About
Recruitment:
What is Requirement:
Recruitment
refers to the overall process of attracting, shortlisting, selecting and
appointing suitable candidates for jobs (either permanent or temporary) within
an organization. Recruitment can also refer to processes involved in choosing
individuals for unpaid roles. Managers, human resource generalists and
recruitment specialists may be tasked with carrying out recruitment, but in
some cases public-sector employment agencies, commercial recruitment agencies,
or specialist search consultancies are used to undertake parts of the process.
Internet-based technologies which support all aspects of recruitment have
become widespread
Recruitment is the process of attracting,
shortlisting, engaging, selecting and hiring employees. Many firms view
recruiting as a competitive advantage that is the foundation of innovation,
productivity, reputation and commercial results. Such firms typically use
multiple techniques to attract, discover and engage talent. The following are
common types of recruitment
Types of Recruitment
Employer Branding:
Attracting
talent by working on your reputation and brand recognition as an employer. In
some cases, firms that have a reasonably attractive corporate culture aren't
well known to candidates. The same techniques that are used to brand products
such as brand identity can be applied to employer branding.
Promotion:
It
is standard practice to publish available jobs in an open forum such as your website.
This allows the public to see available jobs and creates an atmosphere of open
competition for positions
Publication:
Accepting
applications and employment inquiries through channels such as your website to
build a database of interested candidates.
Databases:
Accepting
applications and employment inquiries through channels such as your website to
build a database of interested candidates.
Internal Recruitment
Allowing
your employees to apply for open positions. Tends to improve organizational culture
as this provides opportunities for growth and change within a firm.
Employee Referral:
Employees
often have a large network of friends and former colleagues in the same
profession. As such, employers commonly offer bonuses to employees who refer a successful
candidate. This requires careful management as an executive who brings a large
number of people from their former firm can result in a culture shift such as a
bozo explosion.
Promotion:
Using
techniques such as social media and advertising to create awareness of open
positions and your firm as an employer.
Events:
Using
industry conferences and career events to connect with talent.
Internships:
Offering
students a chance to obtain valuable work experience.
Graduate Recruiting:
Establishing
relationships with universities, colleges and other institutions to recruit
students. Many schools hold career events that are open to qualified employers.
Alternatively, large firms may hold events that are open to students. Some
firms have a culture of recruiting most employees as graduates and carefully
retaining talent for the long term.
Word of Mouth:
Communicating
information in an interesting way to encourage word of mouth.
Recruiters:
External
recruiters who are in the business of discovering talent and maintaining large
networks of relationships.
Passive Candidate Research:
Looking
at candidates who aren't currently in the job market such as happily employed
individuals and retirees. This requires research as such individuals aren't going
to contact you. It is common to use external recruiters for this purpose to
avoid retaliation from competitors.
About Technical Recruitment:
The
job of a technical recruiter is to be
able to identify/screen/qualify candidates for IT positions; the recruiter also
reviews, reformats and presents resumes to hiring managers. These are some
of the duties and requirements of a technical recruiter. Source, screen,
interview, and evaluate candidates.
Technology
recruiting is often defined as IT or
technical recruiting which comprises sourcing, screening, and assessing
candidates who fit specific technical roles. Technology recruiting involves
finding quality technical talent from a sourcing pipeline to match the hiring
manager's requirements.
Recruitment Full-Life Cycle
Recruitment
life cycle is a complete process of recruitment such as
·
Identification
and Understanding the requirement
·
Applying
the sources of recruitment
·
Screening
·
Conducting
telephonic round of interview-
·
Scheduling
personal interviews with concerned department heads
·
Short
listing the candidates
·
Conducting
final round of interview
·
Selecting
the right candidate
·
Verifying
the collected documents-
·
Issuing
the offer letter
·
Completing
the joining formalities
A Full Life-Cycle Recruiter manages the entire recruitment process,
initiating it by posting a job, procuring and screening candidate resumes,
interviewing candidates, and extending formal offers of employment.
Identification and Understanding the
requirement: It is the
process of identifying and analysing the requirement from the Recruiting
Manager/Client about his/her needs and expectations about the position to be filled.
Things to be considered-experience required, Education Qualification,
Flexibility of the candidate, Knowledge and skills set, Compensation etc…
Sourcing: Sourcing for candidates refers to
proactively identifying people who are either a) not actively looking for job
opportunities (passive candidates) or b) candidates who are actively searching
for job opportunities (active candidates), though the industry also recognizes
the existence of 'active candidate sourcing' using candidate databases, job
boards and the like. Though there has been much debate within the staffing
community as to how to accurately define an "active candidate" versus
a "passive candidate" typically either term is irrelevant to a
candidate sourcer as the status of any particular candidate can change from moment
to moment or with a simple phone call from a recruiter that happens to present
a job opportunity that is perceived to be either better or worse than the job
the person has now. The status of being an "active" or
"passive" candidate is fluid and changing depending on the circumstances
and position being offered
Screening: As recruiters, we have a natural
tendency to go easy on our candidates, especially during the first screening.
