A

SUMMER INTERNSHIP PROJECT REPORT

ON

US IT RECRUITER
SUBMITTED IN PARTIAL FULFILLMENT OF THE REQUIREMENT

OF

MASTER OF BUSINESS ADMINISTRATION(MBA)

SUBMITTED BY

ASHISH KHANDARE

UNDER THE GUIDANCE OF

PROF.MISS.SNEHA MORE

SUBMITTED TO

SAVITRIBAI PHULE PUNE UNIVERSITY

DR.D.Y. PATIL CENTRE FOR MANAGEMENT & RESEARCH,

CHIKHALI, PUNE-411014
(BATCH 2018-2020)
 A

SUMMER INTERNSHIP PROJECT REPORT

ON

US IT RECRUITER
SUBMITTED IN PARTIAL FULFILLMENT OF THE REQUIREMENT

OF

MASTER OF BUSINESS ADMINISTRATION(MBA)

SUBMITTED BY
ASHISH KHANDARE

UNDER THE GUIDANCE OF

PROF.MISS.SNEHA MORE

SUBMITTED TO

SAVITRIBAI PHULE PUNE UNIVERSITY

DR.D.Y. PATIL CENTRE FOR MANAGEMENT & RESEARCH,

CHIKHALI, PUNE-411014
(BATCH 2018-2020)
DECLARATION

I ASHISH KHAMDARE hereby declared that the dissertation report entitled “US IT
RECRUITER ” under the guidance of Prof.Miss. Sneha More submitted in partial
fulfilment of the requirement for the award the degree of Master of Business Administration
to the university of Pune is my original work carried out academic year 2018 - 2020and not
submitted for the award of any other degree/diploma to any other institute/organization of the
university by the any other person.

Place: Pune Ashok Kumar

Date: (MBA IT)

 ACKNOWLEDGEMENT

My first thanks to all those people who helped me during the training and completion of this
successful project report. This project draws inspiration and wisdom from the efforts and
support of many individuals.

I am thankful to Mr. Miles Hemolton (MANAGER ) for giving me an opportunity to work in

their
Esteemed Organization.

Mere thanks will not be enough for the immense love and blessing of our Beloved parents
who gave me moral support and self-confidence.

I take this opportunity to extent my gratitude for co-operation; also special thanks to Director
of the college Dr.Sunil Dhanawadeand Prof.Miss.Sneha More useful tips provided to me
without his help the project would not have been completed.

Finally, I am thankful to all who helped me, guided me, and the all the well-wishers of the
team of their support and for being with throughout the all the well-wishers of the team of
their support and for being with throughout the journey of past two months.

Place: Pune Signature of Student

Date:
AHISH KHANDARE
 CERTIFICATE

This Is To Certify That Mr. ASHISH KHANDARE Of MBA. Roll

No. ...... Has Completed His/Her Industrial Training During The
Academic Year 2019-2020.

Seal

Place-
Date-

Internal sign External sign HOD sign

INDEX
Chapter Particular Page No.
No.

I. Introduction 5

II. Review of Literature 11

III. Research Methodology 16

3.1 Introduction 17

3.2 Statement of Problem 21

3.3 Objectives of Study 23

3.4 Scope of Study 24

3.5 Data Collection Method 24

3.6 Limitation of Study 24

IV. Organizational Profile

V. Data Analysis and Interpretation 25

VI. Findings, Suggestion and Conclusion 33

6.1 Findings 34

6.2 Suggestion 34

6.3 Learning of student through Project 35

6.4 Contribution to Host Organization

6.5 Conclusion

Bibliography

Annexure
INDEX
SR CONTENTS
NO.
CHAPTER - 1
1. INTRODUCTION

CHAPTER- 2
2. ABOUT THE ORGANISATION

CHAPTER- 3
3. INTRODUCTION OF THE ORGANISATION

CHAPTER- 4
4. CULTURE

CHAPTER- 5
5. SERVICE

CHAPTER- 6
6. SUPPLY CHAIN MANAGEMENT

CHAPTER- 7
7. STAFFING

8. CHAPTER - 8
IT STAFFING

CHAPTER - 9
9. INDUSTRIES

10. CHAPTER - 10
MY INTERNSHIP AT SYDATA CONSULTING INC.
CHAPTER - 11
11.
CONTENT
CHAPTER - 12
12. FUNDAMENTAL OF RECRUITING

CHAPTER - 13
13. FINDING POTENTIAL CONTENTS

CHAPTER - 14
14. CHOOSING THE RIGHT CANDIDATE

CHAPTER - 15
15. ODD'S AND END'S

16. CHAPTER - 16
IT CONTRACT - W2, 1099
17. CHAPTER - 17
ABOUT THE AUTHOR
18. CHAPTER - 18
CONCLUSION
 CHAPTER 1
INTRODUCTION
 INTRODUCTION
1. Origin of the report:

The Internship report is prepared for making a study on “IT

Recruitment and Selection Process in SYDATA Consulting inc.” It is
required to perform internship project for completing of MBA
program at PUNE University. The guideline and preparation of the
report was supervised and directed by Sneha madam, Assistant
Professor, at DY Patil PCMR, newale wasti, PUNE University and I am
thankful to her for assigning this project.

1.1 Aim and objective of the report: The major aim of the report is
to recognize and identify how theories and concepts discussed in the
MBA program can be applied in the aspect of Recruitment and
Selection process at an organizations. The objectives of the report is

1. Describe the organization and explain the scope of work in IT

recruitment and selection Process.

2. To experience different recruitment and selection activities which

are followed by The SYDATA Consulting inc.

3. Recognize and identify how theories and concepts that covered in

MBA program are applied in recruitment and selection process.

4. Propose suggestions and recommendations for the practitioners

the can help management further to apply best practices in human
resource management in the organization.

1.2 Methodology

The report is prepared based on using primary and secondary data

resources. Primary data was collected by observing organization’s
recruitment and selection process, interviewing employees while
working as intern in Human Resource Division at SYDATA Consulting
inc.

3 1.3 Limitation:

The major limitations that I faced during my internship period and

preparation of this report are as follows:

1. Employees are not allowed to provide sensitive and depth

information.

2. The main constraint of the study was insufficient access to

information which has significantly disturbed the scope of the
analysis that is required for the study.

