US Recruitment Lifecycle Guide

A Project report on –
An analytical study of full end to
end recruitment life cycle for an
international market (USA).
Submitted to
Submitted By –
Abhishek Kumar Sinha
SAP ID – 77218418222
1

Declaration by the Student:
I hereby declare that the project report entitled “An analytical study of full end to end recruitment life cycle for an international
market (USA)” has been submitted in the partial fulfillment of the requirement of the degree “Post Graduation Diploma in Human
Resource Management”. This is my original work not submitted for the award of any other degree, diploma, fellowship or any other
similar title or prize.
I also hereby declare that this submission is my own work, to the best of my knowledge, it contains no material previously published
by another person nor material which has been accepted for the award of any other degree of the University, except where due
acknowledgement has been made in the text.
(Abhishek Kumar Sinha)
Course & Semester: PGDHRM IV
Date: Dec 15th, 2020
Place: Mumbai
2

Acknowledgement: It is gratifying to express my indebtedness to some individuals who
rendered me notable assistance to bring my project work to a
successful completion.
My special gratitude goes to Team NMIMS for their moral support
and encouragement and all the relations who provided me with
relevant materials and information needed for this work.
Furthermore, I appreciate the assistance offered by close ones for their
patience and their assistance in data collection.
I opted for this particular topic named “An analytical study of full end
to end recruitment life cycle for an international market (USA)”
because recruitment and selection procedures have taken a dramatic
change in the USA industry.
Finally, I am grateful to all respondents for their cooperation.
3

Table of Contents: Page No
• Executive Summary - 7
• Map of USA - 9
• USA States and its Abbreviations - 10
• Concept of US Staffing - 12
• Recruitment & Selection Methodology - 14
• Data Collection & Analysis -
• Key Participants in US Staffing & Key Facts - 19
• Qualities of a Good Recruiter - 21
• Day - Day Activity of a Recruiter - 22
• US Rendezvous - 23
• Political Division and Time Zone - 26
• Major Holidays of USA - 29
• Work Visa and Permits - 30
• Types of VISA - 31
4

• Security Clearance - 43
• US Recruitment Process - 45
• Steps in Recruiting Life Cycle - 46
• Requirement Understanding - 47
• Searching Resume - 48
• Boolean Search - 49
• Recruitment rule of staffing Company - 53
• Submission Process - 58
• Interview/Selection Process - 59
• Tax Terms - 61
• Employment Types - 34
• Education Requirement - 66
• Screening the Candidate Over the Phone - 67
• Closing the Candidate for a particular Requirement - 68
5

• Red Flags While Screening the Candidate - 69
• Job Boards used in US Recruitments - 70
• Applicant Tracking System - 71
• Benefits - 72
• Background Checks - 73
• Conclusion - 74
• Bibliography - 75
• Appendix - 78
• The End - 79
6

Executive
Summary:
Human resource is responsible for giving birth to human embalmers. The
core function of an organization is Recruitment and Selection because the
organization doesn't want to be a bad recruiter by selecting manpower that
might have the potential to spoil the long earned goodwill or corporate image
and also incur heavy recruitment costs on them. Recruitment refers to the
process of attracting, screening, and selecting qualified people for a job at an
organization or firm.
For some components of the recruitment process, mid- and large-size
organizations often retain professional recruiters or outsource some of the
process to recruitment agencies. It is the process to discover sources of
manpower to meet the requirement of staffing schedule and to employ
effective measures for attracting that manpower in adequate numbers to
facilitate effective selection of an efficient working force. The main objective
of the recruitment process is to expedite the selection process. Selection on
the other hand, is the process of picking individuals who have relevant
qualifications to fill jobs in an organization. The purpose of selection is to
pick up the most suitable candidate who would meet the requirements of the
job in an organization best, to find out which job applicant will be successful,
if hired. To meet this goal, the company obtains and assesses information
about the applicants in terms of age, qualifications, skills, experience, etc.
The needs of the job are matched with the profile of candidates.
7

However, Recruitment is an important part of an organization's human resource
planning and their competitive strength. Competent human resources at the right
positions in the organization are a vital resource and can be a core competency or a
strategic advantage for objective of the recruitment process is to obtain the number and
quality of employees that can be selected in order to help it.
The organization to achieve its goals and objectives. With the same objective,
recruitment helps to create a pool of prospective employees for the organizations that the
management can select the right candidate for the right job from this pool.
I have also applied few research tools in the project such as the questionnaire, interview
method to obtain views of the respondents and thereby, have analyzed the factor by
applying columnar, bar & pie charts.
However, I faced a few limitations --- such as sample constraint, time constraint,
respondents didn't take the questionnaire method seriously and so were very reluctant in
answering the questions. Thus, I would like to conclude that from my project I have
definitely understood that employee recruitment & selection is the basics of an
organization.
The purpose of this study was to assess the effectiveness of the recruitment and selection
practices and procedures of USA market. It was to find out the recruitment and selection
practices of USA, the effectiveness of the recruitment and selection practices USA, the
challenges associated with the recruitment and selection practices of USA and ways to
help improve human resource planning and development.
8

USA States and their Abbreviations:
Alabama AL
Alaska AK
Arizona AZ
Arkansas AR
California CA
Colorado CO
Connecticut CT
Delaware DE
Florida FL
Georgia GA
Hawaii HI
Idaho ID
Illinois IL
Indiana IN
Iowa IA
Kansas KS
Kentucky KY
Louisiana LA
Maine ME
Maryland MD
Massachusetts MA
Michigan MI
Minnesota MN
Mississippi MS
Missouri MO
Montana MT
Nebraska NE
Nevada NV
New Hampshire NH
New Jersey NJ
New Mexico NM
New York NY
North Carolina NC
North Dakota ND
Ohio OH
Oklahoma OK
Oregon OR
Pennsylvania PA
Rhode Island RI
South Carolina SC
South Dakota SD
Tennessee TN
Texas TX
Utah UT
Vermont VT
Virginia VA
Washington WA
West Virginia WV
Wisconsin WI
Wyoming WY
10

