Office > Microsoft Excel (Figure 1). When opened a new
spreadsheet will pop up on the screen, if this does not happen click on the Office Icon > New. From here a dialog box with various different
templates will appear on the screen that you can choose from. Once a template is chosen, click Create.

Figure 1. Navigate to Microsoft Excel on a PC.

continuation of slide 64……..

65

Figure 2. Opening a new workbook

SAVING YOUR DOCUMENT
Computers crash and documents are lost all the time, so it is best to save often.
66
SAVING INITIALLY
Before you begin you should save your document. To do this, click on the floppy disk located at the top of the screen .
Then Microsoft Excel will open a dialog box (Figure 3) where you can specify the new file’s name, location of where you want it saved, and
format of the document. Once you have specified a name, place, and format for your new file, press the Save button.
Note: Specifying your file format will allow you to open your document on a PC as well as a MAC. To do this you use the drop down menu next
to the Format option. Also, when you are specifying a file extension (i.e. .doc) make sure you know what you need to use.

Figure 3. Saving dialog box..

SAVING LATER
After you have initially saved your blank document under a new name, you can begin your project. However, you will still want to periodically
save your work as insurance against a computer freeze or a power outage. To save, just click on the floppy disk, or for a shortcut press CTRL + S.
 TOOLBARS
67
In Microsoft Excel 2007 for a PC, the toolbars are automatically placed as tabs at the top of the screen. Within these tabs you will find all of your
options to change text, data, page layout, and more. To be able access all of the certain toolbars you need to click on a certain tab that is located
towards the top of the screen.

THREE COMMONLY USED TABS

The Home Tab: (Figure 4). This is one of the most common tabs used in Excel. You are able to format the text in your document, cut, copy,
and paste information. Change the alignment of your data, insert, delete, and format cells. The Home Tab also allows you to change the number
of your data (i.e. currency, time, date).

Figure 4. Home Tab.

The Insert Tab: (Figure 5). This tab is mainly used for inserting visuals and graphics into your document. There are various different
68
things that can be inserted from this tab such as pictures, clip art, charts, links, headers and footers, and word art.

Figure 5. Insert Tab

The Page Layout Tab: (Figure 6). Here you are able to add margins, themes to your document, change the orientation, page breaks,
and titles. The scale fit of your document is also included as a feature within this tab, if needed .

Figure 6. Page Layout Tab.

FORMATT ING: 69
Working with Cells
Cells are an important part of any project being used in Microsoft Excel. Cells hold all of the data that is being used to create the
spreadsheet or workbook. To enter data into a cell you simply click once inside of the desired cell, a black border will appear around the
cell (Figure 7). This border indicates that it is a selected cell. You may then begin typing in the data for that cell

Figure 7. Entering Data.

CHANGING AN ENTRY WITHIN A CELL:

You may change an entry within a cell two different ways:

• Click the cell one time and begin typing. The new information will replace any information that was previously entered.
• Double click the cell and a cursor will appear inside. This allows you to edit certain pieces of information within the cells
instead of replacing all of the data.

CUT, COPY, AND PASTE:

You can use the Cut, Copy and Paste features of Excel to change the data within your spreadsheet, to move data from other
spreadsheets into new spreadsheets, and to save yourself the time of re‐entering information in a spreadsheet. Cut will actually
remove the selection from the original location and allow it to be placed somewhere else. Copy allows you to leave the original
selection where it is and insert a copy elsewhere. Paste is used to insert data that has been cut or copied.

To Cut or Copy:

• Highlight the data or text by selecting the cells that they are held within.
• Go to the Home Tab > Copy (CTRL + C) or Home Tab > Cut (CTRL + X).
• Click the location where the information should be placed.
• Go to Home Tab > Paste (CTRL + V) to be able to paste your information.
FORMATTING CELLS : 70
There are various different options that can be changed to format the spreadsheets cells differently. When changing the format within
cells you must select the cells that you wish to format.

To get to the Format Cells dialog box select the cells you wish to change then go to Home Tab > Format > Format Cells . A box will
appear on the screen with six different tab options (Figure 8). Explanations of the basic options in the format dialog box are bulleted
below.

Figure 8. Formatting Cells

Number: Allows you to change the measurement in which your data is used. (If your data is concerned with money the number that you
would use is currency) Alignment: This allows you to change the horizontal and vertical alignment of your text within each cell. You can
also change the orientation of the text within the cells and the control of the text within the cells as well.

Font: Gives the option to change the size, style, color, and effects.

Border: Gives the option to change the design of the border around or through the cells.
FORMATTING ROWSAND COLUMNS: 71
When formatting rows and columns you can change the height, choose for your information to autofit to the cells, hide information
within a row or column, un‐hide the information. To format a row or column go to Home Tab > Row Height (or Column Height), then
choose which height you are going to use (Figure 9). The cell or cells that are going to be formatted need to be selected before doing this.
When changing the row or column visibility (hidden, un‐hidden) or autofit, you will go to the Home Tab and click Format. The drop
down menu will show these options

Figure 9. Formatting Rows and Columns Height

ADDING ROWSAND COLUMNS: 72
When adding a row or column you are inserting a blank row or column next to your already entered data. Before you can add a Row you
are going to have to select the row that you wish for your new row to be placed. (Rows are on the left hand side of the spreadsheet) once
the row is selected it is going to highlight the entire row that you chose. To insert the row you have to go to Home Tab > Insert > Insert
Sheet Rows (Figure 10). The row will automatically be placed on the spreadsheet and any data that was selected in the original row will
be moved down below the new row.

Figure 10. Inserting Rows

Before you can add a Column you are going to have to select a column on the spreadsheet that is located in the area that you want to enter
the new column. (Columns are on the top part of the spreadsheet.) Once the column is selected it is going to highlight the entire row that
you chose. To insert a column you have to go to Home Tab > Insert > Insert Sheet Column (Figure 11). The column will automatically be
place on the spreadsheet and any data to the right of the new column will be moved more to the right.

Figure 11. Inserting Columns

PRINTING: 73
It is important to always save your document before you print!

PRINTING
To print your document, go to the Office Icon > Print, select your desired settings, and then click OK. You can also do this by using the
shortcut CTRL +

To be able to change the orientation of your page for printing you can click on the Properties button under the option to Print then click
the Layout Tab (Figure 19).

Figure 19. Page Setup button and printing

 74
OTHER HELPFUL FUNCTIONS:
UNDO AND REDO:
In order to undo an action, you can click on the blue arrow icon that is pointing to the left at the top of the screen. To redo an action, you
can click on the blue arrow icon pointing to the right. It is important to note that not all actions are undoable, thus it is important to save
before you make any major changes in your document so you can revert back to your saved document.

QUITTING:

Before you quit, it's a good idea to save your document one final time. You will need to choose the Office Icon and choose Exit Excel. This
is better than just closing the window, as it insures your document quits correctly.
 75

Review/Study Time
Questions: 76
1. How to open MS Outlook?
2. How do we read an email?
3. How do view an attachment?
4. How do we create a new e-mail?
5. How do we edit the fonts, sizes, boldface, italic, justification and indentation?
6. Which option should we use to include for attachments and options such as High Importance?
7. Which option should we use to do the spell check?
8. What are the various addressee buttons and fields?
9. Which option do we use to send the email and what is its shortcut?
10. What is the option to refresh the inbox and what is its shortcut?
11. What are the various tabs that are available in word 2007?
12. What are the major functionalities of the Word 2007 office button?
13. How do we change the properties of a document and its uses?
14. What is the file format of word 2003, 2007 and 2007-macro enabled?
15. What is the file format of excel 2003, 2007 and 2007-macro enabled?
16. What is the file format of PowerPoint 2003, 2007 and 2007-macro enabled?
17. What is the purpose of MS Excel?
18. What is the use of Home Tab in excel?
19. What is the purpose of Insert Tab?
20. What are the short keys mostly used for copying, pasting and to cut the content in MS office?
21. How do we add rows and columns in excel?
 77
Business Process
Model
Accounts
CLIENT US Office Sales Team Manager/Recruiting
Manager

Analyzing the
India Office Lead Recruiters
requirements

Sourcing Screening Calling

Resume
Indicates Req. Generation & Process
Submission
Formatting
Indicates Submission Process
 End of 78

Session VII
Review/Study Time
 79
Questions:

1. From where does our business cycle starts?

2. Who is a client and who is a Preferred Vendor?

3. What is the role of Sales team in the US office?

4. What is the role of an Account Manager?

5. What is the role of a Recruiting Manager/Operations Manager?

6. What is the role of a Recruiting Lead?

 80
Various IT
Technologies:
As a technical recruiting company, Xperttech has the proven background and experience placing
information technology professionals with either an Infrastructure Support or Applications
Development background. As technological advances have been developed in the healthcare space
(such as EMR, PACS and RIS), Xperttech has embraced the changes and created a healthcare IT division
specifically dedicated to hospitals and healthcare vendors.
 
When talking about various IT technologies, we have different backgrounds:
 
 IT Infrastructure Support
 IT Applications & Development
 Mobile Applications Technologies
 81
Questions:

1. What are the different backgrounds we have when talking about various IT Technologies?

2. List few of the skills/technologies that come under IT Infrastructure Support.

3. Name few of the skills that come under IT Applications & Development.

4. What skills/technologies come under Mobile Application Technologies?

 82
Infrastructure Support:
Here are some infrastructure skill sets and technologies.

Role Skills
A+,
Hardware Break/Fix (Dell, Compaq, HP, IBM),
PC Technician Laptop repair,
Printer Support (Xerox, Konica Minolta, IKON)

MCP,
HEAT,
LANDesk,
Remedy,
Track IT,
Help Desk Support
Unicenter,
Peregrine,
pcAnywhere,
GoToMyPC
 Role Skills
83
MCP,
Windows (NT, 2000, XP, 2003, Vista, 2007),
MS Office (2000, XP, 2003, 2007),
MS Outlook (2000, 2002, 2003, 2007),
Desktop Support Macintosh (OS 8, OS 9, OS X),
iMac,
Adobe, Illustrator, Quark, Treo's, Blackberry's, Packaging,
Wise, Altiris, Asset Tracking/Management

MCSA, MCSE,
Windows (NT, 2000, XP, 2003, Vista, 2008),
Exchange (5.5, 2000, 2003, 2007),
SharePoint,
SMS, Web Administration (IIS, Apache),
Network/System Administration
UNIX (Linux, Solaris, HP/UX, AIX),
TCP/IP, WINS, DHCP, DNS, FTP,
Virtualization, Clustering
 84

Review/Study Time
Questions: 85
1. What are PC Technician skills?

2. What are the responsibilities of a PC Technician?

3. Name few of the products that are compatible for printer support.

4. What are the skills/technologies that are used by a Help Desk support person?

5. What does MCP stands for?

6. Random questions on the basic definitions of each skillset.

7. What are the skills that come under Desktop Support?

8. What is MS Office suite and list the products that come under MS Office?

9. What is MS Outlook and what is its major use?

10. List few of the skills that fall under Network/System Administration?

11. What does MCSA stands for?

12. What does MCSE stands for?

13. What are the various versions we have in Microsoft Exchange?

14. What are the tools that come under Web Administration?

15. What are the tools associated with UNIX?

16. Define TCP/IP, DHCP, DNS and FTP.

 86
Role Skills
PCIP,
CISSP,
CITRMSR,
Network Security
CIW Security Professional,
SSCP,
Security+

CNA,
CCNP,
CCIP,
CCSP,
CCVP,

Network Engineering CCIE,

Cisco (Routers, Switches, Hubs),
Wireless, Wi-Fi,
Unified Communications,
Juniper, Nortel, Alcatel-Lucent
 87

Role Skills
ABCP, CBCP,
MBCP, BCCP,
Business Continuity/Disaster Recovery
BCCS, DRCS,
BCCE, DRCE

ABCP, CBCP,
MBCP, BCCP,
Business Continuity/Disaster Recovery
BCCS, DRCS,
BCCE, DRCE
 88

Role Skills
Methodology, Roll outs,
Project Management Migrations, Upgrades,
Computer Refresh Projects
SAN (EMC Symmetrix, EMC Clariion),
Sun Storage, Netapp, NAS (EMC Celerra),
Storage Environments
CAS (EMC Centera)
 89

Review/Study Time
 90
Questions:

1. Name few of the skills/technologies that come under Network Security.

2. What does PCIP stands for?

3. What does CISSP stands for?

4. What does CITRMSR stands for?

5. What is CIW security professional?

6. What does SSCP stands for?

7. What are the tools/technologies or certifications that are associated with Network Engineering?

8. What does CNA stands for?

9. What does CCNP stands for?

10. What does CCIP stands for?

11. What does CCSP stands for?

12. What does CCVP stands for?

13. What does CCIE stands for?

14. What are the products of CISCO that are associated with Network Engineering?
 91
Questions:

15. What are the tools/technologies that come under Project Management?
16. What is Project management methodology and what are the various methodologies?
17. What are the tools/technologies that fall under storage environments?
18. What are the products that are associated with SAN?
19. What does SAN stands for?
20. Basic understanding of Sun Storage and NetApp.
21. What are the tools/technologies that are involved in Business Continuity/Disaster Recovery?
22. What does ABCP stands for?
23. What does CBCP stands for?
24. What does MBCP stands for?
25. What does BCCP stands for?
26. What does BCCS stands for?
27. What does DRCS stands for?
28. What does BCCE stands for?
29. What does DRCE stands for?
 92
IT Applications &
Here are some roles and skills that comes under IT Applications and Development.

Role Development: Skills

Visual Studio .NET (C#, .NET, ASP.NET, VB.NET, ADO.NET),

J2EE (Java, JSP, EJB's, JDBC, JMS, JCAPS, JSTL, Struts, Hibernate,

JavaServer Faces, JBoss, JBoss Seam, Grails), Google Web Toolkit, AJAX,
WebLogic,

Software Development Oracle, PL/SQL, SQL Server (2000/2005), XML, Visual Basic, ASP, Web
services,

C, C++, C#, COM/COM+,

Client-Server, OO, SOA, SOAP, GUI,

Middleware (CORBA, COM/DCOM, Tuxedo), SSO, LDAP

HTML, DHTML, HTTP, XHTML,

JavaScript, AJAX, PHP, CSS, Perl, Python, Ruby, VBScript,

Microsoft FrontPage, Macromedia Dreamweaver, Macromedia Flash,

Web Design / Development
ColdFusion, LAMP, User Experience, User Interface Design,

Web Usability, Human Factors Engineering

 93

Review/Study Time
 94
Questions:

1. What are the skills/technologies that come under software development?

2. What is .Net?

3. What are the tools/skills associated with .Net?

4. What is the database that is mostly used on the .Net platform?

5. What is Java/J2ee?

6. What are the skills that are associated with Java/J2ee?

7. What are the databases that are compatible with Java/j2ee?

8. What are the middleware tools that are associated with Java/J2ee?

9. What are client server tools?

10. What are web server tools?

11. What are the skills that are involved in Web Design/Development?

12. What are HTML and DHTML?

13. What is HTTP and XHTML?

14. List some scripting tools that are involved in Web Design/Development.
 95
Role Skills

3D Renderer, 3D Animator, Broadcast Editor,

Copyeditor (on-line & off-line), Copywriter (on-line & off-line),

Flash Animator, Flash Designer, Game Designer & Developer,

Creative/Interactive Graphic Designer, GUI Designer, Identity Designer, Information Architect,

Interaction Designer, Motion Graphics Designer, Packaging Designer,

Presentation Designer, Production Artist, Retoucher & Finisher,

Traffic Coordinator, Traffic Manager, User Experience Designer Visual

Designer, Web Designer, Web Producer

IBM (AS/400, Systems i, zSeries, z/OS, CICS, IMS, (DB2),

Mainframe Technologies Unisys ClearPath,

Hewlett-Packard NonStop,

PL/I, COBOL, VSAM, IDMS, ADABAS, JCL

 96
Role Skills
Oracle (8i, 9i, 10g, 11g),

PL/SQL, SQL Server (7.0, 2000, 2005, 2008),

Transact-SQL,

Database Technologies Sybase IQ, Sybase ASE,

Microsoft Access, MySQL,

Infomix, DB2, Caché,

Teradata
Sharepoint,

EMC Documentum, EMC Captiva,

Oracle Stellent,

IBM Agile,
Content/Document Management
Xerox's DocuShare,

Open Text ECM Suite,

CDIA+, PDI+
 97

Review/Study Time
 98
Questions:

1. Name some skills that are involved in Creative/Interactive platform.

2. What is GUI and what is it used for?
3. What are the other tools that are associated in Creative/Interactive platform?
4. What are Flash Animation and flash Designing?
5. What are the tools that come under Mainframe technologies?
6. List few products of IBM that are associated with mainframe technologies?
7. Define COBOL, VSAM, ADABAS, JCL.
8. What are the databases that are associated with Mainframe technologies?
9. List few skills or technologies that come under Databases?
10. What are the various versions we have in Oracle?
11. What is the difference between Oracle and Oracle Apps?
12. What are the versions we have in SQL server?
13. What is Transact – SQL?
14. What is Teradata?
15. Define DB2 and Sybase.
16. Name few skills or tools that come under Content/Document Management?
17. What are EMC Documentum and EMC Captiva?
18. What is Oracle Stellent?
19. What are CDIA+ and PDI+?
 99
Role Skills
Oracle Applications,
PeopleSoft,
SAP,
Lawson,
ERP Packages J.D. Edwards,
Microsoft Dynamics AX 2009,
SAGE,
SaaS,
NetSuite
Siebel,
E.piphany,
Oracle E-Business Suite,
SAP,