3. As the employees were busy with their own duty, they could give
me little time for consultation.

4. Time restriction is another important for limitation of study.

5. Published information is not up to date

 CHAPTER – 2

REVIEW OF LITERATURE
1. Literature Review and Theory

HR is a product of the human relations movement of the early 20th Century,

when researchers began documenting ways of creating business value through
the strategic management of the workforce.[citation needed] It was initially
dominated by transactional work, such as payroll and benefits administration,
but due to globalization, company consolidation, technological advances, and
further research, HR as of 2015 focuses on strategic initiatives like mergers and
acquisitions, talent management, succession planning, industrial and labor
relations, and diversity and inclusion. In the current global work environment,
most companies focus on lowering employee turnover and on retaining the
talent and knowledge held by their workforce. New hiring not only entails a
high cost but also increases the risk of a new employee not being able to
adequately replace the position of the previous employee. HR departments
strive to offer benefits that will appeal to workers, thus reducing the risk of
losing employee commitment and psychological ownership.

The human resources department of a business, also known as the HR

department, is responsible for anything that has to do with the employees of
the business. The same holds true for a real estate company. The real estate
agents representing the agency and the office assistants must have a
department or group of HR workers where they can get support and advice on
how to handle employee matters and address personnel issue.

Hiring and Recruiting

The human resources department in a real estate company is responsible for

recruiting, interviewing and hiring new real estate employees and agents.
Although most real estate agents are paid on commission, they are still being
represented by the real estate agency. The employees working at the real
estate office also must be recruited and hired to ensure they meet the
company’s professional standards. Each employee or agent that comes
through the real estate agency must understand the procedures and
regulations that make the agency credible and experts in the real estate
industry.

Internal Operations
The human resources department also ensures that everything runs and
operates as expected internally between the employees of the real estate
agency. This includes procedures for handling harassment in the workplace,
legal matters regarding sales of homes or apartments and firing unproductive
employees. The human resources department also is responsible for creating
and updating safety procedures for the real estate office, so all employees are
safe at all times.

Agents and Procedures

Even though real estate agents often work on the commission payments from
the real estate sales made, they must follow specific sales procedures to
uphold the standards and credibility of the real estate agency. It is the
responsibility of the human resources department to teach the agents about
these procedures and ensure that they are being followed and respected in
each sale. This can include informing buyers about the procedures, about
lending options and about leasing the property, if the house does not sell as
desired.

Evaluations and Support

As any other company, a real estate agency also conducts employee and agent
evaluations. Any company does not want to keep employees who are not
motivated to work and are a liability for the agency. The agents who represent
the business, along with the internal office workers, are evaluated on an
annual basis by the owner of the agency with support from the human
resources department. The evaluations ensure that the workers and agents are
performing as expected to benefit the real estate agency.
 CHAPTER – 3

RESEARCH METHODOLOGY

About The Organization

 SYDATA Consulting inc. , BANER, PUNE

3.1 Introduction

Sydata Consulting, Inc. supports companies around the world in the

improvement of their business processes. Our unique strength lies in
our ability to provide integrated solutions involving Applications,
Business Process Outsourcing (BPO), and Infrastructure Service
Capabilities. The convergence of technologies such as web services,
workflow software, and business performance monitoring coupled
with business intelligence and customer focus drive our services
delivery offerings. Sydata, therefore, focuses on developing flexible
platforms that allow our clients to rapidly implement business
processes with minimal capital outlays.

Besides an onsite presence at key global locations, our organization

has an extensive offshore infrastructure for Applications, BPO, and
Infrastructure services. Our global footprint, international delivery
centers, and dedicated staff support us in delivering optimal value to
our customers.

In the technology realm, we have evolved innovative business

models that address the wide-ranging requirements of our
customers by nurtured new technological strengths and enhancing
domain expertise

In the people realm, Sydata Consulting, Inc. has developed into a

learning ground for professionals and leaders from all walks of life.
Together, these achievements have boosted our position towards
greater and more challenging roles in the journey ahead.

Smart minds working on cutting edge technologies, a culture that is

at once invigorating and rewarding, and values that are simple and
pursued with zeal – that is Sydata Consulting, Inc

In management, information technology consulting (also called IT

consulting, computer consultancy, business and technology
services, computing consultancy, technology consulting, and IT
advisory) as a field of activity focuses on advising organizations on
how best to use information technology (IT) in achieving
their business objectives.
The IT consulting industry can be viewed as a Four-tier system:

 Professional services firms which maintain large professional

workforces and command high bill rates.
 Staffing firms, which place technologists with businesses on a
temporary basis, typically in response to employee absences,
temporary skill shortages and technical projects.
 Independent consultants, who are self-employed or who function
as employees of staffing firms (for US tax purposes, employed
on Form W-2), or as independent contractors in their own right
(for US tax purposes, on "1099").
 Information Technology security consultants
There are different reasons why consultants are called in:

 To gain external, objective advice and recommendations

 To gain access to the consultants' specialized expertise
 Temporary help during a one-time project where the hiring of a
permanent employee(s) is not required or necessary
 To outsource all or part of the IT services from a specific company.

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.
 Culture
Sydata Consulting, Inc. is committed to success. We aim to achieve
sustained, unprecedented growth by delivering enhanced value to
customers, employees, shareholders, and the communities we
operate in. We have a strong company culture that is built on 4 key
values: teamwork, collaboration, excellence, and commitment. These
values are an integral part of our culture and form the foundation of
long-term client partnerships.
Flexible- We embrace change, respect diverse viewpoints, and are
inclusive. We identify opportunities and proactively seek areas for
improvement in our business processes
Ethical - We believe in dealing with issues candidly, with courage and
integrity above all. We are open and transparent in our
communications with each other and about our business
performance.
Teamwork - We deliver excellence by working together and
demonstrating mutual respect in the office environment. We foster
collaboration while maintaining individual accountability and
appreciate the value of multiple perspectives and diverse expertise.
Deliver Excellence- We are result-oriented and foster excellence
from ourselves and our teams. We go beyond what we commit to
deliver and pursue greatness in everything we do.
Diligence- We take our commitments to stakeholders very seriously
and put all of our efforts into fulfilling them. We carry out this
commitment by providing the highest level of value to our clients
through exceptional, responsive, and efficient delivery of services.

Services
 Supply Chain Solutions

 Enterprise Solutions

 Infrasture Management

 BI Analytics
  Applications Development

 SOC Design

 Mobility

 Xamarin

Supply Chain Solutions

Sydata Consulting, Inc. specializes in innovative customer solutions
and industry leading quality assurance programs. As the needs of our
diverse customer base evolves, Sydata continues to grow. Our supply
network utilizes major refineries, pipelines, railcars and terminals to
support ever-changing fuel requirements.
Optimize your petroleum supply chain with integrated refinery
planning, scheduling and standardized platforms for primary and
secondary distribution networks. Sydata Consulting, Inc.’s Petroleum
Supply Chain helps you optimize feedstock, respond quickly to
disruptions, capitalize on trading opportunities, and optimize
inventory and transportation assets. Find out how you can maximize
profitability and drive improvements across your entire petroleum
supply chain.