To help you decide whether a candidate gets the red light or the green light,
consider these four factors:
Time frame: Is the candidate ready to accept a new
position now? If not, file the person away for future use or use the candidate
as a source of new referrals. A typical time frame question might be, “If I set
up an interview next week, and the company offered you the right job, would you
be able to accept the job, turn in your resignation and start your new job at
the end of this month?”
Profile:
Does the candidate possess the skills and work history needed for a job you’re
trying to fill? If so, fine. If not, come back to the person when his or her
skills are in demand.
Motivation: Can the candidate give you a
sufficiently good reason for changing jobs? If not, you may find yourself stuck
with a tire-kicker or recruiter-manipulator. With the exception of certain
circumstances (such as a spousal relocation or imminent unemployment), people
only change jobs if there’s something they desperately want and can’t get at
their current job, or if there’s something they have at their current job and can’t
deal with.
Urgency: A person may be genuinely motivated to
make a job change, but unless there’s a sense of urgency, you may end up
coddling a whiner or enabling a serial interviewer. Try to discover the tipping
point that pushed the person from “passively disgruntled” to “locked and loaded.” If you
can’t find the urgency, you may be better off working with someone else.
Telephonic
and/or Personal Interview and Feedback: While the resume may give a basic
outline of an applicant's knowledge, skills and experience, the interview
allows you to get more detailed information as to whether this candidate is
right for your workgroup. In most cases, an interview pool of five applicants
is optimal. Below you will find practical tips and considerations to guide you
through the employment process.
1. Develop Your Plan of Action
·
Prior
to interviewing candidates, develop a core set of questions to ask each
applicant based on the required and preferred skills, knowledge, and abilities
listed in the position description.
·
Review
the applicant's profile, transcripts, and relevant licenses, certificates and
clearances. If information is inconsistent, seek clarification during the
interview process and document your findings.
2. Guide the Interview
·
Minimize
distractions, avoid outside interruptions, and hold all phone calls.
·
Allow
the same amount of interviewing time for each applicant.
·
Review
the position description and job announcement with the applicant. When
appropriate, offer your web address and/or department publications to help the
applicant understand the vision, mission, function and activities of your
department.
·
Discuss
the following topics: duties and responsibilities of the job, location, travel
requirements, equipment and facilities, hours, attendance and performance
expectations, on-the-job training and development opportunities.
3. Take Good Notes and Obtain Reference
Information
·
Document
applicant responses and job-related criteria. Summarize your notes and keep it
for the conclusion of the recruitment process.
·
Be
sure to get the contact information for reference checks.
4. Maintain Confidentiality
·
Everyone
involved in the hiring process must treat all applicant information
confidentially.
·
At
no time should candidates' qualifications be discussed outside the recruitment
process.
Short listing: The interviewing process is vital in
ensuring that you choose the best person for the job, but may have very little
experience of the process itself. Sit with The concerned
Hiring Manager and discuss about the interviews
happened and shortlist the best candidate among the technically shortlisted by
the interview panel.
Back
ground check and Offer: In this process collect all the communication details
about the candidate and ask for some professional references who can best
describe the candidate.HR persons will help us in doing verification and
checks. Share the same thing with the Hiring Manager also and take his views
for value addition. Based on this roll out the offer to the perspective
candidate.
Joining Formalities / On-Boarding: the process of helping new employees
become productive members of an organization. Similar terms are induction, and
socialization. In general, on boarding can be defined as the process of
acquiring, accommodating, assimilating and accelerating new users into a
system, culture or methodology.
End
to End Recruitment:
E2E
process in a staffing firm involve bagging requirement, sourcing, screening and
submitting resume, interview process, selection, signing contract and
agreement, follow up, and maintaining relationship with clients, candidates and
vendors, managing database, crediting salary and issuing payment to vendor etc.
End
to end recruitment process is same all over the world and the recruiter find
outs personal information, employer information, expertise related to skills
and whether the job seeker must have the eligibility to work in that country.
Eligibility to work in particular profession (IT, Mechanical, Automobile,
Hospitality etc) the privilege to work in that tax term appropriated documents
to sign in the contracts that are to be signed.
US
IT Recruitment:
Recruitment
is a term used to describe the entire process of finding and hiring qualified
human talent for an open vacancy or for a proactive hire for an organization. In the United States, recruitment is
more frequently referred to as recruiting, talent acquisition, or hiring.
