US - Technical Recruiter And Bench Sales: 2014

Saturday, 25 October 2014

Session

RTR/Commitment Letter

RTR - Right to Represent

RTR means giving sole ownership to your profile while submitting your profile to particular client
and that you are going through particular vendor and no other company has a right to represent you to the same
client.

example:

Consultant is represented through A company to B client
he is giving ownership to A company that he will not submit his profile to B client through any other company for
certain time period.

And he also states that he will not directly approach client by any means.

Hiring CPT/OPT Consultants

Details Required:

Are you eligible to work on CPT?
CPT status validity? (from - to)
How many hours you can work? (Month/Week)
How soon you can start/notice period (Available)?
Do you require any offer letter?
What are your technical skills?
Years of experience in IT (By Technology wise)?
Years of Experience in USA?
Your primary technical skill?
You secondary technical skill?
Any Certifications?
Prefer locations to work?
Are you willing to relocate?
How far you can commute?
Do you have driving license?
Do you have a valid SSN (Social Security Number)?
Willing to attend the telephonic/Skype/F2F (Face 2 Face) interview?
Willing to learn any new technology?
Willing to give a commitment for at least 1 year?

Enclosures required:
• CPT or EAD Card soft copy
• Recent academic qualification soft copy

H1B Transfer

Minimum details to be collected from consultants for H1B Transfer

Name:
DOB:
Current Location:
What is the consultant expecting from us:
Preferred Location:
Passport#:
Skill:
What is the right time to call him/her:
Any Gaps (We have to check):
Have you worked on any onsite projects:
Offsite:
Which clients you worked with:
Total Experience:
Preferred Location:
Email Id:
Skype ID:
Phone#:
Education:

What is the reason for leaving the current employer: (Must ask this question)

How to work for a requirement

As a beginner
Minimum 2 hours per requirement is OK.
(they are requirements where you need to close in 10 mins)

while working for requirement don't limit yourself to only with one source for finding the good profile.

you can use

LinkedIn
Google Groups
Facebook
Dice
Techfetch
CareerBuilder
Vendors
Old resumes which you collected before
Your own ATS

LinkedIn is a good source of finding consultants.

Mass emailing consultants with similar skills will help you in good resumes.

When you are looking for profiles in NY area
First look for all the local profiles
Second look for near by states for profiles
Third look for entire USA for profiles.

some times when you found old resume say .net guy is in CA location previously
but you need someone local to NY, there might be a chance that this particular consultant moved to NY recently
so their is nothing wrong in trying.

As a Recruiter

Collecting resumes for future and immediate need.
Maintaining Vendor List (who can provide you with good H1B, GC consultants)
Maintaining Submission Details (all the submissions you made like to whom, when, which client, status)
Maintaining good relationship between consultants and vendors is must.

Following up with consultant

Once you make a submission to the client, its your duty to follow up with consultant on daily basis
call him once daily to see if he is comfortable and also check with him whether he has any other offers or
he has any problem in attending the interview or relocating or rate issues.

Also try to get references from him for future or immediate requirements that are in hand this is very important.

Once consultant is shortlisted for interview you need to make sure
You call him up 1 hour before the interview and check yo see if he is avaiable for interview with any problem.
if any problem inform the client about it before itself.

Make sure you tell him that his mobile phone is in good condition and tell him to be in a place where
he will not be interrupted by any means while attending the interview.

And after the interview all the consultant and ask him
How did he do
How long was the interview
How many questions did they ask
How many did he/she answer
How do you rate the interview from 1 to 10 and 10 being the highest

if the consultant clears the interview follow up with him until he joins the project.

While sending email to the consultant

Follow the basic format initially

Subject Line:

.Net Developer, Trenton, NJ - 12 months

Main body:

Title:
Duration:
Location:
Experience Needed:
Mandatory Skills: (if applicable)

Skill Matrix: (if applicable)

Description:
(mention the JD as points its easy for consultant to understand)

While selecting a Resume

Citizens are good for senior level positions like PM, Lead.....
and also good for full time positions, CTH.