Provide integrated workflow with unprecedented results. With

Sydata’s Planning & Scheduling Models, your organization can
achieve integrated workflows, easier searching, and quicker
feedstock evaluation that all add up to driving profitability for your
refinery.

Align inventory and distribution with market demand. Maximize

profitability with Sydata’s Supply & Distribution Program, which
provides a comprehensive enterprise solution for optimizing the
petroleum supply chain.
Improve forecast accuracy. Augment your statistical forecast with
real-time collaborative data using Aspen Collaborative Demand
Manager.

Optimize economics of supply distribution network. Aspen

Petroleum Supply Chain Planner is a powerful economic tool that
solves multi-period transport optimization problems, helping you
balance resources while maximizing profitability.

Accurately predict properties for better crude purchase

decisions. Patent-pending molecular characterization in Aspen PIMS
helps planners more accurately characterize crudes for enhanced
property prediction, yielding better crude purchase decisions.
Optimize decisions to make, trade, or exchange crude or
deliverables. Accurately and effectively manage hour-to-hour, day-
to-day operational activities while conducting thorough analysis with
Aspen Inventory Management and Operations Scheduling (IMOS).

Staffing
 IT Staffing

 Professional Staffing

 Managerial Accounting & Financial Staffing

 Workforce Management Solutions.

 IT Staffing
Strategic IT workforce solutions :

Information technology is ingrained in business everywhere today.

As more companies migrate to an IT-as-a-Service model and
integrate social media into the enterprise, technology will be
increasingly designed for easy consumption by business end-users.

Sydata Consulting, Inc. retains talent with extensive domain

expertise across all IT disciplines, featuring a special focus on
significant industry vertical trends, as well as emerging technologies.
We can enable you to leverage IT for streamlined operations and
greater organizational effectiveness.

We are a professional information technology services organization

focused on improving your business performance through
customized workforce solutions, including project-based services.
We align our support with your business objectives—whether to
refine business processes, enhance enterprise-wide collaboration, or
transform your industry value chain.

We support nearly 1,500 companies today with a flexible delivery

model that allows talent to be quickly sourced for short-term
projects, long-term maintenance and support projects, and direct-
hire positions.

For the talent, tools and methodologies you need to complete your
technical projects on-time and on- budget, contact Sydata
Consulting, Inc. today.
Professional Staffing
Staffing Solutions :
The right people : Your goal is to focus on your core business. Our
goal is to help you by offering comprehensive workforce solutions.
Providing you with the right talent at the right time is how it begins.
From the law firm to the IT department to the medical facility to the
factory, we’ll deliver the skilled professionals you need.
Meeting your challenges : We’ve been putting people to work at
businesses of all sizes longer than any company in the world, and we
know better than anyone else the types of workforce challenges that
businesses face. We’ll work with you to define your needs and solve
your specific challenges. Our staffing solutions are designed to help
your business maintain efficiency and productivity no matter what
workforce issue you meet.
 Temporary Staffing

 Temporary-to-hire Staffing

 Direct Hire Solutions

 Intern Administration

 On-Site Management

 Payroll Services

 Contingent Labor Program Management

For details on how Sydata Consulting, Inc. can meet your business
needs, contact your local Sydata Consulting, Inc. branch today.

Managerial Accounting & Financial Staffing

For nearly ten years, financial institutions, Fortune 500 corporations,

and enterprises of every size have counted on the Finance and
Professional Services division of Sydata Consulting, Inc. to meet their
needs for temporary and full-time staff.
 Whether you’re hiring to manage attrition, maintain steady growth,
or change the face of your entire company, Sydata Consulting, Inc.
will work with you to find the specific professional — or build the
entire team — you’re looking for.

Flexibility to Meet Any Need :

We offer placement services across the full range of financial
operations: Accounting, Administrative, Banking, Business
Development, Call Center, Customer Service, Finance, HR,
Management, Marketing, Mortgage, and Sales.
Thanks to our flexible approach, extensive candidate database, and
vast recruiting network, we can respond to any requirement. We
have helped established institutions build entire operations centers
in new markets and have helped smaller, aspiring enterprises pursue
their own high growth initiatives. For one client, we completed a
specialized placement within 24 hours and delivered 500 qualified
professionals in under a month.
Regardless of size, our goal on every engagement is to be a strategic
partner who delivers superior service, adds value, and develops a
win-win solution: one that provides you the financial talent you need
while providing our consultants the opportunity to grow by helping
you succeed.
A Proven Approach :

At Sydata Consulting, Inc., our best practices in recruitment and

hiring translate into a repeatable solution for locating, qualifying, and
delivering exceptional consultants and employees. On every
engagement we follow our proven methodology for success:

 Gather extensive knowledge of the client’s environment and

culture
 Quickly established rapport
 Institute a seasoned internal recruiting team to support expected
skill-sets and volume level of requirements
 Tailor flexibility for speed to hire
 Perform extensive screening of candidates, including skills testing
and reference checks
 Focus on commitment to quality, service, and customer value
 Exceed expectations

By adhering to this process and the values it embodies, we do more

than assure you receive the best talent available. we stand behind
our service with a total satisfaction guarantee. That’s the foundation
on which we build long-term relationships.

Workforce Management Solutions

Sydata Consulting, Inc.helps with Contract Workforce Management

services that enables clients to: centralize hiring processes, prepare
contracts and monitor temporary and project based statements of
work talent.
In addition to our services, Sydata Consulting, Inc. helps streamline
contract employment, which ultimately reduces risk and saves
employers money, through strategic consulting, program
management, independent contractor engagement and payroll
services
Sydata Consulting, Inc.’ Managed Services :

At Sydata Consulting, Inc., we provide day-to-day transactional

support as the single point of contact for all contract workers and
staffing vendors. Our programs create visibility that helps
organizations manage risk, account for their contractor headcount
and spend strategically.
Independent Contractor Classification and Payrolling :
Do you already know the contractor you want to work with?
Contingent Workforce Solutions’ Independent Contractor
Engagement and Payroll services assist clients in the classification
and administration of directly sourced independent contractors.
Sydata Consulting, Inc. consolidates internally sourced contractors
under a single point of contact and standardizes the process of
signing up, time and expense tracking, invoicing and payments.
Sydata Consulting, Inc. creates a third-party contractual relationship
with the contract worker by using our proprietary worker
classification methodology, which is required for due diligence and
administration of each contractor.

Sydata Consulting, Inc. is not a staffing agency. Sydata Consulting,

Inc.’ vendor neutral capacity allows us to act as an objective party,
free from any conflicts of interest, that may arise when an
organization payrolls its independent contractors through a staffing
agency.

For further information or inquiries for a service we haven’t

mentioned, contact Sydata Consulting, Inc.

