General Recruitment Process followed in most Industry verticals

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

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

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.