CRM Packages PeopleSoft,

Tibco,
Amdocs,
Onyx, Pivotal,
Salesforce.com
 10
Role Skills 0
WebLogic,

WebSphere,

Plumtree,

Enterprise Portal Packages Vignette,

Oracle Portal,

SAP Enterprise Portal

Data Warehousing (OLAP, ETL, OLTP, Data Mining),

Data modeling,

Crystal Reports, Informatica,

E-Commerce,

Cognos, Business Objects,

Business Intelligence
Actuate, Hyperion,

SAP, SAS, Siebel,

Teradata
 10
1

Review/Study Time
 10
2
Questions:

1. What is ERP and what are the different packages we have in ERP?
2. What are the various products/modules of Oracle Applications?
3. What are the different types of modules that are involved in PeopleSoft?
4. What is SAP and name the modules of SAP?
5. Explain the various modules/versions that are involved in MS Dynamics
6. What are the different versions of JD Edwards?
7. What is CRM and what are the various products that come under CRM?
8. What are the various versions of Siebel?
9. What is Salesforce.com?
10. What are the products that come under Enterprise Portal packages?
11. What are WebLogic and WebSphere portals and mention their purpose?
12. Brief something about SAP Enterprise portal.
13. Define Data warehousing and explain the various methods involved in it.
14. What is Data Modeling and name various data modeling processes?
15. What are the tools/skill set that come under Business Intelligence?
16. Brief something about Cognos and Business Objects.
17. Explain shortly about Actuate, Hyperion, SAS and Teradata.
 10
Role Skills 3
CSTE, ISTQB, CSQA,

Manual testing,

Automated testing,

Quality Assurance White-box,

Black-box,

Test cases,

Regression testing

User guides,

Training materials,

Tutorials,

Troubleshooting guides,
Technical Writing
Technical papers,

Hardware/software maintenance and repair procedures,

Installation guides
 10
4
Role Skills
PMP,

SDLC,
Project/Program Management
Methodology, MSPM,

RAD, RUP, SDM

SDLC, RAD, SDM,

RUP, UML, Rational Rose,

Object-orientated analysis,
Business Analysis
Business requirements,

Functional Requirements,

Test cases, User acceptance testing

EMC ControlCenter,

IT Management EMC Smarts,

EMC Voyence
 10
5

Review/Study Time
 10
6
Questions:

1. What is the full form of QA and what are the various types of QA?

2. What are the various test methods that are followed in automated testing?

3. Explain shortly about QTP, Quality center, Load Runner and Win Runner.

4. Explain Manual Testing.

5. Brief something about functional testing, regression testing, load testing, white box and black box

testing.

6. What does CSTE, ISTQB and CSQA stands for?

7. Define Test Cases.

8. Explain Technical writing and things involved in it.

9. What are the Hardware/software maintenance and repair procedures in technical writing?
 10
Wireless/Mobile Technologies 7


Wireless/Mobile Platform:
J2ME
BREW
 WAP/WML/WML Script
 JavaCard
 SMS
 Palm OS all versions, including 4.0
 Windows CE all versions
 Symbian (Epoc)
 Pocket PC
 Microsoft Mobile information server (MIS)
 10
8

Review/Study Time
 10
9
Questions:

1. What is the full form of J2ME and what are its uses?

2. What is J2ME compatible with?

3. What is the full form of WML and WAP?

4. What is JavaCard?

5. What is SMS in J2ME?

6. What are the different versions of Palm Operating System?

7. What is Windows CE and what are its versions?

8. Explain briefly about Symbian and Pocket PC.

9. What does MIS stand for?

 11
0
Boolean Search
Boolean search is a very important tool in sourcing from job boards or search engine. Using Boolean
search you can filter out irrelevant resume from the resume database and retrieve resumes with
required skill sets. It eases our sourcing effort to a great extent.

Boolean search works based on logic.

Here we will try to learn how to use Boolean operators effectively to extract most suitable profiles
from resume database.
 11
1
Basic Searching And Advanced Boolean Explained
OPERATOR WHAT IT DOES & WHEN TO USE IT

Quotation Marks • Requires words to searched as a phrase, in the exact order you type them.
‘’ ‘’
“java developer”
“technical architect”

OR allows more than one term • OR requires at least one of the terms joined by it to appear somewhere in the document,
in any order.
“Java Developer” OR J2ee
Java J2EE
Struts OR spring OR Hibernate
Java OR J2ee • The more words you enter connected by OR, the more documents you get. Broadens the
search..
Allows pages with at least one
of the terms Uses:
• The OR operator is generally used to join similar, equivalent, or synonymous concepts.
“java developer” OR “j2ee developer”

Continuation of slide 111…..
AND (Default)
Java AND j2ee is the small
overlap where both terms occur
( ) parentheses: "Nesting"
11
2
• AND is the default and only needs to be typed if you are using other Boolean operators
with ( ).
Spring hibernate ….. is logically the same as spring and hibernate
• The more words you enter connected by AND, the fewer documents you get. All your
words will be searched on
Uses:
• The AND operator is generally used to join different kinds of concepts, different aspects of
the question.
Java AND spring AND hibernate
• Require the terms and operations that occur inside them to be searched first. This is called
"nesting."
• Parentheses MUST BE USED to group terms joined by OR when there is any other Boolean
operator in the search.
“.Net Developer” AND “web services” AND (WPF OR “windows presentation”) -
Requires first two terms somewhere in all documents, and either WPF or
windows presentation.
Continuation of slide 112…..
11
3

• AND is used when we want both skill sets such as X AND Y

• OR is used when we want any of the available options i.e.: X OR Y OR Z
• Bracket/parentheses () 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 of Y or Z will do.
• Quotation mark”—“is used when we are looking for exact phrases i.e. “technical architect”. This search will find
resumes with exact phrase “technical architect” written in them.
• NOT- NOT is used when we don’t want a specific word in a resume i.e.: (X AND Y) AND NOT Z.
Preparation of strings using Boolean 11
Here we will try to learn how to use Boolean operators effectively to extract most suitable profiles from resume database. 4
Here is a case where we will take one and make an effective search string using Boolean operators. We can even take the other
case or think of a case on our own and try to use Boolean operators for it. This will help us learn it better.

Case 1: We are searching for candidates with core java and multi threading skills and Unix or Linux or Solaris platform experience
but he should not have worked in telecom or networking domain.

1. If we put a search - Corejava AND multithreading, we will find profiles where all these words are mentioned i.e.: all the
candidates might have worked on Corejava, multithreading.

2. Now the problem is - there may be many profiles where people would have written corejava as core java and
multithreading as multi threading or multi-threading. We don’t want to miss any of them. So how do we
accommodate them? Here OR function comes handy. We can change our search string to - (Corejava OR “Core java”)
AND (multithreading OR “multi threading” OR “multi-threading”).

3. But we are looking for people who have worked either UNIX or Linux or Solaris platform. So now the string becomes
(Corejava OR “core java”) and (multithreading OR “multi threading” OR “multi-threading”) and (unix OR Linux OR
Solaris) .

4. Now we are looking for people who have worked in core java, multithreading in unix/Linux/Solaris platform but he
should not be from telecom or networking background.
 
So the search string we can use is (Corejava OR “core java”) AND (multithreading OR “multi threading” OR “multi-threading”) AND
(unix OR linux OR solaris) AND NOT (telecom OR networking).
 
Now this is a strong Boolean search string which covers all the aspects of the case. Here the results will be lesser in number yet
most relevant - exactly what we want.

As a matter of fact, only reading will not do. Take the simple, medium and complex requirements from the requirements section
and try using the Boolean operators one by one. Look at the results and analyze them. You will find out the pattern very soon.
 11
Other Searches 5
Search using “AND” Operator:
 
“AND” always narrows the search and this search will highlight all the skills that were given as the
keywords.
 
For example, if we need resumes that should contain skill1, skill2, skill3, skill4, skills5. Prepare the search
as follows:

Skill1 AND skill2 AND skill3 AND skill4 AND skill5

 
Search using “OR” Operator:
 
“OR” always broadens the search and by using this, any of the skills that were given as the keywords will
be highlighted.
 
For example, if we need resumes that should have any of the skills given in the keywords then the search
should be as follows:

Skill1 OR skill2 OR skill3 OR skill4 OR skill5

 11
Boolean Searches -Advanced 6
Google
TYPE of Search

Find Resumes
Copy and Paste everything into Google – Replace KEYWORD with your own terms

KEYWORD1 KEYWORD2 KEYWORD3 (inurl:~resume|intitle:~resume)

KEYWORD1 KEYWORD2 KEYWORD3 ~resume (me|my)~job
KEYWORD1 KEYWORD2 KEYWORD3 (ext:pdf|ext:doc|ext:rtf) ~resume ~jobs
KEYWORD1 KEYWORD2 KEYWORD3 ~resume -ext:htm -ext:html ~jobs
KEYWORD1 KEYWORD2 (~resume|~resume|~resume|~CV|~Vitae|~vitae) –intitle:~job –intitle:~jobs
[Append a zip code number range to any of the above and instantly localize your search results. Example: “ASIC
Embedded (inurl:resume|intitle:resume) 30002..31999” returns only results in GA]
Personal Homepages KEYWORD1 (intitle:favorites|intitle:bookmarks|inurl:favorites|inurl:bookmarks)
KEYWORD1 KEYWORD2 KEYWORD3KEYWORD3 KEYWORD4 (intitle:~favorites|inurl:~favorites)
KEYWORD1 KEYWORD2 site:members.aol.com ~CV
[Try replacing members aol.com with tripod.com, angelfire.com, fortunecity.com, geocities.com,
webpages.charter.net, oourworld.compuserve.com, home.earthlink.net, home.mindspring.com,
home.comcast.net, home.att.net, bellsouth.net, qwest.net, freeservers.com, or use any ISP or host]
Employee Homepages Site:members.aol.com KEYWORD1
[Use the email domain of any target company, i.e.: @cisco.com. Also try replacing members.aol.com as above]
KEYWORD1 KEYWORD2 intext:KEYWORD3 –site:KEYWORD4 (me|my)
KEYWORD1 KEYWORD2 intext:KEYWORD3 contact=me
Site: ISPDOMAIN.COM *@COMPANYDOMAIN.COM
KEYWORD1 KEYWORD2 intext:COMPANYDOMAIN.COM –site:COMPANYDOMAIN.COM (me|my)
Inurl:msgid inurl:”TARGET COMPANY’S IP ADRESS”
Associations ASSOCIATION contact=me also try site:ASSOCIATIONURL.COM (chair|agenda|keynote)
site:ASSOCIATIONURL.COM (filetype:doc|filetype:ppt|filetype:xls) ~contact
ASSOCIATION (~directory)|~contact) (inurl:member|intitle:member)
Continuation of slide 116….
11
TYPE of Search Copy and Paste everything into Google – Replace KEYWORD with your own terms
7
KEYWORD1 KEYWORD2 archive (inurl:list|inurl:mail|intitle:list|intite:mail)
KEYWORD1 KEYWORD2 (index=*=mail|index=*=archive) also try KEYWORD1 KEYWORD2 thread index
Mailing List Archives
KEYWORD1 KEYWORD2 inurl:msgid also try KEYWORD1 KEYWORD2 +to +from subject date sender
KEYWORD1 KEYWORD2 (out of office|out=*=office|out=*=*=office) (thread|list|index)

site:KEYWORD1 KEYWORD2 [searches all the content of that particular website]

Website Content site: KEYWORD1 filetype:ppt [Reveals documents from the site. Also try xls, doc, pdf, etc.,]

KEYWORD1 KEYWORD2 KEYWORD3 (inurl:~blog|intitle:~blog)

Blogs KEYWORD1 KEYWORD2 KEYWORD3 site:blogspot.com

Try replacing the blogspot.com with any of the popular blog hosts. Note that you can only do one site at a time

KEYWORD1 insubject:RE group:*KEYWORD2* [Finds discussion threads on your subject]

Google Groups KEYWORD1 insubject:resume [Finds actual resumes posted to groups]
KEYWORD1 author:@COMPANYDOMAIN.COM [Finds messages posted from that company]
 11
8

Review/Study Time
 11
9
Questions:

1. What are the different operators that are involved in Boolean Search?

2. What is AND operator search and mention the advantage of AND operator?

3. What is OR operator search and the advantage of OR operator?

4. What is the use of Quotation mark “ “ in the Boolean search?

5. Explain briefly the role of brackets ( ) in the Boolean Search.

6. Give them some requirements and ask them to prepare strings for the requirements.
 12
0
Require
ments
 Requirements can be defined as the specifications from client regarding qualities desired in
the candidate. Through Client Requirements, we develop a full understanding of the client’s
organization, working environment, objectives, and the role the selected individual will play
in the organization.

 It enables us to understand the type of candidate who will be a best fit for the position – like
his skill sets, experience with technologies (in the case of IT requirements), location, tax
terms, and any other particulars that the client finds necessary.
 
 Only when we understand the client requirements perfectly, will we be able to deliver the
perfect candidate.
 12
1
Classification of
Requirements
Based on the roles & skill set of the position, requirements can be classified as follows:

 Simple & easy straight Requirements

 Medium Level Requirements
 Typical/Tough Requirements
 12
Sample of a simple & easy requirement 1: 2
 
Job Title : Java Developer
Location : Miami, FL
Duration : 6 to12 Months contract
Rate : $60/hr
Interview Type: Phone Screen

Mandatory Skills:
• 3-5+ years experience with Java/J2EE design/development experience - JSP, JSF, PORTAL,
SERVLET, EJB 3.0, hibernate, JDBC, spring, apache library, or others
• Experience developing large mission critical enterprise software applications
• Experience with JBOSS, Apache, and WebSphere or WebLogic J2EE server
• Experience with Web Services, SOA, BPEL
• Experience with workflow, and rules engine development
• Experience with automated build processes - ant, maven, Hudson, or other script builders such
as gradle
• Strong object oriented development and design (OOAD) experience
• Must be a great team player, and possess exceptional customer service skills.
 12
Sample of a simple & easy requirement 2: 3
 
Title : Informatica Developer (Healthcare experience Must)
Location : Tampa, FL
# of Positions : 2
Start Date : ASAP
Availability : Immediate

Experience Level : 7/+ yrs

Skills:    Informatica

Job Role / Responsibilities: 

  
• Proficient in Informatica 8.6.1 Client tools such as PowerCenter Designer, Workflow Manager
and Work Flow Monitor  

• Proficient in Unix  

• Knowledge in PL/SQL and Health Care Experience would be Plus

 12
Sample of a simple & easy requirement 3:
  4
Title: Sr. COBOL Developer
Location: Lincoln, NE
Duration: 04/23/2012 - 01/31/2014 (2 Years)
Bill Rate: DOE
Start Date: IMMEDIATE
Interview Type: Phone Hire

(GC’s, Citizens, H1B/EAD/OPT fine locals and previous State clients exp is plus)

Job Description:
Our DIRECT CLIENT is actively interviewing and hiring for a COBOL, CICS, DB2 Developer – senior – 4 openings.

C2C or W2 is acceptable.

Required Skills: 
• Candidates must have at least 7 years software development experience, including broad exposure to the software
development lifecycle.
• Candidates must have at least 7 years experience with relational databases, including complex SQL accessing a
large, complex application database.
• Candidate must have at least 7 years of mainframe and complex CICS applications development experience.
• Candidates must have moderate experience with logical relational database design (e.g., enhancements to existing
tables; new tables for small enhancements).
• Experience must be current within the last year.
• Knowledge of project management tools such as Clarity, Microsoft Project, Microsoft Office or similar products
preferred.
• Experience with Microsoft SharePoint, Visio and Access preferred.
 12
5
Sample of a simple & easy requirement 4:
 
Position: .Net Developer
Location: Woodland hills, CA
Duration: 1 Year
Rate: 40 per hr

Job Description:
• Should have experience in Web application, Console Application and Windows Form Application.

• Knowledge on WPF, WCF is an added advantage.