Industries
 Manufacturing
Sydata Consulting, Inc. provides manufacturing solutions that
are dynamic to respond to the emerging trends and demands
of our clientele.
 Insurance
Sydata Consulting, Inc. brings together deep understanding of
 the insurance industry and wide experience of the insurance
market.
 Pharmaceutical
The global healthcare industry is undergoing a change with
focus firmly on improving the quality of care delivered.
 Consumer Packaged Goods
With growing commodity prices and volatility in the market,
the consumer packaged goods (CPG) sector faces continued
pressure on profit margins.
 Retail
With increased adoption of technology by consumers, the retail
trend seems to be shifting more towards multi-channel
retailing.
 Energy & Utilities
Sydata Consulting, Inc. provides manufacturing solutions that
are dynamic to respond to the emerging trends and demands
of our clientele.

Organizational structure of SYDATA Consulting inc.

 Chapter-3
My Internship
at SYDATA Consulting inc.

3. My internship at The SYDATA Consulting inc. :

I was given the opportunity to work in SYDATA Consulting inc. for

three months from 1st JUNE to 30th AUGUST. It was part of my
educational program. As my major in Human Resource Management,
I Worked in Human Resource Management as an intern where I had
learnt several practices of human resource division of SYDATA
Consulting inc. Before joining SYDAT Consulting inc. , I thought that it
would be a very difficult job for me. Later, my idea has changed.

3.1 Description of the Job:

As I had opportunity to have three months long at SYDATA

Consulting inc. , I have done different tasks that are conduct by the
recruitment and talent management under Human resource division.
First day, I was introduced to my supervisor, Mr miles hemolton .
Then he introduced me with other HR personnel whom I would do
my work. He also gave me some brief about job descriptions. I was
assigned to the following jobs regularly.

Those were:

Collecting resumes

Screening resumes

Preparing call list for written , viva and practical test

Preparing attendance for written , viva and practical test

Preparing candidate profile summary for written , viva and practical

test

Preparing top sheet and exam paper

Preparing attendance sheet for candidates

Allocating questions and exam papers

Checking answer scripts

Input final result in CPS

Making final result

Maintaining rejected resumes

Photocopy important papers

Taking all signatures

Providing all necessary papers to internee and in-plant trainee

Contents
I. Getting Started
1. Fundamentals of Recruiting
2. Full Time v. Consultants & Contractors
3. Job Requirement Analysis
4. Not a Linear Equation

II. Finding potential Candidates

1. Attracting the Right Candidate,
2. Job Portals
3. Utilizing Social Media
4. Vendor Management
5. Passive Recruiting

III. Choosing the Right Candidate

1. How to Sort Through résumé
2. Candidate Evaluation
3. How to Conduct a Phone Interview
4. Reference and Background Checks
5. Evaluating Candidates

IV. Odds and Ends

1. Presenting the Candidate’s Résumé
2. Taxes

Getting Started
In this section we’ll review the fundamental aspects of
technical recruiting you’ll want to understand before
you start looking for candidates. Once you’ve mastered
these basics you can then move on to finding the perfect
candidate.

The Fundamentals of
Technical Recruiting
The fundamentals of technical recruiting revolve around
the same principal all businesses strive for: Customer
satisfaction!
The game is changed a bit in Technical Recruiting: You are
asked to creatively match the needs, ethos and work of a
company with the abilities of an individual.
Who are your customers? How do you satisfy them? The
clients of your company are your customers and you need
to send a perfect candidate for an open position that they
need filled.
Do you need to be an IT geek?
While you may get a lot of job details full of technological
buzz words that you might have never heard in your life, it
is not that you have to learn the details of every single IT skill
out there! It is enough to have some basic understanding of
the terms that helps you in picking the right candidate for
your client.
Example: your client is looking for a web developer who
should have 3 years of experience in web development
technologies like html, Javascript, dhtml etc. The client
says that the knowledge in Javascript is very important
because he is going to be only working on creating various
Javascript functions, writing code for client side validation
etc.
It’s fine if you don’t understand what a client side validation
is. You don’t need to know the definition of a function
either. But there are some important things that you should
know.
Example: You are busy searching in the job boards for
a perfect candidate for that big gig. Suddenly you come
across a profile that says that the candidate has 4 years of
experience in Java and has worked in creating web pages
using Adobe Dreamweaver. Is this the right profile for the
client’s requirement?
Of course not. Java is not the same as Javascript. There are
important distinctions between the two which your client
is specifically looking for. Understanding that the world of
Technical Recruiting is very specific is key. If a client says
Javascript, they mean it.

It Is All About Making A Perfect Match

Here’s the game:
In one hand you have the criteria of the job you are trying
to fill. In the other hand you have a list of résumé s. Your
goal is to match one to the other. You win when the
applicant you chose gets the position and the client benefits
from their work. The most important thing in technical
recruiting is to find the talent who perfectly matches the
job’s description.
If the following requirements of a job opening match the
experience of a candidate, give yourself a cookie because
you just found a winner!
• Mandatory skills
• Years of relevant experience.
• Location preferences
• Preferred type of employment
• Work authorization
• Educational qualifications and certification
preferences.

When a client has list a skill as mandatory you cannot

compromise that skill. Usually a job requirement will need
the candidate to have multiple skills so it is very important
to go through the candidate’s résumé to make sure that the
candidate really possesses those skills.
In fact, the candidate should have provided an in-depth
explanation about what project they did that requires the
specific skill that the client is requires. Simply having a
skill listed may not be enough for a candidate to be
considered.
An important note in years of relevant experience as well.
The word ‘relevant’ is there for a reason. If a client is looking
for midlevel Java developer, then the candidate who has 4
years of total IT experience and 2 years of experience in
Java is not the right candidate! Because, he only has 2 years
of relevant experience.
Location is an important factor as well. The United States is
a very large country covering 4 different major time zones.
If a job’s location is in Jersey City, New Jersey then the
client may prefer a candidate who is local to New Jersey
or the states nearby. It is ok to consider the candidates
who want to relocate, but if a face to face interview with
the client is a must, then you need to confirm with the
candidate if they are ready for it.
On the other end of the spectrum, a client may be willing to
work with a remote employee in which case location wont
matter, pure skill will be the more important determinant.
As ever, the clients specification is key.

Difference between
Fulltime and Consulting
Fulltime jobs are direct hire by employers on their payroll.
Consulting or Contract jobs are temporary assignments can
go anywhere between 6 weeks to few years.

Why there is a need for temporary employees?

