Recruiters Training Guide-1
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The document provides guidance for recruiters on key aspects of the recruitment process. It covers finding and attracting qualified candidates, qualities of good recruiters, the daily activities of a recruiter, US political and time zones, holidays, work visas and permits, the recruiting life cycle, US recruitment processes including requirement understanding, searching resumes, using job boards and applicant tracking systems, tax terms, per diem, screening candidates over the phone, and establishing rapport with candidates during negotiations.
![Time Zones
• EST [1 Hour Ahead of CST]
• CST [1 Hour Ahead of MST]
• MST [1 Hour Ahead of PST]
• PST
E.g.
Atlanta, GA (EST) >(1 hour) Dallas, TX (CST)
Atlanta, GA (EST) >(2 hours) Denver, CO (MST) and
Atlanta, GA (EST) >(3 hours) Los Angeles, CA (PST)](https://image.slidesharecdn.com/d2656de7-3c1e-46d7-ac8b-fc6a177c56c0-150613072934-lva1-app6892/85/Recruiters-Training-Guide-1-7-320.jpg)
Recruiters Training Guide-1
- 2. Recruitment • Finding & Attracting capable applicants for Employment. Find •Right Talent For •Right Job At •Right Time
- 4. Qualities of a “Good” Recruiter • Influencing Power • Negotiating Power • Persistence • Willingness to Excel and Achieve • Judgment and • Decision Making • Coachablity • Openness to Feedback
- 5. Take Job Requirement Search Candidates on Job Portals/Search Engines Call Prospective Candidates Screening of Candidates Reserving Best Match Candidates & send them Consent After Consent Received, Prepare Candidates for Submission Submitting Resume to Account Manager Daily Activity of Recruiter
- 6. Political Division • Politically Divided Six Zones of US: 1. East, 2. West, 3. North, 4. South, 5. Mid-East and 6. Mid West.
- 7. Time Zones • EST [1 Hour Ahead of CST] • CST [1 Hour Ahead of MST] • MST [1 Hour Ahead of PST] • PST E.g. Atlanta, GA (EST) >(1 hour) Dallas, TX (CST) Atlanta, GA (EST) >(2 hours) Denver, CO (MST) and Atlanta, GA (EST) >(3 hours) Los Angeles, CA (PST)
- 8. Day Light Saving Time Day Light Saving ON: Clocks are adjusted one hour forward at the start of spring (Last week of February). Day Light Saving OFF: Clocks are adjusted one hour backwards near the start of autumn (Last Week of October).
- 9. Holidays • New Year’s Day • President’s Day • Memorial Day • Independence Day • Labor Day • Veterans Day • Thanksgiving Day • Christmas
- 10. Work Visa & Permits • Visa is an entry clearance certificate that is placed in a travel or passport document, which gives us permission to enter into an applied country. • In US, there are two categories of Visa Immigrant Visa Non Immigrant Visa
- 11. Immigrant Visa It is for those people who intend to live permanently in US. 1. Green Card (GC) – An official document issued by US Government to alliance allowing them to work permanently in US. 2. Permanent Resident – An allocation of residency to the incoming immigrants done on the random basis other than the Green Card allocation.
- 12. Non Immigrant Visa Given to those immigrants whose permanent residence is outside US, however they wish to stay in US on a temporary basis for a certain purpose – tourism, medical treatment, business, temporary work or study. 1. H1B 2. H4 3. J1 4. L1/L2 5. EAD a. I485 EAD (Green Card EAD) b. OPT EAD 6. Border VISAs a. TN1 VISA (Canada) b. TN2 VISA (Mexico)
- 13. • H1B – It is a work permit under US immigration in which people can enter in US for three years if they work in a specialized field and their employers cannot fill the position locally. It is initially granted for a period of three years and can be extended up to a period of another years, hence the H1B visa is valid up to a duration of six years. The programmers and other technically skilled people especially related to Computers is enter US under this Visa Category. • H4 – It is granted to the dependents of immigrants who are on H1B work permit. People on this category are not allowed to work in US. • J1 – Basically provided for someone from home country to US for training which should be useful for home country. • L1 / L2 – Intra Company Transfer / Dependent Visa – L1 is a Non Immigrant Visa which allows companies operating both in US and abroad to transfer certain class of employees from its foreign operations to US operations for a period of maximum up to seven years. The employee must have worked for a subsidiary or parent company of our US company for at least a period of one year out of last three years. • EAD – Employment Authorization Document - An Employment Authorization Document (EAD) is work permit that authorizes an immigrant to work in US for a period of time, usually one year. There are two categories of EAD available : I485 EAD (Green Card EAD) OPT EAD • Border Visas – As US shares its borders with two different countries, Canada and Mexico, there are two work permits which allows people from these countries to work within US. TN 1 Visa (Canada) TN 2 Visa (Mexico)
- 14. Recruiting Life Cycle • Assignment of Requirement to recruiter • Requirement Understanding • Formulating Search String • Calling up candidates • Getting updated resume • Checking the Quality of Resume and Matching it to the Requirement • Format the Resume (if Required) and Submitting the resume to Account Manager • Account Manager consults the candidate for further clarifications, if required. • Resume is submitted to the client. • Client provides feedback / interview request. • Recruiter arranges the interview and confirms it with the client. • Closure
- 15. US Recruitment Process 1. Requirement Understanding 2. Making of Boolean Search String 3. Use of Job Boards and ATS (Applicant Tracking System) 4. Tax Terms a. W2 b. 1099 c. C2C or Corp to Corp 5. Concept of Per Diem 6. A. Screening of Candidate over Phone B. Establishing Rapport and Negotiating with the Candidate 7. Use of Red Flags while Screening 8. Closing the Candidate
- 16. 1. Requirement Understanding When looking at the requirement, the recruiter should look for following skills and attributes: – Location. – Duration – Rate – Primary and Secondary Skills – Start Date and End Date of Assignment – Job Description – Roles and Responsibilities – Client
- 17. 2. Searching Resume 1. Keyword Search 2. Boolean Search • Keyword Search: In this method, the recruiter looks for a particular resume through Job Title, Position Name or Specific Skill or Function in a Job Board (Monster, Dice, Career Builder). This method is useful particularly for any functional position and low level jobs (Technician, Business Analyst and Project Managers etc.) • Boolean Search: Boolean searches allow you to combine words and phrases using the words AND, OR AND NOT (otherwise known as Boolean operators) to limit, widen, or define your search. Most Internet search engines and Web directories default to these Boolean search parameters anyway, but a good Web searcher should know how to use basic Boolean operators.