• 4-6 year exp needed

 12
Sample of a simple & easy requirement 5: 6
 
Job Title: QA Tester
Location: Columbus, OH
Duration: 6+ Months
Interview: ASAP - Phone and In-Person (possible Skype) so need Local Candidates

Must-haves:
• 3-5 years QA Testing experience
• Strong Manual Testing
• SQL Database experience
• SOAP UI, Web sphere, or Web logic experience
• Requirement gathering, writing test cases and test scripts

Plusses : 

• Bachelor's degree
• Automated testing experience
• Quality Center Suite
• J Meter
• Load Runner
Sample of a medium requirement 1: 12
Job Title
Location
: C#, .NET Developer with SSRS, SQL Server and Visual Studio
: Nashville, TN
7
Duration : 6 Months Contract to hire
Rate : $45/hr

Role:
This position is responsible for developing and maintaining SSRS 2005 reports and Visual Studio 2008 C# Windows Forms Applications to
support BI reporting needs
  
Responsibilities:
• Work closely with the team lead to understand reporting and development requirements
• Develop, test, and document Visual Studio 2008 Windows Forms Applications with SQL Server database CRUD operations to
meet project objectives for BI reporting
• Develop and test SSRS 2005 reports and stored procedures to support the reports
 Required Skills :
•  3+ years hands on development with Visual Studio 2005/2008 C# with full software development lifecycle
•  5+ years development experience with a modern programming language(s) such as VB, C#, Java, C, and/or C++
•  1-2 years SSRS 2005 development experience
•  3+ years relational database experience which must include SQL Server and writing stored procedures
•  Proven background analyzing data, writing/testing stored procedures, creating, and deploying SSRS reports
•  Demonstrated ability to deliver end-to-end solutions to meet business challenges in a Rapid Application Development
(RAD) environment with agile methodology
•  Advanced skills with C# development of Windows Forms Applications with CRUD functionality
•  Advanced skills with SSRS 2005 report development and advanced understanding of SQL
• Strong debugging skills is a must and must be able to analyze complex database schema to create reports
 12
8
Sample of a medium requirement 2:

Job Title : Oracle/SQL Server DBA with Java/J2ee App support

Location : Absecon, NJ
Duration : 3-6 months +
Rate : $100/hr all inclusive

US Citizens/Greencards ONLY

Role:
We are looking for a Senior Oracle Data Base Administrator with expertise providing database administration to Oracle
and SQL Server databases and servers in an Enterprise environment or Data Center, must have proven experience
maintaining Oracle and SQL Server database applications with required patches and updates, manage database
security and user permissions and privileges in accordance with application/database requirements and monitor and
optimize database performance.

The resource must have Oracle 10g and 11g and SQL Server 2005 and 2008 database experience and previous
experience resolving issues between Java/J2EE based applications and databases. Experience working with a
development team using an Agile Methodology and SUN Solaris and Microsoft server experience is required
 12
Sample of a medium requirement 3: 9
Job Title: Mobility Developer – Blackberry
Location: Bluebell,  PA
Start Date: ASAP
Duration: 6 + Months 
No. of Positions: 2

Experience Level: Minimum 5 years

Required Skills:
• Good communication, analytical and customer support skills
• Thorough operational knowledge of Blackberry Enterprise Server 5.0 , including device and server troubleshooting
• Hands-on experience using and troubleshooting MobileIron and Boxtone solutions 
• Comprehensive experience with devices supporting Microsoft Exchange ActiveSync, including Apple iPhone, iPad, Windows
Mobile, Android, etc.
• Good knowledge of Microsoft Exchange ActiveSync troubleshooting procedures, including log analysis
• Should have knowledge of mobile device testing procedures, including troubleshooting wireless, VPN and mobile application
issues
• Should have ability to write operational documentation, as well as technical articles for end users
• In depth understanding of SLAs, service improvement procedures and cognizant of ways to improve upon them
 
Desired Skills:
• Familiarity with Remedy.
• ITIL Process knowledge
• SharePoint site support and design experience a plus
• Understanding of iOS application development procedures a plus
 13
0
Sample of a medium requirement 4:

Job Title: UI Frontend Developer

Location: Boston, MA
Start Date: ASAP
Duration: 6 + Months 
No. of Positions: 1

Job Description:

Both Hands-on and higher-level experience and expertise in the following:

a. HTML, XHTML, CSS, ASP .Net, C#, Silverlight

Qualification: BS/MS Computer Science

Extension Possible: Yes 

Sample of a medium requirement 5: 13
Job Title: Oracle Apps DBA
Location: San Jose, CA
1
Duration: 6 + Months 

Responsibilities:
• Production support DBA for Oracle application 11i & Rel 12
• Cloning & Patching of Oracle APPS and DB
• Database & ERP Tech Stack Upgrade, Apply Quarterly cumulative patch updates CPU
• Familiarity with configuration & usage of 10g Grid.
• 7/24 Production Support, troubleshooting and Performance tuning.
• TAR Resolution for Bugs reported
 
 Required Skills / Experience:
• Oracle Apps DBA with over 5 years experience in 11i Oracle Apps.
• Worked on 24 x 7 Production Support or implementation both single node and dual node environments.
• Understanding of cluster configuration & load balancing configuration in ERP
• Should have worked on Unix platforms preferably on Linux and HP
• Good understanding of Oracle Apps cloning methodology
• Extensive Patch Application experience
• Participated in at least one upgrade project
• Oracle DBA experience of over 5 years experience
• Worked on all kinds of Database versions(8i to 11g R2)
• Worked on Databases of * bigger sizes
• Worked on Backup & Recovery issues
• Good Performance tuning experience
• Good knowledge on all the database related issues
• Apache & Jserver trouble shooting
• Worked on Oracle Enterprise Manager
Sample of a Typical/Tough Requirement 1: 13
 
Job Title: Senior Java Developer with Guidewire 2
Location : NJ
Duration : 5 months
Rate : $65/hr

Role:
The Senior Java Developer will be responsible for Design and Development of enterprise products at a major Insurance firm.

Responsibilities :
• Working closely with the Solution Architect to understand requirements and providing solutions using Claim
Center.
• Configuring and developing business rules for the Guidewire ClaimCenter .
• Developing, testing and debugging integration interfaces in accordance with architectural guidelines and
practices.
• Understanding and working from business requirements documentation (Use Cases, UML).
• Applying industry standard object-oriented programming best practices and J2EE design patterns
• Developing, testing and maintaining Web Services and Java components.

Qualifications and experience:

• Very Strong Java, J2EE candidate with at least 5 years of experience in a similar role
• Familiarity with J2EE design patterns, software architecture concepts and web application security preferred.
• Excellent object-oriented programming skills.
• Understanding of relational database technologies and SQL required.
• Experience with the Guidewire Integration /Configuration is a big plus.
• Java certification preferred and Property and Casualty insurance is a big plus.

Additional qualifications include:

• Candidate must have a BS and/or MS in computer science or equivalent experience.
• Good analytical, design and problem solving skills a must.
• Ability to work individually with minimum supervision a necessity.
• Must have strong written and oral communication ability; ability to present material to the audience.
• Strong interpersonal skills required.
 13
Sample of a Typical/Tough Requirement 2: 3
 
Job Title: Oracle Apps Technical [ OAF - Oracle Applications Framework ] Consultant
Location : Everett, WA
Duration : 5 months
Rate : $65 - 70/hr

Role:
Oracle OA Framework expert resource for upgrade

Qualifications and experience:

• Looking for Senior-level Oracle Apps Framework Developer with R12 experience to provide guidance
and coaching the client’s R12 project.

Required Skills:
• Experience in Oracle Application Framework.
• Experience with R12.
• Should have good understanding of Java/Java developer/Oracle Application Framework and
development standards, and Oracle forms.
• Must have good communication skills
Sample of a Typical/Tough Requirement 3: 13
 
Job Title: Data warehousing  Developer -  ETL - Business Objects Data Integrator
Location : Hartford, CT
4
Duration : 8 months
Rate : $65/hr

Role:
This candidate will be utilized in working with our current Business Intelligence / Data Warehousing team supporting ongoing development
efforts. The main focus of this position is to assist the data warehousing team in developing complex data solutions to meet business
needs. The candidate must have a solid understanding of the Oracle Database (10g or higher)as it relates to data warehousing.

Responsibilities :
• At least 4-7 years of experience in a Data Warehousing development experience .
• Minimum of 3 – 4 years Oracle Database (10g or higher) experience developing warehouse solutions
• MUST - 2-3 years of ETL development experience, preferable in Business Objects Data Integrator
• Ability to work with various operating systems, including Windows and Unix
• In addition to Oracle Data Warehousing, this candidate will need to be able to develop and maintain ETL processes / jobs
using BODI, Oracle PL/SQL, or similar ETL tools.
• Experience in Business Objects Webi, Crystal Reports, BO SDK, Xcelsius 2008, BO, LiveOffice, Data Integrator and/or Micro
Strategy, or Cognos is desirable but not required
• Experience developing and maintaining automated process scheduling using Cisco Tidal software is a plus but not required
• Good understanding of the Agile Software Development Life Cycle as it pertains to Data Warehousing / Business Intelligence.
.
• Develop solutions based on standard warehouse design patterns.
• Design and implement dimensional models based on business requirements. In depth knowledge of Oracle performance
tuning for BI reporting and warehouse data loads.
• Experience working collaboratively with business and technical team members, while possessing outstanding written and
verbal communication skills for both technical and non-technical audiences.
• Strong attention to detail with ability to multi-task on several projects and overcome challenges
• Familiarity with the identification and resolution of data quality issues.
• Comfortable in the experimentation of new technologies to solve business needs.
• An ability to independently research and solve complex technical problems, and think creatively.
Sample of a Typical/Tough Requirement 4: 13
 
Job Title: Oracle BPM developer
5
Location : Bloomfield, CT/ Denver, CO
Duration : 6 months
Rate : $65/hr

• Working closely with the Solution Architect to understand requirements and providing solutions using Claim Center.
• Configuring and developing business rules for the Guidewire ClaimCenter .
• Developing, testing and debugging integration interfaces in accordance with architectural guidelines and practices.
• Understanding and working from business requirements documentation (Use Cases, UML).
• Applying industry standard object-oriented programming best practices and J2EE design patterns
• Developing, testing and maintaining Web Services and Java components.

Qualifications and experience:

• Oracle Fusion technology – experience with the various components of FMW 
    a. BPM 
    b. BAP 
    c. ESB 
    d. Message adapters/brokers 

• Experience in OHI (Oracle Health Insurance) claim Engine suites 

• Experience in Service bus capability and MQ integration 
• UI development inline with OHI architecture, 
• Experience in development of 
    a. web services, 
    b. BPEL/Workflow, 
    c. ADF, 
    d. EDI/B2b components.
 13
Sample of a Typical/Tough Requirement 5:
6
 
Job Title: Captiva Developer/ Team Lead
Location : Columbus, OH
Duration : Long term contract
Rate : $Open
Start Date:    Immediate
No. Of Positions:    2

Experience Level:    6+  years

Qualifications and experience:

• Must Have Skills: Captiva InputAccel and Dispatcher module design
• Desired Skills:  .NET development
 13
7

Review/Study Time
 13
8
Questions:

1. Define a requirement and how are they classified.

2. What are the major things that are mentioned in the requirement?

3. What are Primary and Secondary skills? How do you differentiate them?

4. What are desired skills and how do you notice them?

5. What are preferred skills in a requirement and explain its importance?

6. What is the process of reading and understanding a requirement?

7. How do you classify a requirement whether it’s a simple, medium or complex?

8. What do you understand by “Only Locals” in the requirement?

9. What do you understand by “Immediate Start” and “F2F required” in the requirement?

10. What do you understand by “required skills matrix” in the requirement?

Introduction to Job 13
9
Boards
A job board is a website that facilitates job hunting and range from large scale generalist sites to niche job boards for job
categories such as engineering, legal, insurance, social work, teaching as well as cross-sector categories such as green
jobs, ethical jobs and seasonal jobs.

Users can typically deposit their résumés and submit them to potential employers, while employers can post job ads and
search for potential employees.

 
The term job search engine might refer to a job board with a search engine style interface, or to a web site that actually
indexes and searches other web sites.

 
Job Board is a web site dealing specifically with employment or careers. Many employment websites are designed to
allow employers to post job requirements for a position to be filled and are commonly known as job boards.
 

Other employment sites offer employer reviews, career and job-search advice describe different job descriptions or
employers. Through a job website a prospective employee can locate and fill out a job application or submit resumes
over the Internet for the advertised position.
 14
Introduction to 0
DICE
Continuation of slide 140…..
14
How to use Quick Talent Match (see the image above):
1
1. From your My Dice page, go to Find Candidates and select either Quick TalentMatch or Advanced Talent Match.

2. Keywords: Enter keywords for your candidate search and select from three options. Talent Match will search a
jobseeker’s entire profile and resume for these words.

3.  a. Match All Words: Matches all words in a search string 

b. Match Any Words: Matches any single word or combination of words in your search string
c. Boolean: Allows a more specific search using Boolean terms such as “AND”, “OR”, and “NOT”.

4. Third Party Candidates: “Exclude” is selected by default.

5.  Location Options: You can search for candidates willing to work in or relocate to a particular State/Country or you
can opt for a Zip Code/City radius search.

6.  Work Authorization: Select as few or as many choices as you need. 

7. Days Back: Use the drop-down menu to select the age of the resumes you wish to review.
How to useAdvanced Talent 14
2
Search
Continuation of slide 142…..
14
How to use Advanced Talent Match (see the image above):
3
1. Search by Desired Position: Use the same Match All/Any/Boolean functions to search just the “Desired Position” field
on the seeker’s resume. Use this field carefully; remember that your company may call someone a “network
engineer”, but the perfect candidate may list his desired position as “systems engineer.”
2.  Select Job Classification: Use the CTRL key to select up to five relevant job titles Keep in mind that as with the
“Search by Desired Position” field, this can help you to pinpoint candidates by their current and recent job titles, but
can also exclude candidates because of a job name.
3. Select Qualifications –Match Skills: Refine your search results to include not just everyone with a certain keyword on
their resume, but only the people with a certain level of that skill. Start typing the skill or technology in the Match
Skills box, and select the number of years of required experience. This only searches the related section on the job
seekers’ profiles, where they have identified a skill and their level of expertise in a similar manner. These results (or
lack of a match) will override any matches found based solely on the keywords field. If you find that you’ve
narrowed your search too much, you can remove this filter on the TalentMatch Results page.
4. Security Clearance: Check this box to limit your search only to candidates with security clearance selected. NOTE: it
may not be current or active. Use ClearanceJobs.com, a Dice service, to guarantee current or active status.
5. Employment Type: Use the CTRL key to select as many options as apply to the role you’re trying to fill. For best
results, pick all of the options that you can work with to prevent excluding the perfect candidate.
6. Most Recent Employer: Cherry-pick the best candidates from the competition.
7. Travel Preference: Select the single best choice.
8. Annual Salary and Hourly Rate: You can use your CTRL key to make multiple selections from both the Annual and
Hourly drop-downs. But it’s best to use one or the other or you’ll only see candidates who meet both of those
criteria
9. Minimum Education: Select the minimum level of education required in a candidate.
10.   School or Institution: Search for alumni.
How to useAdvanced Talent 14
4
Search
Continuation of slide 144…..
14
TalentMatch Results:
5
Your default view will feature Active and Passive candidates divided out on separate tabs. The results of any given tab can
Be sorted by Relevance, Location, Salary, Experience, or Posted Date.

1. Refining Your Search: The parameters of your current search are listed in the column to the left of your search
results. Clicking on the UNDO button will remove that filter from your search and display more TalentMatch results
automatically.

2. If you opted for a Zip Code Radius search, you can increase or decrease the radius to narrow or expand your search.

3. Days Back: Use the drop-down menu to select the age of the resumes you wish to review.

4. Further refine by clicking on the + signs below.

5. Saving Your Search – Creating a Search Agent: In the left-hand Current Search column, select the Save Search as
Agent button. You will be taken to a page where you can name your search, as well as enable it to run automatically
and email you the results. The default status is “Enabled.” You may have up to 20 search agents saved with up to 10
enabled at any time. Search Agents can also be run manually.

6. View an Individual Candidate: Open a resume by clicking on their underlined Desired Position. This will take you to
their personal contact information, profile and resume.
CandidateActions: 14
6
Continuation of slide 146…..
14
Candidate Action Features:
7
You will find a list of possible actions in the upper right hand side of the profile, includng Candidate Navigation, Save
Candidate, Rate Candidate, Candidate Notes, Email Candidate, Report Candidate, Route Resume, and Dice Talent Network
options.

1. Moving from Candidate to Candidate: You have three choices. Prev Candidate – takes you to the previous candidate
in the search results. Next Candidate – takes you to the next candidate in the search results. Back To TalentMatch
Search Results – returns you to the main search results page
2. Save Candidate: Save a candidate to a folder for quick reference later. When you select Save Candidate, you’ll be
presented with a list of folders you’ve created. If you have found someone who is a fit for more than one folder, click
Save Candidate again, pick the appropriate folder, and click Save to Selected. The candidate will now be in both
folders. Access these folders at any time by going to Find Candidates in your main toolbar, and selecting Candidate
Folder from the drop down. If the candidate removes his/her profile from TalentMatch (i.e. makes himself
Unsearchable), he will automatically be removed from the candidate folder. A note will appear the first subsequent
time you access the folder to let you know the candidate has been removed.
3. Rate Candidate: Give the candidate a private thumbs up or down. For the next 90 days, each time his/her name
comes up in the TalentMatch search results, you’ll know at a glance whether you want to take a closer look.
4. Candidate Notes: You have up to 1,500 characters to make any comments in this section. These private comments
will be visible only to you on the TalentMatch Search results page on future searches, without having to click through
to the actual profile.
5. Email Candidate: Send an email directly to the job seeker without leaving the Dice website. You have the opportunity
to start with a previously-created template, or simply write the custom message you need. To save a newly created
message as a new template, simply select Add This Message As a
6.   Report Candidate: If you find fraudulent information on a resume, click the link so we can address it confidentially.  
7. Route Resume: Send this resume to yourself.
 14
8

Review/Study Time
 14
Questions: 9
1. Define Job board and mention the use of job boards.
2. What is DICE and why is it used for?
3. What is the purpose of the column “keywords” in the Dice search page?
4. What is the purpose of the column Location Options?
5. What is Zip Code search?
6. What is the use of “Work Authorization” column in Dice?
7. Define Active and Passive Candidates.
8. What is the role of “Search by Desired Position”?
9. What is the functionality if the drop box “Job Classification”?
10. What is the use of “Qualifications” section?
11. Why do we use “Employment type” section?
12. What is the purpose of “Most Recent Employer”?
13. Why are the sections “Annual Salary” and “Hourly Rate” used in Dice?
14. What is “Saving your Search” in Dice?
 15
READING RESUMES: 0
Screening is the process of sorting resumes to disqualify candidates using successively more detailed examinations of the
resumes. The objective is to locate the most qualified candidates for an open job. While some of this can be done with the
aid of automation and computers; there are still skills and techniques that help quickly eliminate unqualified candidates.