Technology software keeps changing, new versions are
coming in and they are coping up with the new market
demand. Moore’s Law states that technology increases at
nearly an exponential rate. Companies will always have
their core group of long-term employees, however, when
a highly specific problem needs to be solved, companies
hire consultants or contract workers. There is always a
demand for temporary technology workers who are highly
specialized and can solve problems and assist in upgrading
the system..
Most of consulting and contracting positions requires
someone to have joined yesterday so its highly demanding
request to fulfill. Recruiters should always be prepared
with pipeline of candidates and manage their current active
candidate very closely. Another important factor to do is
do the follow-up with the consultant after they are hired
and make sure they are meeting the clients expectations.
Try being proactive. Keep a number of consulting candidates
prepared for a variety of tasks to allow yourself a prompt
response to the needs of your clients.

Job Requirement Analysis

Before you begin to analyze a job requirement, make sure
you have all the necessary information from your client.
If anything is missing, call them or email them to get the
missing data.
While you don’t need to have consummate knowledge of
each specific aspect of their work, develop as deep of an
understanding as possible to ensure you produce quality
results.
After the completion of the job requirement analysis, you
should be able to answer the following questions:
1) Why does the requirement exist?
2) What kind of tasks have to be done by the employee?
3) When does the project start and when will it end?
4) Where is the job located?
5) What are the necessary qualifications that the employee
needs to have to do this job?
6) Under what working conditions will the employee
perform the job? (Things like temperature, lighting,
noise etc.. Usually indoors for technical jobs)
7) What equipments are involved in doing this job?
8) How is the performance or success on the job is
evaluated?
Generally, job requirement analysis may involve visiting
the client’s site, viewing video recordings of the employees
at work, looking at the safety and quality chart etc. But for
normal IT requirements, such a deep analysis may not be
necessary.
There is a Dictionary of Occupational Titles from which
you can refer the descriptions for job titles and you can
check it online at www.occupationalinfo.org
For example, the description of the QUALITY ASSURANCE
ANALYST is given as the following:
“Evaluates and tests new or modified software programs
and software development procedures used to verify that
programs function according to user requirements and
conform to establishment guidelines: Writes, revises, and
verifies quality standards and test procedures for program
design and product evaluation to attain quality of software
economically and efficiently. Reviews new or modified
program, including documentation, diagram, and flow
chart, to determine if program will perform according to
user request and conform to guidelines. Recommends
program improvements or corrections to programmers.
Reviews computer operating log to identify program
processing errors. Enters instructions into computer to
test program for validity of results, accuracy, reliability,
and conformance to establishment standards. Observes
computer monitor screen during program test to detect
error codes or interruption of program and corrects errors.
Identifies differences between establishment standards and
user applications and suggests modifications to conform to
standards. Sets up tests at request of user to locate and
correct program operating error following installation
of program. Conducts compatibility tests with vendorprovided
programs. Monitors program performance after
implementation to prevent reoccurrence of program
operating problems and ensure efficiency of operation.
Writes documentation to describe program evaluation,
testing, and correction. May evaluate proposed software
or software enhancement for feasibility. May develop
utility program to test, track, and verify defects in software
program. May write programs to create new procedures or
modify existing procedures. May train software program
users.”
O*Net is another great place online which has a database
of occupations and its description. It is more widely used
than DOT(Dictionary of Occupational Titles which we saw
before). You can access O*Net at http://online.onetcenter.
org/
You can look at the analysis given for Quality assistance
engineer here:
http://online.onetcenter.org/link/summary/15-1099.01
The O*Net analysis lists the following details:
o Tasks
o Tools & Technology
o Knowledge
o Skills
o Abilities
o Work Activities
o Work Context
o Job Zone
o Education
o Interests
o Work Styles
o Work Values
o Wages and Employment Trends
For example, the following are the tasks listed at O*Net for
Quality Assurance Engineer:
• Design test plans, scenarios, scripts, or procedures.
• Test system modifications to prepare for
implementation.
• Develop testing programs that address areas such as
database impacts, software scenarios, regression testing,
negative testing, error or bug retests, or usability.
• Document software defects, using a bug tracking
system, and report defects to software developers.
• Identify, analyze, and document problems with
program function, output, online screen, or content.
• Monitor bug resolution efforts and track successes.
• Create or maintain databases of known test defects.
• Plan test schedules or strategies in accordance with
project scope or delivery dates.
• Participate in product design reviews to provide input
on functional requirements, product designs, schedules,
or potential problems.
• Review software documentation to ensure technical
accuracy, compliance, or completeness, or to mitigate
risks.
There are various job analysis methods in the form of
questionnaires. The popular ones are Position Analysis
Questionnaire, Functional job analysis and Fleishman Job
Analysis System. The pdf files for the questionnaires can be
downloaded online.
Also check the sample job descriptions online for the job
title of the requirement you are working on, before you
start to write your job description. At the same time, try to
make your job description as unique as possible.
Job requirement can be for two purposes, either for contract
or direct hire.
For contract requirement the candidate should have all the
mandatory as well as desired skills.
Direct hire requirement depends upon the position and
the company; there may be little flexibility here. Since
it’s a long-term commitment and an employer-employee
relationship, putting forward a candidate who displays a
strong cooperative or team-based skills may be preferable
to one who has the “right” résumé .
For a contract requirement, there is no room for learning
and the consultant will be under high pressure for meeting
the deadline with quality results. The expectation of the
client is to get complete efficiency from day one. When the
client shortlists the candidate, only the best of everyone
will be hired.
The roadmap for sourcing the best candidate starts from the
requirements. The requirements can be divided into two
parts, explicit requirements and implicit requirements.
Explicit requirements are skills, experience level, duration
of the project, location, expected start date etc.
Implicit requirements are communication and personal
skills. Sometimes the explicit requirements may not be
available with the job requirement. It’s best to clarify with
the client but sometimes the common sense approach will
work.
What to look for on the job requirement?
Title of the Job: This provides a good visibility of the
type of requirement. Eg: Programmer Analyst, Data Base
administrator, Senior developer…
Experience Level: Part of this information can be found
in the job title. If the title is says “Sr” then the candidate
should have at least 5 years of relevant experience. There
is a possibility to ask for midlevel or senior. In this case
the expectation of the client should be interpreted as 3-5
years of relevant experience. Candidates with 6 years of
total experience and 3 years of relevant experience should
be considered as only midlevel candidate. In some cases,
if the candidate has markedly similar experience or has
almost done the same job in a different company they may
be hired even if their experience is only 3 years. So finding
the best profile to perform the required job duties are the
key for increasing your success rate.
Mandatory skills: This is directly related to the individual’s
specialized skills and related experience. The candidate
should have the required experience for all the mandatory
skills. Having simple keywords on the résumé will not
suffice. Sometimes the keywords in the job requirement
may not directly reflect the actual skill, you may want to
search on the web and find out alternate keywords. Eg:
“SSRS” is key word for “SQL server Reporting services”.
Searching résumé s for SSRS may not yield the results
of candidates who mentioned “SQL Server Reporting
Services”. Similarly some clients even mention very small
tools while many other candidates may omit that tool
seeing it as very common and not worth mentioning in
the résumé . It may not be possible to know all the skills
and keywords in the technical recruiting world. So the
best approach will be to work with the client as well as
the candidate and understand the requirements for better
match making.
Location: In the United States location is one of the
important factors to be considered. Cultural difference,
weather and relocation cost all inform the importance of
location.
Job description: Finding the best résumé can be fine tuned
if there is a better understanding of the requirements. When
you understand the job requirement better, then you can
write a better job descriptions which will result in finding
the right candidates

