A brief and Deep knowledge of Various Concepts in US Recruitment Consultants

1. Recruitment Consultant
for United states
KNOWLEDGE BASE

2. The Tier 1 Vendor
These are corporations which are the direct suppliers to the Original Equipment Manufactures
These corporation enjoy national and international recognition and acceptance as manufactures and
service providers.
They can be VAR also value added reseller
These motive of these corporations are provide services at appealing price and favorable terms.
Staffing firms with strong management experience and process helping improving the HR and talent
acquisition metric.
Tier 1, there should be a reasonable number of clients in the Fortune 500, and Fortune 100.
Government and Services Tier I Vendors
Tyler Technologies
UNIT4

3. Corp to Corp
1099 Contract & Corp to Corp: The difference between 1099 and Corp to Corp is simple. In the
case of 1099 you will use your social security number and be paid as an outside contractor by
the company, this scenario is rarely practiced anymore. In the case of Corp to Corp you will have
created a legal business for yourself (LLC or S-Corp etc) by registering through your state and you
will sign a business agreement/contract between your company and the firm you are going
accept the engagement through

4. Benefits under different schemes
W2 Hourly
Benefits:
>Company deals with the taxes and covers liability insurance
>Option for partial benefits (in most cases)
>Lap top provided (in most cases)
>Regular pay schedule
>Regular travel reimbursement schedule or paid travel when travel is required
>Freedom to choose your engagements
>Potential for higher income vs Salaried employment
Potential Draw backs:
>Responsible for finding your own engagements
>Typically full benefits, bonuses and PTO are not included
1099 or Corp to Corp
Benefits:
>Full control of your business endeavors
>Higher income (in most cases) than Salaried or W2 Hourly consultants
>Freedom to choose your own engagements
Potential Draw backs:
>Must pay your own taxes on a quarterly basis*
>Must provide company you are contracting for with invoices from your business
>Must maintain your own liability insurance
>Must provide your own benefits
>Often paid 30 days on invoice
>In some cases responsible for your own travel expenses (all inclusive rates)
Tax Lawyers have explained that an old and somewhat
obscure Federal Tax Law (#1706 from 1986) states that if
the I.R.S. determines that a self-employed worker should
have been an employee, it imposes substantial back taxes,
penalties and interest on the hiring company — even if the
self-employed worker fully paid his/her taxes. For this
reason many companies are shying away from using Corp
to Corp contractors unless those contractors can prove
that their business meets the federal criteria listed in the
law. (employs at least 2 other people beside themselves
and family members OR if they are in a partnership with
someone other than family members OR they have
incorporated (S Corp, C Corp etc) and file a 941 and pay
yourself a salary)
For more information on this law consult your local Tax
Attorney.

5. Government and Services Tier I Vendors
Tyler Technologies
UNIT4
SAP
ERP Packages
Oracle
ERP Packages Microsoft Dynamics
Market Share 24% 18% 11%
Rates of Being Short-listed 38% 32% 24%
Selection Rates When Short
Listed
19% 22% 14%
Satisfaction Rates 39% 80% 33%
Implementation Duration 13 months 11 months 14 months
Percentage of customers
who realize payback within
one to three years
57% 51% 74%
Percentage of Customers
who Realized Payback in
Less Than Three Years
69% 60% 84%
Delta Between Planned
Project Costs and Actual
Project Costs
8% ($19 million planned vs.
$20.6 million actual)
15% ($1.4 million planned
vs. $1.6 million actual)
14% ($408,000 planned vs.
$464,000 actual)
Percentage of Customers
who Realized Less Than 60-
percent of Anticipated
Business Benefits
67% 63% 76%
Percentage of Customers
who Realized More Than
60-percent of Anticipated
Business Benefits
33% 37% 24%
ERP Software Vendors by Tier

6. C2C
Electronic commerce platform which involves the electronically facilitated transactions between
consumers through third party
Ex. are --- Ebay, amazon, flipkart, snapdeal, online auction companies where consumer post his
item or service for sale another consumer buys his product and third party carrying on
transaction charges a flat fees.
C2C Marketing
Creation of product or services with specific promotional strategy being for consumers to share
that product or services with others as brand advocated based on values of products .
The investment into concepting and developing a top of the line product or the services that
consumers are actively looking for. Ex --- prelaunch product awareness marketing spend.