If you are looking for GC, be aware of family sponsored GC they do have much of experience.
Mostly you will find H1B converted GC consultants nearly 7 to 8 years with good experience.
6 years GC might not have good experience.

If you are looking for H1B consultants
minimum experience to be considered is 8 years
below that most of the resumes are fake.

8 to 20 years experience consultants are very good in giving the interview
they have lot of experience in USA with clients and vendors by giving lot of interviews

And you need to identify primary skills and secondary skills needed for a requirement

Try to search for primary skills in the resume, the more number of times it is found in resume the more experience
consultant has.

example:
these key words should be found in

Summary
Technical Skills
Responsibilities of each project
Environment

if the skills are found only in
Summary
Technical skills

then the consultant most times doesn't have any experience in those particular skills

And then 100% matching resume is really hard to find so go for 70 - 80% match resumes.
Some times a very senior consultant might not have experience in one particular skill
but he/she can manage it by learning it very fast, even these types of resume can be considered

Every time you come across a skill do some research in google about the skill before talking to consultants.

Some times client is looking for someone with experience in particular version and has experience of certain years

example: MVC version 5 and with 5 years experience
you need to understand that MVC 5 is in market for very short time you cannot find someone with so much experience.

LinkedIn Screening:
This is must every time you source a resume go and check in linkedin or google about the consultant,
chances for fake experience can be found here.

Recruiter Basics

As a Recruiter when you are working on requirements
When you first make a call to the consultant ask these basic questions

Greet them first, ask them is it the right time to call them (depending upon your urgency ask this question)

current location:
Is he/she open for relocation:
Whats his/her Work Authorization:
When did they come to USA first:
On which visa did they come to USA:
Total Experience:
Total USA Experience:
Availability:
What is the best time to reach you:
SSN# (Last 4 digits):
Alternative Ph#:

Then as per skill matrix ask consultant whether he/she has
Experience in those skills
How many years Experience in each and every skill
When was the last time they used those skills

Then ask them some questions on the skills they have been using
(use google to get some interview questions - example: .net interview questions)

Must ask question:
Tell me about your recent project
What are the challenges you faced/came across in this project and how did you over come them.

While consultant giving answers observe their comm skills,
any hesitation, not clear in explaining or expressing, attitude
these things you should be aware off - if you are not satisfied even for a bit then the sucess rate off
this consultant in clearing the interview goes down.

VMS / MSP / VOP

VMS - Vendor Management System

Outsourcing

They work on short term projects
They are portals (staffing companies upload the profile through portal while submitting consultants)
(They are not Directly involved in the market)

MSP - Managing Service Provider

They work on niche skills

These people directly involve in market
We can apply through portal or directly through email.
They also work on requirements

VOP - Vendor Onsite Premises

When company is big, companies representative they directly go and sit on client location.
Whenever client has new requirements, we work on them.

Friday, 25 July 2014

How Recruiters Can Create Successful Partnerships With Hiring Managers

Recruiters and hiring managers’ shared goal is to fill positions with top talent. So why do they often end up frustrated with each other? Most often, it’s because hiring managers and recruiters have different perspectives and approaches when it comes to hiring.

The only person you can change is you. Take on the responsibility to be a guide, to provide value by serving to help the hiring manager succeed, and in doing so, create a spirit of partnership. Here is some guidance to help you forge a successful working relationship with hiring managers.

