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Guide to us recruitment debasis sahoo

This document provides an overview of key concepts in US recruitment including: - The six steps of the recruitment lifecycle: preparing, sourcing, screening, selecting, hiring, onboarding. - Common US tax terms for contractors: W2, C2C, 1099. - A map of the US showing states and time zones. - Popular visa types for foreign workers including H1B, L1, F1, and Green Card. - How to perform effective Boolean searches on job sites using operators like AND, OR, and NOT. - Major US job portals for posting positions like Dice, Monster, and CareerBuilder. - Key terminology in US recruitment like sourcing

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Guide Of Recruitment
US Recruitment Fundamentals Recruitment Lifecycle US Tax Terms USA Map States Types of Visas Boolean Search Job Portals US Recruitment Terminology Advanced Strategies in Recruitment Free Certification for Recruiter Devskiller Certification Certified Recruiter
How to Screen and Ways of Screening the candidates How to Build the vendor list General Scripts RTR ( Right to Represent ) Rate Confirmation Job Description Draft Conversation between Recruiter and the candidate Every US Recruiter Should Know
1 US Recruitment Fundamentals Recruitment Lifecycle: There are 6 crucial steps of recruitment life cycle Preparing Sourcing Screening Selecting Hiring On boarding Preparing: First of all before going to start any task we should have a prior preparation pattern so, likewise in recruitment as well. Every recruiter must have a clear understanding of job roles and responsibilities which is provided by respective client(Direct client)/implementation partner. Recruiter should have an idea about the client profile/domain. Sourcing: Yeah !! This comes the first and foremost a recruiter will have direct encounter with the job roles and his skills of sourcing . Sourcing is defined as getting/grabbing/finding/fetching resumes with respective to the job roles. Screening: As the name itself reveals that a recruiter should screen the candidate’s level of expertise in their respective field , his/her work authorization status/ willing to relocate / Are they looking for relocate etc.., many factors Selecting: If all the above steps goes well then the recruiter is supposed to submit the candidate's resume to his account manager/Team lead or higher authorities ..then they will share the resume with the client , if everything is on good path i.e (interviews, BGC ) client will hire him. Hiring: Right after the Selecting process here comes the hiring which is mainly depends on negotiation and job offer. As soon as the client finds his/her best fit for the role they should convey the message by call or by sending the offer letter that they are going to hire him if not there is a chance of backing off the offer by the candidate. On boarding: As this is the last step of the recruitment cycle but it’s most important one of all above because there might be chances even after the client offer the best salary/pay rates along with the benefits candidates might not be interested to take the offer because of their personal issues/sudden plans etc.., so every step of the recruitment life cycle is crucial .
2 US Tax Terms Tax Terms plays a key role in US job market / USIT Recruitment so in-order to have good understanding about US recruitment , every recruiter must have knowledge about the US Tax Terms. There are three (3) Tax Terms which are generally used in US Job market. W2 C2C 1099 W2 With the W2 tax type, you are a contracted consultant. You are oftenpaid an hourly rate everytwo weeks through a direct deposit. Taxes: Employer pays a portion of your taxes (Federal, Social Security, Medicare, State),which usually works out to be 8-9%. Additionally, your employer withholds a portion of your paycheck for you to help pay your taxes. For instance the person who is seeking a job opportunity with a valid work authorization (US Citizen/Green card/H1B /OPT /TN visa etc..,) is termed as consultant /Candidate. Like wise there are some staffing agencies who take these Consultants on their bench according to the interest of the consultants . if a H1B candidate is on one of the staffing company (“X” ) payroll (or made an agreement with an employer for a certain period ) then this H1B Candidate is called as W2 of this (“X” ) Staffing firm Only Green card /US citizen/ EAD / TN Visa can work on W2 Tax Term H1B are not allowed to work on W2 if they are in agreement with other employer but they are transferring their Visa then they are allowed t work on W2. W2 Candidates will be some basic benefits by their employer C2C : C2C is one of the commonly used Tax Terms in the US , which is the most preferable Tax by most of the consultants . C2C is an agreement betweentwo corporations. (Not individuals).Tax will be paid by the corporation on behalf of their consultants . H1B is the independent visa where they need someone to sponsor to stay in US so they will sign an agreement with their preferred staffing firm , then this staffing firm has rights to market the H1B Resume.
3 US Map and States Alabama Alaska Arizona Arkansas California Colorado Connecticut Delaware Florida Georgia Hawaii Idaho Illinois Indiana Iowa Kansas Kentucky Louisiana Maine Maryland Massachusetts Michigan Minnesota Mississippi Missouri Montana Nebraska Nevada New Hampshire New Jersey New Mexico New York North Carolina North Dakota Ohio Oklahoma Oregon Pennsylvania Rhode Island South Carolina South Dakota Tennessee Texas Utah Vermont Virginia Washington West Virginia Wisconsin Wyoming Time Zones Time zone(s) for each state in the United States. Alabama - Central Time Zone Alaska - Alaska Time Zone, Hawaii-Aleutian Time Zone Arizona - Mountain Time Zone Arkansas - Central Time Zone California - Pacific Time Zone Colorado - Mountain Time Zone
4 Connecticut - Eastern Time Zone Delaware - Eastern Time Zone Florida - Eastern Time Zone, Central Time Zone Georgia - Eastern Time Zone Hawaii - Hawaii-Aleutian Time Zone Idaho - Mountain Time Zone, Pacific Time Zone Illinois - Central Time Zone Indiana - Eastern Time Zone, Central Time Zone Iowa - Central Time Zone Kansas - Central Time Zone, Mountain Time Zone Kentucky - Eastern Time Zone, Central Time Zone Louisiana - Central Time Zone Maine - Eastern Time Zone Maryland - Eastern Time Zone Massachusetts - Eastern Time Zone Michigan - Eastern Time Zone, Central Time Zone Minnesota - Central Time Zone Mississippi - Central Time Zone Missouri - Central Time Zone Montana - Mountain Time Zone Nebraska - Central Time Zone, Mountain Time Zone Nevada - Pacific Time Zone, Mountain Time Zone New Hampshire - Eastern Time Zone New Jersey - Eastern Time Zone New Mexico - Mountain Time Zne New York - Eastern Time Zone North Carolina - Eastern Time Zone North Dakota - Central Time Zone, Mountain Time Zone Ohio - Eastern Time Zone Oklahoma - Central Time Zone Oregon - Pacific Time Zone, Mountain Time Zone Pennsylvania - Eastern Time Zone Rhode Island - Eastern Time Zone South Carolina - Eastern Time Zone South Dakota - Central Time Zone, Mountain Time Zone Tennessee - Eastern Time Zone, Central Time Zone Texas - Central Time Zone, Mountain Time Zone Utah - Mountain Time Zone Vermont - Eastern Time Zone Virginia - Eastern Time Zone Washington - Pacific Time Zone West Virginia - Eastern Time Zone Wisconsin - Central Time Zone Wyoming - Mountain Time Zone "Most of Arizona and all of Hawaii do not observe Daylight Savings Time." 14 states have multiple time zones.They are as follows: Alaska Florida Idaho Indiana Kansas Kentucky Michigan Nebraska Nevada North Dakota Oregon South Dakota Tennessee Texas
5 Time Zone Differences Pacific Time (PST ) - 8:00 AM Mountain Time (MST) - 9:00 AM Central Time(CST) - 10:00 AM Eastern Time (EST) - 11:00 AM Types of Visas Visa: H-1 B specialty occupation (Professionals) visas: Professional workers with at least a bachelor’s degree (or its equivalent work experience) may be eligible for a non-immigrant visa if their employers can demonstrate that they are to be paid at least the prevailing wage for the position. H1B visa valid for a span of 2 years and they can work for any company and it can be extend for 2 more years and also one more year. If they are completing 5 years then they can apply for GreenCard EAD. After verification then they can get GreenCard . Can work for their employer only (C2C) H4: H-4 visa is a visa given to immediate family members (spouse and children under 21 years of age) of the H-1B visa holders. L1: L1 Visa is valid for one year and that person should work for a particular company and the visa can extendfor one more year also. Once the person stays for more than five years can apply for EAD and can get the green card after the verification process. L2: L2 visa is a visa given to immediate family members (spouse and children under 21 years of age) of the L1 Visa holders. F1: F1 Visa is given to the students and it is valid for 2 years (18 months for studies and remaining 6 months for the project work) and the student can apply for OPT (EAD) and the student can work for 21 hours per week. Green Card Are permanent resident (authorized to work for any employer) Can go for any tax terms 1099, C2C, W2 B-1, B-2Tourist/Visitor visas: Available to all visitors coming to US for business or pleasure. B-1 business visitor visas are for a short duration and must not involve local employment. Nationals of certain countries may be eligible to visit the US for upto 90 days without obtaining a visa. OPT EAD: optional practical training: Any F-1 students can apply for OPT. OPT’s are authorized to work for any employer. WHO can work on WHICH H1B - C2C OPT - W2/C2C GreenCard - W2/C2C US Citizen - W2/C2C TN Visa - W2/C2C H4 EAD - W2/C2C GC-EAD - W2/C2C
