RECRUITMENT PROCESS

Requirement Analysis
The recruitment process starts once the requirement is allocated/assigned to a
recruiter. Before serving the requirement, it is very much important that we get a
complete understanding about the requirement and analyze the requirement. We must
 Read the requirement word by word
 Please ensure that the requirement is complete and has all mandatory fields
 If you come across a new term or skill, learn a brief about it. The best way is to
Google it. Never ever assume things and do not hesitate to ask your manager or
the Sales Executive/Manager.
 Requirement Analysis
 You must get the understanding of
- the skills that the client is looking for
- the job the candidate is supposed to do
- any specific visa types that the client is looking for
- can we submit a candidate on any tax term (C2C, W2)?
- any security clearance is required?
- what is the type of the position (contract, contract to hire or direct hire)
 Requirement Analysis

- if it is a contract to hire or direct hire position then we need to know who

will hire the candidate? Our client or the end client?
 It is always better to know the name of the end client, however, at times client
does not disclose it at the initial stage. We should try to know at-least the domain
(financial, manufacturing, retail, hospitality, ….) of the client.
 Do NOT ignore the preferred skills in the requirement as the client will prefer the
candidates who has got those preferred skills
 Resume Search
By now, we have got a complete understanding of the requirement. The next step is to perform a
search and find qualified resumes. There are different tools and source that we use to find a suitable
candidate.
 Search on Internal ATS using Boolean search (we will learn Boolean search in detail later)
 Check with your preferred vendor partners
 Mass mail through ATS to candidates that matches the search criteria
 Mass mail to vendors
 Search on integrated job boards (Dice, Monster, Career Builder and Tech-fetch)
 Resume Search
 Search on LinkedIn
 Check with your manager and request to get it posted on job boards if the
requirement can be posted on other job boards. Please note that client may not
allow us to post the requirement on other job boards, so please check with the
respective sales executive/manager on this before requesting your manager for it.
 Resume Search
 Try to judge if the type of the requirement wants you to jump on a particular portal. If yes,
please search on the portals instead of searching here and there.
 Mass email to your own vendors who you deal with very often and post the req on corp to
corp.
 Check in your database and recently submitted candidates in ATS.
 Search in ATS (internal database), talk to the first 20-25 candidates who are very close to
the requirement.
 Send e-mail to remaining candidates
 Mass email to vendors if required.
 Search the candidates on Portals-Dice, Monster, CareerBuilder, corp to corp.
 Take assistance from the TL and also look for candidates on Google and public networking
sites like LinkedIn, Facebook, Twitter.
 Resume Search
It is important very important that the recruiter keeps updating the progress on his search. The recruiter must
enter the progress on the notes section of the req in CRM/ATS. The notes should clearly talk about the work in
progress and any challenges that you are experiencing. Below is an ideal example.
 Working
 Searching in data base and last recently submitted candidates
Enter the result
 Mass email to vendors and posted the req on corp to corp
 Searching on ATS internally
Enter the result
 Searching on ……… portal. You need to search on all the portals that we have till we get a strong candidate.
Enter the result
 Looking on LinkedIn and Google…
Enter the result
 Resume Search
The result should be clear for eg. Got a strong candidate, found one strong candidate
but he is asking for high rate $x/hr, got a candidate but not willing to do an in-person
interview/not local, cannot work with his employer (name of the employer).

Whenever, you are facing problem that the candidate has already been submitted,
please mention the name of the candidates, when and to which client they have been
submitted.
 Screening
After we identified a suitable resume against a requirement, we screen the candidate
as per the below checklist.