7. IRS form 1099
It is basically for people working as independent contractor, where the contractor is responsible for
his/her own taxes and the amount he receives for his services is without deduction of taxes from
employer.
IRS work on annual income in U.S
First $ 113,700 ----- its 15%
Beyond $ 113,700 it drops to 2.9 %
Under employee Form a person pays only ½ for social security tax.
(7.6%) on wages up to $ 113, 700.
½ (1.45%) medical rate.
If income is over $ 200,000 additional 0.9% on income as employee.
http://quickbooks.intuit.com/r/1099-w2-employee-calculator/
Social security wages
increased from
$ 113,700 for 2013
$ 117,000 for 2014

8. IRS W2
It is for employee for deduction of taxes from taxes from your net income.
Every employer who pays remuneration, including noncash payments of $600 or more for the
year (all amounts if any income, social security, or Medicare tax was withheld) for services
performed by an employee must file a Form W-2 for each employee (even if the employee is
related to the employer) from whom:
Income, social security, or Medicare tax was withheld.
Income tax would have been withheld if the employee had claimed no more than one
withholding allowance or had not claimed exemption from withholding on Form W-4,
Employee's Withholding Allowance Certificate.

9. CTH --- Contract to hire
FTE --- Full time equivalent
Contract to hire people do not get the employee benefits provided by the employer to which
they are contracted.
Contract to hire is usually a W-2 so you wouldn't need to pay the employer's part of your taxes
as opposed to a 1099. (If you're not in the US.)
It gives the employer and yourself a trial period to see if they want to keep you, and if you want
to stay. It tells you that there is a FTE position and it's yours to win.
Most of the companies brings in IT through contract to hire because they like the tryout period,
and the opportunity to see how you fit in with the rest of the group.
If you are W2 then your "recruiter" will handle your paycheck and deduct federal and state
income taxes and all of that. Most recruiters will not offer benefits.

10. Risks in contract to hire
get no benefits or reduced benefits.
Sometimes the hourly rate is increased to allow you to pay for your own health insurance
u may not get paid holidays or fewer holidays than the permanent employees
Individual has to play smart quickly to impress company to get converted
contract employees at many businesses are treated worse than regular employees
Sometimes contract employment may stretch from 9 to 10 months, contract may be killed,
payment delays.
http://workplace.stackexchange.com/questions/11358/major-differences-between-direct-hire-
and-contract-to-hire.

11. FTE---- Full time equivalent
Full-time equivalent employees equal the number of employees on full-time schedules plus the
number of employees on part-time schedules converted to a full-time basis. The number of full-
time equivalent employees in each industry is the product of the total number of employees and
the ratio of average weekly hours per employee for all employees to average weekly hours per
employee on full-time schedules. An industry’s full-time equivalent employment will be less
than the number of its employees on full- and part-time schedules, unless it has no part-time
employees.
https://www.healthcare.gov/shop-calculators-fte/
For example: You have three employees and they work 50 hours, 40 hours, and 10 hours
per week – totaling 100 hours. Assuming a full-time employee works 40 hours per week, your
full time equivalent calculation is 100 hours divided by 40 hours, or 2.5 FTE.
Read more: http://www.businessdictionary.com/definition/full-time-equivalent-
FTE.html#ixzz3RYPQz5PR

12. H1B---- Specialty Occupation.
H1B visa is a non-immigrant 3 year extendable visa that allows US companies to employ foreign workers in specialty occupations that
require theoretical or technical expertise in specialized fields such as in architecture, engineering, mathematics, science, and medicine.
Eligibility
Have a minimum entry requirement of a particular specialization Bachelor's or higher degree or its equivalent from U.S or Other
Institution.
The degree requirement for the job is common to the industry or the job is so complex or unique that it can be performed only by an
individual with a degree.
Hold an unrestricted state license, registration, or certification which authorizes you to fully practice the specialty occupation and be
engaged in that specialty in the state of intended employment
Have education, training, or experience in the specialty that is equivalent to the completion of such a degree
the H-1B visa holder can apply for and obtain a US Green Card while in the US on an H-1B visa, you can apply for permanent residency in
the US to receive a Green Card
H-1B visa holders can bring their spouse and children under 21 years of age to the US under the H4 Visa category as dependents. An H4
Visa holder is allowed to remain in the US as long as the H-1B visa holder remains in legal status. While, an H4 visa holder is not eligible to
work in the US, they may attend school, obtain a driver's license and open a bank account while in the US.