6 Boolean Search Boolean Search is a way to organise your search using a combination of keywords and the 3 main Boolean operators (AND, OR and NOT), to produce more accurate and more relevant results for your candidate searches on LinkedIn and beyond. 1.AND 2.OR 3.NOT 4.( ) 5.“ ” By applying these appropriately, along with the keywords you wish to consider, you can create a huge range of search operations. There is no limit to how often you can use any of these elements in a search, so you can create very specific search strings, which will save you a lot of time in filtering the results. The AND Operator Take these 2 groups. In the first group are all the people who have the keyword “recruitment” somewhere in their LinkedIn profile. In the second, are all the people who have the keyword “HR” somewhere in their LinkedIn profile. When we use the Boolean string: Recruitment AND HR We are asking the LinkedIn database to search for all of the people who include both the word “recruitment” and the word “HR” on their LinkedIn profile. The more criteria we add using the AND operator, the less people we will find with our search, because by using AND we are narrowing our search. However, the people we do find from our search will be more relevant, as they will possess both of those skills. The OR Operator In this example, one group of people have the keyword “Recruitment” in their LinkedIn profile, while the other have the keyword “Recruiting”. Both words mean exactly the same thing to you and I and anyone using either of the two terms to describe their job function or skillset on LinkedIn possessing exactly the same skillset, but to an electronic database they are totally separate terms. When we use the Boolean string: Recruitment OR Recruiting We are asking the database to search for candidates who include either of the two terms in their LinkedIn profile, or both terms simultaneously. Therefore, by using OR we are broadening/expanding our search to encompass profiles that have one result or the other or both. Using OR enables us to find hidden talent e.g. people who have expressed their skills and experience in a different way than you might normally search e.g. banking OR bank OR finance OR financial, because by using OR we are broadening our search. The NOT Operator Like in the first example we used, one group of people have the keyword “Recruitment” in their LinkedIn profile, while the other have the keyword “HR”. When we use the Boolean string: Recruitment NOT HR We are asking the database to search for candidates who have the word “Recruitment” in their profile, but to exclude any candidates that also have the word “HR” in their profile and those who just have the word “HR” in their profile. Using NOT enables us to remove false positives from our candidate searches, as by using NOT we are filtering our search and removing irrelevant results: Brackets () When using Boolean search, there is no way to determine how the computer will solve our equation. This means that in order to get the most relevant result for us, we have to use something called parentheses to tell the computer what to solve first. This is where using brackets comes into our Boolean search.
7 Using brackets is essential for writing complex search strings, but it can be their application that causes the most confusion amongst recruiters. Essentially, a clause within brackets is given priority over other elements around it. For example, if I was given the following search: talent OR hr AND recruitment Do I mean to say I want to find someone who has either the keyword “talent” or the keyword “HR” on their profile, and has the word “recruitment” too? Or do I mean that they have to have “talent” or the combination of “HR” and “recruitment”? You see, the absence of brackets makes it impossible for the database to know what you mean. Watch how the meaning changes when you add brackets. In the following example, I have told the database that I need to find someone who has either “talent” or “HR” or both, and that they also need to have “recruitment”: (talent OR hr) AND recruitment But in the following example, I have told the database that I need to find someone who has “talent” or a combination of “recruitment” and “HR”: talent OR (hr AND recruitment) The most common place that brackets are applied by recruiters is in the use of OR strings. Basically, if you’ve written OR somewhere in your search, think about where the brackets will go because their placement will affect how the computer solves your Boolean search query, which will affect search results you receive back. Quotations “” When using Boolean search, if the keyword you’re searching for needs to be considered as a whole word e.g. Software Engineer , then it must be enclosed within quotation marks in your Boolean search string. If not, the database will consider the space between the two words to be an AND and will search the database for two terms – Software AND Engineer – and not what you want to search for which is the exact phrase “Software Engineer”. In other words, you must use quotations wherever you have two or more words as a phrase in your Boolean search string that you know for certain should be right beside one another like “Information Technology” or “Human Resources”, as quotations define a number of words as one exact term. Job Portals There are 3 commonly( which are so popular ) used Job portals in Us Recruitment industry to source and to post the Jobs. Dice Monster Careerbuilder Upon these there are other Job portals to Post free jobs which are below : Job Portals are the main resource for job seekers to apply for their dream job. JobSpider.com JobSpider is a free job portals which have extensive resume database , Used to post jobs and resumes for free of cost ,Job Spider has a feature of posting multiple jobs at a time and the jobs which are posted on Job spider are google friendly which appears on google search when a candidate is looking for a job. Jobvertise.com JobVerstise is a simple and user friendly free job portal to post the job with largest database of resume .Samuel A Roseman is the CEO of this free job site, Learn4Good Learn4Good is a free job portal with 25 million visitors per annum ,basically this is not only a free job portal but also it provides free TOEFL preparation and Career guidance for Students who are willing to do the higher studies in US.
8 PostJobFree.com As the name indicates that recruiters can post their job for free and this website will distribute all your job postings to all other popular sites . It has 1594928 jobs posted on their website.This has very simple process to post a job. US.jobs US jobs is more than a job portal it provides insights to the immigrants of US on how US job culture works, helps with info about where to live in US . Bighotlist.com Bighotlist is a cloud based portal mainly helps in C2C business by integrating both sales recruiters and recruiters. Post any number of jobs for free and can search for hotlist of employers. C2Crequirements.com C2Crequirements.com is the online portal where recruiters can post the job/ resumes for free which is strictly for C2C business . US Recruitment Terminology Sourcing Sourcing is a process of finding the matching candidates resumes (70% -100%) for the given job description Types of sourcing Passive sourcing Active sourcing Social sourcing. Screening It is a process of determining the qualified candidates resume based on his experience , communication skills, Skill set , Location , Pay rate and many other factors. Types of screening Resume screening Document Screening Candidate screening Submission As soon as the recruiter finds a best fit for the given job description , then he should sent the respective resume to his account manager/Team lead / respective reporting manger along with Rate Confirmation , RTR , Documents (H-1B/ Green card/ DL/ necessary Documents) . Types of Submission Internal Submission External submission VMS A VMS (Vendor Management System) is a web-based application that’s acts as a mechanism for business to procure and manage Contingent Workforce MSP (Managed Services Provider ) An organization that outsources its workforce efforts by understanding the administrator levels. Bill Rate The rate which is given by the client to their vendors/sub Vendors Pay Rate The rate which is provided to the consultants by the recruiter on behalf of their company keeping some margin.