Keyword Screening:

The resume screening process presumes a well written job description. From this job description, 3–5 carefully chosen
keywords are selected. These keywords are used to narrow down a large pool of candidates to a more manageable set of
resumes that will be read in more detail.
The keywords selected are derived from required skills or activities in the job description. To minimize the number of
desirable candidates dropped in this first step, consider using synonyms and closely related terms in addition to the
keywords selected.

Phone Screening:

Phone screening is a process to gather candidate information via a primary means of calling directly to the candidate. We
have to ask them about their project roles and responsibilities, academic qualifications, and the other mandatory
information.
AuthenticityofaResume: 15
There are a number of red flags when looking at resumes that should be noted and questioned as part of any phone screen with the
1
candidate. Some of these red flags are easy to spot such as gaps in employment, job hopping, and multiple moves to different states,
using years instead of months/years for employment history and noting a college and degree program without indicating graduation.

Falsifying employment history:

Candidates generally omit or falsify information they believe will turn off potential employers. The top categories include gaps in
employment, being in a position for a very short period of time, and being fired. Recruiters and hiring managers should watch for:
• Unexplained gaps in employment
• A reluctance to explain the reason for leaving
• Unusual periods of self-employment

Education credentials:

Applicants may list a completed degree when they did not actually finish all courses and graduation requirements. They may also
falsify the year of which they passed out in order to change their years of experience. Always check their linkedIn profile before
calling the candidate as you can see where the candidate has done his graduation and which university and completed in which year.

Verify technical and project skills:

Most jobs require basic computer or technical skills, and any IT or engineering position will require experience in specific software
and technology. Applicants know that employers use keyword searching to find and qualify their resumes. An applicant faking
information in the resume will include keywords for all skills required for the job and the project.

To uncover this type of fraud:

• Ask specific technical questions in the interview
• Test applicants on keywords
• Search resume databases and online search engines for project descriptions – use other candidate’s descriptions of the
project to evaluate your applicant’s claims
Continuation of slide 151 …..
15
Check dates on a Resume: 2
• Body: Specific dates or years
• Gaps
• Additional experience
• Consistency
• Overlapping

Has the candidate worked for the client we are working for?

Body: Check the resume for past Client employment!

Are they currently working for client? Client’s Name may not be listed as the company name…it may reflect the client. Ask the
question!

Job Titles:
Does the job description fit the job title?

Career Progress:

How consistent is the candidate’s career progression?

• Career change
• Consistency with job role

Grammatical Errors on a Resume:

Ensure proper English is reflected throughout the resume.

• If recruiting for a Business Analyst, Project Manager, Lead Positions you may not want to consider the candidate if there
are excessive grammatical mistakes throughout the resume.
• You may need to be stringent with grammatical errors, if dealing with foreign nationals. if excessive, you have to pass.
 15
Evaluation: 3
Once a resume has been initially screened for keywords, it needs a more careful review. This second pass is designed to
verify some of the second order criteria of the job description are met. For instance, level of education, years of
experience required by the position, salary range and current location. Other functions of this evaluation include a closer
look at job functions performed by the candidate and comparing them to the job description.

This phase often requires a more in depth understanding of the job description and requirements. For instance to
determine relevant years of experience, the reviewer must add the number of years at the relevant jobs to come up the
years experience. It can often be a judgment call on which parts of a job history are relevant to a job search. This means
the person performing this step must have a suitable depth of understanding about the job description and requirements
for the position.

Qualitative review:
Resumes that reach this step of the process are from candidates that meet many of the requirements of the job
description. This final pass is to examine the more subjective qualities of the candidate. The objective is to remove
candidates with red flags that could mean potential job fraud and to separate the top candidates from the remaining
resumes.
The Top 15 Sourcing and Recruiting 15
#1 Overanalyzing resumes 4
Mistakes:
Resumes are by nature imperfect and are poor representations of a person’s experience and capabilities.
As such, I’ve always advised sourcers and recruiters to use my “10 second rule:” Don’t read resumes – scan them. If you
can’t absolutely disqualify/rule out a candidate based on reviewing their resume in 10 seconds, pick up the phone and
call them.
Interestingly, a recent study by TheLadders that used eye tracking technology while recruiters scanned resume search
results showed that recruiters spend an average of 6 seconds assessing a resume before making the judgment on
whether or not the person might be a good fit for the position they are being sourced for.
However, when reviewing resumes in search results, I think it’s critical to not be looking to determine if the person
might be a good fit for the position you’re sourcing/recruiting for. Wanting to make a judgment of a potential match
between a resume and a job opening is natural, but it is important to remember resumes are not complete pictures of
the people who write them.
As such, you should only be looking  to see whether or not you can rule them out based on basic qualifications.  If you
can’t, you should call them/email them to find out more.
While you may not be crazy about a particular resume, it’s important that you try to engage every potential match,
because I have learned through experience that some of the best people have uninspiring and lackluster resumes.

#2 Running overly generic/basic searches

Basic keyword and title searches yield generic and basic results, typically what I’ve overheard people refer to as “too
many.”
When you run basic and generic searches, you return result sets that are often so large that you can’t review them all,
creating a hidden talent pool of dark matter results.
People making this mistake unknowingly increase the size of the pool of candidates they don’t find (results returned but
not reviewed).
It’s also worth noting that anyone can run a basic/generic search, so they offer you no competitive advantage.
 15
#3 Making assumptions about people based on their resumes 5
See mistake #1.
Have you ever heard the phrase “don’t judge a book by its cover?”
Don’t assume anything from a resume- including how far you think the person might commute, if they are willing to
relocate, if they would be open to a contract position, if they have enough experience, that they don’t have experience
with something just because it’s not in their resume, etc.

#4 Research, test and refine your searches before you start tacking action on the results
You should always take time to analyze your search criteria to assess the possibility that your search terms may not find
all qualified candidates, and in fact might actually be eliminating viable candidates.
I have found that the more time I spend on the front-end of a search, the more relevant my results become, which in
turn increases my productivity by enabling me to find more and better candidates more quickly. Imagine that!
There is sourcing wisdom to be learned from Abraham Lincoln, who once said “Give me six hours to shop down a tree
and I will spend the first four sharpening the axe.”
Take some time to sharpen your search strings before you start taking action on the search results, or else you are likely
performing the equivalent of trying to chop down a tree with a dull axe.

#5 Having sourcing tunnel vision

Don’t see each resume as only a potential match for the position you’re currently sourcing for.
Any resume database you have access to can be leveraged in much the same way as LinkedIn can – every person is
actually a conduit to a larger network of people. So even if a particular resume you’re reviewing doesn’t appear to be an
ideal match – they actually might be (see mistakes #1 and #3), and/or they may know someone who is.
#6 Assuming 1 search finds all qualified candidates 15
It’s actually impossible. Trust me.
Consider that every search you run both includes qualified people and excludes qualified people.
6
#7 Searching only resumes posted within 30 days on major job boards
Did you know that 75% – 80% of all resumes on the major job boards are dated over 30 days old?
Did you also know that most people don’t even look at them, let alone take action on them?
You should never limit yourself to only searching resumes posted in the last 30 days. Opening up your searches to ALL
resumes enables you to tap into the deep end of the talent pool – the estimated 66% of people who are not currently
looking but can be recruited for the right opportunity.
The fact that people tell me they don’t like to call people whose resumes are over 6 months old baffles me – as if the
people who wrote them have an expiration date.

#8 Not calling candidates that appear to be under- or over-qualified

1. See mistakes #1 and #3
2. See mistake #5
3. People who are in fact too junior or too senior for your current needs might fit future needs
4. People who are either too junior or too senior for a particular position might work with or know someone
who is an exact match
Need any more reasons?

#9 Submitting the first 2 -3 candidates you find that fit your job/hiring profile and moving on to the
next open position
Sound crazy?
I can hear someone asking, “Why shouldn’t I submit the first candidates I find that fit the requirements?”
Well, ask yourself this tough question and be brutally honest  - what’s the statistical probability that the first 2 people
you speak magically happen to are the best candidates you can possibly find? The most closable and controllable? The
most “affordable?”
Sourcing and recruiting should not be conducted on a FIFO basis, but on a BIFO basis. Think about it.
#10 Thinking that after searching a particular source (your ATS, a job board, the Internet, LinkedIn, 15
etc.) that you’ve found all of the available candidates and cannot find any more
LinkedIn, etc.) that you’ve found all of the available candidates and cannot find any more
7
If you ever feel like you’ve found everyone to be found, you’re wrong.
Invariably you’ve created and left behind dark matter results of people who actually DO match your positions, but you
could not find them because your Boolean search strings made it impossible to do so.
Being aware of this is a major step on the path towards sourcing enlightenment.
Also, see mistake #4.

#11 Thinking that the major online job boards have poor quality candidates
There are just as many great, high quality candidates in each job board resume database (e.g., Monster, Careerbuilder,
Dice, TheLadders, etc.) as there are on LinkedIn, or any other source for that matter.
I will be publishing an article soon to back this claim up statistically.

#12 Relying solely or heavily on title-based searches

Not all companies use the same titles for the same roles and responsibilities, so making this mistake contributes to you
not finding candidates that match your hiring profile or job order but has a title that you didn’t think of and include in
your search.
See mistake #4.

#13 Not using the NOT operator

The Boolean NOT operator is the least utilized, and in my opinion, actually the most powerful standard/basic Boolean
operator.
It’s not just for getting rid of stuff you don’t want.
I will dedicate an entire post to the NOT operator in the near future.
Puns intended.
#14 Only using skill/tech terms (e.g., Java, Oracle, Accounts Payable, EMR, etc.) when creating 15
Boolean search strings
The best and most effective searches don’t rely solely on skill/technology based terms, but also include responsibility
8
terms and environmental terms where applicable.
This is the a critical step in moving beyond simple buzz-word search and match, which gives sourcing a bad name and
allows some people to view sourcing as a low or entry level position.

#15 Spending 80% of your time using low-yield resources that can only provide 20% (or less!) of the
results

For example – spending hours searching the Internet, Twitter, Facebook, Google+ or Pinterest (!)  for potential candidates
and not heavily/effectively leveraging your internal resume database/ATS or other, better suited tools at your disposal.

While you can certainly find some great people on the Internet, Twitter, Facebook, Google+ or Pinterest, none of them
are particularly deep sources of human capital data, and neither are any of them specifically designed for retrieving
detailed work-related human capital data. Trying to use them to find potential candidates can be massively time
consuming and can be largely an effort in sifting through irrelevant results and attempts to reduce false positives.

If you have access to an ATS or internal resume database, it’s specifically designed to store and retrieve resumes,
probably has more local and more qualified candidates than the Internet, and (hopefully) has a better search interface
enabling more precise searching.

Let’s also not forget about LinkedIn, which is specifically designed for storing and retrieving deeper human capital data,
and if you have access to any of the major job boards, they actually have a larger percentage of passive job seekers than
active and they have some fantastic candidates – see mistakes #7 and #11.

Until you can say that you have honestly exhausted your ATS, LinkedIn, and any job board resume databases you have
access to (to the best of your efforts/knowledge – see mistake #10), you shouldn’t be spending a ton of effort trying to
find people on the Internet, Twitter, Facebook, Google+ or Pinterest.
 15
9

Review/Study Time
 16
Questions: 0
1. Explain screening or reading a resume?
2. Explain different ways of screening a candidate/resume.
3. What is a keyword/resume screening?
4. What is Phone Screening?
5. What are the major criteria that are to be considered while screening?
6. What is the process to be followed for identifying the falsification of employment history in the
resume?
7. What are the steps to be taken to identify the authenticity of education credentials?
8. How to verify or screen the technical or project skills of a candidate?
9. How do we track the candidate’s authenticity whether he/she has really worked at the client’s
place?
10. What is the process to find the authenticity of visa?
 16
EXERCISE–PARTA 1
Simple Requirements:

• You will be given 3 simple requirements randomly and need to pull out 10 excellent
resumes (exact 100% matching to the Requirement), 10 OK resumes (resumes that are 80 –
85% close to the requirement) and 10 bad resumes (resumes that are not relevant to the
requirement)

• We will show you how to identify excellent resumes, OK resumes and bad resumes . Also,
you will be explained why are they rated as excellent, OK and bad.
 16
Medium Requirements:
2
• You will be given 3 medium requirements randomly and asked to pull out 10 excellent
resumes (exact 100% matching to the Requirement), 10 OK resumes (resumes that are 80 –
85% close to the requirement) and 10 bad resumes (resumes that are not relevant to the
requirement)

• We will show you how to identify excellent resumes, OK resumes and bad resumes . Also,
you will be explained why are they rated as excellent, OK and bad.
 16
3
Tough/Complex Requirements:

• You will be given 3 tough/complex requirements and asked to pull 10 excellent resumes
(exact 100% matching to the Requirement), 10 OK resumes (resumes that are 80 – 85%
close to the requirement) and 10 bad resumes (resumes that are not relevant to the
requirement)

• We will show you how to identify excellent resumes, OK resumes and bad resumes . Also,
you will be explained why are they rated as excellent, OK and bad.
 16
EXERCISE–PARTB 4
Simple Requirements:

• You will be given 3 simple requirements randomly and asked to pull out 10 excellent
resumes (exact 100% matching to the Requirement), 10 OK resumes (resumes that are
80 – 85% close to the requirement) and 10 bad resumes (resumes that are not relevant
to the requirement)

• You have to prepare the search strings on your own and identify excellent resumes, OK
resumes and bad resumes . Also, you have to explain why you rate them as excellent,
OK and bad.
 16
5
Medium Requirements:

• You will be given 3 medium requirements randomly and asked to pull out 10 excellent
resumes (exact 100% matching to the Requirement), 10 OK resumes (resumes that are 80 –
85% close to the requirement) and 10 bad resumes (resumes that are not relevant to the
requirement)

• You have to prepare the search strings on your own and identify excellent resumes, OK
resumes and bad resumes . Also, you have to explain why you rate them as excellent, OK
and bad.
 16
6
Tough/Complex Requirements:

• You will be given 3 tough/complex requirements randomly and asked to pull out 10
excellent resumes (exact 100% matching to the Requirement), 10 OK resumes (resumes
that are 80 – 85% close to the requirement) and 10 bad resumes (resumes that are not
relevant to the requirement)

• You have to prepare the search strings on your own and identify excellent resumes, OK
resumes and bad resumes . Also, you have to explain why you rate them as excellent, OK
and bad.
 16
7

Review/Study Time
 16
8
Questions:

1. What are the key points that are to be considered for identifying an exact matching resume to

the requirement?

2. What are the factors that are involved in considering a resume as excellent?

3. What are the factors that are involved in considering a resume as OK?

4. What are the factors that are involved in considering a resume as bad?

5. When can we say that a resume is technically excellent or OK or Bad?

DICEJobPosting: 16
9
Continuation of slide 169…..
17
0
Steps to be followed

1. Start at the Dice.com home page.

2. Click on the Employers Login button.

3. Log in with your email address and password.

4. If you don’t know your password, click on Forgot Your Password?

5.  In the gray toolbar, go to the My Jobs0ab and click Post a New Job.
HowtodoJobPosting: 17
1
Continuation of slide 171…..

Complete the Following Fields: 17

1. List the job title. 2
2. Job Number (Position ID):No spaces or special characters are allowed. This is a great place to reference an internal job ID or
posting date.

3. Position Type (Tax term):Rolling over this field will bring up an explanation of each of the terms. Select one or many, using the
CTRL button.

4.  Pay Rate: Salary or hourly ranges will give you better results than open terms like “negotiable.”

5. Application Method :How do you want candidates to apply to this job? Select either a direct email option, external URL, or to
store the applications only within the Dice application.

• Apply to Email - Job seekers’ applications will be directed to the email address you provide as well as to your Application
Tracking results. If someone other than you is listed, you may not list him in the job description.

• Apply to URL - Candidates will be redirected to your company URL as you enter it here, and will not be included in the
Dice Application Tracking results.

• Dice Application Tracking Job- seekers’ applications will be maintained in the Dice Application itself. If this last option is
chosen, no email notification will be sent to6b

6. Questionnaires:(Optional) Pre-screen your candidates on their hard and soft skills with multiple choice, yes/no, and open-ended
questions that you design and save for re-use.

7. Location:

• City, State, & Area Code - Required. An Area Code Lookup link is included for your reference.

