US IT Staffing

Recruitment

Definition of Recruitment

Recruitment is the process of finding and attracting capable applicants for employment.

Sources of US Recruitment

1. Internet(job Portals, Groups, Social media )
2. Consultancies, Staffing Agencies
3. Job Specification Details
4. The following details are mandatory in any requirement
5. Location
6. Duration
7. Rate
8. Primary and Secondary skills
9. Start Date and End Date
10. Job description
11. Roles and responsibilities
12. Client

Details to be collected from the Consultant/Candidate

The following information has to be collected from the consultant / candidate.

1. Availability (Notice Period)
2. Rate
3. Willing to Relocate
4. Visa Status
5. Contact Number
6. H1B Company

How to Identify the Fake CV

Fake CV’s can be identified in the following two major ways

1. Official Email ID
2. References from the current company Preferably whites i.e. (Caucasians and Project managers)
3. Checking their education - Year passing
4. Checking their DOB

Time Zones

US Map States – Abbreviation

VISA

What Is Visa?
Visa is an entry clearance certificate that is placed in a travel or passport document, which gives you
permission to enter into applied country.

Types of VISA

Visas are mainly classified into two major categories

1. Immigrant Visa
2. Non immigrant Visa

Immigrant VISA
Immigrant Visa are for people who intend to live permanently in US.

Types of Immigrant Visa
GC (Green Card): An official document issued by the US Government to alliance allowing them to work permanently in US.

Non-immigrant VISA
Non immigrant Visa's are for those people with permanent residence outside US but wish to be in US for a temporary basis- for tourism, medical treatment, business, temporary work or study.

Types of Non- Immigrant VISA

H1B- Work permit: This is a work permit under the US immigration in which aliens can enter US
for three years if they work in a specialized field and their employers cannot fill the position
locally. The three years can also be extended to six years. Programmers and other technicians in
the computer field enter the US under this status.

H4- Dependent

B1/B2- Business/Tourist VISA: Business travelers can enter US using this VISA.

J1: Basically provided for someone from home country to US for training which should be useful
to the 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 Seven years. The employee must have worked for a subsidiary or
parent company of your US Company outside of the US for at least one year out of the last three
years.

Tax Terms in US Recruitment

Tax terms in US are classified into two categories. They are

1. 1099
2. W2

1099: When a person is paid in the form of 1099, all money earned by the individual is paid on an
untaxed basis. It is then the responsibility of the individual to file and pay the appropriate taxes.

W2: when a person is paid in the form of W2, the employer automatically withholds and pays all of the
necessary taxes as required. These taxes include Federal income Tax, State income Tax, Social security
and Medicare Tax.

Job Nature in the US Market

There are two major types of placements in the US market.

1. Permanent (Full Time) Placement
2. Temporary( Contract) Placement

Permanent Placement: The company hires person on permanent (Long term) basis. Company has
to provide salary, all kinds of placements.

Temporary (Contract) Placement: The term contracting refers to a situation in which a person
works for a company who is not his/her employer of record. Contracting is also referred as contingent
staffing and also just in time staffing. A contract placement can happen in a matter of hours or a couple of
days.

Contract placement is little different from permanent placement. 
The major difference between both of them is the duration or the time.

Why Companies use contractors

Companies are using more and more contractors for many reasons. Major reasons are

1. Staffing Flexibility
2. Get around budget constraints
3. Need to keep the permanent Headcount down
4. No hassles at the end of assignment
5. Hire for a specific purpose or project
6. Immediate Availability
7. Try before you buy
8. Lower costs
9. Avoid office politics

Why Candidates work on Contract

In todays competitive world contracting has become more and more prevalent among candidates.

Common reasons why candidate wants to work on contracting are

1. More Money- Earns 30% more
2. Receive the same statutory benefits
3. Evaluate the company before accepting permanent position
4. Enhance resume
5. Opportunity to travel
6. Flexibility in Life Style
7. Variety in work scope and environment.

Websites for US recruitment

The websites that are mainly used for US recruitment are

1. Job Diva
2. Dice. COM
3. Techfetch.com
4. Monster. COM

Closure

After sourcing the resume and discussing it with the consultant, the recruiter can go ahead and ge
his resume submitted to the Client.