9 Hotlist In general a hotlist is a list for consultants who are on the bench/payroll associatedwith the vendor company. Sales recruiters are responsible to market all the candidates on their bench /payroll. Client Client is an organization or company which needs man force for their requirements to develop/maintain/ test their products. Direct client Recruitment firms who works direct with the client as there is no layers / no one betweenthe client and the staffing firm. Implementation partner A company which implements the project /provides the man force with the help of other sub vendors . Advanced Strategies in Recruitment AI Recruitment Technology has made many changes to each and every industry out there including Recruitment , as we see Recruitment industry has gone through many changes but term AI (Artificial intelligence) has going to change the whole process of recruitment. What is AI? AI is abbreviated as Artificial intelligence, as it defined as the part of modern science which will learn from human actions and acts accordingly, Normally which is a computer which has learning, planning , executing ,problem solving skills. AI has entered in to all the industries like Pharma, Chemical, Media , now is is the time of recruitment industry to make the work more easier and flexible to source , screen , sending emails, make calls etc.., How AI Works? IBM was the company first introduced the term AI (Artificial industry), Normally AI will works with human intelligence , going to details where it is a outcome of deep learning and machine learning , which inculcates the actions of humans in no time and execute it. How AI works in Recruiting industry ? The basic responsibilities of recruiter are to source , screen , call , email , job posting, Now-a-days each recruiter is following a basic formula to get his submission done i.e. as soon a the requirement comes to his inbox , for the first few seconds he spends his time in the preparation of Job template , then few minutes in Posting job , sending bulk emails / Email merges etc.., but when it is coming to AI (Artificial Intelligence) it is a computer machine which will learn actions from recruiter like posting job , calling to candidates , Souring resumes , screening candidates will make all these actions automatically without any much time . AI Recruiting Software’s Ideal Smart Recruiters Hire Google Zoom AI Textio Recently Dice has implemented AI beta version which are being by most of the recruiters which consist main section i.e. to source resumes by just pasting the job descriptions .
10 Advantages of AI in recruitment industry Helps to source qualified resumes Automate the Recruitment (screening, calling) Cost effective recruiting . Helps to source qualified resumes As soon as the recruiter hunt for the candidate for the job , the first thing which attracts the job applicant is the job description which is shared by the recruiter, if the job description is not well written and with minimal information , there might be the chances that candidates would reject the job , but when the recruiter takes helps of AI tool called Textio.com , which will makes the job description free of grammatical errors , revise the description with alternate words and with proper sentence formation . Automate the Recruitment (screening, calling) As Recruiter are the busy persons , they spend a lot amount of time in finding the right candidates from job boards /social sites / ATS/ through emails and through referral as well , all these works are done alone by the recruiter, sometime recruiter tend to followup with the candidate on his interview schedule then that would be a mess , but when the recruiter takes help of Recruiting bot which follow up with the candidates who are shortlisted by sending emails / sending message which automatically makes recruiter job easy . Cost effective recruiting When comes to recruitment industry a normal startup company or a well grown company will have at least two(2) job portals , one (1) ATS , one (1) SMS software altogether costs huge dollars but when a recruiter buys a single AI based Recruitment software it is equal to all those all three softwares i.e. Job boards , ATS , SMS, so it is cost effective. Recruiting Bot Recruiting is a communication assistant which is similar to Alexa, Siri , Google NOW , Recent survey showed out of 3 persons 2 persons are likely to interact with bots . For example a job is posted on non AI based portal in which candidate need to go to bottom of the post to apply for that , but if that is a AI based portal as soon as the candidates visits the posts AI will suggest whether to apply or not to apply based o his resume and skills. Introduce Referal Program How to build Referrals ? On the call: First responsibility of a recruiter is to make calls to the prospective candidate , a few seconds before a recruiter closes the call with the candidate , recruiter can ask for a referral for one of the job that which client is looking for. Generic script for asking Referrals Do you have any of your friends /colleagues looking for a job change ? if yes please share me the details that would be highly appreciated By creating a candidate free referral page online As per the survey 70%of the population on the earth are mostly attracted to the web based content ,so this is the one of he way to get engage with the job seekers directly by creating an free page. Have an Accurate Job Description If you’re hiring in IT. For the most part, Recruiters will get the job description from the clients end , which can make or break the company’s search for talent. Problems arise when the job ad is not well written for a technical description such as an Angular developer, for example. Unless you do some coding on the side and have previous industry experience, chances are, you won’t know much about Angular. If you take a look at this tweet, you’ll notice a candidate anonymously shaming a company for putting out an ad requiring 8 years of Swift experience – a technology that has existed for merely 3 years. Errors such as these will do more damage than a mean tweet. They make the companies hiring look incompetent, uninformed and downright careless about their hiring processes.
11 Free Certification for Recruiter Do you wanna become a Certified IT Recruiter ? Here is a FREE Certification course to check out by Dev skiller Link to Take the certification Exam : https://devskiller.com/devskiller-tech-recruitment-certification-course/ Details about the Course : This exam consists of 45 single choice questions based on two original Devskiller resources you can find in this Dashboard. You have 60 minutes to complete the exam. Please note that your exam can’t be paused and has to be completed in one sitting. The passing score is 80%, so you need 36 correct answers to pass. Once the exam is finished, you can go back to your Dashboard to see the results. Benefits of Certification: Getting certified proves your skills in the field of Tech HR and lets you outshine other recruiters. Thanks to certification resources provided, you can brush up on best practices and industry standards which are presented in a concise and easily accessible way. Once you pass the exam, you’ll be awarded a badge. You can: Showcase your badge on your LinkedIn profile or share it on social media, Add it to your email signature, Put it on your website. You can use the badge embed code to add your badge to the HTML of your site, or upload the image. Exam Results: Once the examination is complete, the results will automatically appear in your Dashboard. If you fail the exam, you’re more than welcome to retake it - the only requirement is to wait 24 hours before doing so. We allow participants take the exam up to three times. If you fail, you get locked out for 30 days. You will be dearly missed and we promise to wait for you to return after the 30-day mark.