Territory/Commonwealth and Abbreviations:
District of Columbia DC
Guam GU
Marshall Islands MH
Northern Mariana Island MP
Puerto Rico PR
Virgin Islands VI
11

Concepts of US
Staffing
What is Recruitment?
• Recruitment is the process of finding and attracting
capable applicants for employment.
• In other words recruitment is about finding the right
talent, for the right job at the right time.
What is US Staffing?
• US Staffing is a Talent Acquisition Industry which brings
together HR Departments of the Clients, the VMS and the
managers of staffing companies to hire the best talent for
the vacant jobs in shortest possible time.
12

A Basic Snapshot of
Complete
Recruitment
Lifecycle.
13

Recruitment & Selection Methodology:
• Recruitment refers to the process of sourcing, screening, and selecting people for a job or vacancy within / for an
organization. The process of finding possible candidates for a job or function, usually undertaken by recruiters.
Domestic and US Recruitment:
• Domestic recruitment is the selection of candidate for the company which is located in the home town.
• US recruitment is the selection process of consultant (candidate) for the US companies or clients from the home town.
• Sourcing - Sourcing in personnel management work refers to the identification and uncovering of candidates (also known as
talent) through proactive recruiting techniques.
• Screening - screening is the investigation of a great number of something (for instance, people) looking for those with a
particular problem or feature. For example at an airport many bags are screened by x-ray to try to detect any which may
contain weapons or explosives, and people are screened by passing through a metal detector.
14

• Requirement refers to the criteria of the position to be filled based on targeted keywords to find the
potential candidate. When determining a requirement, there are a variety of questions that need to be
asked:
➢ Title
➢ Company
➢ Description
➢ Location
➢ Rate
➢ Employment type
➢ Work status
➢ Clearance
➢ Education
15

❖Job Title: Title refers to the designation or Identity of the candidate
differentiating oneself from others working in the organization.
❖Company: Refers to Brief description of the organization- “Why the company is a
good place to work”. We should not consider the resumes which are presently in
the same company
❖Description: ---Refers to what the candidates actually are doing in this position. It
provides a comprehensive description of the position i.e. their Responsibility,
Role, Actual work.
❖Location: Refers to where exactly the job is in accordance to the city/state/All
over USA or any relocation required.
❖Rate: Hr. rate/Yearly rate (sometimes look benefits also)
❖Employment type: Refers to whether the position is on full time / part time /per
diem basis.
17

❖Work status: US citizen/GC/H1/EAD/TN visa
❖Clearance: Confidential/Secrete/Top/DoE/TS...
❖Education / Qualification: It is the Outline skills required for the position.
Difference between the actual required qualifications and the “nice to have
skills”.
It includes
(a) Desired or minimum number years of experience,
(b) (b) Any certifications needed,
(c) (c) Soft skills like time management, organization skills, leadership,
communications skills, willingness to travel, etc.) ,
(d) (d) Any high school, AA, BS, MS, and PhD/Doctorate required.
18

Key Participants
in US Staffing
Following are the people who
play major role in US Staffing
industry:
• Client
• Account Manager or Delivery
Manager (Onshore Coordinators of
Staffing Agency)
• Candidate
• VMS
• Recruiters
19

Some Key
Facts about
US Staffing
• After the great recession of 2009, US Staffing industry
has created more jobs than any other industry.
• This happened because staffing and recruiting industry
is more resilient to any other industry when it comes
to economic expansions and contractions.
• The other main reason why staffing business is ever so
expanding is because of exponential rise in demand of
contractual workers.
• The average tenure of an employee within staffing and
recruiting industry is around about 24-36 months
which is 35 to 40% higher than the average tenure of
an employee within any other sector.
• The above statistics are just few pointers which
indicate what is in store for people who are willing to
make a career in this industry.
20

Qualities of a
“Good”
Recruiter
Influencing and negotiating
Persistence
Willingness to Excel and Achieve
Judgment and Decision Making
Coachability and Openness to Feedback
21

Day - Day
Activity of a
Recruiter a
Picking up the Job
(Requirement)
Identifying the
Candidates through
various job portals and
job engines.
Calling Prospective
Candidates
Screening them as per
the Requirement
Reserving the best
match candidates to
the given job, and
sending them Right to
Represent (RTR).
Once RTR is received,
preparing the
submission of the
resume (formatting,
preparing summaries).
Submitting the resume
to the a/c manager.
22

US
Rendezvous
• In this section we will be introduced to
following aspects of United States of America
➢Demographics
➢Culture
➢Geography
➢Work Visa and Permit
23

• Google Maps: Google maps are used to find the location, direction and distance
between two places.
• Area Code:
✓Area code indicates the graphical area of the country.
✓It also indicates the telephone code of the certain location.
• Postal Code: Used for submitting the resume in the job portals and for the postal
services.
• White Pages: It helps to search the people in the United States by name, address
or phone number. The time gap between all the four regions is 1 hour.
• Relocation: Relocation is the action of transferring from home town to near
company's place.
• Travel: Here Travel means the candidate is ready to travel certain distance for job
Purpose. The candidate will mention the travel in the form of Percentage. For
example I can travel upto 25%, 50%, 75% 100%. 3.9 Zip code: Zip codes are a
system of postal codes used by in United States.
24

Some Facts
about US
• It is commonly known as US, United States,
America or States.
• It is the world’s economy with a GDP of $15.11
trillion with per capita income being six highest.
• With a diverse population ethnicity, most of the
residents are Native American, Europeans, Asians
and Caucasians.
• Some of the global industry giants have their
headquarters in this country like Apple,
Microsoft, Johnson & Johnson, UPS, Google,
Facebook, Boeing, Colt etc to name a few.
• It is the home to several well known federal
agencies in the world like the FBI, NASA, White
House, UN, World Bank etc.
25

