The recruitment process involves sourcing candidates from various sources like job boards, vendors, internal databases, and references. Suitable candidates are screened through resume screening, telephone screening, and technical evaluations. Shortlisted candidates undergo rate negotiation, formatting of details, and submission to clients. Final candidates may have telephone or in-person interviews. If selected, the client provides a purchase order and the consultant completes onboarding paperwork.

1. Recruitment Process
Contract
Requirement Contract to Hire
Fulltime
Job Boards
Vendors/Supplie
Sourcing rs
Internal Database
References
Resume Screening Google/Yahoo
Groups
Technology Forums
Suitabl
e
Yes No
Internal Database
Telephonic Screening
No
Suitabl
e
Yes

2. Recruitment Process
Technical Evaluation
Internal Database
No
Suitabl
e
Yes
Rate Negotiation
Formatting
Submission Process
Consultant Details
NCA
Client Submission
Client Reject
Feedback
Telephonic
Interview
Face to Face
Interview Reject
Feedback
Accept
Background Check
Paper Work
MSA & PO
Joining Logistics

3. Recruitment Process
Recruitment Process starts when a client has a job position and need to
fill that position.
Requirements
Source of requirement: we get requirements from Business Development
team, Direct Sales team, Preferred Vendors.
Types of Requirement
Contract: Contract position come for fixed timeframe or contract plus
extension. Anyone can work on contract positions irrespective of their
work authorization.
Contract to Hire: CTH Position will be initially for fixed timeframe and
once that time frame is over the client offers consultant a permanent
position. Only US Citizens, Green Card Holder, TN Visa Holder are eligible
for Fulltime position unless client is ready to process the H1B.
Fulltime Permanent: Fulltime positions are direct hire positions. Only US
Citizens, Green Card Holder, TN Visa Holder are eligible for Fulltime
position unless client is ready to process the H1B.

4. Recruitment Process
Understanding the requirement: Understanding the requirement
contributes the most to our success in sourcing the accurate resume.
Sourcing
Job boards: Job Boards are used for both resume searching and
requirement posting. Job boards mainly helps us in sourcing resumes for
CTH and Fulltime positions apart from contract jobs. (We have accounts
with Dice, Monster and Career Builder). There are few other free job
boards like Corp2Corp.com, nextjob.us etc.
Vendors/Suppliers: These are the companies who market their own W2’s
most of the time. We usually mass mail these vendors with the
requirement and they in turn will reply with resumes of their consultants.
Internal Database: All the resumes we get from job boards search,
vendors, and other sources will form our internal database for future
reference.

5. Recruitment Process
References: When we speak to a consultant about a particular
requirement and if they are not interested in that position; on request
they will provide the references of their friend/colleagues for the same
position.
Google/Yahoo Groups: Entire world has access to these groups so our
chances of getting a resume will be high. We should identify technology
specific groups or location specific groups and register with those groups
and then we can send our requirement.
Technology Forums: Technology forum is the place where consultants will
answer each other queries. We should register and can send requirement,
if interested they will reply back.
Networking Websites: Networking websites like LinkedIn are also
possible source of recruiting.
Reference, Tech Forums, Networking websites are a very good source of
finding passive candidates.

6. Recruitment Process
Screening
Resume Screening: At this time you should compare the resume with the
requirement and check whether all the required skills are present in the
resume or not. If the consultant worked on one particular skill which is a
must have for the requirement and failed to mention then we should ask
him to update.
Telephonic Screening: We should give a brief of the job description;
required skills etc… and check with him on the same. While talking to him
you should evaluate him on his communication skill, relevant experience,
confidence level, willingness to take the position.
Technical Evaluation: Should technically evaluate them by asking technical
question. We can get lot of interview question form web.

7. Recruitment Process
Submission
Rate Negotiation: The Need of rate negotiation comes in to picture when we
have less rate cap from the client, when we have to maintain minimum/good
margin for the our company and when we have to give them the rate they
actually deserve (rate justification)
Formatting: Formatting meaning maintaining uniformity in font, its size, etc…
Should put company Logo on the Header. We use Verdana 10 as standard
font and size.
Consultant Details: We collect the following details from consultants
Full Name:
Current Location:
Relocation:
Availability:
Contact Numbers:
Email:
SSN (last 4 digits)
Date of Birth:
2 Professional References:

8. Recruitment Process
Interview
Telephonic Interview: Most of the companies will ask for Telephonic
interview as screening and take a decision or may also call for Face to
Face to take final decision.
In person interview: Few companies call directly (without telephonic
screening) for Face to Face interview which will be first and final round.
Interview over the Bridge: We should encourage interview over the bridge
if possible. By doing so we will get to know interview questions.
Deal
If the client likes the consultant and wants him on board then client will
release the Purchase Order. We in turn will have to prepare Vendor’s
Master Services Agreement or Contractor’s Independent Agreement and
Purchase Order. Follow-up with the consultant regarding joining logistics.