12 How to Screen and Ways of Screening the candidates Dear Recruiters , We have been facing problems while talking to candidates in- regard to screening what questions to ask and how to get clear and exact answer , you are going to learn few such kind of ways in the following article . What is Screening ? Screening refers to verifying the basic details and documents which are provided by the candidate to make sure everydetail of the candidate is in the proper way. Type of Screening Screening is divided into three main categories i.e.., 1.Resume Screening 2.Document screening Resume Screening : Resume is the Virtual face of the applicant (candidate ) ,so resume screening is the key in recruitment . Resume screening : Skillset Experience Education Skillset : The first and the foremost thing which needs to check on the resume is the skillset (make sure it matches with the client requirement ) Make sure to ask about their current project experience For example what kind of domain is it ? Are you an individual contributor or leading a team ? if leading a team what is the size of the team Are they currently working with the skills which your client is looking for ? Experience : Level of experience should be taken care , Try to ask the candidates the total yeras of experience and Take an in detail years of experience from the candidate about his/ her skillset which your client is looking for. Education: As every recruiter see that there will be a line mentioned in the job description provided by the client saying the “ they need a person with a Bachelor’s degree but lots and lots of recruiter ignore those lines but make sure try not to ignore those lines and check with the candidate about his education details like … What is his/her highest qualification along with the year of passing ? Name of the University ? Specialization along with their certifications in detail Document Screening : Document screening refers to verifying the documents (Visa , Passport , DL etc.,) which is provided by the candidate , which is a crucial part while working in Corp-to-corp business because there will be lots and lots of visa Tampering issues which occurs daily in recruiter life In Particular Recruiter should be aware of how different types of Visas look like and what are all the important aspects to remember on the Visas and Drivers License
13 How to Build the vendor list Vendor list is nothing more than the list of emails of sales recruiters. Vendor list is mostly used for C2C business which usually every one of us will save these emails in the form Excel sheets as the technology has been changing so lets try Google Docs to save our data. #1 : By Writing a post on LinkedIn saying that you are looking for Vendors to support your daily requirements. I hope every recruiter out there, will have an account in LinkedIn because this is for LinkedIn users . LinkedIn is the professional networking platform where there is a high scope of building a valuable human network system Just having an account in LinkedIn is nowhere case , you need to be active in building network /Participating and joining the groups within your preferred domain this will help you a lot in your professional growth. Coming to our main theme i.e building a great vendor list , as you build a network of sales recruiters then you can able to get their details by using the below two generic scripts. #1 Generic script on how to post on LinkedIn that you are looking for Vendors Hello Sales Recruiters, I am looking to expand my Third-party vendors list for my daily corp to corp requirements from our direct clients. Please drop your email id below in comment box to be added in my distribution list. Thanks !! #2 Generic script on how to post on LinkedIn that you are looking for Vendors Hello Bench Sales Recruiters, I am looking for the vendors / Bench Sales recruiters who can serve on my direct client C2C requirements on daily basis. Please comment your email id so that i can add you in my distribution list….. let’s start working together #3 : Create a Google form to collect the vendor emails Google forms are the best resource to collect information by creating Quiz , Polls, Opinions etc.., for free . How to create a Google form Visit :https://docs.google.com/forms (If you haven’t logged in with your gmail , just login with your gmail Credentials.) #4 Find emails in your Outlook inbox On a daily basis every recruiter will receive around 30-40 emails per day on an average , out of those emails most of them are from vendors , who are sharing their hot list ,collect these emails and save it in a excel sheet or in a google doc. Ways to Email to Vendors list After collecting all the emails there is no use that , if you doesn’t send email to those email list . So here are the few ways to send an email to your Vendor list. Outlook: As this the most common tool that every recruiter will use on daily basis to send emails which is connected with the professional email addresses which is provided by the company , This is the best way to send emails to the consultants and to the sales recruiters but there is clause here , if the recruiter send multiple emails via outlook at a time , outlook might not respond and your email address will be blocked for a certain period. Mailchimp: Mailchimp is the free email marketing tool , to send multiple emails at a time by creating campaigns with customized email templates.
14 General Scripts RTR ( Right to Represent ) and Rate Confirmation As per our discussion I am going ahead and presenting you to as per the following details This is to confirm that "I, Consultant Name , authorize " Company Name " . to submit me on job for the position listed as "Job Title " at Location - Duration 12 Months at the rate of $/hr on W2 /C2C All Inclusive. Job Description Draft Hi, I am Your Name and I work as a Technical Recruiter at Your Company Name .We are currently looking for a Position you are working for to work with one of our direct client .I’d love to tell you a little more about this position and learn a few things about you, as well. .Job Title Duration & Type of Job Location LJob Description Your Offical Signature Conversation between Recruiter and the candidate Recruiter: Am I speaking to John? (OR) Am I talking to John? Candidate: Yes John Speaking (OR) Yes this is John Recruiter: This is Jim calling you from USIT Recruit which is a Staffing firm regarding a QA Engineer position at New York City, NY. Candidate: Okay, Can you please let me know the Contract duration and Client info. Recruiter: Of course, this requirement is with my client XXX and duration is for 6 months which is a contract role, I have shared the job description your email ID. Candidate: Yes, I Receivedit, I am Interested to apply to this position. Recruiter: Can I know the hourly rate which you are expecting for? Candidate: $50/hr on W2 Recruiter: Okay that would be fine, you will be receiving an email as Rate confirmation and Right to represent, would you please acknowledge the same Candidate: Yes, I got it .I Have confirmed Recruiter: Thank you so much, I am going to present your resume to the client, will wait for the further updates. Candidate: Thank you, it’s nice talking to you Recruiter: Me too Bye. (This is a general talk betweencandidate and the consultant, there are many situations which are not involved) After receiving the Rate confirmation and the Right to represent from the Candidate, Recruiter will draft a new email to their respective manager or Team lead to review the candidate resume
15 Every US Recruiter Should Know What is I9 ? Form I-9 is used for verifying the identity and employment authorization of individuals hired for employment in the United States.? What is the Differnence between I797A / I797B / I797C ? Form I- 797A The form with an A attached at the end of the I-797 can only be issued to people who are currently staying in the United States and are changing their status to another one such as to an F1 or an H1 visa. Basically, the A in the form means that the change of the person’s status has been approved, signifying that the applicant is allowed to stay in the US and will also be able to continue to work in the US. The I-797A always comes with an I- 94 attached, indicating the status to stay is approved. Form I-797B The form with a B attached at the of the 1-797 is issued to all applicants that either has never been to the US or those applicants whose status could not get approved. So what does it mean for you if your status could not get approved? In this case, you are seen as a person qualified for the job you applied for but you won’t be able to stay and work in the US because you are either currently not in the US or you have committed some kind of immigration violation. An immigration violation can indicate several different things. For instance, it can mean that your filing did not include sufficient evidence to validate you can be legally employed. That is just one example – immigration violations encompass a variety of acts committed by people who have not adhered to the proper immigration laws of the country. If this happens to you, you would have to leave the country, go back home, and apply for the Visa at an American consulate from your home country. At the American consulate, you will have to do an interview and submit additional information proving your case to live in the US. Whether you will be able to go back to the US or not depends on the new evidence you provide during your interview at the consulate. Form I-797C The I-797C form is only a copy of the already approved petition and is given to the applicant’s employer for their reference file. The biggest difference between the I-797’S is that forms A and B are given to applicants only and form C is given to the applicant’s employer. In case you don’t receive the original notice of approval, you will be provided with a copy of the original form. Form C, apart from being handed out as a reference file for employers, can also be issued to communicate receipt of payments, rejections of applications, transfer of files, fingerprint biometric, interview and re-scheduled appointments, or to reopen cases. What is I94? The Arrival and Departure Record is the I-94, in either paper or electronic format, issued by a Customs and Border Protection (CBP) Officer to foreign visitors entering the United States. What is SEVIS? SEVIS stands for Student and Exchange Visitor Information System. It is a nationwide, Internet- based system that the U.S. government uses to maintainaccurate and current information on non- immigrant students (F and M visa), exchange visitors (J visa), and their dependents (F-2, M-2, and J- 2). What is SEVIS? SEVIS stands for Student and Exchange Visitor Information System. It is a nationwide, Internet- based system that the U.S. government uses to maintainaccurate and current information on non- immigrant students (F and M visa), exchange visitors (J visa), and their dependents (F-2, M-2, and J- 2).