Political
Division and
Time Zone
• US is divided politically into following zones – East,
West, North, South, Mid-East and Mid West.
• Due to its huge land area, US is divided into given
time zones – EST, CST, MST and PST.
✓ PST – Pacific Standard Time.
✓ MST – Mountain Standard Time.
✓ CST – Central Standard Time.
✓ EST – Eastern Standard Time.
• In terms of time difference, EST is 1 hour ahead of
CST, 2 hours ahead of MST and 3 hours ahead of
PST.
• For example Atlanta, GA (EST) will be 1 hour ahead
of Dallas, TX (CST), 2 hours ahead of Denver, CO
(MST) and 3 hours ahead of Los Angeles, CA (PST).
26

Work Visa and
Permits - Visitor
Intend to Stay
Abroad.
• Visa is an entry clearance certificate that is
placed in a travel or passport document,
which gives us permission to enter into an
applied country. It is an indication that a
person is authorized to enter the country.
• In US, there are two categories of Visa which
exist.
➢Immigrant Visa
➢Non Immigrant Visa
30

Types of VISA
• Immigrant Visa - It is for those people who intend to live
permanently in US
• Types of Immigrant Visa:
➢ Green Card (GC) – An official document issued by US
Government to alliance allowing them to work
permanently in US. A Green Card is the permanent
residency card for other countries people to live and work
in US .Individual can apply for green card only after
completing 5 years of residency in US.
➢ Permanent Resident – An allocation of residency to the
incoming immigrants done on the random basis other than
the Green Card allocation.
• Non Immigrant Visa – This Visa is given to those immigrants
whose permanent residence is outside US, however they wish to
stay in US on a temporary basis for a certain purpose – tourism,
medical treatment, business, temporary work or study.
31

• Types of Non Immigrant Visa:
➢ H1B – It is a work permit under US immigration in which people
can enter in US for three years if they work in a specialized field
and their employers cannot fill the position locally. It is initially
granted for a period of three years and can be extended up to a
period of another years, hence the H1B visa is valid up to a
duration of six years. The programmers and other technically
skilled people especially related to Computers is enter US under
this Visa Category.
The H1B visa enables US employers to hire foreign
professionals for a specified period of time.
❖ Valid time period – 3 years, it can be extended for 1 to 3
years.
❖ The employee to be employed only on part-time basis.
❖ Number of H1B visa issued each year is 65,000 for
graduate and 20,000 for post graduate. If it extends, the
candidate will be selected in a lottery basis.
❖ An H1B holder’s Spouse or children can move and live in
US with the H4 Visa - but they cannot work unless they
obtain their own work visa.
❖ The candidate can apply for H1B visa on April 1st week.
❖ He/she can get the Visa only at the month of April to
October.
❖ H1B visa is a ‘dual intent’ visa allowing the holder to
apply for a Green Card
32

Types of Non Immigrant Visa:
➢J1 – Basically provided for someone from
home country to US for training which
should be useful for home country.
➢H4 – It is granted to the dependents of
immigrants who are on H1B work permit.
People on this category are not allowed to
work in US.
33

➢ L1 / L2 – Intra Company Transfer / Dependent Visa – L1 is a Non Immigrant
Visa which allows companies operating both in US and abroad to transfer
certain class of employees from its foreign operations to US operations for a
period of maximum up to seven years. The employee must have worked for a
subsidiary or parent company of our US company for at least a period of one
year out of last three years.
❖ It is an intra-company transfer visa.
❖ An L1 visa is used to transfer from working at a company’s offices
outside the US - to the same companies’ offices in the US.
❖ L1 visa is a ‘dual intent’ visa allowing the holder to apply for a Green
Card.
❖ There are two types of employees who may be sponsored for L1
Visas:
❖ Managers/Executives (L1A) - L1A visa issued initially for a three year
period extendible in two year increments to a maximum of seven
years.
❖ Specialized Knowledge Staff (L1B) - . Staffs in this category are issued
an L1B visa, initially for three years extendible to a maximum of five
years.
34

• F1 - F-1 visa is a non-immigrant, full-time, student visa that allows
foreigners to pursue education in the United States.
❖ The F-2 visa is for spouses and children of an F-1 student.
❖ F-3 visa are given to nationals of Mexico or Canada only.
❖ Time period – Depending on the course.
❖ "F" visa which is for 'academic' studies.
❖ "M" visa is for 'nonacademic or vocational' studies.
❖ You must either be sufficiently proficient in English to pursue
the course of study.
• There are two types under F1 visa. OPT and CPT.
❖ OPT (Occupational Practical Training) – Eligibility to work 1
year after the completion of the course. They can apply of
H1B and EAD while working.
❖ CPT (Curricular Practical Training) – Eligibility to work while
studying.
35

• B1 Visa (Visitors / Tourist / Travel Visa Programs):
➢ Temporary visa to visit the USA for travel, holidays or short term work
➢ Short term business (B-1).
➢ For pleasure, travel or medical treatment (B-2).
➢ The person has to present a letter from the U.S. business stating the business
purpose of the trip, the intended length of stay and the company’s intent to
defray travel costs.
➢ 3 months validity.
• EAD – Employment Authorization Document
An Employment Authorization Document (EAD) is work permit that authorizes an
immigrant to work in US for a period of time, usually one year. Employment
Authorization Document – it will be given when the person applied for a green
card.
➢ Document issued for the Permanent residency in US
➢ EAD will be given by the government before the Green card for the
Permanent residency
There are two categories of EAD available :
➢ I485 EAD (Green Card EAD)
➢ OPT EAD
36

• Border Visas – As US shares its borders with two different
countries, Canada and Mexico, there are two work permits
which allows people from these countries to work within
US.
➢ TN 1 Visa (Canada)
➢ TN 2 Visa (Mexico)
• TN(Treaty NAFTA) Visa: - for Canadian and Mexican
Nationals/Citizens Only.
➢ They are called as "Border Commuters".
➢ Many sponsor companies even prefer TN1 visas because
they are easier to obtain.
➢ Time period – 3year, it can be extended for 1 to 3 years.
➢ If you have a TN and want a green card, change status to
H1B before applying for green card.
37