• Zip Code - Not required. If you use it, the zip code must match the City/ State. A Postal Code Lookup link is included for
your reference.
Continuation of slide 172….
17
8. Required Skills: List the key skills needed for this role. No punctuation is needed between skills. 3
9. Job Description Field: Sell the job to the job seekers. Expand on the required skills, list the nice-to-haves, and be clear
on education and experience requirements.
Explain what they’ll be doing, what sort of environment they’ll be in, and why this is a great opportunity for them.
Sell the role, your company, and the benefits. Encourage them to apply NOW.
The Job Description field accepts HTML. Format your jobs how you want, using bold text, italics, underlining, text
alignment, links, bulleted lists and indentation, or cut/ paste directly from MS Word

10. Job Notes: This field will not be seen by anyone but you. Use this section to note the original posting date for your
records. Also list candidate names, your technical interviewers, internal timelines and process notes.

11. Click on Continue at the bottom of the page.

 
★ Tip: The three fields automatically searched by the Dice search engine for candidate keywords (in order to find
matching candidates) for you) are Job Title, Required Skills, and Job Description.
These are important.
Preview, Edit, Save, and Post 17
4
Your Job:
Continuation of slide 174…..
17
5
Preview, Edit, Save, and
Post Your Job:
1. Preview your job – Check spelling, grammar, and the details of the job itself.

2. To edit the job, close the screen by clicking on Close Preview. You will return to Preview Job and Choose Posting
Options.

3. Edit – Take this opportunity to go back and correct errors, or take steps to make the job more appealing to the job
seekers.

4. Save as Inactive Save– the job without posting to job seekers at this time. You can access the job later from the My
Jobs link on your My Dice homepage.

5. Post – If everything is perfect, select Post. It may take up to 30 Minutes for the job to be visible to Job Seekers.
Continuation of slide 175…..
17
6
Repost (Refresh) your open jobs:
1. From your home page, select My Jobs and click on Active Jobs.

2. Check the box to the left of Job Number.

3. Click on Repost. Your job will stay active for 30 days if it is not refreshed/ reposted or edited. After 30 days it will
move to your Inactive jobs file.

Edit an active or inactive job:

1. Click on the paper and pencil icon located under Actions at the right side of the posting for each job you wish to
edit. You can only edit one at a time.

2.  Make any necessary edits and select Continue. You’ll return to Preview/Edit/Save/Post.

 
 17
7

Review/Study Time
 17
3
Questions:

1. What are the steps to be followed for posting a Job on Dice?

2. Define Job Posting.

3. What do you mean by Job Number?

4. What does “position type” stand for?

5. What are the modes of applying for the job in the posting?

6. Define “apply to email”.

7. What is the use of “required skills” field in Dice job posting?

8. How do we preview, edit and save our job posting?

9. What is the process to repost/refresh our open jobs?

10. How do we edit an active/inactive job?

Introduction to 17
9
Monster:
How to Log-In into Monster

Step-by-Step Actions:

Enter http://monster.com in your Internet browser.

 
Your username and password will not only give you access to your country’s Monster site but also
Monster sites in any other country. If your company is global then you only need one login to access
Monster in each country where you have locations. Refer to the following page for a list of websites for
each country.
Employers
In the upper right-hand corner of the screen, click Sign In

Sign In
Enter your Username and Password and then click

 
Notice that if this is the first time you login, you will need to enter security questions before you can move on to the
Employer Homepage.

* indicates a REQUIRED field, one that you must complete.

? indicates that HELP information is available.

 
 18
0

Review/Study Time
 18
1
Questions:

1. What is the advantage of Monster over Dice?

2. What is the basic difference in keywords bar between monster and dice?

3. Can we filter the candidates by their visa status in Monster?

4. What is Power resume search in Monster?

5. How to open a resume in Monster?

6. What are the different options of viewing the resumes in Monster?

 18
Introduction to 2
LinkedIn:
LinkedIn is a directory of professionals and companies. Individuals and companies use LinkedIn for networking, job searching, hiring,
company research, and connecting with affiliates, including alumni, industry, and a variety of other business related groups.
 
It's quick and easy to get started using LinkedIn. You'll need to sign up for LinkedIn and create a LinkedIn profile. Then you'll be able to
start using LinkedIn to connect, to network, and to job search and boost your career.

One purpose of the site is to allow registered users to maintain a list of contact details of people with whom they have some level of
relationship, called Connections. Users can invite anyone (whether a site user or not) to become a connection. However, if the invitee
selects "I don't know" or "Spam", this counts against the inviter. If the inviter gets too many of such responses, the account may be
restricted or closed.
 

This list of connections can then be used in a number of ways:

1. A contact network is built up consisting of their direct connections, the connections of each of their connections (termed
second-degree connections) and also the connections of second-degree connections (termed third-degree connections).
This can be used to gain an introduction to someone a person wishes to know through a mutual contact.
2. It can then be used to find jobs, people and business opportunities recommended by someone in one's contact network.
3. Employers can list jobs and search for potential candidates.
4. Job seekers can review the profile of hiring managers and discover which of their existing contacts can introduce them.
5. Users can post their own photos and view photos of others to aid in identification.
6. Users can now follow different companies and can get notification about the new joining and offers available.
7. Users can save (i.e. bookmark) jobs which they would like to apply for.
 LinkedIn Groups:
18
3
Once you have signed up for LinkedIn, there are many LinkedIn Groups you can join – job search groups, company groups, alumni groups,
college groups, and networking groups. Groups are good sources of networking contacts, job search advice, and job listings.
 
Some LinkedIn Groups are open - anyone can join and the discussions may be public. Others are private and your request to join will
need to be approved by a Group Manager. With private groups, you'll need to be affiliated with the group to become a member.
Discussions aren't public and are only viewable by group members.

How to Find LinkedIn Groups to Join?

 
To find LinkedIn groups, check to see if there are groups for the college(s) you attended and companies you have worked at by searching
for the name of the school or organization. Then search groups to see if there are other groups that might be useful.
 
•  Click on Groups
• Click on Groups Directory
• Search by keyword and/or select a Category to see groups listed in that category.

You can also click on "Groups You May Like" to get group recommendations from LinkedIn.

LinkedIn Apps:
 
LinkedIn enabled an "applications platform" that allows other online services to be embedded within a member's profile page. Among
the initial applications were an Amazon Reading List that allows LinkedIn members to display books they are reading, a connection to
Tripit, and a Six Apart, WordPress and TypePad application that allows members to display their latest blog postings within their LinkedIn
profile.
 
LinkedIn allowed businesses to list products and services on company profile pages; it also permitted LinkedIn members to "recommend"
products and services and write reviews
 18
XpertTech Employee LinkedIn Account 4
These guidelines are to help ensure that XpertTech employee accounts are consistent and up to date.
 
Guidelines
Must Have:

• Picture of yourself
• Current title
• Location - Woburn, MA
• Professional “Headline”: Information Technology and Services
• XpertTech email and number 
Continuation of slide 184…..

Please make sure your account is linked to the XpertTech, Inc. LinkedIn page (See picture below) 18
5

When you place your mouse over the

symbol at the end of XpertTech Inc

a quick summary of our company will

appear with link to the XpertTech LinkedIn
page.

*If this does NOT happen then you have

NOT linked your profile to our company
profile correctly.
 18
Inf 6
o:

• Please make sure your Past positions are up to date

• Please make sure your Education is completed and up to date
 
Make sure you have the XpertTech website and XpertTech Facebook links correctly listed.

Website:
www.XpertTech.com
Facebook:
https://www.facebook.com/XpertTech
 18
How to Make the XpertTech website and Facebook links 7
correctly listed: See picture below
 18
How to Make Twitter link
Twitter: 8
correctly listed:
• XpertTech Twitter (ITConsultingJob) and Personal Twitter
 
MUST be included (See below)

Company Twitter

Personal Twitter
Continuation of slide 188....

18
1. Add another Twitter Account 9
Continuation of slide 189....

19
2.
3.
Authorize LinkedIn to use your account
Enter Username: ITConsultingJob 0
4. Password: thebest1 (all lower case)
5. Authorize app
Continuation of slide 190....

19
1
 19
Adding Experience:
• XpertTech, Inc. : 2
Continuation of slide 192....

19
• Please include the following description of XpertTech to include in your Experience
3
Summary:

• For the past decade XpertTech has been helping companies build great workforces by cultivating talent across the globe.
Our cutting-edge staffing and recruiting capabilities combine client insight, technology and creativity. We specialize in
securing contract and permanent personnel in Application Development and Infrastructure Support positions. We take a
collaborative 360-degree approach to helping you find the best, most qualified and innovative employees possible in order
to help your organization become the best it can be. That means getting to know you, understanding your aspirations and
working together to achieve your goals. Headquartered just minutes from Boston in Woburn, Massachusetts, XpertTech has
a team of dedicated professionals that are assigned to you and your company alone to ensure optimal success.

• Please include a summary about the individual role you play within XpertTech and your experiences.
 19
LinkedIn People 4
Search:
You can find job candidates on LinkedIn by doing an advanced people search, and then send them an InMail or request an
introduction to get in contact. There's also Talent Finder and Recruiter, which are two of our subscription products.

To find candidates using search:

• Click the Advanced link next to the search box in the upper right of your homepage.
• On the Advanced People Search tab, enter criteria for your ideal candidate. Premium members may have additional
filters available.
• Select how you'd like your results sorted and displayed using the Sort By and Views menus at the bottom of the page.
• Click Search to get a list of members that meet your criteria.
• Use the dropdown menu to the right of each person's search result summary to see your contact options.

You can also use a LinkedIn Talent Finder subscription to find top passive candidates faster and reach them directly with InMail,
even if you don't know them.

If you're a corporate recruiter who needs ongoing access to top passive candidates, you may want to learn more about LinkedIn
Recruiter, our most powerful recruiting solution.
 19
5

Review/Study Time
 19
6
Questions:

1. What is LinkedIn and what are its uses?

2. List the number of ways to make good use of the connections.

3. How to find and join the LinkedIn groups?

4. What are the ‘must have” things on you Xperttech LinkedIn profile?

5. What are the links that are to be connected to your LinkedIn profile?

6. What process we should follow to connect our Twitter account?

7. How do we connect to people in LinkedIn?

8. Can we link the postings that we do on LinkedIn to Twitter?

9. How to post your comments or job postings on LinkedIn?

 19
Introduction to 7
Twitter:
Twitter is an online social networking service and micro blogging service that enables its users to send and read text-based posts of
up to 140 characters, known as "tweets".
 
Tweets are publicly visible by default; however, senders can restrict message delivery to just their followers. Users can tweet via the
Twitter website, compatible external applications (such as for smartphones), or by Short Message Service (SMS) available in certain
countries.
 
• Users may subscribe to other users' tweets – this is known as following and subscribers are known as followers or
tweeps (Twitter + peeps). The users can also check the people who are un-subscribing them on Twitter better known as
unfollowing via various services.
 
• As a social network, Twitter revolves around the principle of followers. When you choose to follow another Twitter user,
that user's tweets appear in reverse chronological order on your main Twitter page.
 
• Users can group posts together by topic or type by use of “hash tags” – words or phrases prefixed with a "#" sign.
Similarly, the "@" sign followed by a username is used for mentioning or replying to other users.

• To repost a message from another Twitter user, and share it with one's own followers, the retweet function is
symbolized by "RT" in the message.
 19
Twitter How –To & Guidelines for
 These guidelines are to help XpertTech employees create a Twitter profile and successful use it as a recruiting tool.
8
XpertTech Employees



If you have a personal Twitter already and do NOT want to use it for recruiting then please create a Twitter for recruiting and company use
ONLY.
If you have a personal handle and use it for recruiting and company purposes, great! Just please remember you’re representing the whole
company!
 http://mashable.com/guidebook/twitter/

Welcome to Twitter:

Are you new to Twitter? Yes Step 1.

Already have a Twitter Handle then Sign in!

Step 1. Sign up
Full name, email and password
Continuation of slide 198....

19
9

Step 2: Get started!

Does everything look good? Have a

Twitter username with your name in
Create a handle/username: first name_XpertTech it? Then create your account!!
Example: Alex_XpertTech, Allen_XpertTech, Ben_XpertTech
 
*Make it personal! People are more likely to connect and talk with you if they feel a personal connection to you
and are speaking with a real person.
**Please make your first name _ XpertTech your handle
Step 2: Get started! 20
0
Start Following!! 20
1

Click the Follow button to follow anyone you want!

Follow: XpertTechInc, ITConsultingJob and your fellow co-workers (More followers the better!)
Joe : https://twitter.com/#!/xperttech_evp
Albert : https://twitter.com/#!/AlbertAlphin
Nitin : https://twitter.com/#!/NitinXpertTech
Adrianna : https://twitter.com/#!/AdriannaAJI
Kartik : https://twitter.com/#!/KartikBalakrish
Jared : https://twitter.com/#!/JaredPavey
Will : https://twitter.com/#!/WillM_Xperttech
Matt : https://twitter.com/#!/MattR_XpertTech
Saad : https://twitter.com/#!/SaadH_TheXpert
Continuation of slide 201....
20
2

Follow: Search Information technology, computers, Recruiting, Jobs and other key words related to XpertTech to
find other people talking about things of interest to us!

Examples: Information technology, computers, Technology, recruiting, staffing, mobile, jobs, hire, career, news,
techcrunch, etc. etc.
Continuation of slide 202....

Find People or other twitter handles you know or want to follow!

20
3
 Photo and Design:
So you’ve created a Twitter account, found people to follow, now add your picture and create your design!
20
4

Click “View my profile page” under

your name
 20
Continuation of slide 204..…

5
Click here to edit your
profile
Click here to add a photo *Must
have a photo of yourself!!*

*Photo must be smaller than 700k

1. Upload photo
2. Click save

Please add your location: Woburn, MA

Website: www.XpertTech.com
20
Bio: please start with your title at XpertTech, then add something personal about yourself. (Hint-its great to include hashtags
here!)
Example: Senior Recruiter at @XpertTechInc, #IT recruiting and solutions. Always looking for the best talent to place in top
6
industry jobs! Let’s connect!

Design:

• Click Design…and customize your own

• Or for a more advanced design Click “Check out Themeleon”!
• Add the Company Logo for a back ground/change the color etc!
 20
Continuation of slide 206…

Upload the company logo as your

background picture and use Red,
White and Black as your colours.
Please make sure it’s clear, readable
and professional!

Once you have add your information, uploaded a photo of yourself, added the logo to the background and company colours…you
are ready to begin!
 
Start to build your Twitter Followers by following people and interests and make sure to post all of the jobs you are looking to fill!

The more jobs you post, the more you RT other XpertTech recruiters job tweets, the more the word gets out!

Don’t forget to use hashtags with keywords such as #IT, #Job, #Career, #Hiring, #Android, etc.
Follow XpertTechInc and ITConsultingJob

If you have any questions or concerns regarding LinkedIn and Twitter please feel free to contact Kelsey at
Kelsey@XpertTech.com
Office line: 781-305-3821
 20
Terms to Know 8
(Twitter):
 Twitter Handle: a handle is the Twitter term for username
 Mention: Mentioning another user in your Tweet by including the @ sign followed directly by their username is called a
"mention". Also refers to Tweets in which your username was included. 
• @: The @ sign is used to call out usernames/handles in Tweets, like this: Hello @Twitter! When a username is
preceded by the @ sign, it becomes a link to a Twitter profile.
 Bio: A short personal description of 160 characters or fewer used to define who you are on Twitter. 
 Connect: The Connect tab lets you view Interactions, Mentions, recent Follows and Retweets. Using the Connect tab you're able
to view who has favorited or retweeted your Tweets, who has recently followed you, and all of your @replies and @mentions.
 Direct Message: Also called a DM and most recently called simply a "message," these Tweets are private between the sender
and recipient.
 Discover: The Discover tab is where you'd find Stories, Who to Follow, Activity, Find Friends, and Browse Categories. The
Discover tab is all about, you guessed it, discovering new and engaging things to do on Twitter!
 Favourite: To favourite a Tweet means to mark it as one of your favourites by clicking the yellow star next to the message.
 Follow: To follow someone on Twitter is to subscribe to their Tweets or updates on the site. 
 Follower: A follower is another Twitter user who has followed you.
 Following: Your following number reflects the quantity of other Twitter users you have chosen to follow on the site. 
 Hashtags: The # symbol is used to mark keywords or topics in a Tweet. It was created organically by Twitter users.
Continuation of slide 208…

 Hashtags: Helping you find interesting Tweets

20
• People use the hashtag symbol # before relevant keywords in their Tweet to categorize those Tweets to show more
easily in Twitter Search
• Clicking on a hashtagged word in any message shows you all other Tweets in that category
9
• Hashtags can occur anywhere in the Tweet
• Hashtagged words that become very popular are often Trending Topics
 Home: A real-time list of Tweets from those you follow. It appears on your Twitter home page. Similar to a Facebook “News
Feed”
 Interactions: Interactions lives in the Connect tab and is a place for you to view all actions taken on your account by other users.
Whether it be adding you to a list, sending you a @reply, favoriting one of your Tweets, retweeting one of your Tweets, or new
follower notifications, the Interactions timeline is a valuable place to engage with other users.
 Lists: Created groups of other Twitter users. Used to tie specific individuals into a group on your Twitter account. Displayed on
the right side menu of your homepage. 
 Name: A name that can be different from your username and is used to locate you on Twitter. Must be 20-characters or fewer.
Example: Handle: KelsAnne23, Name: Kelsey Curtis
 Reply: A Tweet posted in reply to another user's message, usually posted by clicking the "reply" button next to their Tweet in
your timeline. Always begins with @username.
 Retweet (RT) (noun): A Tweet by another user, forwarded to you by someone you follow. Often used to spread news or share
valuable findings on Twitter. 
 Retweet (RT) (verb): To retweet, retweeting, retweeted. The act of forwarding another user's Tweet to all of your followers.
• Twitter's Retweet feature helps you and others quickly share that Tweet with all of your followers.
• Sometimes users type RT at the beginning of a Tweet to indicate that they're posting a Retweet. 
• How to Retweet:
• Hover over a Tweet
• Click the Retweet link, highlighted below
• The Tweet will then be shared with all of your followers
 Tweet (verb): Tweet, tweeting, tweeted. The act of posting a message, often called a "Tweet", on Twitter
 21
0

Review/Study Time
 21
1
Questions:

1. Explain briefly about Twitter and its uses.

2. How users can group post together by topic or type?

3. How do we repost the tweets in Twitter?

4. What are how-to & twitter guidelines for the employees of Xperttech?

5. How do we create a Twitter Account?

6. How do we follow people on Twitter?

7. Define Twitter Handle, Mention, Bio, Connect, Direct Message and Discover.

8. What is favourite, follower, following, follow and hashtags stand for?

9. Define Home, Interactions, Lists, Name and Reply.

10. What is a Tweet, Retweet (Noun) and Retweet (Verb)?

 21
Introduction to
Google Groups is all about helping users connect with people, access information, and communicate effectively over email and on
2
Google Groups:
the web.
 