- 18. 3. Use of Job Boards • Job Boards are basically websites where job seeking candidates post their resumes and Employers look for a potential candidate who can be hired for their requirement. • There are various Job Boards available in market where people from US post their resumes. Some of the Job Boards are:- Monster Careerbuilder.com TheLadders.com Indeed.com State Job Banks
- 19. 3. Applicant Tracking System • There are some portals available in US Recruitment market which source resumes from all major job boards and act as a one stop solution to have large database of candidates for various type of skill sets. • Some of the such major job portals are Monster Career Builder Indeed LinkedIn Recruiter
- 20. 4. Tax Terms 1. W2 a. W2 Salaried b. W2 Hourly 2. 1099 3. C2C (Corp to Corp) • W2: When a person is paid in form of W2, the employer automatically withholds a part of his pay and pays all the necessary taxes on his own as per the required norms of Federal Government. These Taxes include Federal Income Tax, State Income Tax, Social Security and Medicare Tax. It is further classified in two parts: – W2 Salaried – W2 Hourly
- 21. 4. Tax Terms-Contd. • W2 Salaried – In this the employer pays the candidate on a daily rate basis. This means that the consultant will be billed on 800 hours instead of 880 hours on a monthly basis. The candidate is normally paid benefits (Medical Insurance, Paid Time Off, National Holidays and 401K Contribution). The candidate is not qualified for overtime in this type of payroll. • W2 Hourly – In this, the employer pays the on an hourly basis. This means that the candidate will be billed for full 880 hours (8 hours a day * 5 days a week * 22 days a month). There are no benefits or minimal benefits provided with this type of payroll. The candidate is eligible for overtime
- 22. 4. Tax Term-Contd. • 1099 – When a person is paid in 1099 payrolls, all money earned by the candidate is paid on an untaxed basis. It is then the responsibility of the candidate to file and pay the appropriate taxes. • C2C or Corp to Corp – In this a sub vendor to your staffing company does a 1099 type of contract and then pays to his consultant on W2 Payrolls. Note: To do a 1099 or C2C contract, a sub-vendor or the self contractor needs to have following insurances. – General Liability – Amount of $1 million (Mandatory, Always ask the candidate or vendor when dealing a 1099 or C2C case). – Errors and Omissions – Workermen’s Compensation
- 23. 5. Concept of Per Diem Per Diem is basically an allowance given to candidate in case the candidate is relocating from his home location to the client site to work for an assignment. For Per Diem to be applicable, following conditions must be fulfilled. • The candidate should own a house / should be renting a house at his home location. (Proof of Ownership / Rent Agreement will be asked at the time of paper work.) • Distance between the location should be 50 miles or more. • He should have enough expenses to maintain the two houses. • Per Diem will be provided to the candidate for the first year of the contract only. If the contract extends for more than 12 months, Per diem will be stopped after completion of 12th month.
- 24. 6. Screening the Candidate Over Phone Phone Screening the Candidate is the most critical step in identifying and hiring the candidate for the a given requirement. While hiring the candidate the recruiter generally follows following steps: 1. Greets the Candidate 2. Introduces himself and staffing company. 3. Seeks the permission from candidate to speak about the position. 4. Gives the Details about the position (Title, Location, Client, Duration and nature of job ) and discusses the candidate’s experience to qualify the resume for the assigned requirement. 5. Negotiate for Pay Rate / Salary Range and Summarizes the details for the call to confirm the candidate’s interest 6. Closes the Call and Sends him a RTR (Right to Represent) mail to reserve the candidate for the assigned position.
- 25. 7. Use of Red Flags While Screening • While Screening the Candidate, it is mandatory that certain check points are ruled out in order to confirm that candidate in all probability is a willing candidate and will join the job, provided client offers it following the interview: 1. Commute 2. Pay Rate 3. Willingness to Join 4. Willing to Perform a Background Check and Credit Check as per the client’s requirement 5. An Ex – Employee of the same client 6. Any Pending Interviews or Back-up Offers 7. Qualification and Experience are neither under or over qualified
- 26. 8. Closing the Candidate • After sourcing and screening the candidate, the recruiter can go ahead and get the candidate’s resume submitted to the client. • If the resume is short-listed depending on the client’s feedback, and client forwards an interview request, the recruiter gets in touch with the candidate, discusses the interview schedule with him. • If the candidate is appointed by the client, it then adds up to a closure (Purchase Order or PO) in the recruiter’s name. • Once the candidate officially starts his assignment, it is regarded as a placement in recruiter’s name and the recruiter is awarded incentive accordingly.