Other Visas:
• H2B VISA PROGRAM - Short Term 'Seasonal Jobs' Work Visa / Permit:
• The H2B visa is a great way for people who want to temporarily live in the USA, working in seasonal and fun jobs.
The H2B visa Process and Requirements:
➢ The employee must 1st have a job offer from a US employer to perform a temporary job
➢ The employee must meet the minimum qualifications for the job that the employer has offered.
➢ The US employer files the H2B application with the US Immigration Bureau.
➢ The employee must intend to return home when the job ends and visa expires.
H2B Visa duration:
➢ The duration of the H2B is limited to the employer's need for the temporary workers. The maximum authorized
period is one year. However, the employer may extend the duration up to three years in some situations.
38

• E3 Work Visa Program - for Australian Nationals/Citizens only
➢Base Services have helped thousands of Australians obtain Jobs and visa sponsorship
in the USA. US Companies that sponsor for H1B visas typically will always also
sponsor for E3 visas as well (many sponsor companies even prefer E3 visas because
they are easier to obtain).
➢24-month maximum validity period for E-3 visas. This validity may be renewed.
• E2 Visa:
➢The E2 Investor Visa allows an individual to enter and work inside of the United
States based on an investment he or she will be controlling, while inside the United
States. This visa must be renewed every other year, but there is no limit to how many
times one can renew. Investment must be substantial. An investor must contribute to
the US economy. (Setting up a small shop alone is not enough.) Investor visas are
available only to treaty nations
• J1 VISA:
➢The J1 visa is intended for students needing practical training that is not available in
their home country to complete their academic program. The training must be
directly related to the academic program. The J1 visa obligates the student to return
to their home country for a minimum of two years after the end of their studies in
the USA before being eligible to apply for an immigrant (permanent residence) visa.
39

Other Important Terms:
• I – 94 - Port of entry to US.
• I-129 - Petition for a Nonimmigrant worker. (Basically all paper work your company submits while applying for H1B to labour dept for a candidate.)
• I -797- H1B approval notice. ( It is the approval notice given consultant when he applied for H1B)
• I -797A - It is an original approval notice with the I-94 attached. I 797A is issued to people only in the USA currently undergoing a change of status (f1-h1,
h1-h1, l1-h1 etc.). The “A” is for Change of status approved which means the applicant can continue to remain in the USA and work
• I -797B - I-1797B is an original approval notice with no I-94 attached. If you have received an I-797B, this means that the petition itself is approved, but
the COS/Extension of Stay is not approved. You would have to go back to your home country to get your visa stamped, and then re-enter the US.
• I – 797C - It is a copy of the approved petition. This is usually given to the employers for their reference file.
• EAC – (Receipt Number): It receipt no written in 1-797A form. We can check status of the visa of the candidate.
• EIN - Employer Identification Number (EIN) is also known as a Federal Tax Identification Number; it has 9 digit numbers and is used to identify a
business entity. Also known as the Tax Identification Number (TIN).
• SSN - Social Security number (SSN) is a nine-digit number issued to U.S. citizens, permanent residents, and temporary (working) residents. Its primary
purpose is to track individuals for taxation purposes.
40

• W-9 - Taxpayer Identification Number and Certification for the independent
consultant. (It is the form issued to the independent (1099) consultant by the
employer for the tax Identification Number).
• Purchase Order: It is an agreement send to an Employer / an Independent
consultant who got confirmed for the project
• EAD: EAD is the document (Form I-688, Form I-688A, Form I-688B, Form I-766, or
any other successor document issued by USCIS) that proves as evidence that the
holder is authorized to work in the United States.
• I- 140: Immigrant Worker Petition If you are an employer wishing to sponsor (or
petition) for a foreign national to work in the United States on a permanent basis,
you must file Form I-140.
• I-145: Adjustment of status ("AOS") is a procedure that allows an eligible
applicant to become a lawful permanent resident of the United States without
having to go abroad and apply for an immigrant visa.
41

• Flow of Requirements: For Example: Microsoft (End Client) HCL STAFFING
COMPANY. Microsoft will give the requirement to HCL and the HCL will give the
requirement to vendors like STAFFING COMPANY and STAFFING COMPANY will
give requirement to Recruiters. This flow is called as flow of requirement.
• Employer: An employer is a person or institution that hires employees or
workers.
• Implementation Partner: The organization which implements the projects to the
vendor.
• Middle Layer (or) Prime Vendors: The organization which supports the end client
and the vendors
• Direct Deposit: Salary paid directly to the consultant to their bank account and
not by sending in cheque.
42

Security clearance
• A security clearance is a status granted to individuals allowing them access to classified information, i.e., state secrets, or to restricted
areas after completion of a thorough background check.
• Types of security clearance:
• Confidential: The simplest security clearance to get. This level typically requires a few weeks to a few months of investigation.
• Secret: A Secret clearance, also known as Ordinary Secret, requires a few months to a year to fully investigate depending on the
individual's activities.
• Top Secret: Top Secret is a more stringent clearance. A Top Secret, or "TS", clearance is often given as the result of a Single Scope
Background Investigation, or SSBI. Top Secret clearances generally afford one access to data that affects national security.
43

• List of the more popular and possible sets of security a clearance is
below:
➢Confidential
➢Secret (Collateral)
➢Top Secret (Collateral)
➢DOE - C, L, Q
➢FBI (equivalent to TS Collateral)
➢NATO Secret
➢Position of Public Trust
➢Yankee White
➢Top Secret/SCI
44

US
Recruitment
Process
Here we will study the following:
➢ What is the recruitment process in US Staffing
➢ How to understand the requirement
➢ How to make a search string and search for resume?
➢ Boolean Search Strings
➢ Tax Terms
❖ W2 Contract
❖ W2 Salaried
❖ 1099
❖ C2C or Corp to Corp
➢ The Concept of Per Diem
➢ How to screen a candidate while speaking to him over the
phone?
➢ Establishing Rapport and Negotiating with the Candidate.
➢ Closing the Candidate for a particular requirement
➢ Red Flags while screening the candidate.
➢ Job Boards and ATS (Applicant Tracking System)
45