Finding Potential Candidates

In this section we’ll discuss the process of gathering résumé
s and searching for your top-notch candidates.
How to Attract the Right
Candidates for Job Advertisements?
The objective of the job ad is to attract the right candidates
and encourage them to submit their résumé . The job ad
is one way communication to the job seeker about what
the company is looking for and why this would be the best
career opportunity for them. Also the ad should discourage
the job seekers who are not likely to be considered at all.
While working on a job opening, the most time consuming
task in the process is to sort through the tons of job seeker
résumé s to find the few relevant matches. This can become
more frustrating when your job advertisement is inaccurate
or misleading.
The worst situation arises when all the résumé s you get are
totally irrelevant for your job requirement.

How do you solve this problem?

Here are some tips to help you construct your job
advertisement so that it targets only the right candidates.
1. Use a job title that a job seeker is likely to search for;
not the internal job title that you are likely to use. The
title is the attention grabber and entry point for the job
seeker to read your full description.
2. Don’t use generic words since they can be misleading.
If there is a more specific term use it to achieve optimal
results.
Eg: Do not use “Software developer” instead “Java
Developer with Unix background” this title will
easily encourage the right candidate and discourage
someone who does not have the relevant
background.
3. Always list the responsibilities of the job. A job
advertisement that only lists the job title, location,
pay rate and essential skills is usually ignored or
misunderstood.
4. Don’t use a lot of insider buzz words. Use the words
that are commonly known to the candidates.
5. Use bulleted lists to explain the roles of the job.
Paragraphs often go unread.
a. This short and crisp list will guide the job seeker to
match the job need and their experience, remember
instead of matching the job description to the
résumé by you, the candidate is doing the work
you. You can save time and energy.
6. Mention clearly the steps that the job seeker needs to
follow to apply for your position.
7. When you expect multiple skills, always mention
whether you want a combination of those skills or if
any single skill would suffice.
8. Be clear about which skills are mandatory and which
ones are optional.
9. Include your company information and a brief
introduction. This will add more reliability to the
advertisement.
10. Explain clearly about the benefits of the job and the
positive aspects.
11. Make sure that your job advertisement complies with
discrimination legislation and avoid any discriminatory
description or job title.
12. Discourage applications from candidates who are not
qualified. It will help to reduce the number of irrelevant
applicants.
Job Description priority can flow as follows:
Job Title
Description in priority
• High level roll of the job
• Location of the position
• Minimum experience level (include if there is a
flexibility)
• Proposed pay range
• Roles & Responsibilities
• Career growth opportunities
• About the company
• Why the candidate should apply
Finally, remember that a job advertisement works similar
to any advertisement for a product or a service. The
advertisement must be approachable, convincing and
informative.

Job Portals

job portals are websites which allow you to post jobs in

order to make them visible to a wide audience. They also
have a database of résumé s that you can search. They are
powerful tools for both posting your jobs and searching for
résumé s.
Some job portals are region specific; a specific country,
state or a city. There are also job portals which are specific
to a field, for e.g. Corp-corp.com is a job portal specifically
for technology jobs.
Job portals are beneficial to both job seekers and recruiters.
A candidate posts his résumé and searches for open
positions. A recruiter posts his requirements and searches
for best candidates for his position.
Usually the job portals allow candidates to upload the
résumé s for free and may charge the candidate if he/she
opts for some extra advertising. The recruiters will have
to pay for posting the position and searching the résumé
database. There are some free job portals around but they
lack the features and quality of the paid services. If you are
active in recruiting it is necessary to get a paid subscription
in a good job portal.
Job portals also utilize site-specific search engines to
streamline your results. They allow you to sort the search
by date posted, relevancy etc. The jobs posted in the job
portals are also indexed in job search engines and the
internet search engines like Google.
Here are some guidelines to make the best use of the job
portals as a recruiter:
o Create a detailed job description which clearly states
the necessary qualifications and the responsibilities of
the job and post it in the right category.
o Make sure you have the right preferences set for the
visibility of your contact details. For e.g. If you prefer
not to receive calls and get the résumé s only through
emails, then there should be an option in the job board
to set it.
o Create a catchy title and make the first paragraph of
your job description interesting and clear. Only the
title and the first few lines of the job description are
shown in the search results.
o Use relevant keywords in your job description. This
will help a user who is searching in Google to find
your job.

o Make sure that you have the email preferences set to

receive notifications when someone applies for your
job.
o Apart from posting the requirements, actively search
for résumé s to find the passive candidates who are
suitable for your job.
o Update your job if necessary. Older jobs may be
pushed back in the search results or a candidate may
think that your requirement has already been filled and
may not apply for your requirement.
o Remove your job from the job boards once the position
is filled. This will avoid unnecessary calls and will help
the job portals to serve you better.
It is important to choose a good job portal for the primary
use. A good job portal should save your time and should
have necessary tools to find what you are looking for.
Also, don’t ask how many résumé s a job portal has and
make a decision based on the number. You should give
more importance to the quality and specificity when it
comes to choosing a good job portal.