13. L1 visa
The L1 visa is a non/ immigrant visa which allows companies operating both in the US and abroad to
transfer certain class of employees from its foreign operations to the USA operations for up to 7 years.
The employee must have worked for any subsidiary parent, affiliate or branch of the US company out
of at least 1 year out of last 3 years.
Companies operating in the US can apply for the relevant USCIS service center for an L1 visa to
transfer someone to US from their overseas operations up to 3 years which is extendable up to 7
years in 2 times.
Managers/Executives
In particular, the executive or manager should have supervisory responsibility for professional staff
and/or for a key function, department or subdivision of the employer.
Specialized Knowledge Staff
This category covers those with knowledge of the company's products/services, research, systems,
proprietary techniques, management, or procedures. Staff in this category are issued an L1B visa,
initially for three years extendible to a maximum of five years.

14. EAD ---- Employment authorization document legal work permit EAD,
Form I-765 for Non Residents
The document (form I-688, form I-688B, Form I-766) issued by USCIS
http://www.immihelp.com/immigration/employment-authorization-document.html
EAD is issued in the form of a standard credit card-size plastic card enhanced with multiple
security features. The EAD card contains some basic information about alien: name, birth date,
sex, immigrant category, country of birth, photo, alien registration number (also called "A-
number"), card number, restrictive terms and conditions, and dates of validity.

15. TN
GC
TN status is recognized in the North American Free Trade Agreement (NAFTA) which began in
1994. It allows U.S., Canadian and Mexican citizens the opportunity to work in each other's
countries in certain professional occupations.
TN status may be easier for some Canadians or Mexicans to obtain, as they are not subject to
the annual cap for H-1B visas issued. However, because the TN status is adjudicated at the
border.
TN status does not include the doctrine of dual intent.(green card)
Canadians or Mexicans on TN status must be careful if they desire to ultimately pursue the green
card. Either they should first switch to the H-1B visa before applying for the green card
Mexican citizen would first obtain a US TN-2 visa at a US consulate (generally in Mexico). Once
the TN visa stamp is obtained in the Mexican citizen's passport, they may enter the US in TN
status in a similar manner to a Canadian citizen, and are admitted into the US in the TN-2 status.

16. GC === Green Card
Select an employment-based preference category
◦ EB-1: Priority workers
◦ EB-2: Advanced degree professionals and aliens of exceptional ability
◦ EB-3: Professional or skilled workers
◦ Schedule A workers (EB-2 or EB-3)
Obtain an Alien Labor Certification (ALC) (if required)
◦ Standard ALC
◦ Special handling ALC (for teaching faculty)
File an Immigrant Visa Petition (I-140)
http://www.internationalcenter.umich.edu/immig/prvisa/

17. Full recruitment Life Cycle.
Recruitment strategy attract, connect, convert and retain.
focusing all your attention and budget on the media approach
Attract ---- Media and job boards are small aspects of a well-established attract strategy, which also includes company PR and marketing initiatives,
events, social media and segmented recruiting initiatives (military, diversity and college). More and more, as budgets get tighter and recruiting
teams get smaller, quality over quantity is the emphasis of attract strategies.
Connect---- focused on providing unique opportunities for candidates, determine if your culture is the right fit, Interaction and engagement are the
cornerstones of connect , development of talent networks, utilization of social media.
Convert----- recruitment lifecycle phase that is focused on giving your recruiters and hiring managers the tools and training to make the interview
process a positive and informative experience for the candidate and the company, alienating top talent to tainting the employer brand for not only
the candidate but for anyone and everyone they talk to or are connected with on various social and professional networking groups. Recruiter and
manager toolkits, detailed candidate follow-up strategies and talent networks can have a big impact in converting candidates to employees.
Retain---- continual engagement of your workforce, from onboarding to employee development,
your employer value proposition/brand; your career site; and your employee referral program. These elements are important because they have
tremendous impact within every single phase, from the initial attraction to retention of current employees
Speaking of results, including measurement along every step of the way is critical to developing a smart recruitment strategy, one that you are
continuously learning from and optimizing in order to drive results all along the recruiting lifecycle.
Is your recruiting lifecycle healthy from start to finish? Does your organization pay careful attention to all four phases? Are your foundational
elements – employer brand, employee referral program and career website – helping to draw top talent?

18. SDLC
Software Development life cycle
a model for the development and lifecycle management of an application or piece of software.
SDLC process it to help produce a product that is cost-efficient, effective, and of high quality
The SDLC methodology usually contains the following stages: Analysis (requirements and
design), construction, testing, release, and maintenance (response).