Thank You Everyone Happy Sourcing Happy Recruiting - Debasis Sahoo

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Guide to us recruitment debasis sahoo

  • 1.
  • 2.
    US Recruitment Fundamentals RecruitmentLifecycle US Tax Terms USA Map States Types of Visas Boolean Search Job Portals US Recruitment Terminology Advanced Strategies in Recruitment Free Certification for Recruiter Devskiller Certification Certified Recruiter
  • 3.
    How to Screenand Ways of Screening the candidates How to Build the vendor list General Scripts RTR ( Right to Represent ) Rate Confirmation Job Description Draft Conversation between Recruiter and the candidate Every US Recruiter Should Know
  • 4.
    1 US Recruitment Fundamentals RecruitmentLifecycle: There are 6 crucial steps of recruitment life cycle Preparing Sourcing Screening Selecting Hiring On boarding Preparing: First of all before going to start any task we should have a prior preparation pattern so, likewise in recruitment as well. Every recruiter must have a clear understanding of job roles and responsibilities which is provided by respective client(Direct client)/implementation partner. Recruiter should have an idea about the client profile/domain. Sourcing: Yeah !! This comes the first and foremost a recruiter will have direct encounter with the job roles and his skills of sourcing . Sourcing is defined as getting/grabbing/finding/fetching resumes with respective to the job roles. Screening: As the name itself reveals that a recruiter should screen the candidate’s level of expertise in their respective field , his/her work authorization status/ willing to relocate / Are they looking for relocate etc.., many factors Selecting: If all the above steps goes well then the recruiter is supposed to submit the candidate's resume to his account manager/Team lead or higher authorities ..then they will share the resume with the client , if everything is on good path i.e (interviews, BGC ) client will hire him. Hiring: Right after the Selecting process here comes the hiring which is mainly depends on negotiation and job offer. As soon as the client finds his/her best fit for the role they should convey the message by call or by sending the offer letter that they are going to hire him if not there is a chance of backing off the offer by the candidate. On boarding: As this is the last step of the recruitment cycle but it’s most important one of all above because there might be chances even after the client offer the best salary/pay rates along with the benefits candidates might not be interested to take the offer because of their personal issues/sudden plans etc.., so every step of the recruitment life cycle is crucial .
  • 5.
    2 US Tax Terms TaxTerms plays a key role in US job market / USIT Recruitment so in-order to have good understanding about US recruitment , every recruiter must have knowledge about the US Tax Terms. There are three (3) Tax Terms which are generally used in US Job market. W2 C2C 1099 W2 With the W2 tax type, you are a contracted consultant. You are oftenpaid an hourly rate everytwo weeks through a direct deposit. Taxes: Employer pays a portion of your taxes (Federal, Social Security, Medicare, State),which usually works out to be 8-9%. Additionally, your employer withholds a portion of your paycheck for you to help pay your taxes. For instance the person who is seeking a job opportunity with a valid work authorization (US Citizen/Green card/H1B /OPT /TN visa etc..,) is termed as consultant /Candidate. Like wise there are some staffing agencies who take these Consultants on their bench according to the interest of the consultants . if a H1B candidate is on one of the staffing company (“X” ) payroll (or made an agreement with an employer for a certain period ) then this H1B Candidate is called as W2 of this (“X” ) Staffing firm Only Green card /US citizen/ EAD / TN Visa can work on W2 Tax Term H1B are not allowed to work on W2 if they are in agreement with other employer but they are transferring their Visa then they are allowed t work on W2. W2 Candidates will be some basic benefits by their employer C2C : C2C is one of the commonly used Tax Terms in the US , which is the most preferable Tax by most of the consultants . C2C is an agreement betweentwo corporations. (Not individuals).Tax will be paid by the corporation on behalf of their consultants . H1B is the independent visa where they need someone to sponsor to stay in US so they will sign an agreement with their preferred staffing firm , then this staffing firm has rights to market the H1B Resume.
  • 6.
    3 US Map andStates Alabama Alaska Arizona Arkansas California Colorado Connecticut Delaware Florida Georgia Hawaii Idaho Illinois Indiana Iowa Kansas Kentucky Louisiana Maine Maryland Massachusetts Michigan Minnesota Mississippi Missouri Montana Nebraska Nevada New Hampshire New Jersey New Mexico New York North Carolina North Dakota Ohio Oklahoma Oregon Pennsylvania Rhode Island South Carolina South Dakota Tennessee Texas Utah Vermont Virginia Washington West Virginia Wisconsin Wyoming Time Zones Time zone(s) for each state in the United States. Alabama - Central Time Zone Alaska - Alaska Time Zone, Hawaii-Aleutian Time Zone Arizona - Mountain Time Zone Arkansas - Central Time Zone California - Pacific Time Zone Colorado - Mountain Time Zone
  • 7.
    4 Connecticut - EasternTime Zone Delaware - Eastern Time Zone Florida - Eastern Time Zone, Central Time Zone Georgia - Eastern Time Zone Hawaii - Hawaii-Aleutian Time Zone Idaho - Mountain Time Zone, Pacific Time Zone Illinois - Central Time Zone Indiana - Eastern Time Zone, Central Time Zone Iowa - Central Time Zone Kansas - Central Time Zone, Mountain Time Zone Kentucky - Eastern Time Zone, Central Time Zone Louisiana - Central Time Zone Maine - Eastern Time Zone Maryland - Eastern Time Zone Massachusetts - Eastern Time Zone Michigan - Eastern Time Zone, Central Time Zone Minnesota - Central Time Zone Mississippi - Central Time Zone Missouri - Central Time Zone Montana - Mountain Time Zone Nebraska - Central Time Zone, Mountain Time Zone Nevada - Pacific Time Zone, Mountain Time Zone New Hampshire - Eastern Time Zone New Jersey - Eastern Time Zone New Mexico - Mountain Time Zne New York - Eastern Time Zone North Carolina - Eastern Time Zone North Dakota - Central Time Zone, Mountain Time Zone Ohio - Eastern Time Zone Oklahoma - Central Time Zone Oregon - Pacific Time Zone, Mountain Time Zone Pennsylvania - Eastern Time Zone Rhode Island - Eastern Time Zone South Carolina - Eastern Time Zone South Dakota - Central Time Zone, Mountain Time Zone Tennessee - Eastern Time Zone, Central Time Zone Texas - Central Time Zone, Mountain Time Zone Utah - Mountain Time Zone Vermont - Eastern Time Zone Virginia - Eastern Time Zone Washington - Pacific Time Zone West Virginia - Eastern Time Zone Wisconsin - Central Time Zone Wyoming - Mountain Time Zone "Most of Arizona and all of Hawaii do not observe Daylight Savings Time." 14 states have multiple time zones.They are as follows: Alaska Florida Idaho Indiana Kansas Kentucky Michigan Nebraska Nevada North Dakota Oregon South Dakota Tennessee Texas
  • 8.