Using social media as a recruiting tool

Apart from using internal database and job portals like
corp-corp.com, using social media works very well for
sourcing candidates. The best thing to do will be posting a
job in the portal and promoting the public url of the job in
the social media sites.
Here are some tips to harness the full power of social media.
You can source candidates more quickly than ever before
using the combined power of social media and corp-corp.
com
Social media not only helps you to source candidates but
you can also use these sites to do some background checks
about the candidates. Almost everyone has profiles in one
of these social media sites and you can know more from
them from their public profiles on these sites.
There are three social media sites which are more useful
for recruiting than others. They are Linkedin, Twitter and
Facebook.
Linkedin is the ultimate source of candidates. By now,
there should be nearly 80 million profiles in Linkedin.
While profiles in other social media sites exist for personal
communications, the sole purposes of Linkedin profiles
are job seeking and for building a professional network.
There are a lot of groups that you can join to promote your
job. However, when posting jobs, never enter your email
address or phone number, since it leads to spam and abuse.
Instead, post the public url of the job and let the candidate
apply from there. You can also ask the candidates to pm
you, but if you care more for privacy and have set not to
allow private messages from everyone, then posting the
job’s url will be the best option.
Twitter can be used to promote your jobs, promote yourself
as a recruiter and promote your company. You follow
the same rules as you do in Linkedin except that all your
postings can only be up to 140 characters. Twitjobsearch.
com is job search engine which indexes jobs from the
tweets. While posting a job, it will ask you to enter the
public url where the job is posted. List the url of the job
from corp-corp.com.
Many people don’t use Twitter as much as they use the
other such sites because they don’t really understand how
it works. Twitter is essentially a networking tool where you
are allowed create posts up to 140 characters. That is why
it is called as a micro-blogging service. Managing your
followers on twitter is important. You can create a huge
number of followers but if many of them are automated
followers your reach is still limited. Your tweets are also
permanent. All the tweets get indexed in search engines,
searchable using hash tags and from http://search.twitter.
com. In fact, if you use these search engines, you will often
see tweets from people mentioning that they are looking
for a job.
The statistics from the Facebook says the following:
• More than 500 million active users
• 50% of our active users log on to Facebook in any
given day
• Average user has 130 friends
• People spend over 700 billion minutes per month on
Facebook
Facebook is the most powerful site among the social media
websites though most of the people use it only for personal
purposes. You can still reach many good candidates from
Facebook. It is also a great way to promote your company.
You can also ask the short listed candidate to visit the
Facebook page of your company and the client’s company
to appear more reliable to the candidate.
Realize, though, that each site is used differently by it’s
clientele. Facebook users are generally not searching
for jobs. While their profiles may be edited to ensure a
potential employer sees the right things, they most likely
use it to stay in touch with friends. Linked-In, on the other
hand, is used precisely for networking. However, it is not
as ubiquitous as Facebook. Twitter is a mixed bag. Many
people use it as a networking tool while many others use
it more similarly to Facebook’s status updates. Asses your
needs and maximize the return on your efforts.

Vendor Management Systems

Vendor management system is software that is used by
direct clients as well as recruiting or staffing companies to
manage their vendors. It is often a web based application
which comes with a lot of tools and business intelligence.
There are nearly 100 VMS providers in United States
and they started to appear in the market in 1997. A VMS
application holds essential benefits for an employer or
staffing company. Vendor management systems grants
the ability to intelligently manage labor cost and the
relationship with vendors through the internet.
It is important to keep certain things in mind when choosing
a VMS. First, we need to understand that VMS is not just a
portal and it has some unique features that a portal doesn’t
have.
A VMS allows you to do the following:
• A client can enter job orders, route them throughout
the organization until it is approved and then notify a
vendor about the order.
• The job order is held for a period of time to check if they
can get candidates from their internal resources. E.g.,
Their HR department may be able to get a candidate
for the position without having to outsource it. If
candidates can’t be found this way then the orders are
sent to tier 1 vendors. If the position is still not filled,
then they are sent to tier 2 vendors. A VMS automates
this complex process.
• VMS gives an easy way to manage new hires to notify IT,
finance and admin departments to make the necessary
arrangements.
• VMS generates reports about the vendors and their
performance. It helps employers to decide who can
quickly fill the position with the best bill rate.

Passive Recruiting explained

Passive recruiting doesn’t mean what the name suggests. It
is nothing but recruiting candidates who are not currently
looking for a job.
We pursue passive candidates as their status implies that
they are talented employees. The challenge in recruiting
passive candidates is you have to prove that the job you
are offering to the candidate is really better than the job
they are already working on. You should have a full
understanding of the job and its benefits so that you will
be able to explain it well enough to the candidate.
You get to know most of the passive candidates through
referrals and sources like data mining. You will have to
cold call them and talk to them about the opportunity and
often, your call may not be welcomed. You can also find
passive candidates in online networking groups and social
media sites like Linkedin.
You should also increase your visibility in online forums
and blogs. By doing this, you may get more new contacts
and it will be easy to approach people whom you already
know.

How to cold call passive candidates?

Before you call them, make sure that you have enough
information. Knowing the background of the candidate
and his current job responsibilities will be helpful.
If they are referred by someone, it will be a little easier to
begin the call and often the candidate may be willing to
hear more about the job offer since he or she was referred
by his/her friend. If the person who referred the candidate
didn’t want to reveal his or her identity, you will have to
handle the question ‘how you got my name?” by explaining
the candidate that you will have to keep the name of the
referral confidential.
Cold Call Tips
Keep the timing of you call appropriate. Try to call when
you will be received well and not asked to call again
later.
Be conversational and engaging, success is more likely if
you develop a rapport with the candidate
Project confidence that your position is the best for the
candidate.
While you make sure that you list all the advantages of
the position, always let the candidate know about any
drawbacks. Example: Having to relocate, having to work
in night shifts etc. When you say this it shouldn’t sound
like you are telling him about a disadvantage of the job.
Instead, show that you care for the candidate’s own well
being and ask if he will be comfortable with these things
as well. This is necessary because you need to show the
candidate that you are helpful rather than being someone
who is trying to push the job offer.
If the candidate is not interested, ask for these two
things.
1. References
2. Whether the candidate will be open for any future
offers.

Selecting the Right Candidate

Now we’ll discuss what you do when you’ve gathered you
potential candidates and are ready to make the tough call.
How to sort the résumé s
and find the best ones
Whittling down the résumé pool is one of the most time
consuming yet important tasks. Attention to detail will
make the difference between short listing a well-written
résumé representing a mediocre client or a well-written
résumé representing a truly worthy individual.
Before we go further on how to sort through and select
the résumé s for the interview, let’s talk about the job
application from a candidate’s point of view.
A candidate who is desperate to find another job is likely to
send bulk applications to various job offers. Also, it takes
much less time to apply for a job and many job seekers
may try for a job opening even if they aren‘t likely to get
an interview.
Job seekers may also apply for jobs to test themselves for
the eligibility of the job. There are others who apply for
your job simply because they have misunderstood the job
description. For example: technical helpdesk support can
be misunderstood as a requirement for telemarketing if the
job seekers don’t pay attention to the job description.
A job seeker may also consider your job offer as their last
option. Such people may hardly show up for the interview
or reject the offer after the interview.
All told, the résumé review process isn’t about finding the
right candidate. The process is more about whittling down
the potential interviews --where the tough decisions will
be made.
What are the symptoms of an unqualified
résumé ?
There are few signs in a résumé which indicate to you that
the résumé you are looking at is not the winner. If you find
more than one of the following is true in a résumé , then
you will be better off putting that résumé away and go for
the next one.
1) A generic cover letter
A generic cover letter that isn’t targeted for your company
or the position is often a sign of bulk application. Someone
who has applied for the job out of a genuine interest to
work with that company will definitely write a custom cover
letter. While you can’t decide based only on this alone,
it is important to consider this when you have to make
a choice between two résumé s. An interested candidate
would have taken his time to research the company and
the position in order to craft a more engaging cover letter

2) Frequent hops between companies

A candidate who has changed his job three times in
two years time has a problem. He may not have a good
roadmap for his career and may change his mind anytime
when he hears about another job offer that is better than the
current job. At the same time, you should also understand
that there could be other reasons for the hops such as the
relocation of the family, personal problems and more. This
is not applicable to consultants or contract professionals,
they usually work for short term and change the projects
once they finish the contract. If you see already see another
problem in the résumé along with the frequent changes
in the career, then it should give a hint that helps you to
decide.