If you're already a Google Groups user, just sign in - all your groups are already there, just waiting for you. If you haven't tried
Google Groups yet, why not search, join or create a group?
Creating a group:
21
 
There are three area of information to provide when creating a new Google group: Group description, Basic access, 3
advanced settings. To create a new Google group:
 
• From the Home screen, click on the New group button. The Create a group page is displayed.
• Describe the group. Refer to describing your group for further information these options.
• (optional) Click on the Basic access heading to modify basic permissions for group members. Refer to Setting
Basic access for further information on these options.
• (optional) Click on the advanced settings heading to modify several advanced settings. Refer to Configuring
Advanced settings for further information on these options.
• Click the Create group button. The group is created.
 
Describing a group:
 
The Description section contains group name, description, and email settings for your group. These settings are presented
when creating a group or from the Settings menu () on the Topics screen. Refer to Understanding permissions for
information on permissions in Google Groups.
Group description settings follow:
 
Group name:
 
Type a Group name in the 'Group name' field. Consider searching for existing groups to help you determine how to name
your group (you’ll want a name that distinguishes your group from other groups).
 
Group description:
 
Type a group description in the 'Group description' field. The description should clearly identify the purpose of the group
for prospective members.
 
Group email address:
 
The group email address can be used by members to receive and respond to posts. By default, the group email address is
generated from the group name. Modify this address if you do not like the default address.
Inviting people to your group:
 
21
One way to encourage group participation is to invite people to join your group. To invite people to your group:
 
4
• From the Topics screen, click on the Settings menu (). A list of menu items appears.
• Click on the Manage members’ menu item. The Manage members screen appears.
• Click on the Add button at the top of the screen. The Add/Invite members screen appears.
• Type the email addresses in the 'Enter email addresses' field of people to invite to your group. Separate each email address
by a comma.
• (optional) Type an invite message in the 'Write an invitation message field.'
• Click the Send invites button. The invite(s) are sent.
 
Searching for a group, topic or post:
 
Google Groups offers a variety of search terms to help you quickly find groups, topics, or posts. Refer to Search terms for a list of all the
search terms you can use.
 
Searching for a group
 To search for a group:
 
• From the Home screen, type a group name area of interest in the search field at the top. For example, type "Lego."

 Tip: Alternatively, you can use the groupname: group search tag to search for groups. For example, groupname: IT Consulting Jobs

• Press the Enter or return key. A list of groups with the word "IT Consulting Jobs" appear followed with a list of posts in
public groups.
  
Note: Searching for groups from within a group only yields a list of posts, not groups.
 
Searching for a topic or post
 To search for a topic or post:
 
From the Topics screen, type a word or phrase in the search field at the top. For example, type "Fulltime Requirements."
Press the Enter or return key. A list of topics and posts with the word " Fulltime Requirements " appear.
 21
Finding and joining a group
 
5
Groups are usually having a name that indicates the subject of the group, such as "US Jobs" or "IT Jobs." To find and join a
group:
 
• From the Home screen, type a subject, such as "US Jobs" in the search field.
• Press the Search button. A list of groups and messages is displayed.
• Click on a group name, such as "IT Jobs." The Topics screen appears displaying a series of topics.
• Click on the 'Join group' link. The Join group dialog box appears.
• Fill in the options on the Join Group dialog box.
• Click the Join this group button. You are now a member of the group.
 
Note: An open group is configured to grant you immediate membership. A restricted group requires approval from an
administrator before you are added to a group. A private group requires you to click on a link to request membership from
the owner.
 21
6

Review/Study Time
 21
7
Questions:

1. Explain briefly about Google groups and its uses.

2. How do we create and describe a group?

3. How do we create a group name, description and group email address?

4. What are the steps to invite people to your group?

5. How do we search for a group, topic or a post?

6. What are the steps to find and join a group?

7. How do we send a group mail to the members of a group?

8. What is the process to add the email ids of different groups?

 21
CALLING: 8
Self Introduction:

Hi (Consultant Name) ,

This is (YOUR NAME) calling from Xperttech. How are you doing today? (Greetings)

This call is in regards to a job opening with one of our clients for a JOB TITLE, it’s a DURATION months/year project in
LOCATION (City, State).

Is this the good time to speak with you?

• If ‘NO’, ask them for the best time to call.

• If ‘NOT INTERESTED/AVAILABLE”, hang up the call saying it was nice talking to them and wishing them to have a
nice day…..

• If ‘YES’, available and interested in pursuing the job opening, please follow the calling order mentioned in the
slide below…
 21
Explanation of a requirement: 9
• Explanation of the requirement starts with providing the basic information such as Job Title, Job Location and
duration of the project.

• If you have the information provided by the client, let them know about the start date as well as the number
of positions .

• Inform them know whether it’s going to be a phone screen or an In-person interview.

• Now get into the core part of the requirement , responsibilities that are to be handled at the client’s place.

• Also, explain what are the primary, secondary and preferred/desired skills required for this particular job
opening.

• Let them know about the client’s background.

 22
Authenticity of the projects: 0
• Initially, observe the duration of the projects which month and year they have started working on the project
and in which month and year they finished that project.

• See whether they are short term/long term contracts or fulltime positions.

• Question the consultant if you come across any gaps in the resume.

• Ask about the roles and responsibilities performed by them on the projects. Focus more on the latest project
and their first project.

• Always find out the reason for opting out from the current project.

• If needed, ask them to explain the project description in order to find out whether they have worked on the
project or not.

• Also, try to dig some information about the client for which they worked regarding its services and products to
see if they really worked with the clients mentioned in the resume or not.
 22
Authenticity through Education: 1
• Find out the highest degree of the consultant

• Find out from which university they have finished their graduation and which year they passed out.

• In case of consultants who are pursuing their masters, find out through which University they are appearing
and find out the mode of classes they are attending and see if the university really has that mode of
operations.

• Always compare the education qualification mentioned in the resume with their education qualification kept in
LinkedIn profile.

• Calculate the total years of experience of the candidate by counting from the year they finished their highest
degree (Bachelors/Masters/High School).

• For Example, if the candidate finished his Bachelors degree in 2006, his total years of experience should be 6-7
years including both India and US experience.
 22
Authenticity of Visa Status: 2
• Ask the consultant whether he/she is a US Citizen or GC holder or H1B holder.

• In case of a US Citizen, we can confirm his visa status by seeing that all his education done in US.

• In case of GC’s, ask them in which year they received their GC and try to find out their initial visa status. Based
on the nationality of the candidate, calculate the total years of work experience in US to find out whether they
have GC or not.

• Always ask for an H1B copy of the candidate in case of a H1B visa holder. Make sure that the candidate has a
valid H1B visa in order to go ahead with the submission.

• Check the validity of the visa in order to avoid any sudden surprises.

• We can also track the authenticity of the visa by finding out the SSN number.

• In case of an EAD, find out whether they are on OPT EAD or GC EAD. Ask them how soon the are expecting
their GC. Do not go ahead with the submission of a consultant with an OPT EAD until and unless we have a
prior approval from the client
 22
3
Authenticity through Locality:

• Ask the consultant for the exact location where they are residing

• Before moving forward, open Google Maps and try to point out the location of the consultant.

• Ask the consultant about how he travels/commute to the client’s place from his house on a daily basis. Ask him
which train he catches, at what point he catches the train and at what point he gets down. Check the directions
in Google Maps to confirm the same.

• If he/she commutes by car daily, find out which highway they travel and where they takes the exit. We can
even get different options to reach the work place from their residence. All his can be verified using Google
Maps.

• If they fail to explain any of the above methods of travel and if they tell us something which is not matching to
the directions in Google maps, we can simply say that the candidate has faked the resume and they didn’t work
for that client.
Continuation of slide 223 …..

If ‘YES” (calling summary):

22
 Fine, actually I have come across your resume from one of the job boards and found that your resume is matching to the 4
requirement that we have with our client (Brief the requirement like, job title, location, duration)

 Find out the candidate’s comfort levels with the location as well the duration of the project. If they are OK with the location and
duration then go ahead and give them a detailed explanation on the requirement (mandatory and preferred skills) like what our
client is exactly looking for? (Refer Slide 219)

 After explaining the requirement, ask the consultant up to what extent he is comfortable in performing the roles and
responsibilities of the job opening. If he/she is not comfortable with the requirement hang up the call formally.

 If he/she is comfortable with the requirement, go ahead and find the authenticity of the candidate over the phone by asking
them following questions: (Refer slide 220)

• What are his/her roles and responsibilities on the previous/current project?

• Ask them few technical questions on how they utilized each skill in their previous/current projects?

• Always make a habit of taking skill matrix (total years of experience with that skill and when was it last used) of the skills
that are required by the client.

• Ask them up to what extent they were involved in the project like are they working independently or as a team member.
If as a team member, what was his/her contribution in that project?

• If there is any gap in their experience, ask them to give a proper reason for that gap and try to dig out whether the reason
is genuine or not.

 Ask him/her about their first project in US as many of them will fake their experience and try to dig some information about the
client/company they worked for? Also, find out where he/she is currently located and how they will be travelling to the office on
a daily basis to ensure whether they have really worked at the client’s place or not. (Refer slide 223)
Continuation of slide 224 …..

 Also find out about their academic credentials, whether they holds any Bachelors or Masters, when did they finish
22
their graduation or PG and from which University? (Refer slide 221) 5
 Based on the completion of their graduation, calculate the years of experience in case of H1B candidates and the same
applies with GC’s to find the authenticity of the visa and total years of work experience. (Refer slide 222)

 Once after confirming the above mentioned things from the candidate, we will move to the next level where we
collect the info that is required for the submission:

• What is their VISA status?

• Availability: How soon can they start working on the project?

• Current Location: City and State

• Whether he/she is willing to relocate to the client’s location on their own expenses in case of non-locals? (If
the client is providing the relocation assistance then we can inform the same at this point of time)

• What was their previous/current hourly rate or annual salary?

• What was their expected hourly rate for the position in case of contract, annual salary in case of fulltime and
both hourly rate as well as annual salary in case of contract to hire position.

• Negotiate the rates according to the “Bill Rate” and “Pay Rate” with the consultant if he/she is a US Citizen or
GC or EAD or can work independently.

• DO NOT speak to the consultant about the rate if he/she is on H1B visa and working for an employer until and
unless he/she states that they are the decision makers of their rate. Always ask for the employer details
(Employer name, professional email address and ten-digit office/mobile phone number) who is holding their
H1B visa to negotiate the rates.
Continuation of slide 225…..
• After confirming the rate with the candidate/employer, inform them that you are going to send the NCA/rate confirmation
email asking them to confirm the same over the email or send us back the signed copy of the NCA.
22
• Ask the employer who is holding the H1B visa of the candidate for a H1B copy to find out whether he/she holds a valid visa.
6
Asking for H1B copy can also help us in finding out the real employer and can avoid layers.

• If required by the client, ask for the “Social Security Number(SSN)” of the candidates.

• Before submitting the profile, ask the candidate as well as the employer if they have any interviews lined up or waiting for
any interview feedbacks in order to avoid back outs.

• As we have screened the candidate’s authenticity as well as took the info required for the submission wind up call formally.
 22
What not to say in a job interview :
1: So, tell me a little about yourself. 7
Direction to give your talent
If your answer begins with anything remotely related to your place of birth, experiences in grade school, or your bad
relationship with your parents, you can pretty much consider the interview over. And remember, this is often the first
question you'll face.
 
It's hard to know what exactly an interviewer is looking for you to say to this question, but it's safe to assume they want
you to give a bit of background on your professional history. "Ask them where they'd like you to begin," says Carolyn
Thompson, an executive recruiter and author of 10 Steps to Finding the Perfect Job. Are they looking for your entire
professional background, or just your most recent work experience? "It gives you a point to work forward or backward
from," Thompson explains.

2: Why do you want to leave your current job?

First and foremost, you should actually want to leave your job if you're going on interviews. If you meet that
qualification, you shouldn't say you are just looking for a change and you definitely shouldn't badmouth your employer.
 
"It's ok to bring up a problem with your current employer," says J. Patrick Gorman, co-founder of the iFind group, an
executive recruiter based in New York, "but you have to show how you attempted to solve it so you don't sound like a
whiner."
 
Rita Boyle, a senior executive search consultant with New Jersey-based Cornerstone Search Group, suggests explaining
how the change is the next logical step for your career path.
"Explain why you're running to their company instead of why you're running away from your current one," Boyle says
 
Other no-nos? Noting that you want to leave your company (or join a new one) because of anything relating to location,
pay, or benefits.
 22
3. What are your biggest strengths and weaknesses?
8
The worst way to answer this question is without the slightest pinch of modesty.
"'Weaknesses? I don't have any weaknesses,' is the worst thing possible to say," says Gorman. A less-obvious-but-still-
awful answer? Identifying a weakness, but not explaining how you got through it, he says. It's important to
acknowledge your downfalls, but explain how you've been able to work around them as well.
 
When it comes to discussing strengths, don't give yourself an endlessly glowing review -- but don't go with a one-size-
fits-all answer, either.
 
Mark Herschberg, a career skills professor at the Levin Institute in New York City, says almost every candidate trots out
a platitude about being smart or hard-working.
"In those cases, I respond, '95% of the candidates gave me that same answer, can you tell me anything that
distinguishes you from them?'" he says.

4. How would your current or former colleagues describe you?

This is not an opportunity to simply re-frame your strengths. "There's a difference between how you and everyone you
work with would describe you," says Thompson.
 
You should also steer clear of responses like "the only employee who did things right," or "a great guy to hang out with
after work," says Lynne Sarikas, director of the MBA career center at Northeastern University's College of Business
Administration.

Think about what people at each level of the workforce look to you for, says Thompson. Your subordinates, for
example, might say you're fair, and are always looking to pass along useful knowledge and opportunities to gain
experience.
5. What is your goal for the short term? 22
Never imply that you'll be leaving in short order to start your own business, go back to school, or that you see yourself 9
in the interviewer's job. Another gaffe? Not knowing what your interviewer means by "short term."
 
You might define short-term as the next six months, and your interviewer might be thinking in terms of the next 18 to
24 months, so it's important to clarify the timeframe upfront. "A lot of people think 'I know what my short-term goal
is,' but if you don't know their definition of 'short term,' your answer may or may not be appropriate," says Thompson.

6. Are there certain tasks or types of people you don't like?

This is a particularly loaded question, according to Steven Raz, co-founder of Cornerstone Search Group, so make sure
to tread carefully. Steer clear of any answer that is abrasive to authority figures, he counsels.
 
At the same time, Bruce Hurwitz of Hurwitz Strategic Staffing, a New York City executive recruiting firm, advises not to
feign a universally agreeable demeanour. Be honest here, and note the things you tend to avoid -- whether it's people
who are overly chatty, or jobs that require endless data input -- as long as the tasks or personalities aren't going to be
an inherent part of the role.

7. Do you have any questions?

If there's a question that's a guaranteed game-changer, it's this one. Coming up blank is a good way to show that you
aren't thoughtful or interested in the job, says Raz.
 
And not just any questions in return are appropriate. No-nos include asking about compensation for the job, what the
company does, if you can work from home, how much vacation time you'll get, or if the drug and background testing
are really mandatory. Ask queries that will help "match up your skills, experiences and accomplishments with what
they're looking for," says Raz.
Instead of fumbling in the final minutes of the interview, be prepared with a few great questions that show you're
interested in both the company and the job.
 23
0

Review/Study Time
 23
1
Questions:

1. What is the process to initiate a call?

2. What should be the first question to be asked after the greetings?

3. What are the steps to be followed in explaining the requirement to the candidate?

4. What questions are to be asked to find the authenticity of the projects?

5. What questions are to be asked to find the authenticity of the visa?

6. What questions are to be asked to find the authenticity of the location?

7. What questions are to be asked to find out the educational qualification?

8. What are the details to be taken on the call for submitting a candidate?

9. What is the process of initiating the rate negotiation?

10. How do we ask the candidate to send us the confirmation email for the right to represent and

their availability?
Calling an Employer(incase of H1B candidates): 23
2
 Introduce yourself to the employer and brief them about the job opening (Title, location and duration) and inform him that you
have come across the resume of their consultant.