    5 Time Zone Differences PacificTime (PST ) - 8:00 AM Mountain Time (MST) - 9:00 AM Central Time(CST) - 10:00 AM Eastern Time (EST) - 11:00 AM Types of Visas Visa: H-1 B specialty occupation (Professionals) visas: Professional workers with at least a bachelor’s degree (or its equivalent work experience) may be eligible for a non-immigrant visa if their employers can demonstrate that they are to be paid at least the prevailing wage for the position. H1B visa valid for a span of 2 years and they can work for any company and it can be extend for 2 more years and also one more year. If they are completing 5 years then they can apply for GreenCard EAD. After verification then they can get GreenCard . Can work for their employer only (C2C) H4: H-4 visa is a visa given to immediate family members (spouse and children under 21 years of age) of the H-1B visa holders. L1: L1 Visa is valid for one year and that person should work for a particular company and the visa can extendfor one more year also. Once the person stays for more than five years can apply for EAD and can get the green card after the verification process. L2: L2 visa is a visa given to immediate family members (spouse and children under 21 years of age) of the L1 Visa holders. F1: F1 Visa is given to the students and it is valid for 2 years (18 months for studies and remaining 6 months for the project work) and the student can apply for OPT (EAD) and the student can work for 21 hours per week. Green Card Are permanent resident (authorized to work for any employer) Can go for any tax terms 1099, C2C, W2 B-1, B-2Tourist/Visitor visas: Available to all visitors coming to US for business or pleasure. B-1 business visitor visas are for a short duration and must not involve local employment. Nationals of certain countries may be eligible to visit the US for upto 90 days without obtaining a visa. OPT EAD: optional practical training: Any F-1 students can apply for OPT. OPT’s are authorized to work for any employer. WHO can work on WHICH H1B - C2C OPT - W2/C2C GreenCard - W2/C2C US Citizen - W2/C2C TN Visa - W2/C2C H4 EAD - W2/C2C GC-EAD - W2/C2C
  • 9.
    6 Boolean Search Boolean Searchis a way to organise your search using a combination of keywords and the 3 main Boolean operators (AND, OR and NOT), to produce more accurate and more relevant results for your candidate searches on LinkedIn and beyond. 1.AND 2.OR 3.NOT 4.( ) 5.“ ” By applying these appropriately, along with the keywords you wish to consider, you can create a huge range of search operations. There is no limit to how often you can use any of these elements in a search, so you can create very specific search strings, which will save you a lot of time in filtering the results. The AND Operator Take these 2 groups. In the first group are all the people who have the keyword “recruitment” somewhere in their LinkedIn profile. In the second, are all the people who have the keyword “HR” somewhere in their LinkedIn profile. When we use the Boolean string: Recruitment AND HR We are asking the LinkedIn database to search for all of the people who include both the word “recruitment” and the word “HR” on their LinkedIn profile. The more criteria we add using the AND operator, the less people we will find with our search, because by using AND we are narrowing our search. However, the people we do find from our search will be more relevant, as they will possess both of those skills. The OR Operator In this example, one group of people have the keyword “Recruitment” in their LinkedIn profile, while the other have the keyword “Recruiting”. Both words mean exactly the same thing to you and I and anyone using either of the two terms to describe their job function or skillset on LinkedIn possessing exactly the same skillset, but to an electronic database they are totally separate terms. When we use the Boolean string: Recruitment OR Recruiting We are asking the database to search for candidates who include either of the two terms in their LinkedIn profile, or both terms simultaneously. Therefore, by using OR we are broadening/expanding our search to encompass profiles that have one result or the other or both. Using OR enables us to find hidden talent e.g. people who have expressed their skills and experience in a different way than you might normally search e.g. banking OR bank OR finance OR financial, because by using OR we are broadening our search. The NOT Operator Like in the first example we used, one group of people have the keyword “Recruitment” in their LinkedIn profile, while the other have the keyword “HR”. When we use the Boolean string: Recruitment NOT HR We are asking the database to search for candidates who have the word “Recruitment” in their profile, but to exclude any candidates that also have the word “HR” in their profile and those who just have the word “HR” in their profile. Using NOT enables us to remove false positives from our candidate searches, as by using NOT we are filtering our search and removing irrelevant results: Brackets () When using Boolean search, there is no way to determine how the computer will solve our equation. This means that in order to get the most relevant result for us, we have to use something called parentheses to tell the computer what to solve first. This is where using brackets comes into our Boolean search.
  • 10.
    7 Using brackets isessential for writing complex search strings, but it can be their application that causes the most confusion amongst recruiters. Essentially, a clause within brackets is given priority over other elements around it. For example, if I was given the following search: talent OR hr AND recruitment Do I mean to say I want to find someone who has either the keyword “talent” or the keyword “HR” on their profile, and has the word “recruitment” too? Or do I mean that they have to have “talent” or the combination of “HR” and “recruitment”? You see, the absence of brackets makes it impossible for the database to know what you mean. Watch how the meaning changes when you add brackets. In the following example, I have told the database that I need to find someone who has either “talent” or “HR” or both, and that they also need to have “recruitment”: (talent OR hr) AND recruitment But in the following example, I have told the database that I need to find someone who has “talent” or a combination of “recruitment” and “HR”: talent OR (hr AND recruitment) The most common place that brackets are applied by recruiters is in the use of OR strings. Basically, if you’ve written OR somewhere in your search, think about where the brackets will go because their placement will affect how the computer solves your Boolean search query, which will affect search results you receive back. Quotations “” When using Boolean search, if the keyword you’re searching for needs to be considered as a whole word e.g. Software Engineer , then it must be enclosed within quotation marks in your Boolean search string. If not, the database will consider the space between the two words to be an AND and will search the database for two terms – Software AND Engineer – and not what you want to search for which is the exact phrase “Software Engineer”. In other words, you must use quotations wherever you have two or more words as a phrase in your Boolean search string that you know for certain should be right beside one another like “Information Technology” or “Human Resources”, as quotations define a number of words as one exact term. Job Portals There are 3 commonly( which are so popular ) used Job portals in Us Recruitment industry to source and to post the Jobs. Dice Monster Careerbuilder Upon these there are other Job portals to Post free jobs which are below : Job Portals are the main resource for job seekers to apply for their dream job. JobSpider.com JobSpider is a free job portals which have extensive resume database , Used to post jobs and resumes for free of cost ,Job Spider has a feature of posting multiple jobs at a time and the jobs which are posted on Job spider are google friendly which appears on google search when a candidate is looking for a job. Jobvertise.com JobVerstise is a simple and user friendly free job portal to post the job with largest database of resume .Samuel A Roseman is the CEO of this free job site, Learn4Good Learn4Good is a free job portal with 25 million visitors per annum ,basically this is not only a free job portal but also it provides free TOEFL preparation and Career guidance for Students who are willing to do the higher studies in US.
  • 11.
    8 PostJobFree.com As the nameindicates that recruiters can post their job for free and this website will distribute all your job postings to all other popular sites . It has 1594928 jobs posted on their website.This has very simple process to post a job. US.jobs US jobs is more than a job portal it provides insights to the immigrants of US on how US job culture works, helps with info about where to live in US . Bighotlist.com Bighotlist is a cloud based portal mainly helps in C2C business by integrating both sales recruiters and recruiters. Post any number of jobs for free and can search for hotlist of employers. C2Crequirements.com C2Crequirements.com is the online portal where recruiters can post the job/ resumes for free which is strictly for C2C business . US Recruitment Terminology Sourcing Sourcing is a process of finding the matching candidates resumes (70% -100%) for the given job description Types of sourcing Passive sourcing Active sourcing Social sourcing. Screening It is a process of determining the qualified candidates resume based on his experience , communication skills, Skill set , Location , Pay rate and many other factors. Types of screening Resume screening Document Screening Candidate screening Submission As soon as the recruiter finds a best fit for the given job description , then he should sent the respective resume to his account manager/Team lead / respective reporting manger along with Rate Confirmation , RTR , Documents (H-1B/ Green card/ DL/ necessary Documents) . Types of Submission Internal Submission External submission VMS A VMS (Vendor Management System) is a web-based application that’s acts as a mechanism for business to procure and manage Contingent Workforce MSP (Managed Services Provider ) An organization that outsources its workforce efforts by understanding the administrator levels. Bill Rate The rate which is given by the client to their vendors/sub Vendors Pay Rate The rate which is provided to the consultants by the recruiter on behalf of their company keeping some margin.