Once the resume is short listed, arrange for the interview with the client and if he is appointed
then that adds up to a closure and the recruiter makes an incentive of it.

Vendor Management

1. Vendors Also referred as “ Third Party”
2. Maintains a good pool of Human Resource
3. Understands client’s line of business and attends to their HR needs proactively.
4. Delivers solutions within defined budget and time frame.

Criteria for Choosing a Vendor

1. Industry knowledge and contacts
2. Experience in recruitment and Training
3. Total number of years in Business
4. Established clientele
5. Average turnaround time to successfully identify appropriate candidates.

How to Identify a Reputable vendor

1. Trustworthy and respectable
2. Follows ethical business Practices
3. Never say “ No” attitude
4. Years in Business
5. Experience in dealing with commercial and government. clients
6. Nationwide reach.
7. One who keeps track of the available Candidates and HOT requirements in the market

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.

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.

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 References, Tech Forums, Networking websites are a very good source of finding passive candidates
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 for web 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

1. Full Name:
2. Current Location:
3. Relocation:
4. Availability:
5. Contact Numbers:
6. Email:
7. SSN (last 4 digits)
8. Date of Birth:
9. 2 Professional References:

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 or Closure

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.

Connexion Systems & Engineering, a Boston based IT and Engineering Solutions Company immediately seeks individuals with the following skills:

Job# bh8096

SharePoint Developer

Duties: The SharePoint Developer / Administrator will work with the SharePoint Architect to migrate SharePoint on-premise sites to SharePoint Online. This role will support, design, develop, and deploy SharePoint solutions in our Enterprise. Additionally, this role will include administration and end-user support of content management, workflows, InfoPath forms, site design and overall functional use of SharePoint 2013 and SharePoint Online.

Responsibilities:

Installing, configuring, maintaining, and managing SharePoint Farm.

Migrate SharePoint sites from on-premises to SharePoint Online.

Manage SharePoint 2013 and SharePoint online infrastructure.

Proactively manage and support the day-to-day system management tasks such as trouble-shooting, requirement gathering and performance tuning.

Support and mentor our SharePoint users.

Assist with site creation, adding and configuring add-ins and web parts, permission setup, custom site template.

The candidate must be familiar with implementing SharePoint within Office 365 environments.

Strong understanding of what can be done using OOTB features of SharePoint Online.

Deploy new functionality and/or enhancements to SharePoint functionality

Skills:

3+ years of experience in SharePoint on-premises farms.

2+ years managing SharePoint online sites.

Experience with SharePoint migration from on-premises to O365.

Strong proficiency with MS SharePoint Designer, PowerShell, Visual Studio, and MS InfoPath.

Building complex OOTB SharePoint solutions with no development.

Experience with SharePoint/Office 365 Development framework.

Experience installing and developing business workflow solutions built in SharePoint or third-party workflow solutions such as Nintex Workflow.

Development and customization of SharePoint Add-ins.

Modern web standards and technologies (e.g. AngularJS, HTML5, JavaScript, CSS3).

Good communication skills in explaining the SharePoint features to end users and assisting end users with utilizing SharePoint features and functions.

Ability to assess user requirements and determine appropriate architecture for SharePoint Online configuration.

A good understanding of process automation and Business Process Management as it relates to possible solution development.

Keywords:

Education:

Education: BS/BA in Information Systems, Computer Science or equivalent.

Skills and Experience:

Required Skills:

ARCHITECTURE

BUSINESS PROCESS MANAGEMENT

CONTENT MANAGEMENT

MENTOR

PERFORMANCE TUNING

Additional Skills:

PROCESS MANAGEMENT

SHAREPOINT

.NET

MICROSOFT SHAREPOINT

MS SHAREPOINT

REQUIREMENT GATHERING

SOLUTIONS

SYSTEM MANAGEMENT

TROUBLE-SHOOTING

VISUAL STUDIO

WORKFLOW

When responding to this job posting you MUST include the Job# and Job Title in your subject line.

Duration: 5 months +

Rate 60-63/hr.