Steps in
Recruiting Life
Cycle
❖ Client
❖ Account Manager
❖ Assignment of Requirement to recruiter
❖ Requirement Understanding
❖ Formulating Search String (Keywords, Boolean Search)
❖ Calling up candidates
❖ Getting updated resume
❖ Checking the Quality of Resume and Matching it to the Requirement
❖ Format the Resume and Submitting the resume to Account Manager
❖ Account Manager consults the candidate for further clarifications, if required.
❖ Resume is submitted to the client.
❖ Client provides feedback / interview request.
❖ Recruiter arranges the interview and confirms it with the client.
❖ Closure.
46

Requirement
Understanding
Requirement is a singular documented need of what a
particular product or service should be or perform.
•Something that required in advance
•Something that is needed.
To understand the requirement is the key to find the right
talent for the right job at the right time.
When looking at the requirement, the recruiter should
look for following skills and attributes.
•Location.
•Duration
•Rate
•Primary and Secondary Skills
•Start Date and End Date of Assignment
•Job Description
•Roles and Responsibilities
•Client
47

Searching
Resume
• When Searching for Resume, the recruiter must use either of the
following methods to locate a resume.
➢ Keyword Search or Search String
What is Search String?
Def.: The string of text you enter into the search box is known as a
search string.
Here String in the sense Keywords that you are looking in Subject.
In this method, the recruiter looks for a particular resume through
Job Title, Position Name or Specific Skill or Function in a Job
Board (Monster, Dice, Career Builder). This method is useful
particularly for any functional position and low level jobs
(Technician, Business Analyst and Project Managers etc.)
➢ Boolean Search
48

Boolean
Search
What is Boolean searching?
A search for specific data. It implies that any condition can be searched for using
the Boolean operators AND, OR and NOT. Most searches will return too many or
too few records. It takes a long time to look at hundreds of records. By putting a
little effort into constructing search strings (what you type into the search box) you
can save a lot of time. The database can do a lot of work for you if you know how
to add a little sophistication to your search strings
Boolean searches allow you to combine words and phrases using the words AND,
OR AND NOT (otherwise known as Boolean operators) to limit, widen, or define
your search. Most Internet search engines and Web directories default to these
Boolean search parameters anyway, but a good Web searcher should know how to
use basic Boolean operators.
Examples:
• Using AND Operator, search results are narrowed, as explained below
(Portland) AND (Oregon)
• Using OR Operator, search results are broadened, as explained below (Dog)
OR (Wolf).
• Using NOT Operator, search results are narrowed, as explained below
(Manager) NOT (Program)
49

Some more
Boolean
Search
To do this with databases you need to know about the Boolean system. By the use of a few
simple linking words, called operators, you can make your searches much more precise.
For Example: Java and j2ee and (JSP or STRUTS or SERVLETS)
Here you get the document which have JAVA and J2ee and with any of these three skills (jsp,
struts, servlets)
Narrowing Searches
In many instances, a search produces a results list that is far too long to skim for the information
you seek. You can narrow down a search by combining search terms with the AND operator.
AND Operator
Ex: Technical writer with Documentation, Business Analysis, RoboHelp, Quark Express,
Frame Maker, PageMaker, HTML exp
We can use
"Technical writer" and Documentation and "Business analysis" and Robohelp and "Quark
express" and "Framemaker" and "HTML“
Broadening Searches
Broadening Searches Sometimes a simple search produces a disappointing results list. The
query may not locate any matching documents, the results list may be too short, or the
documents in the results list may not contain the information you are looking for. In these
instances, you may need to broaden your search in order to retrieve a more promising results
list.
OR Operator
EX: Technical writer/ business analyst
We can use
("Technical writer" or "tech writer" or "tech-writer" or "technicalwriter" or "BA" or "Business
analyst" or "business analysis")
50

These are the operators which we use to make the strings:
• AND, OR, ( ),""
• AND: The AND operator finds documents that match all terms in the query
• OR: The OR operator finds pages that match at least one the terms in the query.
• "": Which combines the two words
Ex: "visual basic"
• ( ): We use the brackets when we are looking for some combination of key words.
Ex: ("Visual basic" or VB)
More Examples:
• (TECHNICIAN ) AND (RF ) AND (TES OR TESTING OR SCRIPTING) Within 75 miles of 92101.
• (MANAGER ) AND (ANALYSIS OR ANALYST OR ANALYTICS ) AND(DATA ) Within 75 miles of 92101 , BUT NOT =
(PROJECT OR PROGRAM ).
• (TECHNICIAN) AND ("TIER 1" OR "TIER I") AND ("MS OFFICE SUITE" OR MS-OUTLOOK) WITHIN 75 MILES OF
92101.
• (RF ) AND (DESIGN OR FABRICATE ) AND(MOBILE OR WIRELESS ) Within 75 miles of 92101
51

Boolean
Search on
Google to
find the
Resume
• Boolean Search can be applied on Google to find the resumes too.
As we know that people make their personal profiles and also post
resumes on Internet in large numbers, it is always a good idea to
check Google for recruiting purposes too.
• The Syntax for finding a resume on Google is:
➢ (intitle: Resume OR inURL: Resume OR intitle: CV or
inURL: CV) AND (“ Manager” OR “Supervisor”) AND
(Test OR Testing OR Test Case OR Test Plans) –jobs –
samples –”sample resume” –”Resume writers” (CA OR
California)
➢ (intitle: Resume OR inURL: Resume OR intitle: CV or
inURL: CV) AND (“ Mobile” OR “Wireless” AND Chips
OR “Semiconductors”) AND (Test OR Testing OR Test Case
OR Test Plans) –jobs –samples –”sample resume” –”Resume
writers” (CA OR California)
52

