The document discusses various aspects of the US staffing recruitment process. It begins by outlining the typical steps in a recruiting lifecycle from receiving a job requirement to making a placement. It then provides details on key activities like understanding requirements, searching for candidates, screening candidates by phone, and closing candidates on opportunities. It also covers topics like tax terms, per diem, searching resumes using boolean strings, and red flags to watch for during the screening process.

1. Concepts of US Staffing

2. Human Resources
Recruitment
Payrolls and
Benefits
Employee
Relations
Training and
Development
Induction and
Orientation

3. 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.

4. 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.

5. 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
 Most important -Recruiters!!!

6. 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.

7. Qualities of a “Good” Recruiter
• Influencing and negotiating
• Persistence
• Willingness to Excel and Achieve
• Judgment and Decision Making
• Coachablity and Openness to Feedback

8. Day - Day Activity of a Recruiter
• 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.

9. US Rendezvous
• In this section we will be introduced to following
aspects of United States of America
 Demographics
 Culture
 Geography
 Work Visa and Permits

10. USA MAP

11. Some Facts about USA
• It is commonly known as US, United States, America or States.
• It is the world’s economy with a GDP of $19.36 trillion with
per capita income being eleventh 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.

12. Major Cities of US – Top 10
• New York City, NY
• Los Angeles, CA
• Chicago, IL
• Houston, TX
• Philadelphia, PA
• Phoenix, AZ
• San Antonio, TX
• San Diego, CA
• Dallas, TX
• San Jose, CA

13. Political Division and Time Zones
• 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.
• 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).

14. Day Light Saving
• The concept of Daylight Saving Time is the practice of
advancing of clocks so that evenings have more daylight
and mornings have less. In this, typically clocks are
adjusted one hour forward at the start of spring and are
adjusted one hour backwards near the start of autumn.
• Normally in US, the daylight saving is applied or starts at
the last week of February and ends at the end of last
week of October following Halloween’s day.

15. Major Holidays of US - 2023

16. Work Visa and Permits
• Visa is an entry clearence 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 which exist.
 Immigrant Visa
 Non Immigrant Visa

17. 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.
 Permanent Resident – An allocation of residency to
the incoming immigrants done on the random basis
other than the Green Card allocation.

18. Types of Visa (contd.)
• 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.
• 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.

19. Types of Visa (contd.)
 H4 – It is granted to the dependents of immigrants who are on H1B work
permit. H4 visa EAD holder can work full time or part time for any
employer in any position or in any field. Of course, if H4 visa EAD
holder chooses not to work, that is absolutely fine too. H4 visa based
EAD holder can start their own business of any kind.
 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.
`

20. Types of Visa (contd.)
• 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

21. Types of Visa (contd.)
• 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)

22. US Recruitment Process

23. 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
 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)

24. 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.

25. 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
 Domain Specific (e.g. Honeywell – Aerospace/PNC – Banking)
 Duration
 Rate
 Primary and Secondary Skills
 Start Date and End Date of Assignment
 Job Description
 Roles and Responsibilities
 Client

26. 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

27. 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)

28. Some more Boolean Search
• (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

29. Tax Terms
• There are three tax terms which are prescribed in US Recruitment.
 W2
 1099
 C2C (Corp to Corp).
 W2 – Candidate will work as a full time employee of a company (Employer) and
employer takes care of employee and employer taxes. Employer sends w2 form to
candidate in January, for the previous year wages and deductions. Candidates submit
tax returns to IRS usually, and occasionally employer also submits tax returns on
behalf of candidate. Eligible Candidates: American Citizen, Green Card (GC)
Holder, EADs (Employer Authorization Document), TN Permit (Canadian Visa),
OPT (Optional Practical Training), CPT (Curricular Practical Training), H1B, L1
etc.

30. Tax Terms
 W2 Salaried – This is FULL TIME, PERMANENT JOB. Employee
will be paid salary and get benefits like joining bonus, vacation,
holidays, workers compensation, relocation expenses, leave
encashment, IRA, Health/Vision/Dental/ Life Insurance, 401k,
Education Benefits, retirement plans etc. Usually company pays the
candidate when there is no job or in between projects. (we are not
dealing with this type)
 W2 - Hourly with benefits: This is FULL TIME, TEMPORARY
job. Employee will be paid on hourly basis and they will be enjoying
benefits also. As soon as the contract period is over, employee has to
find another job. (we are not dealing with this type)
 W2 - Hourly with no benefits: This is FULL TIME, TEMPORARY
job. Employee will be paid on hourly basis and there are no benefits.
(we are only dealing with this type)

31. Tax Terms
 Contract – Independent (1099) : Candidate will work as a contractor for a company for that
contract period. Company sends 1099 form to candidate in January, for the amount earned in
previous year. Based on this 1099 form, Candidate will submit tax returns to IRS, which includes
employee and employer taxes.
 Contract to Hire - Independent (1099): To start with, Candidate will work as a contractor for a
company and later will be hired as a full time, permanent employee for that company. In January,
company sends 1099 form for the amount earned previous year in contract period. In addition,
they also send w2 form to candidate in January, for the previous year wages and deductions earned
after hiring him as a fulltime employee. Based on this w2/1099 form, Candidate will submit tax
returns to IRS, which includes employee and employer taxes.
 Contract - Corp to Corp: This is a contract between Company (Client) and another company
(vendor). Vendor's candidates will work with client and client sends 1099 form to vendor.
 Contract to Hire - Corp to Corp: Vendor's candidates work with client ON CONTRACT for a
particular duration and later they will be hired as permanent employee of the client. Client sends
1099 forms to Vendor for the contract period worked by the candidate. After hiring the candidate
into their payroll, client sends w2 to the candidate for the wages earned during the previous year.

32. 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.

33. 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.
*** Please do not call a candidate more than 2-3 times max giving 2-3 hours gap before the next call.
Please do not ask them to login to internet and go through the JD instantly and reply to RTR
immediately. Give them at least 1-2 hours to do this work themselves so that they can make up
their mind if they want to pursue an opportunity. ****
 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.

34. Closing the Candidate for a particular
Requirement
• After sourcing and screening the candidate, the recruiter must get an e-mail
confirmation “Right to Represent” before they can submit the resume to
TL/AM for Client Submission.
• 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.

35. 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

36. 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
 Indeed
 Techfetch
 Facebook
 TNS-Travel nurse sourcing

37. 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
 Taleo.net
 Vivian

38. Thank You