Related Conference Sessions

Apply Lean Manufacturing Principles to Talent Acquisition
Elevating the Conversation Beyond the Requisition
Tie Results Back to Business Metrics: How to Increase the Influence of Your Department to Senior Management
ERE Recruiting Conference & Expo 2014 Fall is in Chicago, IL, on September 16–18, 2014. Learn more »

See through the hiring manager’s lens. Hiring managers want to hire the best person to join their team, who will help them achieve their business goals. Unlike you, talent acquisition is not the entire focus of their day. They are busy managing their existing team and projects and fit in hiring around their workload. Hiring managers see through the lens of what went wrong (if anything) with the last person in the role, and what the new person can do better (and they can always do better). They look at their team and evaluate how the new hire will improve workflow and propel them toward greater success. As such, hiring managers start with a “if you could have your ideal candidate, what would that person exemplify?” mindset when they consider who the “right” person should be.

Nothing’s really wrong with this. What happens, though, is that these ideals often get translated into the job description, and before you know it the requisition requires experience and competencies in a candidate that far outweigh the salary budget. It’s a recruiter’s nightmare. How do you recruit rock star talent (already earning top salary) and expect them to take a pay cut to work at your company? What do you have to sell them that would convince them to do so?

Do some compensation research and talk through what the hiring manager truly needs. If she believes she needs a rock star with top salary, then she has two choices: 1) reevaluate the position to see if it could be reworked to require less experience, or 2) offer to take your research with her to her boss and present a case for why the position is worth the extra salary. In either case, you are there to help her succeed and help her navigate the current realities of the talent market.

Educate hiring managers on the state of the talent acquisition process. Just because someone is nominated as the hiring manager doesn’t mean he has experience interviewing or making a selection decision. Hiring managers don’t keep tabs on external talent. Many hiring managers simply do not realize that, unlike in 2010 when people were counting their lucky stars just to get an interview, the market has changed so that companies are the ones counting their lucky stars just to be able to interview top talent. Few hiring managers truly understand that if they approach an interview with the attitude that the candidate is desperate for a job, they’ll lose that candidate to a more in-tune competitor.

Meet with hiring managers to get to know their experience and comfort level with the hiring process. Build a relationship with them. Educate them as a peer on the state of the talent market, what the market competition is, and what they can do to shift their mindset to one where they sell the candidate on the great opportunity to work for the company and more specifically, for them. Help them think through questions like: Why should the candidate want them as a boss? Why would the candidate want to be part of their team? What does the company offer that is better than Company XYZ?

Set them up for hiring success. As I’ve said, hiring is not the only thing on the mind of hiring managers. They don’t always realize that time is of essence. Hiring managers who still believe that candidates are just lining up at the door, crossing their fingers that they’ll get to interview, see time as something to manage to their convenience. They also don’t always know how to refine interviewing to create a great first impression with candidates. Hiring managers tend to use the same interview script, which ensures each candidate provides responses to the same questions, so they can compare apples to apples. But while there are some standard questions you want answered, this approach takes on too much of the “you-need-us-to-give-you-a-job” mentality. Mindset and time management are two things that have a huge impact on hiring success.

As we mentioned earlier, educate hiring managers on how the market has changed. Give them some tools and if necessary, training, to help them feel confident in selling the company and their personal brand as a potential boss. Ditching the interview script and having a conversation may be far more effective and also help differentiate the interviewing experience at your company. Along with the change in mindset, help them realize that time matters. Reviewing resumes, scheduling interviews, conducting interviews (without rescheduling them!), providing feedback to recruiters — all of this needs to be done as fast and as streamlined as possible. Top talent doesn’t have time to wait. They are fielding competitive offers and interviewing multiple companies at once. As hiring managers realize this, they can adjust their priorities accordingly.

In addition to these three key areas, open communication, establishing a mutual understanding of expectations, regular check-ins, and above all, valuing hiring managers as human beings who are under a ton of stress and who appreciate support and respect go a long way to developing a positive and successful partnership.

Rejected Candidate Referrals and the Candidate Experience

What are your RCR ratios?

If you are not familiar with RCR, it stands for Rejected Candidate Referral. The metrics are simply the ratio of RCRs in your candidate pool against other sources.

I love this metric for two reasons.