US
Visa
H1B Visa:
·
The H1B visa enables US employers to hire foreign
professionals for a specified period of time.
·
Valid
time period – 3 years, it can be extended for 1 to 3 years.
·
The
employee to be employed only on part-time basis.
·
An
H1B holder’s Spouse or children can move and live in US with the H4 Visa - but
they cannot work unless they obtain their own work visa.
L1 Visa:
·
It
is an intra-company transfer visa.
·
An
L1 visa is used to transfer from working at a company’s offices outside the US
- to the same companies’ offices in the US.
·
L1
visa is a ‘dual intent’ visa allowing the holder to apply for a Green Card.
·
There
are two types of employees who may be sponsored for L1 Visas:
·
Managers/Executives
(L1A) - L1A visa issued initially for a three year period extendible in two
year increments to a maximum of seven years.
·
Specialized
Knowledge Staff (L1B) - . Staffs in this category are issued an L1B visa, initially
for three years extendible to a maximum of five years.
F1 Visa:
·
F-1
visa is a non-immigrant, full-time, student visa that allows foreigners to
pursue education in the United States.
·
The
F-2 visa is for spouses and children of an F-1 student.
·
F-3
visa are given to nationals of Mexico or Canada only.
·
Time
period – Depending on the course.
·
"F"
visa which is for 'academic' studies.
·
"M"
visa is for 'non-academic or vocational' studies.
·
You
must either be sufficiently proficient in English to pursue the course of
study.
·
There
are two types under F1 visa. OPT and CPT.
·
OPT (Occupational Practical Training) – Eligibility to work 1 year after the
completion of
·
the
course. They can apply of H1B and EAD while working.
·
CPT (Curricular Practical Training) – Eligibility to work while studying.
B1 Visa (Visitors / Tourist / Travel
Visa Programs):
·
Temporary
visa to visit the USA for travel, holidays or short term work
·
Short
term business (B-1).
·
For
pleasure, travel or medical treatment (B-2).
·
The
person has to present a letter from the U.S. business stating the business
purpose of the trip, the intended length of stay and the company’s intent to
defray travel costs and 3 months validity.
TN Visa: - for Canadian and Mexican
Nationals/Citizens Only.
·
They
are called as "Border Commuters".
·
Many
sponsor companies even prefer TN visas because they are easier to obtain.
·
Time
period – 3year, it can be extended for 1 to 3 years.
·
If
you have a TN and want a green card, change status to H1B before applying for
green card.
Other Visa:
H2B VISA PROGRAM - Short Term 'Seasonal Jobs' Work Visa
/ Permit:
·
The
H2B visa is a great way for people who want to temporarily live in the USA,
·
working
in seasonal and fun jobs.
·
The
H2B visa Process and Requirements:
·
The
employee must 1st have a job offer from a US employer to perform a temporary
job
·
The
employee must meet the minimum qualifications for the job that the employer has
·
offered.
·
The
US employer files the H2B application with the US Immigration Bureau.
·
The
employee must intend to return home when the job ends and visa expires.
H2B Visa duration:
·
The
duration of the H2B is limited to the employer's need for the temporary
workers.
·
The
maximum authorized period is one year. However, the employer may extend the
duration up to three years in some situations.
E3 Work Visa Program - for Australian
Nationals/Citizens only
·
Base
Services have helped thousands of Australians obtain Jobs and visa sponsorship
in the
·
USA.
US Companies that sponsor for H1B visas typically will always also sponsor for
E3 visas as well (many sponsor companies even prefer E3 visas because they are
easier to obtain).
·
24-month
maximum validity period for E-3 visas. This validity may be renewed.
E2 Visa:
·
The
E2 Investor Visa allows an individual to enter and work inside of the United
States based on an investment he or she will be controlling, while inside the
United States.
·
This
visa must be renewed every other year, but there is no limit to how many times
one can renew. Investment must be substantial.
·
An
investor must contribute to the US economy. (Setting up a small shop alone is not
enough.) Investor visas are available only to treaty nations
J1 VISA:
·
The
J1 visa is intended for students needing practical training that is not
available in their home country to complete their academic program. The
training must be directly related to the academic program.
·
The
J1 visa obligates the student to return to their home country for a minimum of
two years after the end of their studies in the USA before being eligible to
apply for an immigrant (permanent residence) visa.
Green card:
·
A
Green Card is the permanent residency card for other countries people to live
and work in US .
·
Individual
can apply for green card only after completing 5 years of residency in US.
·
EAD-
Employment Authorization Document – it will be given when the person applied
for a green card.
