The document provides best practices for candidate sourcing, including analyzing job descriptions to identify must-have and nice-to-have skills, searching internal databases and job boards like Monster for candidates, shortlisting candidates using a matrix, following up with candidates via email and phone, and publishing profiles to internal databases. It recommends spending time analyzing job descriptions, searching different sources for candidates including competitors and universities, using different search types, shortlisting based on skills and experience, following up with at least two contacts per strong candidate, and keeping daily status reports.

1. Candidate Sourcing Best Practices Analyze a Job Description(10-15 mins) Identify and write-down Must-have’s and Nice-to-have and synonyms Note down Skills, Education, Experience, Others (like Visa / Location) Example below (JD for Mobile Dev position at Zillow) Must-have Skills: Java/C++/C# AND Mobile dev (Android/iPhone/Blackberry development) Nice-to-have Skills: Objective-C/Cocoa/Xcode, Ajax / UI development Education: Computer Sc (highly preferred) Others: 2+ years / Prefer non-H1B / Good analytical skills (read GPA) Search internal database FIRST (30-45 mins) Your candidates from recent past (your emails and folders) Search our internal database (Zoho) and see if you find anyone Check with your buddies around (esp. if you similar positions came up before) Confidential

2. Candidate Sourcing Best Practices Searching in Monster (30-60 mins) Use only Must-havesand role in your basic query Add synonyms/related technologies to Must-haves; THEN add other criteria if necessary for one your searches In the results preview page – see the following fields carefully : Current position, Desired position, Current company, Visa status, Highest Degree, Relocation. View resume only after you confirm these attributes Remember different types of search Skill search is only one of the ways Try out competitor searches (competing companies) Try based on colleges / Universities (esp. for FTE) Add the domain names or terms Add ethnicity like people from Russia or Russian Confidential

3. Candidate Sourcing Best Practices Short listing in Monster (90-120 mins) Create a matrix to shortlist resume; See example for contract & FTE Skills, Education, Experience, Others (Visa / Location) Typical Matrix for Contract * Others = Visa or Relocation Typical matrix for FTE* Others = Stability or Domain How to judge “Experience” or “Skill Match” (lets discuss) Add shortlisted candidates to a folder in Monster and on your laptop Create one folder for each JD or Role (not one folder with name “Syed”) Forward the profile and download the profile into a folder with JD Name or Role type (e.g SDET or Mobile Dev or Systems Analyst) Confidential

4. Candidate Sourcing Best Practices Keep an eye on all open positions Forward any viewed resume that is likely to fit other open positionsor generic positions we always get like an SDET. E.g., while searching for Mobile Dev position, see if its fit for a .NET developer position also Lets not be selfish! Company will recognize all good work (not just your submissions but forwarded resumes also) Candidate follow-up (120 – 180 mins) 1 email + 1 phone or voicemail qualifies as ONE contact. Good profiles shortlisted should have minimum TWO contacts; ONE contact is OK for Average profiles Be smart about when you contact them 8 AM to 9:30 AM local time (or 4:30 – 6:30 PM local time) Be nice and courteous – Example voicemail is Hey David, Good morning. I am Anil from Pragna Technologies. I have some exciting opportunities at Microsoft for Software Developer in a very good team/project. And I think you profile is a very good match for that. I would like to discuss this opportunity further. Pls let me know a good time. Again this Anil from Pragna and I can be reached at 425-605-4544. Have a good day. Shortlisted Candidates Publish profile on internal database (Zoho)

5. Team Expectations Sourcing Send 40-60 emails daily to candidates Proactively identify and speak to “good” candidates Target to make 20-25 phone calls (leave good / appetizing voicemails) Screening / Tracking Ask good questions; understand candidate skills well Keep track of your candidates (monitor and keep-in-touch) Always be nice and courteous Reporting Daily status on the board (in India) and on the online Tracker Confidential