First, just because someone doesn’t get the job doesn’t mean they can’t be a source of referrals. Second, it is a bellwether metric for your overall candidate experience. Simply put, candidates who had a great experience, regardless of the result, will be more likely to refer others than those that did not have a good experience.

See, simple. Recruiting is not rocket science. I know there have been volumes written discussing candidate experience. Companies can and do invest significant time, money, and effort in creating highly curated candidate experiences. I can appreciate that work, and I have seen the value in having an experience that sets a company apart. The thing that bothers me is that like so many things we as humans touch, there is a bias towards over-complicating things.

Candidate experience can be summed up in one word: Dignity.

Related Conference Sessions

The Hard Dollar Impact of a Better Candidate Experience
ERE Recruiting Conference & Expo 2014 Fall is in Chicago, IL, on September 16–18, 2014. Learn more »

As long as you have a recruiting and hiring process that treats candidates with dignity, you have a world-class candidate experience. Respect their time, answer their questions, and most importantly exit them respectfully.

Aside from over engineering the candidate experience, the other common flaw is to design a candidate experience that favors only the final candidate. For most positions in America today, a vast number of candidates will apply. I know for my organization and based on our volume that if you apply for one of our openings you have less than a 1 percent likelihood of achieving the outcome you desire. In other words, on average, over 100 candidates are rejected for each of our openings. Therefore we would do ourselves a tremendous disservice by only focusing our experience on the 1 percent; obviously, it would be huge missed opportunity.

I am not going to bore you with a primer on how to build your candidate experience. There are smarter folks out there than me that can do that, and in all honesty you most likely already know what, if anything, you need to do to improve yours. I am going to suggest that if you do not have visibility around your RCR, you truly don’t have your head around your candidate experience.

The key to the success or failure of this strategy is whether or not you ask for the referral. Aside from having a good experience, you and/or your recruiters have to ask the rejected candidates for their referrals. Otherwise the ratio will be zero, and more importantly, you will never be able to articulate the value of your candidate experience. Remember, every candidate who applies is either a current, or potential future, customer/partner/member/advocate etc. of your organization.

Join me at the ERE Expo in September as I demonstrate how Spectrum Health has confronted these issues and transformed to a successful recruiting model based on core skills, metrics, efficiency, and effort alignment.

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Bill Rate vs Pay Rate

Bill Rate
what we get from client for a project on a consultant.

Pay Rate
what we give to consultant for a project.

OPT & CPT

EAD - Employee Autorization Document

OPT EAD
Optional Practical Training
(One who has STEM/ masters degree)
They can work any where for 28 months (Initially 11 months + 17 months=28 months)
After Masters

CPT EAD
Curricular Practical Training
They can only work part time - during masters

Implementation Partner vs Prime Vendor

Implementation Partner
Is a mediator between client and 3rd party companies.
It takes full responsibility of the client project.

Prime Vendor
Is also a mediator between client and 3rd party companies.
It doesn't take any responsibility of the client project.

Important Websites

http://www.worldatlas.com/webimage/countrys/namerica/usstates/timezone.htm

http://www.worldtimebuddy.com/est-to-ist-converter

US Staffing Terminology

EOD - End of Day
COB - Close of Business
NDA - Non-Disclosure Agreement
MSA - Master Service Agreement
RFE - Request for Evidence
PO/SOW - Purchase Order / State of Work
ATS - Applicant tracking system
FID/TaxID/ W9 Form - Federal ID (company tax ID)
I797 - H1B visa Approved
I129 - Applied H1B Visa
I797 A - OPT ->H1B
I797 B - Migrated from India
I797 C - CAP exempt h1b

I-9 form - The Employment Eligibility Verification Form I-9 is a U.S. Citizenship and Immigration Services form. It is used by an employer to verify an employee's identity and to establish that the worker is eligible to accept employment in the United States

E-Verification - The E-Verify program is a web-based system operated by the U.S. Department of Homeland Security in partnership with the Social Security Administration that allows participating employers to electronically verify the employment authorization of newly hired employees.