RECRUITMENT
RULE OF
STAFFING
COMPANY:
• NOTE: (AM: Account Manager RM: Resource Manger Vendor:
HCL End customers/ End Client: MCSD, Merck, Pfizer, Proquest,
Symantec, etc.)
• Important things to notify:
• Once you get a requirement please spend at least 3-4 minutes on each
of it
• Go through the requirement thoroughly and find out the right consultant
for the right job
• Try to find out a consultant who is having strong skills, good attitude,
ability to perform at any environment, interest towards to the job,
strong communication, geographical knowledge of the client, etc.
• For a normal requirements (example .net, java, oracle) try to find a
consultant from your own database/resource/vendors list.
• Everyone having the access to get in to our own server and view our
own saved profiles(Database)
• For a normal requirement do not source citizens, always submit H1b’s
only
53

• It is advisable to work with the vendors with those we had an agreement before or with
whom we have a real confident • Never reveal our end customers details to the vendors
until get a confirmation from RM/AM
• If it is a unique/complicated requirement circulate it, in to your vendors list, post it in
C2C, Dice, Google (whatever it may be) and also try to avail from a references
(friends/colleague, etc.)
• Never update the resume without the consultant knowledge/authorization and do not
ask the consultant to update its which one he does not have an experience on it
• Make sure that your submittal consultants h1b is holding by the vendor who is
submitting to you
• Before submission get the NCA from the vendor and rate confirmation too
• Never submit the consultant without getting the confirmation from the vendor who is
holding the visa
• Is he/she open for the telephonic calls
• Is he/she ok for the time frame (Some customers take a long time to decide while other
not do the same)
• Is she/he has any pipeline
54

Screening:
• Initial technical/HR evaluation is mandatory before submission
Submission Time:
• Make sure that the consultant is really fit for the project
• Always submit the resume in a STAFFING COMPANY format
• Try to submit with the consultants full name and ensure that you have mentioned
his/her contact details on the submittal form
• Properties of the resume should be edited before submission
• References details should be mentioned
• AM/RM will not accept the personal references from friends/colleagues/vendors/
relatives etc
• References from Project manager/Team leader will be accept at any condition, but from
the director or MD will be question?
• References details should be in a professional manner. Do not provide the personal email
address of your references. Make sure to get an official email address of your references
55

H1b copy (I797), I94
• 1. Our preferred contract terms are C2C and W-2. If incase of 1099, you need to get an approval from Resource Manager
• 2. Relocation factor is important for any submission. You must have information from the candidate as to why he/she would like to
relocate? You are expected to think on relocation consequences (for the candidate) beyond what you hear from them.
• 3. Availability of the candidate for the initial screening by preferred vendor–After your submission of a profile to Resource manager
the minimum expectancy of candidate’s availability is 48hrs.
• 4. You have to work with the direct employers and no layers. At a later time if you find out that there is a layer in between then we
have the right to work with the employers directly. For a critical position, you need to have the prior approval from Resource
Manager before working with layers
• 5. Signed NCA should be in place before making submission to Resource Manager or Account Manager.
• 6. Initial technical/HR evaluation is mandatory before submission.
• 7. Current location and his/her interest to move to the new project location
• 8. H1 status and employer name
• 9. You need to be extra cautious with the independent (H1 transfer candidates) consultants who may work with multiple prospective
employers. For Example. ABC consultant working with TCS or Satyam or HCL or Wipro may try to transfer their H1 with other
vendor companies. THIS KIND OF CONSULTANTS ARE NOT OUR CHOICE BECOZ they will be working with various vendor
companies without having any control. So we might lose the candidate after confirmation.
• 10. Communication and presentation skills are very important for any position
56

• 11. Two professional references with name, client name, title, phone and email
• a. You need to do this for everyone. Always prefer American references with client email ids.
• 12. Before qualifying the resume for submission, you need to check on these things with the employer as well with the
candidate
• I. How long he/she has been out off the project?
• a) You should not consider anyone who is out off the project for more than 4 weeks.
• II. How many interviews that he/she has given in that particular week?
• a) If he/she has given any client interview in the last two days or scheduled for an interview in the next 48 hrs. then they
are not our choice. You should keep them only as back up.
• III. Availability of the candidate
• a) Check with your Resource Manager if they need to serve any notice period at the current place.
• 13. You should keep checking the availability of the candidate every day also you should request him/her and their
employers to let us know if there is any development at their front.
• 14. Once you have the confirmed client interview schedule, you should issue the PDF copy of the Professional Services
Agreement (Please ask your Resource Manager for the PSA) and you need to have the signed copy back in 24 hrs. Along
with W9.
• 15. it’s not a good practice to log on to Dice or Monster for every requirement. It’s important that you have or develop
your own network of dedicated suppliers. We Have a monthly limitation to access the contact information, so do not open
any non-matching profiles.
• 16. Share your requirement with your co-recruiter in order to cut down the turnaround time and increase the chances of
striking a deal.
• 17. Have a common database of Profiles and email ids of your network and share it with everyone. This potentially
increases the number of closures and cuts down the turnaround time.
57

Submission Process:
1. Do not CC to Account Manager while submitting to Resource Manager.
2. Fill the profile with the property details as Account Manager Name and contact details.
3. Always have the Full Name mentioned in the Profile (First Name, LAST NAME) with the contact details (home and mobile)
including email id.
4. Ensure the duration of the projects does not have any over-lapping period and or mismatch of duration.
5. Format the resume (do not spend more than 10 minutes on this)
6. You should respond to every vendor with the feedback on the profiles that they have submitted. It’s very important that you should
write to them with the proper reason even if you do not consider their candidate.
7. If you are working with a recruiter who is working from India, you have to have their US office contact information and title.
58

Interview/Selection Process:
• 1. Before the client interview, you need to connect the candidate to the previously interviewed candidates.
• 2. You should call the candidate 10 minutes before the interview (for non-business hours interview, you should send them an email
also encourage them to call us back if they did not get the interview call) to make sure that he/she is available and also to wish
him/her to do the best
• 3. The candidate should call you back after 15 minutes past the interview time, if he/she did not get the interview call.
• 4. You should collect the interview questions and keep that in our records for future use also you need to have the name of the
interviewer and project location
• 5. If he/she is selected in the interview, you should write to them (employer and candidate) with the result and also call them
personally
• 6. You also need to get the copy of their itinerary (A planned route or journey or a travel document recording)
• 7. You should call them (employer and candidate) on the joining date to make sure that he/she is there at the customer site
59