  • 12.
    9 Hotlist In general ahotlist is a list for consultants who are on the bench/payroll associatedwith the vendor company. Sales recruiters are responsible to market all the candidates on their bench /payroll. Client Client is an organization or company which needs man force for their requirements to develop/maintain/ test their products. Direct client Recruitment firms who works direct with the client as there is no layers / no one betweenthe client and the staffing firm. Implementation partner A company which implements the project /provides the man force with the help of other sub vendors . Advanced Strategies in Recruitment AI Recruitment Technology has made many changes to each and every industry out there including Recruitment , as we see Recruitment industry has gone through many changes but term AI (Artificial intelligence) has going to change the whole process of recruitment. What is AI? AI is abbreviated as Artificial intelligence, as it defined as the part of modern science which will learn from human actions and acts accordingly, Normally which is a computer which has learning, planning , executing ,problem solving skills. AI has entered in to all the industries like Pharma, Chemical, Media , now is is the time of recruitment industry to make the work more easier and flexible to source , screen , sending emails, make calls etc.., How AI Works? IBM was the company first introduced the term AI (Artificial industry), Normally AI will works with human intelligence , going to details where it is a outcome of deep learning and machine learning , which inculcates the actions of humans in no time and execute it. How AI works in Recruiting industry ? The basic responsibilities of recruiter are to source , screen , call , email , job posting, Now-a-days each recruiter is following a basic formula to get his submission done i.e. as soon a the requirement comes to his inbox , for the first few seconds he spends his time in the preparation of Job template , then few minutes in Posting job , sending bulk emails / Email merges etc.., but when it is coming to AI (Artificial Intelligence) it is a computer machine which will learn actions from recruiter like posting job , calling to candidates , Souring resumes , screening candidates will make all these actions automatically without any much time . AI Recruiting Software’s Ideal Smart Recruiters Hire Google Zoom AI Textio Recently Dice has implemented AI beta version which are being by most of the recruiters which consist main section i.e. to source resumes by just pasting the job descriptions .
  • 13.
    10 Advantages of AIin recruitment industry Helps to source qualified resumes Automate the Recruitment (screening, calling) Cost effective recruiting . Helps to source qualified resumes As soon as the recruiter hunt for the candidate for the job , the first thing which attracts the job applicant is the job description which is shared by the recruiter, if the job description is not well written and with minimal information , there might be the chances that candidates would reject the job , but when the recruiter takes helps of AI tool called Textio.com , which will makes the job description free of grammatical errors , revise the description with alternate words and with proper sentence formation . Automate the Recruitment (screening, calling) As Recruiter are the busy persons , they spend a lot amount of time in finding the right candidates from job boards /social sites / ATS/ through emails and through referral as well , all these works are done alone by the recruiter, sometime recruiter tend to followup with the candidate on his interview schedule then that would be a mess , but when the recruiter takes help of Recruiting bot which follow up with the candidates who are shortlisted by sending emails / sending message which automatically makes recruiter job easy . Cost effective recruiting When comes to recruitment industry a normal startup company or a well grown company will have at least two(2) job portals , one (1) ATS , one (1) SMS software altogether costs huge dollars but when a recruiter buys a single AI based Recruitment software it is equal to all those all three softwares i.e. Job boards , ATS , SMS, so it is cost effective. Recruiting Bot Recruiting is a communication assistant which is similar to Alexa, Siri , Google NOW , Recent survey showed out of 3 persons 2 persons are likely to interact with bots . For example a job is posted on non AI based portal in which candidate need to go to bottom of the post to apply for that , but if that is a AI based portal as soon as the candidates visits the posts AI will suggest whether to apply or not to apply based o his resume and skills. Introduce Referal Program How to build Referrals ? On the call: First responsibility of a recruiter is to make calls to the prospective candidate , a few seconds before a recruiter closes the call with the candidate , recruiter can ask for a referral for one of the job that which client is looking for. Generic script for asking Referrals Do you have any of your friends /colleagues looking for a job change ? if yes please share me the details that would be highly appreciated By creating a candidate free referral page online As per the survey 70%of the population on the earth are mostly attracted to the web based content ,so this is the one of he way to get engage with the job seekers directly by creating an free page. Have an Accurate Job Description If you’re hiring in IT. For the most part, Recruiters will get the job description from the clients end , which can make or break the company’s search for talent. Problems arise when the job ad is not well written for a technical description such as an Angular developer, for example. Unless you do some coding on the side and have previous industry experience, chances are, you won’t know much about Angular. If you take a look at this tweet, you’ll notice a candidate anonymously shaming a company for putting out an ad requiring 8 years of Swift experience – a technology that has existed for merely 3 years. Errors such as these will do more damage than a mean tweet. They make the companies hiring look incompetent, uninformed and downright careless about their hiring processes.
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    11 Free Certification forRecruiter Do you wanna become a Certified IT Recruiter ? Here is a FREE Certification course to check out by Dev skiller Link to Take the certification Exam : https://devskiller.com/devskiller-tech-recruitment-certification-course/ Details about the Course : This exam consists of 45 single choice questions based on two original Devskiller resources you can find in this Dashboard. You have 60 minutes to complete the exam. Please note that your exam can’t be paused and has to be completed in one sitting. The passing score is 80%, so you need 36 correct answers to pass. Once the exam is finished, you can go back to your Dashboard to see the results. Benefits of Certification: Getting certified proves your skills in the field of Tech HR and lets you outshine other recruiters. Thanks to certification resources provided, you can brush up on best practices and industry standards which are presented in a concise and easily accessible way. Once you pass the exam, you’ll be awarded a badge. You can: Showcase your badge on your LinkedIn profile or share it on social media, Add it to your email signature, Put it on your website. You can use the badge embed code to add your badge to the HTML of your site, or upload the image. Exam Results: Once the examination is complete, the results will automatically appear in your Dashboard. If you fail the exam, you’re more than welcome to retake it - the only requirement is to wait 24 hours before doing so. We allow participants take the exam up to three times. If you fail, you get locked out for 30 days. You will be dearly missed and we promise to wait for you to return after the 30-day mark.