 Total year of IT experience

 Total year of onsite working experience in US
 Year of completion of higher studies (Bachelors and Masters)
 University from where he/she did his gradation and masters
 Work authorization status
 Screening
 Agency that holds his H1B in case candidate is on H1B.
 When did he come to US for the first time.
 Who was his H1B sponsor at that time.
 Since how long is he working with his current employer.
 Is he currently on a project. If yes, Ask why does he want to leave the current
project, what time frame is required as notice period, is there any likelihood of his
project getting expended. If No, then ask the date when he completed his project.
 Screening
 Can he furnish a copy of his H1b copy if requested by the client at the time of
interview or after getting a confirmation. 
 Is he/she open to relocate to the project location if he/she is not local to the project
location?
 If candidate has been working at a particular location for a long time (2 years or
more), probe to know the reason of his working at that location for so long and
why is he willing to relocate to a different place if he has been working for so
long.
 Ask if he has been contacted or submitted his profile for a similar position
through web or other agencies.
 Submittal
Once the recruiter has screened the candidate and has qualified him as a suitable
candidate for the req, the recruiter would submit the resume only after the below
guidelines/checklist is met.
 Must have rate confirmation email from vendor in case of C2C.
 Must have rate confirmation email from consultant in case of W2.
 Must have rate confirmation email from consultant and vendor both in case H1B
consultant decides his own rate and would be working on C2C.
 Check if vendor is listed in blacklisted vendor list. If yes, do not submit.
 Submittal
 Candidate must be submitted within the rate range mentioned in the req.
 Rate confirmation email.
 NCA/NSA is executed with vendor/candidate. In case of candidate is GC/USC
and is not comfortable signing NCA/NSA, get a right to represent on email. 
 End date of last project in case consultant is off the project.
 Notice period in case the consultant is on the project.
 Any other details requested in the requirement.
 Boolean Search
Earlier, we have learnt that we need to search candidates on ATS and Job-boards
using Boolean search. Let’s understand how to perform a Boolean search.
Boolean search is a type of search allowing users to combine keywords
with operators (or modifiers) such as AND, NOT and OR to further produce more
relevant results. For example, a Boolean search could be ”staffing" AND ”sibitalent”
OR “exarca” This would limit the search results to only those documents containing
the two words where one key word be staffing, and the other keyword could be either
sibitalent or exarca.
Boolean searches can be done on any search engine across the Internet using certain
symbols and there is no restriction on how many you use in one search string.
 Boolean Search
Five elements of Boolean search:
 AND: placing AND between search keywords will allow user's results to include both
(or all) of the keywords. The search terms that follow the AND must appear in the search
results.
 OR: user writes OR when he/she wants to search for something that has the possibility
of including either set of search terms. All combination possibilities will come up.
 NOT: when a user dos not want a specific search term to appear in the results, he/she
writes NOT after the preferred search term. This will prevent the terms from coming up.
 Quotation marks “”: when users want to search for an exact phrase, they use quotation
marks around that phrase.
 Parentheses (): placing parentheses allows separation of the terms and preference to be
given to specified ones.
 Boolean Search
Let’s explore and understand how these Boolean searches will give results by taking
an example.
Example:
Let us take two groups (HR and Recruitment). In the first group are all the people
who have the keyword “recruitment” somewhere in their resume. In the second, are
all the people who have the keyword “HR” somewhere in their resume. These
resumes are stored in the database where we will perform the Boolean search.
 Boolean Search
The AND Operator - (recruitment AND HR) will ask the database to
pull up the resumes that has both the keywords recruitment and HR

           
 Boolean Search
The OR Operator – recruitment or HR will ask the database to pull up all the
resumes that has got either of the keyword or both the keywords. That is, it will pull
up all resumes with the keywork HR or Recruitment.
 Boolean Search
The NOT Operator – recruitment NOT HR will ask the database to pull the
resume that has got the keyword Recruitment but does not have the keyword HR.
 Boolean Search
Parenthesis ()
Using brackets is essential for writing complex search strings. When using Boolean
search, there is no way to determine how the computer will solve our equation. We
use parenthesis () to tell the computer what to solve first. Let’s take the below
example of a Boolean search string:
Talent OR hr AND recruitment
In the above example, will it pull up the resumes that has:
 keyword “talent” or the keyword “HR” on their profile, and has the word
“recruitment” too
 Boolean Search
Or will it pull the resumes that has the
 Keyword “talent” or the combination of “HR” and “recruitment”

Without parenthesis (), it is becoming difficult to know what we meant in the above
example. This gets solved by using parenthesis (). Essentially, a clause within
brackets is given priority over other elements around it. For E.g.
(talent OR hr) AND recruitment
the string within parenthesis will get priority. Hence, the above Boolean search will
pull up resumes that has either “talent” or “HR” or both, and also has the keyword
“recruitment”
 Boolean Search
Let’s change the place of the parenthesis and see the impact on the search result.
talent OR (hr AND recruitment)
In the above example, it will pull up resumes that has the keyword “talent” or a
combination of “recruitment” and “HR”
 Boolean Search
Quotation “”
While performing a Boolean search, if the keyword that you want to search is to be
considered as a whole word e.g. HR Recruiter, then it must be enclosed in the
quotation marks “” i.e. if we want to search the keywork HR Recruiter as a whole
word, we must write “HR Recruiter”
In the absence of parenthesis (), the database will consider the space between the two
words to be an AND and will search the database for two terms – HR AND Recruiter
– and not what you want to search for which is the exact phrase “HR Recruiter”
 Boolean Search
So, the conclusion is, you must use quotations “” wherever you have two or more
words as a phrase in your Boolean search string that you know for certain should be
right beside one another like “Information Technology” or “Human Resources”, as
quotations define a number of words as one exact term.

NOTE: Search terms are not case-sensitive, so words may be entered in upper or

lower case. Boolean operators may be in either upper or lower case
 Types of Working VISAS/Work Authorization in U.S.

Let’s know and understand more on the types of working visa in U.S. that we will
keep encountering while recruiting.

H-1B Visa - The H-1B is a visa in the United States that allows U.S.
employers to temporarily employ foreign workers in specialty occupations. A
specialty occupation requires the application of specialized knowledge and a
bachelor's degree or the equivalent of work experience. The duration of stay is three
years, extendable to six years; after which the visa holder may need to reapply.
Candidates who holds H-1B can only work through their employer (H-1B sponsoring
agency)
 Types of Working VISAS/Work Authorization in U.S.

H4-EAD
An H-4 visa is a dependent visa issued to immediate family members (spouse and
children under 21 years of age) of the H-1B visa holders. H-4 visas allows the
immediate family members to stay in U.S. but it does not allow them to work.
H-4 visa holders may apply for EAD (Employment Authorization Document). After,
getting the H4-EAD, they can work in U.S. till the H4-EAD is valid.
 Types of Working VISAS/Work Authorization in U.S.