8. If there is any delay on his/her reporting, you should have the first hand information from them and we should inform the client
9. You should provide the alternate contact information of the client if the candidate is struck at the front desk of the client site on his
reporting date.
10. You should strictly inform the candidates that they are not supposed to discuss any non-technical issues with the client and such
issues have to be discussed only with us.
11. You should fill the placement information form once you have a placement or the consultant started to work.
12. After joining the project, you should call them every two weeks to make sure that everything is going well with them. You are
required to log in your call details with the date and name in an excel file and send that to your Resource Manager every month.
13. You should also provide an alternative contact at STAFFING COMPANY, if they can’t reach you. You can keep Resource Manager
/Account Manager as an alternative contact.
14. You should work towards in getting H1 transfer referral from existing consultants.
60

Tax Terms
• Every citizen has to impose a certain percentage of financial charge from his/her income to the
government. There are few types or methods of tax terms involved in US. There are three tax
terms which are prescribed in US Recruitment.
❖ W2
❖ 1099
❖ C2C (Corp to Corp).
Let us discuss in detail:
➢ W2 – Employer will pay their tax. Eligibility consultant – Green Card, US citizen, EAD,
F1 . Salary Paid for every 15 days. Employer should have state Id in the particular state.
When a person is paid in form of W2, the employer automatically withholds a part of his
pay and pays all the necessary taxes on his own as per the required norms of Federal
Government. These Taxes include Federal Income Tax, State Income Tax, Social Security
and Medicare Tax.
61

W2 is further classified in two parts:
➢ 2 Salaried
➢ W2 Hourly
• W2 Salaried – In this the employer pays the candidate on a daily rate basis. This
means that the consultant will be billed on 800 hours instead of 880 hours on a
monthly basis. The candidate is normally paid benefits (Medical Insurance, Paid
Time Off, National Holidays and 401K Contribution). The candidate is not
qualified for overtime in this type of payroll.
• W2 Hourly – In this, the employer pays the on an hourly basis. This means that
the candidate will be billed for full 880 hours (8 hours a day * 5 days a week * 22
days a month). There are no benefits or minimal benefits provided with this type of
payroll. The candidate is eligible for overtime.
62

• C2C or Corp to Corp – Consultant should have their own corporation. Eligibility consultant – Green card holders, US citizen,
H1B (But he will be working through the employer). Salary paid only after 60 days. In this a sub vendor to your staffing company
does a 1099 type of contract and then pays to his consultant on W2 Payrolls.
• 1099 - When a person is paid in 1099 payrolls, all money earned by the candidate is paid on an untaxed basis. It is then the
responsibility of the candidate to file and pay the appropriate taxes. Independent consultant. Consultant will pay their tax by
themselves. Eligibility consultant – Green card holders, US citizen, EAD Holder. Paid salary after 60 days. Need to give
compensation to the consultant. Salary paid only after 60 days. To do a 1099 or C2C contract, a subvendor or the self contractor
needs to have following insurances.
✓ General Liability – Amount of $1 million (Mandatory, Always ask the candidate or vendor when dealing a 1099 or C2C
case).
✓ Errors and Omissions
✓ Workermen’s Compensation
63

EMPLOYMENT TYPES:
• Full time Employment :
❖ In Full time employment, employee works for full time.
❖ He/she will be a permanent worker.
❖ Working timings - 8 hours a day and 40 hours a week for 52 weeks.
❖ He/she may enjoy the company benefits and allowances such as sick leave, Annual leave, insurance benefits, Compensation, paid holidays where part
time and contract employees may not.
• Part time employment:
❖ Part-time is defined as working between 1 and 35 hours per week.
❖ Work fewer hours than the regular time.
❖ He/she may not enjoy any company benefits.
• Contract employment:
❖ There will be an agreement between an employee and an employer for a certain period of time.
❖ He/she may not enjoy any company benefits and allowance.
• Per diem:
❖ Payment made by daily basis to the employees.
❖ The employee will get salary plus their expenses on each day.
64

Per Diem
• Per Diem is basically an allowance given to candidate in case the candidate is relocating from his home location to the client site to
work for an assignment. For Per Diem to be applicable, following conditions must be fulfilled.
➢ The candidate should own a house / should be renting a house at his home location. (Proof of Ownership / Rent Agreement
will be asked at the time of paper work.)
➢ Distance between the location should be 50 miles or more.
➢ He should have enough expenses to maintain the two houses.
➢ Per Diem will be provided to the candidate for the first year of the contract only. If the contract extends for more than 12
months, Per diem will be stopped after completion of 12th month.
65

Screening the
Candidate Over
the Phone
• Phone Screening the Candidate is the most critical step in
identifying and hiring the candidate for the a given requirement.
While hiring the candidate the recruiter generally follows
following steps:
➢ Greets the Candidate on opening of the call.
➢ Introduces himself and his staffing company.
➢ Seeks the permission from candidate to speak about the
position.
➢ Gives the Details about the position (Title, Location, Client,
Duration and nature of job ) and discusses the candidate’s
experience to qualify the resume for the assigned
requirement.
➢ Negotiate for Pay Rate / Salary Range and Summarizes the
details for the call to confirm the candidate’s interest
➢ Closes the Call and Sends him a RTR (Right to Represent)
mail to reserve the candidate for the assigned position.
67

Closing the
Candidate for a
particular
Requirement
After sourcing and screening the candidate, the recruiter can go
ahead and get the candidate’s resume submitted to the client.
If the resume is short-listed depending on the client’s feedback,
and client forwards an interview request, the recruiter gets in
touch with the candidate, discusses the interview schedule with
him.
If the candidate is appointed by the client, it then adds up to a
closure (Purchase Order or PO) in the recruiter’s name.
Once the candidate officially starts his assignment, it is regarded
as a placement in recruiter’s name and the recruiter is awarded
incentive accordingly.
68