LCA - Labor condition application (LCA), Form ETA 9035/9035E is a document that a prospective H-1B employer files with ETA when it seeks to employ nonimmigrant workers at a specific job occupation in an area of intended employment for not more than three years.

USCIS - United States Citizenship and Immigration Services (USCIS) is a component of the United States Department of Homeland Security (DHS). It performs many administrative functions formerly carried out by the former United States Immigration and Naturalization Service (INS), which was part of the Department of Justice.

State	Abbrv.	Capital	Nickname
Alabama	AL	Montgomery	Yellowhammer State, Heart of Dixie, Camellia State
Alaska	AK	Juneau	The Last Frontier
Arizona	AZ	Phoenix	Grand Canyon State, Copper State
Arkansas	AR	Little Rock	The Natural State, Land of Opportunity, The Razorback State
California	CA	Sacramento	Golden State
Colorado	CO	Denver	Centennial State, Colorful Colorado
Connecticut	CT	Hartford	Constitution State, Nutmeg State
Delaware	DE	Dover	First State, Diamond State, Blue Hen State, Small Wonder
Florida	FL	Tallahassee	Sunshine State
Georgia	GA	Atlanta	Peach State, Empire of the South, Goober State
Hawaii	HI	Honolulu	Aloha State, Pineapple State
Idaho	ID	Boise	Gem State, Spud State
Illinois	IL	Springfield	Prairie State, Land of Lincoln
Indiana	IN	Indianapolis	Hoosier State
Iowa	IA	Des Moines	Hawkeye State
Kansas	KS	Topeka	Sunflower State, Salt of the Earth
Kentucky	KY	Frankfort	Bluegrass State
Louisiana	LA	Baton Rouge	Pelican State, Sugar State
Maine	ME	Augusta	Pine Tree State
Maryland	MD	Annapolis	Old Line State, Free State
Massachusetts	MA	Boston	Bay State, Old Colony State
Michigan	MI	Lansing	Great Lakes State, Wolverine State
Minnesota	MN	St. Paul	North Star State, Gopher State, Land of 10,000 Lakes, Bread and Butter State
Mississippi	MS	Jackson	Magnolia State
Missouri	MO	Jefferson City	Show Me State
Montana	MT	Helena	Treasure State, Big Sky State
Nebraska	NE	Lincoln	Cornhusker State
Nevada	NV	Carson City	Silver State, Battle Born State, Sagebrush State
New Hampshire	NH	Concord	Granite State
New Jersey	NJ	Trenton	Garden State
New Mexico	NM	Santa Fe	Land of Enchantment
New York	NY	Albany	Empire State
North Carolina	NC	Raleigh	Tar Heel State, Old North State
North Dakota	ND	Bismarck	Peace Garden State, Flickertail State, Roughrider State
Ohio	OH	Columbus	Buckeye State, Modern Mother of Presidents
Oklahoma	OK	Oklahoma City	Sooner State
Oregon	OR	Salem	Beaver State
Pennsylvania	PA	Harrisburg	Keystone State, Quaker State
Rhode Island	RI	Providence	Ocean State, Little Rhody
South Carolina	SC	Columbia	Palmetto State
South Dakota	SD	Pierre	Coyote State, Mount Rushmore State
Tennessee	TN	Nashville	Volunteer State, Big Bend State
Texas	TX	Austin	Lone Star State
Utah	UT	Salt Lake City	Beehive State
Vermont	VT	Montpelier	Green Mountain State
Virginia	VA	Richmond	Old Dominion
Washington	WA	Olympia	Evergreen State, Chinook State
West Virginia	WV	Charleston	Mountain State
Wisconsin	WI	Madison	Badger State
Wyoming	WY	Cheyenne	Equality State, Cowboy State

US - Technical Recruiter And Bench Sales