GC (Green Card)
A United States Permanent Resident Card, known informally as a green card (due to the color
of some earlier variants), is an identification card attesting to the permanent resident status of
an alien in the United States of America .

Green card also refers to an immigration process of becoming a permanent resident. The green
card serves as proof that its holder, a Lawful Permanent Resident (LPR), has been officially
granted immigration benefits, which include permission to reside and take employment in the
USA.

The holder must maintain permanent resident status and can be removed from the United
States if certain conditions of this status are not met.
 Types of Working VISAS/Work Authorization in U.S.

GC-EAD
An alien with a green card application can obtain two important permits while the case is
pending after a certain stage is passed in green card processing (filing of I-485). The first is a
temporary work permit known as the Employment Authorization Document (EAD), which
allows the alien to
take employment in the United States.
The second is a temporary travel document, advance parole , which allows the alien to re-enter
the United States. Both permits confer benefits that are
independent of any existing status granted to the alien. For example, the alien might already
have permission to work in the United States under an H-1B visa
 Types of Working VISAS/Work Authorization in U.S.

OPT-EAD
Optional Practical Training (OPT) is a period during which undergraduate and
graduate students with F-1 Status who have completed or have been pursuing their
degrees for one academic year are permitted by the 
United States Citizenship and Immigration Services (USCIS) to work for one year on
a student visa towards getting practical training to complement their e
Training/work can be completed anywhere in the U.S. after the OPT EAD card is
issued. Standard OPT is available for a cumulative maximum of 12 months per
educational level. A one-time extension of 24 months (for a total of 36 months) is
available to certain STEM degree recipients.
 Types of Working VISAS/Work Authorization in U.S.

CPT (Curricular Practical Training )

Curricular Practical Training (CPT) is temporary employment authorization for F-1
visa non-immigrant foreign students in the United States while enrolled in a college-
level degree program.

The CPT authorization on page 2 of the I-20 is proof of employment eligibility.

 Types of Working VISAS/Work Authorization in U.S.

Difference between OPT and CPT

The major difference between OPT and CPT is the time period in which an

individual is eligible for these programs and the type of work allowed in each
program. OPT can be completed before or after graduation, while CPT must be
completed before graduation.
 Types of Working VISAS/Work Authorization in U.S.

L2-EAD
An L-2 visa is a visa used to enter U.S. by the dependent spouse and unmarried
children under 21 years of age of qualified L-1 visa holders. It is a non-immigrant
visa, and is only valid for the duration of the spouse's L-1 visa.
A spouse in L-2 status who wants to work must obtain an Employment Authorization
Document  (EAD).A person in L-2 status with an EAD is allowed to work for any
employer.
Dependent children in L-2 are not authorized to work in the United States. They are
allowed to attend school.
 Types of Working VISAS/Work Authorization in U.S.

TN Visa (TN stands for Trade National)

The TN nonimmigrant classification permits qualified Canadian and Mexican citizens
to seek temporary entry into the United States to engage in business activities at a
professional level.
The types of professionals who are eligible to seek admission as TN nonimmigrants
include, but are not limited to, accountants, engineers, lawyers, pharmacists,
scientists, and teachers.
 Types of Working VISAS/Work Authorization in U.S.

E-3
The E-3 visa is a visa for which only citizens of Australia are eligible. The E-3 visa is
similar in many respects to the. H-1B. The most important differences are that
 The spouses of E-3 visa holders may work in the United States without
restrictions (unlike other US non-immigrant visas, even the TN Visa issued to
Canadian and Mexican citizens)
 the E-3 visa is renewable indefinitely (in two-year increments)
 Types of Working VISAS/Work Authorization in U.S.

US Citizen
U.S. citizens, born or naturalized, are always authorized to work in the United States
 TAX TERMS
TAX term in our industry is primarily used to understand the relationship/agreement
between us and the candidate and how the candidates gets paid for his services.
There are three tax terms that are commonly used:
1) W2
2) C2C
3) 1099 (ten ninety-nine)
 TAX TERMS
W2

W2 is one of the US Tax terms that is used when there is an agreement between the
candidate (individual) and the company. And the candidate gets paid on W2.
In W2 tax term, the employer (company) withholds the applicable taxes and pay to
the respective state/federal agencies.
 TAX TERMS
C2C

C2C (corp to corp) is a commonly used tax terms. In C2C, the

agreement is between two corporations. The candidate works through
another corporations.
In C2C, we do not withhold and pay taxes on behalf of the candidate.
The taxes will be paid by the corporation that would run the
candidate’s payroll. i.e. the corporation who is working with the
candidate on W2.
 TAX TERMS
1099 (ten ninety-nine)

1099 is a rarely used tax term in our industry. Most companies do not prefer to work
on 1099.
1099 is an independent contract agreement between an individual (contractor) and a
company. In 1099, the company does not withhold taxes and the individual
(contractor) is supposed to pay taxes.

WE DO NOT WORK ON 1099