Red Flags While Screening the
Candidate
• While Screening the Candidate, it is mandatory that certain check points are ruled out in order to confirm that
candidate in all probability is a willing candidate and will join the job, provided client offers it following the
interview.
➢ Commute
➢ Pay Rate
➢ Willingness to Join
➢ Willing to Perform a Background Check and Credit Check as per the client’s requirement
➢ An Ex – Employee of the same client
➢ Any Pending Interviews or Back-up Offers
➢ Qualification and Experience are neither under or over qualified
69

Job Boards
used in US
Recruitments
Job Boards are basically websites where job seeking
candidates post their resumes and Employers look
for a potential candidate who can be hired for their
requirement.
There are various Job Boards available in market
where people from US post their resumes. Some of
the Job Boards are:
• Monster US
• Dice
• CareerBuilder
• LinkedIn
• Indeed Jobs
• Hotjobs
• Sologig
• Netemps, etc.
70

Applicant Tracking System
There are some portals available in US Recruitment
market which source resumes from all major job boards
and act as a one stop solution to have large database of
candidates for various type of skill sets.
Some of the such major job portals are:
Bullhorn
LinkedIn Recruiter
JobDiva.com
QCOM
JobDiva.com
Taleo.net
CATS
FOX
CONREP
71

Benefits
• Apart from straight pay or salary, the benefits offered by
small, medium and larger enterprises or company's are as
follows:
❖Paid Vacation
❖401k Retirement Plan
❖Health Insurance
❖Dental Insurance
❖Over Time Facilities
❖Accidental Death and Dismemberment Insurance
❖Bonuses, etc.
72

Background Checks:
• A background check is a process a person or company uses to verify that a person is who they claim to be. Background checks
provide an opportunity for someone to check a person’s criminal record, education, employment history, and other past activities
in order to confirm their validity. Whether you’re applying for a job, looking for a new apartment, or purchasing a firearm, you
may have to undergo a background check.
• There are several different types of background checks used for different situations. Common used BGC checks performed in
USA are:
❖ Employment Background Checks
❖ Drug Test
❖ Criminal Background Checks
❖ Education Checks
Once the candidate clears all the checks required by the client he/she has the green signal to start the Onboarding/Jobs.
73

Conclusion:
• As I have come to the end of my study I have had
the following experiences while conducting this
study.
• It was a very enlightening experience for me as I got
to learn many new things through his study.
• At its core, recruiting is a rather simple concept--it
encompasses identifying candidates and hiring
them to fill open positions. However, effective
recruiting combines a bit of art with science. It
requires implementing repeatable processes that
will lead to reliable results, on the one hand. On the
other, it requires sophistication to think outside the
box in order to find your ideal candidate.
74

Bibliography:
https://salesandrecruiting.blogspot.com/
2017/06/us-staffing-process-complete-us-
it.html
https://usitstaffingblog.wordpress.com/2
016/08/17/us-it-recruitment/
https://www.slideshare.net/manas_staffi
ng1985/us-recruitment-13282864
75

Appendix:
• Questionnaire on recruitment & selection:
Name of the Respondent:
Age:
Department:
Designation:
Tenure in service:
❑ During the time of recruitment, among the given below sources, which one is most preferable for your company?
a) Internal source b) External source
a) Which of the following recruitment procedure is followed by your company?
Centralized recruitment b) Decentralized recruitment
❑ Do you think that academic marks play a vital role in the recruitment procedure?
a) Strongly agree b) Somewhat agree c) Neutral d) Strongly disagree e) Somewhat disagree.
❑ What kind of employee tests is conducted in junior level recruitment?
a) Intelligence test b) Aptitude test c) Graphology test d) Polygraph teste) Achievement test
76

❑ What kind of employee test is conducted in middle level recruitment?
a) Intelligence test b) Aptitude test c) Graphology test d) Polygraph teste) Achievement test.
❑ What kind of employee test is conducted in higher level recruitment?
a) Intelligence test b) Aptitude test c) Graphology test d) Polygraph teste) Achievement test.
❑ Do you consider the reference check as an integral part of recruitment?
a) Strongly agree b) Somewhat agree c) Neutral d)Strongly disagree e) Somewhat disagree.
❑ Do you accept e-recruiting as a suitable way of recruiting?
❑ Which of the following is considered to be the key drivers for e-recruitment in your
company?
a) Reduce recruitment cost b) Increasing the speed of time c) Employee better
tool for recruitment team d) Improving corporate image & profile.
❑ How is the performance of online recruitment over response of candidates?
a) Good b) Very good c) Average d) Bad.
❑ How many rounds of interviews are conducted before a candidate is offered offer letter?
a) One b) Two c) Three d) More than three.
77

❑ What are the types of interviews conducted in your company?
a) Panel interview b) Stress interview c) Group interview d)One-on-
one interview e) Telephone interview.
❑ Which types of competency based practices are carried on in your organization?
a) Portfolio reviews b) Notices of job requirements c) Template interview
d) Reference checking guides e) Role play.
❑ During the time of vacancy identification, which of the reasons are taken into
consideration?
a) Posts to be filled b) No. of persons c) Duties to be performed d)Qualifications required
❑ Do you think that ‘one having the authority to select, comprehensive job specification &
job description, availability of sufficient number of applicants’are the essentials to make
the selection procedure successful?
❑ Does your company follow the induction procedure?
a) Yes b) No.
❑ If the answer of the above given question is yes, then what type of induction procedure is
that?
❑ a) Structured & formal. b) Informal.
❑ What, according to you, are the major features of the approach to selection interviewing?
a) Focusing attention to competencies most critical to success.
b) Use of interviewers (panel) to share information, reduce judgment bias.
c) Objective, reliable & logical methodological.
d) All of the above.
78

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