 Ask the employer whether the consultant is available for the project or not. If not available, hang up the call with a formal
greeting.

 If the consultant is available for the project, find out how soon can they start working on the project and also find out when did
they roll out from the previous project. If the consultant is still on the project, find out when they will be done with that project.
Also, check if they have been already submitted to the same client or not in order to avoid double submission.

 Find out if the consultants have any interviews lined up or waiting for any feedbacks for the interviews they have attended earlier.

 Check if the candidate can attend the in-person interview on their own expenses if face to face interview is required by the client.

 If you do not have the consultants contact details and didn’t speak to them, ask for the contact details and follow the above
process to do the initial screening (Authenticity of the candidate).

 Once after confirming everything with the candidate and if you want to go ahead with the submittal process, call the employer
once again and negotiate the rate as mentioned in the next slide.
Continuation of slide 232…..

23
• Ask the employer for the hourly rate that they are marketing their consultant. 3
• If the employer tells you the rate for which they are marketing the consultant, then start negotiating with
them based on our pay rate.

• For example, if the employer says that they are marketing for $60/hr but the bill rate we are getting from the
client is the same $60/hr. So, the pay rate will be obviously $50/hr and we can’t submit him/her for $60/hr.
So, we will start negotiating the rate from min. $45/hr so that we can possibly close somewhere around $48 -
$50/hr.

• In order to negotiate the rate, you have to consider the total years of experience of the candidate, his/her
communication, their project roll – out date and also need to use our interpersonal skills.

• We need to act smart convincing them that we will get an interview for sure as the client is looking for
someone at a competitive rate.

• We can also tell them that the client has multiple positions and we have already closed few of them and
trying to fill another from our end at this rate.

• We can do this rate negotiation even through mails and finally we have to get the rate confirmation email
from the employer before submitting the resume. We should also ask for the “right to represent” from the
employer to avoid double submissions.

• After confirming all the above mentioned things, simply hang up the call with a formal greetings.
 23
4

Review/Study Time
 23
5
Questions:

1. What is the process of initiate the vendor call?

2. What should be the first question to be asked after the greetings?

3. What are the steps to be followed in explaining the requirement to the employer?

4. What is the process of initiating the rate negotiation?

5. What measures are to be taken to avoid the double submission?

6. What are the steps to be followed to get the rate confirmation as well as the signed NCA?

7. What is the process of collecting the contact details of the consultant?

 23
CALLING STRATEGY 1: 6
• Prepare 300 fake resumes.

• Assign these 300 fake resumes to trainees randomly and train on calling for an entire week.

• Total Number of Trainees (Estimated) : 30

• Number of Internal Recruiters (HYD & VZG) would be logging in 3 hours early for taking calls : 10

• Number of resumes assigned for each trainee per day : 30

• Minimum number of calls to be done by each trainee per day : 15

• Each call should not last for more than 15 minutes as the internal recruiters can spend only 3 hours a day for taking the
calls which will come around 15 calls for the whole 3 hours.

Recruiters involved in taking the trainee calls (HYD & VZG offices):

Kaushik Jagadish

Kali Prasad Nagesh

Ramya Bharathi

Rachel Easwar

Rajeev Srikanth
CALLING STRATEGY 2: 23
• Strategy 2 will be commencing once after the trainees are done practicing calls using the 300 fake resumes.
7
• Now the trainees who gets a green signal from the Internal Recruiters will start making “LIVE CALLS” and it’s going to be a 3-
way conference call.

• Trainees who got selected for this process will keep practicing on calling the candidates for the live requirements and the trainer
will be monitoring the Live Calls made by these trainees by joining the 3-way conference.

• For doing the above process, a group of people will be sent to the Vizag office and these set of people will be assigned to a Team
Lead for working on their live requirements.

• The same process follows for the other group of people who gets selected for this process by getting a green signal from the
senior people for the next few Days.

• After meeting the above mentioned requirements and once when every trainee gets used to the process of sourcing, screening
and calling will start making submissions. We will discuss about submissions and the Xperttech submission format in the next
slide.
STRATEGY (Live Calls): 23
• Strategy of the live work will be commencing once after the trainees are done practicing calls on a 3- way conference with the
8
trainer as well as the Sr. Recruiters.

• In this section, our internal recruiters will be coming to the training centre and at the same time a set of trainees will be coming
to our Vizag office.

• Trainees will sit along with our internal recruiters and watch them how they are working. Also, they will be calling candidates
on the live requirements that are assigned to them by he respective team leads.

• Another set of people will be sent to the Vizag office the next day and the same process will go on. This will happen repeatedly
for an entire week.
Resume Submissions: 23
Submitting resumes is a process where we send the resume that we source to the concerned lead /Accounts Manager as per the
company/client’s guidelines along with the Candidate contact details, skills matrix and the information that we collect while
9
talking to the consultant

Resume Formatting Tips:

Text Font should be ‘Cambria’ and the font size should be 11.

Header:
CONSULTANT NAME
Ph. No. XXX – XXX- XXXX
Email: xxxxx@domainname.com

 Font size of the consultant name should be ‘Cambria – 14’.

 Contact number and email address will remain same ‘Cambria – 11” but the entire header should be in bold, aligned to the
centre of the resume and colored as shown above.

 All sub heading should be in BOLD and the order of the resume would be as follows:

• Objective:

• Professional Summary:

• Education:

• Certifications:

• Professional Experience:

• Achievements/References:
There are some basic Xperttech Formatting Criteria’s, that  you need make sure the resume has: :
24
0
1. Summary should have at least 10 points.
2. Each resume should have Xperttech Logo, on the right of the resume.
3. All resumes have to be on Cambria (format) size: 11.
4. Responsibilities on every project have to be more than 10 points.
5. Dates has to be represented in 3 letters like Jan. for January/Feb. for February
6. Space above the summary should only contain Full Name of the consultant (at the center). Name has to
be Bold and Cambria size 14. Just below the full name has to be the email address/contact number (at
the center). Email and contact no has to be bold and Cambria size 11. (See example in the above slide)
7. Resume should not contain the word Involved, in any section of the resume (neither summary nor
responsibilities). It just shows that he was just a part of the team and did not have any responsibility as
such.
8. Spacing between the projects, responsibilities and project description should be uniform all throughout
the resume.
9. At the bottom of the resume, there should be Key Skills. Key Skills should contain the technical
terms/words that is there on the resume. Make sure that the technical terms in the technical skills of the
resume are covered in Key Skills.
NCA (Non-compete Agreement) :
24
1
Non-compete agreements are often drafted as part of a basic employment contract, or are included as a separate
document that is reviewed and signed at the beginning of a term of employment. Essentially, the-compete agreement
ensures that upon the termination of the employment period, the former employee will not engage in activities that
place him or her in direct competition with their former employer. While the exact terms of a non-compete agreement
may vary and are subject to local laws regarding employment, the non-compete agreement is generally an effective
means to ensure that former employees do not make use of proprietary information to lure away customers and thus
damage their former employer.

Most non-compete contracts will usually specify a specific time frame that the former employee is expected to refrain
from engaging in employment that will place him or her in direct competition with a former employer. Generally, the
time frame ranges from one or two years to up to five years. There are two basic reasons for this strategy. First, even if
the individual had intimate knowledge about the inner workings of the company, that knowledge becomes increasingly
obsolete over time. Second, the accuracy of such important matters as the contact information for the top ten clients of
the company will also decrease with time. The end result is a former employee who is not able to utilize proprietary
information to steal away customers and thus hurt the profitability of the company.
 Submission Format : 24
Resume submittal should be in the format shown below: 2
Hello,
 
Please find attached is the resume for the Job Title position for a Duration months contract/fulltime in Location (City,
State).
 
Here are the details, please review and let me know your feedback.

Name
Phone
Email ID
Expected Rate/Salary
Current Location
Visa Status
Availability
Willingness to Relocate

Requirement for which

we are submitting

Recruiter’s Signature:
Reference Check: 24
Date
Reference Check for
Position Applied for
:
:
:
<Insert Candidate’s name>
<Insert Position Title>
3
 
Referee’s Name : <Referee’s name>
Title & Company : <Referee’s position title and company>
Phone : <Contact number>
Candidate role at the company : <role candidate held>
Dates candidate employed : <date of employment>

Questions for Referee:

Effectiveness in role:

“How effective was <name> in the performance of their role?

 “Why do you say that?”
 “How was their performance measured?”

Strengths:

“What do you think <name’s> strengths are?

 “Why do you say that?”

Technical Competence:

“How would you describe <name>’s level of technical skills and knowledge?
 Ask any questions that you have specific to the position

Deals with pressure:

“How well do you think <name> deals with pressure?

 “Can you give me some examples of times when <name> was under a lot of pressure?”
Supervisory skill and style:
 
24
“Did <name> supervise anyone in their position?”
 If yes, “Can you tell me about <name>’ s supervisory skills and style?
4
 
 Areas of improvement needed:
 
12. “Based on your experience of <name> what areas did you note as needing further development?
 
 Interaction with all levels of management and staff:
 
“How does <name> interact with different levels of management and other employees in the
company?”
  
Reason for leaving:
 
“Why did <name> leave your company?”
 
 Honesty and integrity:
 
“Are company values important to <name>?”
 
 Management Style
 
“What is the best way to manage <name>?”
ie. Micro-managed, given clear objectives, given some autonomy etc
 
 Rehire
“Would you rehire <name>?”
 
 Other:
 
“Are there any other comments you would like to add?”
 24
5

Review/Study Time
 24
6
Questions:

1. Explain the process of submitting resumes.

2. What are the general Xperttech resume formatting guidelines?

3. Explain the order of the consultant name, contact number and email id with the font size and

colour.

4. What should be the order of sub-headings in the resume?

5. What should be the minimum number of bullets in the responsibilities section of a resume?

6. How should be the alignment of the certification images in the resume?

7. What mandatory details should be there in the submission format?

8. What is NCA and how to draft an email to the employer for the signed NCA?
 24
Final Strategy: 7
 We will move the ‘ENTIRE B2B’ to the new premises.

 We will split the trainees into two groups (an estimated number of 15 trainees per group).

 One group will be sent to Paila office and the rest stays with the B2B team in the new office.

 Each trainee would be assigned with a Sr. Recruiter and they would be experiencing the 9 yards of
recruiting under the guidance of these Sr. Recruiters.
Post Training Programme: 24
8
 After completing the training cycle, we would rate the trainees as A, B, C & D based on their
performance.

 People who fall under the group D will be sent.

 People under category C would be sent back to training on the areas of improvement.

 Category A & B would be working with their respective team leads.

Annexure I: Xperttech Best Practices Workshop: 24
9
Best Practices:
The company database is the mechanism that facilitates providing Management, Sales and Recruiting with a unified view of the
current status of all XpertTech business related activities, data, and information.
 
The company database eliminates the need for individuals to keep their own personal documentation, files, worksheets, folders,
and emails. XpertTech lives by the following rule: IF IT’S NOT IN THE COMPANY DATABASE IT DIDN’T HAPPEN.
 
It is essential that all individuals, Management, Sales and Recruiting, be diligent in the timely updating of the company database
with any and all information related to clients, opportunities, and candidates, including but not limited to; job orders, resumes,
schedules, interview results, interactions with colleagues, clients and candidates, ….

Database Usage:
• The company database will be used extensively as a Networking tool:
 Mass emails to specific skillsets, specific corporate vendors, etc.
 Standard emails for follow-up after hire, while at the client, if not chosen for position, holidays, end of
assignment, etc.
• Task Management
• Search of resume database, external databases
• Setup reminders for standard and ad hoc activities, follow-up schedules
• Proactive marketing of candidates
• Metrics
• Activity Log: Sales and Recruiting will use the activity log to capture all interactions both external and internal.
• Used by Sales to find company contacts
• Used by Recruiting to find candidates in non-client companies
 Company Database
(Data Elements)
25
Client Data: 0
• Company Overview (products, services, history, white papers, size, revenue)
• Company Environment (technical environment, current / future)
• Company Culture (benefits, dress code, management style)
• Company Processes (interviewing, types of questions they ask, hiring, decision making)
• Contact Information / Hiring Managers
• H1’s, Agencies, Locations, Remote vs. In-house
• Contract Information
• Corporate Vendor Specialties

Opportunity Data (Job Orders):

• Big Picture (where position fits in project / company plans, etc.)
• Hiring Manager
• Competition
• When Job Order was opened
• Opportunity start date
• Detailed description of the job
• Skill set required (mandatory vs. nice to have)
• Rate
• Duration
• Contract vs. Perm
• Relocation assistance
• Travel required
• Location
• Remote vs. In-house
• Interview schedule
• Submittals
• Interview results (client and candidate feedback)
• Status
 25
Candidate Data:
1
• Resume
• Video Resume
• Recruiter Overview of Candidate ( personality, skills, impressions, motivation, hot
buttons, career desires, interests, needs)
• Technical Skills
• Soft Skills
• Contact Information
• Contact Schedule (on-going vs. opportunity)
• Availability
• Salary / Rate
• Travel / relocate
• Personal Data (family, likes, dislikes, etc,)
• Current status
• Interest in position
• Why recruiter thinks candidate is a fit
• Why candidate thinks they are a fit
• Interview availability (phone / face to face)
• References
• Immigration Status
• Active / Passive
• History with XpertTech
• Red Flags
 Video Resumes 25
2
Best Practices:
1. Timely delivery of qualified candidates is the Number 1 priority. Production of Video resume should not
conflict with this priority.

2. Video Resumes differentiate XpertTech from competing firms and should be used when available. The
technology and services for producing Video Resumes is in the early stages of adoption. XpertTech will
monitor the production and delivery mechanisms continually and adjust their processes as the use of Video
Resumes becomes more commonplace. The following guidelines should be followed;

• Sales will exercise good judgment in setting Client expectations as to the availability of Video
Resumes for candidates.

• XpertTech will provide candidates with an outline of recommendations as to content, length, and
lessons learned on Video Resume production.

• XpertTech will provide candidates with examples of effective Video Resumes.

• Recruiting will provide feedback to candidates on their Video Resumes.

• XpertTech will recommend that candidates emphasize their soft skills, and that the message
delivered be generic and at a high level, as opposed to focusing on specific technical skills.

• Under certain circumstances in responding to a particular job order, it may be appropriate to ask
candidates to speak to specific skills and/or experiences in their Video
 Recruiting Best Practices
25
3
Sourcing:

• When looking for a candidate the following source priority is most often appropriate;
• XpertTech Database
• Referrals
• Job Boards
• LinkedIn
• Passive Recruiting
• Google
• User Groups / Personal Network
• Sub Vendors
• Social Media
 
Resume Review:
• Review for grammar, style, typos, spelling, logical progression of dates
• Make sure information makes sense re; dates, experiences, etc.
• Continuous growth, increased responsibility, learning and using new skills
• Sufficient experience in appropriate areas
• Solid record of accomplishment
• Sufficient breadth and depth of knowledge
• Sufficient leadership and management skills
• Length of time in each position
• How candidate compares to others under consideration
Interviewing: 25
1.  When interviewing a candidate for a specific position, be sure to consider him / her for other Job Orders that are in the
pipeline.
4
2. Provide the candidate with as much information and coaching as possible for each opportunity. Include information about the
client culture, dress code, body language cues, fielding difficult questions, etc.
3.  Coaching candidate and setting expectations:

• Touch base with the candidate prior to the interview to provide coaching, insights, background. Sales will participate
on these calls whenever possible.
• Coach candidate to be sure to ask interviewer for next steps
• Tell candidate you will be contacting them after the interview and set time and contact information.
• Post interview review: questions that were asked, length of the interview, next steps, how the interview ended.