·
Document
issued for the Permanent residency in US
·
EAD
will be given by the government before the Green card for the Permanent
residency
US
Tax Term
Tax: Every citizen has to impose a certain percentage of
financial charge from his/her income to the government. There are few types or
methods of tax terms involved in US.,
1099 - Independent consultant. Consultant will pay their tax by
themselves. Eligibility consultant – Green card holders, US citizen, EAD
Holder. Paid salary after 60 days. Need to give compensation to the consultant.
Salary paid only after 60 days
C2C – Consultant should have their own corporation. Eligibility
consultant – Green card holders, US citizen, H1B (But he will be working
through the employer). Salary paid only after 60 days.
W2 - Employer will pay their tax. Eligibility consultant –
Green Card, US citizen, EAD,F1. Salary Paid for every 15 days. Employer should
have state Id in the particular state.
Types
of Employment
Full-time Employment:
·
In
Full time employment, employee works for full time.
·
Employee
will be a permanent worker.
·
Working
timings - 8 hours a day and 40 hours a week for 52 weeks.
·
Employee
may enjoy the company benefits and allowances such as sick leave, Annual leave,
insurance benefits, Compensation, paid holidays where part time and contract
employees may not.
Part-time Employment:
·
Part-time
is defined as working between 1 and 35 hours per week.
·
Work
fewer hours than the regular time.
·
Employee
may not enjoy any company benefits.
Contract Employment:
·
There
will be an agreement between an employee and an employer for a certain period
of time.
·
Employee
may not enjoy any company benefits and allowance.
Per-Diem:
·
Payment
made by daily basis to the employees.
·
The
employee will get salary plus their expenses on each day.
Other
Important terms
·
I –
94 - Port of entry to US.
·
I-129
- Petition for a Non-immigrant worker. (Basically all paper work your company
submits while applying for H1B to labour dept for a candidate.)
·
I
-797- H1B approval notice. ( It is the approval notice given consultant when he
applied for H1B)
·
I
-797A - It is an original approval notice with the I-94 attached. I 797A is
issued to people only in the USA currently undergoing a change of status
(f1-h1, h1-h1, l1-h1 etc.). The “A” is for Change of status approved which
means the applicant can continue to remain in the USA and work
·
I
-797B - I-1797B is an original approval notice with no I-94 attached. If you
have received an I-797B, this means that the petition itself is approved, but
the COS/Extension of Stay
·
is
not approved. You would have to go back to your home country to get your visa stamped,
and then re-enter the US.
·
I –
797C - It is a copy of the approved petition. This is usually given to the
employers for their reference file.
·
EAC
– (Receipt Number): It receipt no written in 1-797A form. We can check status
of the visa of the candidate.
·
EIN
- Employer Identification Number (EIN) is also known as a Federal Tax
·
Identification
Number; it has 9 digit numbers and is used to identify a business entity. Also
known as the Tax Identification Number (TIN).
·
SSN
- Social Security number (SSN) is a nine-digit number issued to U.S. citizens,
·
permanent
residents, and temporary (working) residents. Its primary purpose is to track
individuals for taxation purposes.
·
W-9
-. Taxpayer Identification Number and Certification for the independent consultant.
(It is the form issued to the independent (1099) consultant by the employer for
the tax Identification Number).
·
Purchase
Order: It is an agreement send to an Employer / an Independent consultant who
got confirmed for the project
·
EAD:
EAD is the document (Form I-688, Form I-688A, Form I-688B, Form I-766, or any other
successor document issued by USCIS) that proves as evidence that the holder is
authorized to work in the United States.
·
I-
140: Immigrant Worker Petition If you are an employer wishing to sponsor (or
petition) for a foreign national to work in the United States on a permanent
basis, you must file Form I-140.
·
I-145:
Adjustment of status ("AOS") is a procedure that allows an eligible
applicant to become a lawful permanent resident of the United States without
having to go abroad and apply for an immigrant visa.
·
A
security clearance: A security clearance is a status granted to individuals
allowing them access to classified information, i.e., state secrets, or to
restricted areas after completion of a thorough background check.
Types of security
clearance:
·
Confidential:
The simplest security clearance to get. This level typically requires a few
weeks to a few months of investigation.
·
Secret:
A Secret clearance, also known as Ordinary Secret, requires a few months to a
year to fully investigate depending on the individual's activities.
·
Top
Secret: Top Secret is a more stringent clearance. A Top Secret, or
"TS", clearance is often given as the result of a Single Scope
Background Investigation, or SSBI. Top Secret
·
clearances
generally afford one access to data that affects national security, List of the
more popular and possible sets of security a clearance is below:
·
Confidential
·
Secret
(Collateral)
·
Top
Secret (Collateral)
·
DOE
- C, L, Q
·
FBI
(equivalent to TS Collateral)
·
NATO
Secret
·
Position
of Public Trust
·
Yankee
White
·
Top
Secret/SCI