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    12 How to Screenand Ways of Screening the candidates Dear Recruiters , We have been facing problems while talking to candidates in- regard to screening what questions to ask and how to get clear and exact answer , you are going to learn few such kind of ways in the following article . What is Screening ? Screening refers to verifying the basic details and documents which are provided by the candidate to make sure everydetail of the candidate is in the proper way. Type of Screening Screening is divided into three main categories i.e.., 1.Resume Screening 2.Document screening Resume Screening : Resume is the Virtual face of the applicant (candidate ) ,so resume screening is the key in recruitment . Resume screening : Skillset Experience Education Skillset : The first and the foremost thing which needs to check on the resume is the skillset (make sure it matches with the client requirement ) Make sure to ask about their current project experience For example what kind of domain is it ? Are you an individual contributor or leading a team ? if leading a team what is the size of the team Are they currently working with the skills which your client is looking for ? Experience : Level of experience should be taken care , Try to ask the candidates the total yeras of experience and Take an in detail years of experience from the candidate about his/ her skillset which your client is looking for. Education: As every recruiter see that there will be a line mentioned in the job description provided by the client saying the “ they need a person with a Bachelor’s degree but lots and lots of recruiter ignore those lines but make sure try not to ignore those lines and check with the candidate about his education details like … What is his/her highest qualification along with the year of passing ? Name of the University ? Specialization along with their certifications in detail Document Screening : Document screening refers to verifying the documents (Visa , Passport , DL etc.,) which is provided by the candidate , which is a crucial part while working in Corp-to-corp business because there will be lots and lots of visa Tampering issues which occurs daily in recruiter life In Particular Recruiter should be aware of how different types of Visas look like and what are all the important aspects to remember on the Visas and Drivers License
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    13 How to Buildthe vendor list Vendor list is nothing more than the list of emails of sales recruiters. Vendor list is mostly used for C2C business which usually every one of us will save these emails in the form Excel sheets as the technology has been changing so lets try Google Docs to save our data. #1 : By Writing a post on LinkedIn saying that you are looking for Vendors to support your daily requirements. I hope every recruiter out there, will have an account in LinkedIn because this is for LinkedIn users . LinkedIn is the professional networking platform where there is a high scope of building a valuable human network system Just having an account in LinkedIn is nowhere case , you need to be active in building network /Participating and joining the groups within your preferred domain this will help you a lot in your professional growth. Coming to our main theme i.e building a great vendor list , as you build a network of sales recruiters then you can able to get their details by using the below two generic scripts. #1 Generic script on how to post on LinkedIn that you are looking for Vendors Hello Sales Recruiters, I am looking to expand my Third-party vendors list for my daily corp to corp requirements from our direct clients. Please drop your email id below in comment box to be added in my distribution list. Thanks !! #2 Generic script on how to post on LinkedIn that you are looking for Vendors Hello Bench Sales Recruiters, I am looking for the vendors / Bench Sales recruiters who can serve on my direct client C2C requirements on daily basis. Please comment your email id so that i can add you in my distribution list….. let’s start working together #3 : Create a Google form to collect the vendor emails Google forms are the best resource to collect information by creating Quiz , Polls, Opinions etc.., for free . How to create a Google form Visit :https://docs.google.com/forms (If you haven’t logged in with your gmail , just login with your gmail Credentials.) #4 Find emails in your Outlook inbox On a daily basis every recruiter will receive around 30-40 emails per day on an average , out of those emails most of them are from vendors , who are sharing their hot list ,collect these emails and save it in a excel sheet or in a google doc. Ways to Email to Vendors list After collecting all the emails there is no use that , if you doesn’t send email to those email list . So here are the few ways to send an email to your Vendor list. Outlook: As this the most common tool that every recruiter will use on daily basis to send emails which is connected with the professional email addresses which is provided by the company , This is the best way to send emails to the consultants and to the sales recruiters but there is clause here , if the recruiter send multiple emails via outlook at a time , outlook might not respond and your email address will be blocked for a certain period. Mailchimp: Mailchimp is the free email marketing tool , to send multiple emails at a time by creating campaigns with customized email templates.
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    14 General Scripts RTR (Right to Represent ) and Rate Confirmation As per our discussion I am going ahead and presenting you to as per the following details This is to confirm that "I, Consultant Name , authorize " Company Name " . to submit me on job for the position listed as "Job Title " at Location - Duration 12 Months at the rate of $/hr on W2 /C2C All Inclusive. Job Description Draft Hi, I am Your Name and I work as a Technical Recruiter at Your Company Name .We are currently looking for a Position you are working for to work with one of our direct client .I’d love to tell you a little more about this position and learn a few things about you, as well. .Job Title Duration & Type of Job Location LJob Description Your Offical Signature Conversation between Recruiter and the candidate Recruiter: Am I speaking to John? (OR) Am I talking to John? Candidate: Yes John Speaking (OR) Yes this is John Recruiter: This is Jim calling you from USIT Recruit which is a Staffing firm regarding a QA Engineer position at New York City, NY. Candidate: Okay, Can you please let me know the Contract duration and Client info. Recruiter: Of course, this requirement is with my client XXX and duration is for 6 months which is a contract role, I have shared the job description your email ID. Candidate: Yes, I Receivedit, I am Interested to apply to this position. Recruiter: Can I know the hourly rate which you are expecting for? Candidate: $50/hr on W2 Recruiter: Okay that would be fine, you will be receiving an email as Rate confirmation and Right to represent, would you please acknowledge the same Candidate: Yes, I got it .I Have confirmed Recruiter: Thank you so much, I am going to present your resume to the client, will wait for the further updates. Candidate: Thank you, it’s nice talking to you Recruiter: Me too Bye. (This is a general talk betweencandidate and the consultant, there are many situations which are not involved) After receiving the Rate confirmation and the Right to represent from the Candidate, Recruiter will draft a new email to their respective manager or Team lead to review the candidate resume
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    15 Every US RecruiterShould Know What is I9 ? Form I-9 is used for verifying the identity and employment authorization of individuals hired for employment in the United States.? What is the Differnence between I797A / I797B / I797C ? Form I- 797A The form with an A attached at the end of the I-797 can only be issued to people who are currently staying in the United States and are changing their status to another one such as to an F1 or an H1 visa. Basically, the A in the form means that the change of the person’s status has been approved, signifying that the applicant is allowed to stay in the US and will also be able to continue to work in the US. The I-797A always comes with an I- 94 attached, indicating the status to stay is approved. Form I-797B The form with a B attached at the of the 1-797 is issued to all applicants that either has never been to the US or those applicants whose status could not get approved. So what does it mean for you if your status could not get approved? In this case, you are seen as a person qualified for the job you applied for but you won’t be able to stay and work in the US because you are either currently not in the US or you have committed some kind of immigration violation. An immigration violation can indicate several different things. For instance, it can mean that your filing did not include sufficient evidence to validate you can be legally employed. That is just one example – immigration violations encompass a variety of acts committed by people who have not adhered to the proper immigration laws of the country. If this happens to you, you would have to leave the country, go back home, and apply for the Visa at an American consulate from your home country. At the American consulate, you will have to do an interview and submit additional information proving your case to live in the US. Whether you will be able to go back to the US or not depends on the new evidence you provide during your interview at the consulate. Form I-797C The I-797C form is only a copy of the already approved petition and is given to the applicant’s employer for their reference file. The biggest difference between the I-797’S is that forms A and B are given to applicants only and form C is given to the applicant’s employer. In case you don’t receive the original notice of approval, you will be provided with a copy of the original form. Form C, apart from being handed out as a reference file for employers, can also be issued to communicate receipt of payments, rejections of applications, transfer of files, fingerprint biometric, interview and re-scheduled appointments, or to reopen cases. What is I94? The Arrival and Departure Record is the I-94, in either paper or electronic format, issued by a Customs and Border Protection (CBP) Officer to foreign visitors entering the United States. What is SEVIS? SEVIS stands for Student and Exchange Visitor Information System. It is a nationwide, Internet- based system that the U.S. government uses to maintainaccurate and current information on non- immigrant students (F and M visa), exchange visitors (J visa), and their dependents (F-2, M-2, and J- 2). What is SEVIS? SEVIS stands for Student and Exchange Visitor Information System. It is a nationwide, Internet- based system that the U.S. government uses to maintainaccurate and current information on non- immigrant students (F and M visa), exchange visitors (J visa), and their dependents (F-2, M-2, and J- 2).
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    Thank You Everyone HappySourcing Happy Recruiting - Debasis Sahoo