4. Qualities of a “Good” Recruiter
• Influencing Power
• Negotiating Power
• Persistence
• Willingness to Excel and Achieve
• Judgment and
• Decision Making
• Coachablity
• Openness to Feedback
7. Time Zones
• EST [1 Hour Ahead of CST]
• CST [1 Hour Ahead of MST]
• MST [1 Hour Ahead of PST]
• PST
E.g.
Atlanta, GA (EST) >(1 hour) Dallas, TX (CST)
Atlanta, GA (EST) >(2 hours) Denver, CO (MST) and
Atlanta, GA (EST) >(3 hours) Los Angeles, CA (PST)
8. Day Light Saving Time
Day Light Saving ON:
Clocks are adjusted one hour forward at the start
of spring (Last week of February).
Day Light Saving OFF:
Clocks are adjusted one hour backwards near the
start of autumn (Last Week of October).
9. Holidays
• New Year’s Day
• President’s Day
• Memorial Day
• Independence Day
• Labor Day
• Veterans Day
• Thanksgiving Day
• Christmas
10. Work Visa & Permits
• 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.
• In US, there are two categories of Visa
Immigrant Visa
Non Immigrant Visa
11. Immigrant Visa
It is for those people who intend to live permanently
in US.
1. Green Card (GC) – An official document issued by US
Government to alliance allowing them to work permanently in
US.
2. Permanent Resident – An allocation of residency to the
incoming immigrants done on the random basis other than the
Green Card allocation.
12. Non Immigrant Visa
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.
1. H1B
2. H4
3. J1
4. L1/L2
5. EAD
a. I485 EAD (Green Card EAD)
b. OPT EAD
6. Border VISAs
a. TN1 VISA (Canada)
b. TN2 VISA (Mexico)
13. • 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.
• 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.
• J1 – Basically provided for someone from home country to US for training which should be useful for home
country.
• 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.
• 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.
There are two categories of EAD available :
I485 EAD (Green Card EAD)
OPT EAD
• 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)
14. Recruiting Life Cycle
• Assignment of Requirement to recruiter
• Requirement Understanding
• Formulating Search String
• Calling up candidates
• Getting updated resume
• Checking the Quality of Resume and Matching it to the
Requirement
• Format the Resume (if Required) 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
15. US Recruitment Process
1. Requirement Understanding
2. Making of Boolean Search String
3. Use of Job Boards and ATS (Applicant Tracking System)
4. Tax Terms
a. W2
b. 1099
c. C2C or Corp to Corp
5. Concept of Per Diem
6. A. Screening of Candidate over Phone
B. Establishing Rapport and Negotiating with the Candidate
7. Use of Red Flags while Screening
8. Closing the Candidate
16. 1. Requirement Understanding
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
17. 2. Searching Resume
1. Keyword Search
2. Boolean Search
• Keyword Search: 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: 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.
18. 3. Use of Job Boards
• 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
Careerbuilder.com
TheLadders.com
Indeed.com
State Job Banks
19. 3. 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
Monster
Career Builder
Indeed
LinkedIn Recruiter
20. 4. Tax Terms
1. W2
a. W2 Salaried
b. W2 Hourly
2. 1099
3. C2C (Corp to Corp)
• W2: 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. It is further
classified in two parts:
– W2 Salaried
– W2 Hourly
21. 4. Tax Terms-Contd.
• 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
22. 4. Tax Term-Contd.
• 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.
• C2C or Corp to Corp – In this a sub vendor to your staffing company
does a 1099 type of contract and then pays to his consultant on W2
Payrolls.
Note: To do a 1099 or C2C contract, a sub-vendor 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
23. 5. Concept of 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.
24. 6. Screening the Candidate Over 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:
1. Greets the Candidate
2. Introduces himself and staffing company.
3. Seeks the permission from candidate to speak about the position.
4. 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.
5. Negotiate for Pay Rate / Salary Range and Summarizes the details for the
call to confirm the candidate’s interest
6. Closes the Call and Sends him a RTR (Right to Represent) mail to reserve
the candidate for the assigned position.
25. 7. Use of Red Flags While Screening
• 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:
1. Commute
2. Pay Rate
3. Willingness to Join
4. Willing to Perform a Background Check and Credit Check as
per the client’s requirement
5. An Ex – Employee of the same client
6. Any Pending Interviews or Back-up Offers
7. Qualification and Experience are neither under or over
qualified
26. 8. Closing the Candidate
• 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.
