US Recruitment Process

Contents In the following slides we will study  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)

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.

Requirement Understanding 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

Searching Resume When Searching for Resume, the recruiter must use either of the following methods to locate a resume.  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 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. 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)

Some more Boolean Search (TECHNICIAN ) AND (RF ) AND (TES OR TESTING OR SCRIPTING) Within 75 miles of (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 (RF ) AND (DESIGN OR FABRICATE ) AND(MOBILE OR WIRELESS ) Within 75 miles of 92101

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)

Tax Terms There are three tax terms which are prescribed in US Recruitment.  W2  1099  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

Tax Terms  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.

Tax Terms  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.  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

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 12 th month.

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.

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.

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

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.com  Careerbuilder.com  Hotjobs.com  Sologig.com  Netemps.com

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.

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