About Recruitment AND US IT Terms

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