4. Candidates should be brought into XpertTech office for face to face meeting whenever possible.
5. Below are the 10 questions that should always be asked by the Recruiter on every interview;

• Contract Candidate: Why are you looking for change (contract ending, layoff, money, etc.)?
Passive Candidate: What would motivate you to leave your current position?
• Contract Candidate: What type of position are you looking for?
Passive Candidate: What’s missing in your current role?
• What are the most important factors when making a decision about a job change (technology, company culture,
career, growth, salary, location, etc.)?
• What is your current salary / rate?
• What are you looking for in your next opportunity (salary / rate)?
• Where do you currently reside? Are you open to relocating? Do you have family issues that limit your ability to
travel / relocate?
• What is your availability for a phone interview? Face to face interview? (Be sure to obtain specific dates and times)
• If an acceptable offer is made, how soon would you be able to start work?
• Many of our clients are responding favourably to Video Resumes. Would you be amenable to providing a video?
• Are you currently pursuing other opportunities? If so, what is the status of each opportunity?
Forming Relationships:
 
25
1. Differentiate XpertTech from other staffing firms. Provide candidates with an overview of why XpertTech is different and
then behave in a manner that supports your claims.
5
2. XpertTech Recruiters strive to form long term relationships with their candidates.
3. XpertTech Recruiters exercise transparency and work to become a trusted advisor to their candidates.
4. XpertTech Recruiters provide feedback that candidates perceive to have value to advancing their careers.
5. XpertTech Recruiters stay in contact with their candidates through regular email and phone contact.
 Placed Candidates:
• At the end of the first week of an assignment
• Every 2 – 3 weeks while on assignment while never going more than 1 month without a personal
conversation
• One to two weeks prior to the end of an assignment
• Immediately after the end of an assignment
 Passive Candidates:
• Within 1 week of not getting an assignment (provide information that could be of value to the candidate
which may include feedback on why candidate didn’t get position, information about other opportunities
that might benefit the candidate, advice on how to improve their resume, interview skills, etc.)
• On a regular schedule through proactive emails, personal notes, holiday greetings, thank you notes, gift
cards, phone conversations, etc.
6. Remember the candidate that you are talking to today;
• Could have the necessary skills to fill a Job Order you have tomorrow.
• Could know someone who has the skills to fill your Job Order.
• May be aware of opportunities elsewhere in their organization or in the industry
• Could be working at another company in the future that may be (may become) a client.
• Could get a promotion to a position of influence in the hiring process at a client.
7. Remember the best candidates are currently employed
8. When speaking with a candidate always try to find out some personal information that you can use in conversations and
communications, to demonstrate you have an interest in the individual as a person (kids, schools, sports, family events,
vacations, professional associations, prior work place, personal ambitions, etc.).
9. Always deal with the candidate on a peer to peer level. Remember you are the subject matter expert. Provide advice and
be consultative, keeping the candidate’s best interest in mind. Ask what you can do to help further the candidate’s career.
Other Topics Discussed:
25
 
1. Whenever possible Sales and Recruiting will be on Client Job Order calls together
6
2. Sales and Recruiting agree that they need to become more active in various Networking venues that are available (LinkedIn
Interest Groups, Local Technology User Groups, etc.).
3. Under most circumstances the Recruiter owns a candidate for 30 days. Certain situations may call for commissions to be
split between multiple Recruiters
4. Recruiting will push back on sales when criteria of opportunity does not line up with market reality.
5. Recruiting will join .NET and Java User Groups. Recruiters will attend at least 1 User Group meeting each month.
6. XpertTech will institute a monthly ‘Lunch and Learn’ program where outside speakers and topics of interest will be covered
with the team.
7. XpertTech has an On-Boarding process that has proven to be effective.
8. The Company Database should facilitate a more structured proactive marketing of candidates.
 
Sales Toolkit:
• Qualifying questions
• Feedback form
• Industry questions
• Company objectives
• Company culture
• Timeline for reminders
• Sales has a Job Order Form with answers to a standard set of questions. Recruiting has reviewed this form and believes it is
comprehensive and provides the information they need to understand the opportunity.
 
Recruiting Toolkit:
• XpertTech Differentiators
• Video Resume Coaching Kit
• Pre-interview coaching
• Post interview process
Sales Talking Points: 25
• Video Profile Resumes
7
• 9 recruiters to every 1 business development manager
• We will provide feedback within 48 hours of working on job reqs
• Technical Recruiters who each have experience through both education and hands on training in a many areas of
technology.
• We focus on the culture of the company and relationship building with every client
• We are committed to providing the right candidates in a timely manner
• We hold our company to standards on both the client and candidate. We make sure both sides are committed to
this position.
• We will educate our employees based on the details of your project
• If you have large volume hiring we will build a team at XpertTech that will solely work on your needs
• SASR:
o Strategy – We create a path to meet your goal
o Adaptability – We find what works for you
o Solution – We put your puzzle together
o Result – Win - Win
 25
Recruiting Talking Points: 8
 We will follow up regardless of the feedback
 We have technical experience and understand the needs of our clients and their project initiatives
 We can promote you through a video profile resume database that allows you to be presented to
companies even outside of our client base.
 We consult each candidate on their resume and make sure to direct their experience toward the specific
position
 We prep each candidate before each interview and follow up after the interview has been completed to
debrief.
 Always available for questions or concerns
 Will promote candidates to companies that they have stated they show interest in.
 We provide a referral bonus to our candidates
 We are interested in establishing a long term relationship with our candidates based on transparency,
trust, and adding value to their careers
Annexure II: EIGHT Mistakes 25
Hiring decisions that result in "bad" hires sap your organization's time, training resources, and psychic energy. These are the top 9
hiring mistakes to avoid during your recruiting and hiring process. Do these eight activities with care; your recruiting,
interviewing and hiring practices will result in better hires? Better hires will help you develop a strong, healthy, productive,
competitive organization.
Here are eight recruiting and hiring mistakes to avoid.
 
Do Not Pre-screen Candidates
A half hour phone call can save hours of your organization's time. Pre-screening applicants is a must for recruiting and hiring the
best employees. You can discover whether the candidate has the knowledge and experience you need. You can screen for
applicants who expect a salary that is out of your league. You can gain a sense about the person's congruity with your culture.
Always pre-screen applicants.
 
Fail to Prepare the Candidate
If your applicant fails to ask about your company and the specifics of the job for which he or she has applied, help the applicant
out. Prepare your applicants better for the interview, so interviewers spend their time on the important issues: determining the
candidate's skills and fit within your culture. Prepare the candidate by describing the company, the details of the position, the
background and titles of the interviewers, and whatever will eliminate time wasting while the candidate interviews within your
company.
 
Fail to Prepare the Interviewers
You wouldn't choose a college for your child or launch a project without a plan. Why, then, do organizations put so little planning
into interviewing candidates for positions? Interviewers need to meet in advance and create a plan. Who is responsible for which
types of questions? What aspect of the candidate's credentials is each person assessing? Who is assessing culture fit? Plan to
succeed in employee selection in advance.
 
Rely on the Interview to Evaluate a Candidate
The interview is a lot of talk. And most frequently, because applicants are not prepped in advance, a lot of interview time is spent
giving the candidate information about your organization. Even more time is invested in different interviewers asking the
candidate the same questions over and over.
During an interview, candidates tell you what they think you want to hear because they want to successfully obtain a job offer.
Organizations are smart when they develop several methods for evaluating candidates in addition to the interview.
Do Nothing but Talk during an Interview
Every interview needs to have components other than questions, answers and discussion. Walk the candidate through the
26
company. Ask about his or her experience with situations you point out during the walk. In a manufacturing company, ask how
the candidate would improve a process.
0
Watch the candidate perform a task such as separating parts or components to get a feel for their "hands-on" ability.
Have a documentation or writing candidate write a description of the steps in one of your work processes. See how quickly a
person learns a particular task. Ask how the candidate would approach improving the quality of a given accounting process.
As long as you use tests and tasks that are directly related to the position for which the individual is interviewing, you
will earn reams of relevant information to use in your selection process.
 
Evaluate "Personality," Not Job Skills and Experience
Sure, it would be nice for you to like everyone at work.
But, this is much less important than recruiting the strongest, smartest, best candidates you can find. People tend to hire people
who are similar to themselves. They are the most comfortable with those candidates, of course.
This will kill your organization over time. You need diverse people with diverse personalities to deal with diverse employees and
customers. Think about the customer that drives you crazy. Isn't it likely that a new employee with a similar personality would
have the same problem? Likewise, hiring a candidate because you enjoyed and liked him or her, as the main qualification, ignores
your need for particular skills and experience. Don't do it.{/p]
 
Fail to Differentiate, Via Testing and Discussion, the Critical Job Skills
How do you differentiate one candidate from another? Everyone has a "wish list" for all of the qualities, skills, personality
factors, experience and interests you want to see in your selected employee. You must decide on, and perhaps, test, the skills
you most desire in your candidate.
What are the three - four most critical factors for contribution and success given the job, the skills of the other employees and
the needs of your customers? Once you have identified these, you cannot "settle" on a candidate that does not bring these to
your workplace. Or you will fail.

Develop a Small Candidate Pool

Take the time to build a candidate pool with several candidates who meet the needs of your organization. If you don't have to
make a choice among several qualified candidates, your pool is too small. Don't "settle" for someone if you don't have the right
person with the skills and experience you need. It's better to reopen your search.
These mistakes are often fatal to a candidate's ultimate success within your organization. If you do these activities successfully,
you increase the probability of a happy, successful employee contributing what you need from him or her to your organization.
Annexure III:The 10 Commandments of Recruiting 26
Recruiting is like sales and marketing rolled into one. If a company has a great brand, a great job, and a great hiring manager, not too
much marketing or recruiting is required. But if your company lacks one or more of these factors — or if you're targeting hard-to-
1
fill positions — then stronger recruiters are required.
 
Use the following "10 Commandments of Recruiting" as a guide to assess yourself, your team, or any new recruiter about to be hired
when these strong recruiting skills are necessary. (Here's the online equivalent.)
 
1. Thou shalt not take no for an answer. Do not accept a "no," either literally or personally. A premature no really means, "I don't
have enough information to say yes, so rather than talk to you, I'll say no." As a recruiter, you must convince candidates to be
open minded enough to fully evaluate the job before making either a yes or no decision. When confronted with a premature no,
saying something like, "Are you aware you're making a long-term decision using short-term data?" will get the candidate to
think. Then follow up with, "If I could demonstrate that this position offered significant job stretch, in combination with a faster
growth rate than you're currently experiencing, wouldn't it make sense to spend at least 15 minutes discussing it in some
depth?" Recruiters can't afford to take no for an answer. This is the number one trait of all salespeople and — unless you have an
over-supply of hot candidates — it should be the number one trait of all successful recruiters.
 
2. Thou shalt honour thy client and candidate. You do this by becoming a real partner in the hiring process. Clients and candidates
need (and want) to see recruiters as true experts. This means that you must know the job, know the market for talent (sourcing
channels, compensation issues and demographics), be strong at interviewing, be an honest career counsellor, be able to
consistently
find top people, and be strong at recruiting and closing. One of the reasons hiring managers tell us they are disappointed is that they
believe recruiters don't really know the job. One of the reasons candidates tell us they dislike recruiters is lack of real job
knowledge and an inability to offer meaningful advice. Becoming a better all-around recruiter is how you become a true partner
to your clients and candidates.
 
3. Thou shalt covet thy competitor's employees. You must become a semi-sourcing expert. Semi-candidates are those who are
less than active and more than passive. Less active candidates are those who look in on traditional and niche job boards every
once in awhile, generally on particularly bad days. If you have compelling advertising and a quick-response process, you can hire
some very good people very quickly. Semi-passive candidates are strong people who want a better job and who would be willing
to talk to a recruiter if called on the phone. When you call these people, ask them if they'd be open to discussing something
clearly superior.
Then get them to tell you a little about themselves before you tell them much about the position. Once you have a dialogue
established, if it's determined the person is not a fit, you'll need to ask him or her for some names of top people you could
network with. Don't ask, "Who's looking?" — and don't take no for an answer.
Recruiting is like sales and marketing rolled into one. If a company has a great brand, a great job, and a great hiring manager, not too 26
 
much marketing or recruiting is required. But if your company lacks one or more of these factors — or if you're targeting hard-to-
fill positions — then stronger recruiters are required. 2
Use the following "10 Commandments of Recruiting" as a guide to assess yourself, your team, or any new recruiter about to be hired
when these strong recruiting skills are necessary. (Here's the online equivalent.)
 
1. Thou shalt not take no for an answer. Do not accept a "no," either literally or personally. A premature no really means, "I don't
have enough information to say yes, so rather than talk to you, I'll say no." As a recruiter, you must convince candidates to be
open minded enough to fully evaluate the job before making either a yes or no decision. When confronted with a premature no,
saying something like, "Are you aware you're making a long-term decision using short-term data?" will get the candidate to
think. Then follow up with, "If I could demonstrate that this position offered significant job stretch, in combination with a faster
growth rate than you're currently experiencing, wouldn't it make sense to spend at least 15 minutes discussing it in some
depth?" Recruiters can't afford to take no for an answer. This is the number one trait of all salespeople and — unless you have an
over-supply of hot candidates — it should be the number one trait of all successful recruiters.
 
2. Thou shalt honour thy client and candidate. You do this by becoming a real partner in the hiring process. Clients and candidates
need (and want) to see recruiters as true experts. This means that you must know the job, know the market for talent (sourcing
channels, compensation issues and demographics), be strong at interviewing, be an honest career counsellor, be able to
consistently
find top people, and be strong at recruiting and closing. One of the reasons hiring managers tell us they are disappointed is that they
believe recruiters don't really know the job. One of the reasons candidates tell us they dislike recruiters is lack of real job
knowledge and an inability to offer meaningful advice. Becoming a better all-around recruiter is how you become a true partner
to your clients and candidates.
 
3. Thou shalt covet thy competitor's employees. You must become a semi-sourcing expert. Semi-candidates are those who are
less than active and more than passive. Less active candidates are those who look in on traditional and niche job boards every
once in awhile, generally on particularly bad days. If you have compelling advertising and a quick-response process, you can hire
some very good people very quickly. Semi-passive candidates are strong people who want a better job and who would be willing
to talk to a recruiter if called on the phone. When you call these people, ask them if they'd be open to discussing something
clearly superior.
Then get them to tell you a little about themselves before you tell them much about the position. Once you have a dialogue
established, if it's determined the person is not a fit, you'll need to ask him or her for some names of top people you could
network with. Don't ask, "Who's looking?" — and don't take no for an answer.
Continuation of slide 262…….
26
4. Thou shalt not mislead nor bear false witness. Instead, you must know the job. Every job has four or five performance objectives.
These are things the person in the job must do in order to be considered successful. For example, salespeople have to consistently
3
achieve quota and hunt for leads, while engineers have to work with marketing to prepare detailed product specs, then design and
test the products. Recruiters need to know what drives on-the-job success. When you take the assignment, ask the hiring manager
what the person needs to do to be successful. This is your first chance to demonstrate that you're not just another recruiter.
 
5. Thou shalt not waste time. The best way to do this is by only dealing with top performers. This means you only cold call good
people, and you never look at the resumes of unqualified people. Make sure you can use your candidate tracking system to separate
the good resumes from the bad. If the best resumes on a search don't result in any good candidates, don't look for any more in that
stack. When hunting for referrals, only call strong people and only ask strong people for names of other strong people. Proactively
ask your best employees to give you the names of the best people they've worked with in the past. Eliminating the time spent talking
with, or reviewing the resumes of, unqualified people is how you stop wasting your time.
 
6. Thou shalt listen more than talk. Stop selling and make the candidate earn the job. You can't sell a top person into a job. If over
talking is your primary recruiting approach, you're losing too many top people, paying too much, and hiring people who are only
partially competent. Knowing the job and knowing how to interview (here's an article on using the one-question interview) are the
foundations of good recruiting. Start by describing a big company initiative and the roll the new hire would play. Ask the candidate to
describe a comparable accomplishment. Dig deep. Find a few areas where the candidate has limited experience, and suggest that the
candidate will be a bit stretched here. For example, "I'm a little concerned that you haven't handled a budget (or team, or project) of
this size, but let's discuss this further." Done properly, the candidate will then sell you. Asking questions is how you sell top
candidates, not talking without listening.

7. Thou shalt not do searches over again. Get your clients to assess performance, not presentation. The key here is to get every
person on the interviewing team to agree to real job needs. When interviewers don't know the real job needs, they substitute their
own biases, perceptions, and ideas about top performance. I once had a chairman of company demand a Master of Science in
Electrical Engineering (MSEE) for a division president's job. When I asked him what the person would do with an MSEE, he quickly
said, "Lead the development of a five-year product plan and business strategy." He then agreed to see people who could do this even
if they didn't have an MSEE. By converting an arbitrary requirement into a performance objective, it was easier to find a few top
candidates without some artificial requirement. Making sure everyone who has a vote knows the real job is the first step in not
having to doing searches over again.
 
Continuation of slide 263…….
26
8. Thou shalt not make offers until they are accepted first. Test every offer before you make it formal. While you want people to
think about an offer, you must get agreement to every term before you formalize it in writing. To do this, just ask candidates what
4
they would think about an offer if one could be put together. Ask when the person could start if a satisfactory offer could be put
together. Ask if the person would accept an offer if the extra benefit were included. Testing an offer this way ensures that the
candidate will accept it once it's put in writing and signed. This minimizes counteroffers, misunderstandings, and unwelcome
surprises.
 
9. Thou shalt use the 30% solution. Don't focus on the money issues when recruiting top people. Less active candidates want better
jobs. Passive candidates want much better jobs and better career opportunities.
To address this, break every job into three dimensions:
1. The compensation package and quality of life issues,
2. The job stretch, and
3. The job growth and opportunity.
A big comp requirement can be reduced if the job has 10% to 15% stretch and 5% to 10% company growth. Collectively, shoot for
30% total. Knowing the job in comparison to what the candidate has already achieved is the first step to successful recruiting.
Candidates need to determine for themselves that the job is 30% better. You do this by testing offers, asking good questions, and
listening well.
 
10. Thou shalt convert recruiting from art to science. Hiring top people consistently throughout a company requires that every
recruiter use the same best practices. Every successful company trains its sales people to follow a systematic, proven sales process.
But in the world of recruiting, we still rely on individual recruiting stars doing their own thing. Recruiting managers need to convert
every recruiter on the team into a strong performer who can consistently achieve quota-like performance goals every month.
Measure yourself and each recruiter on your team against these 10 commandments. Then start some type of self-development or
training program. Hiring the best is hard work. It's harder still when every body uses their own commandments — or worse, none at
all
 26
5

THANK YOU
Ravi Kanth