3) Insufficient details in work experience

If you are looking for a person who has strong work
experience in number of skills, then you will have to
carefully look at the job responsibilities that the candidate
had in his previous jobs. This is important because the job
title ‘Database administrator’ doesn’t always mean that he
has all the responsibilities of a database administrator in
his previous job.
If the candidate has mentioned a work experience without
providing clear details of the responsibilities, you should
give less consideration to that work experience. If you find
insufficient details in more than one position in the total
work experience give less credence to that candidate.

4) Poor English
Writing skills for IT positions aren’t top priority. However,
if a candidate displays poor skills you can assume one of
two things:
• A candidate has his own time for writing a résumé . A
really careful candidate would have taken his time to
ensure that his résumé doesn’t have any grammar or
spelling errors.
• Once a candidate is on the job, he will have to
communicate with people during the business meetings
and he should be able to express his ideas on his work
very clearly. A candidate with a week English may not
feel comfortable to work in a job that needs a lot of
interaction with others.

Candidate Evaluation
Candidate evaluation is the process that determines if a
candidate is suitable for the job by going through his/her
résumé as well as through the interview.
A candidates past performance is the best indication of
how a candidate will perform in the future. The history
of the candidate, including his educational qualifications
and professional experience is well explained in the
résumé so it is the first thing that you use when evaluating
a candidate.
It is also important to check the attitude and behavioral
skills of the candidate which can be done using phone and
face to face interviews.
Here’s a quick guide of what to look for when trying to
evaluate a candidate.
The Candidate:
a) Meets the job requirement
b) Exceeds the expectations of the job requirement
c) Doesn’t meet the expectations of the job requirement
d) Not applicable to the job requirement.
Mark the Strength of each category
1) Education 1, 2, 3, 4, 5
2) Relevant job experience 1, 2, 3, 4, 5
3) Supervisory experience 1, 2, 3, 4, 5
4) Technical skills 1, 2, 3, 4, 5
5) Interpersonal skills 1, 2, 3, 4, 5
6) Motivation 1, 2, 3, 4, 5
7) Strengths 1, 2, 3, 4, 5
8) Weaknesses 1, 2, 3, 4, 5
9) Communication skills 1, 2, 3, 4, 5
10) Knowledge about the company 1, 2, 3, 4, 5
11) Being a team player 1, 2, 3, 4, 5
12) Time management 1, 2, 3, 4, 5
13) Salary expectations 1, 2, 3, 4, 5
More elaborate candidate evaluation forms are used in job
interviews to evaluate the candidates. The questions asked
in the interview are based upon the above list. Sample
candidate evaluation forms can be downloaded from many
web pages.
How to conduct Phone Interviews
Conducting interviews over the phone is the best way
to narrow the large pool of candidates whose résumé s
have been short listed. Before inviting candidates for a job
interview, a telephone interview is desirable so that you
save both the your own and the candidate’s time.
While conducting the phone interviews, remember to
follow normal telephone etiquettes. The candidate doesn’t
see your face so they get the impression about your company
on hearing your voice, tone and the telephone manners.
Whether you are successful in hiring the candidate depends
heavily on the impression that you make.
Before the phone interview:
Collect all relevant information and have the candidate’s
résumé ready with you.
Prepare your questions, have them written down and
ready.
Place yourself in the candidates shoes, think of questions
they might ask you.

During the Call:

Be prompt
Clear all distractions
Ensure you wont be interrupted by visitors or phone calls
Taking precautions to avoid these distractions and
disturbances are necessary for these two reasons:
1) If distracted, you may need to make the candidate wait
on the line or reschedule the interview another time.
You don’t have full control over the situation while on
the phone and there is no guarantee that you will be
able to reach the candidate quickly again.
2) Distractions for sure affect the flow of thought for
you and for the candidate. You may forget to ask an
important question and may miss important information
that the candidate would want to let you know.
Don’t simply listen, pay attention. Don’t let any breaks in
the conversation. Be loud and clear.
Keep yourself smiling during the entire phone call. You
may think that this is not necessary since the person at the
other end cannot see you. But it is not true. Your smile
very clearly affects the tone of your voice. You can try this
experiment with one your friends; make one call without
smiling and another one with a smile. Ask your friend about
the difference between the true and you will be surprised
with the reply.
While you take the time to evaluate, give the candidate
opportunity to evaluate the job and company so that he
can decide if the job requirement is really right for him.
There is no use in trying to hire a candidate who would
drop out at the last minute of the process.

Reference and Background Checks

Reference checks and background verification are usually
the final stages yet remain an important part in the process
of recruiting a candidate. It helps to make sure that you are
hiring the right candidate by interviewing the people who
know the candidate and by checking the past records of
the candidate.
Reference checks may be performed by the client,
outsourced to a staffing agency or a third party agencies
that specialize in doing background checks.
The best person to give a feedback about the candidate is
a person who managed the candidate in his/her previous
employment. You need to get the contact details of such
people from the candidate, contact those people and
probe them to get information about the candidate. It’s
also important to interview someone who has managed the
individual in question, not worked with them. Colleagues
are generally more biased than bosses when asked for a
reference.
Assuming that the name of the candidate is Paul, here
are the questions that you can ask for the employment
references:
• Do you know Paul?
• How long do you know Paul and which position was
he holding in the company?
• Did you directly manage Paul?
• What were Paul’s job responsibilities?
• How Paul does handles stress and pressure?
• Will you hire Paul again/prefer to have you in your
team if there is such an opportunity? If not, why?
• Would you like to tell me anything else about Paul’s
work at your company?
Apart from employment references, there are other checks
that might need to be done depending on the company that
is hiring: Criminal History Report, Credit History, Identity
and Address Verification etc. These are collectively termed
as background checks.

Why does an employer need to do reference and

background checks?
You must perform these checks in order to determine the
validity of the information provided.
First of all, how do you know Paul is actually Paul? A
proper background check and reference check is necessary
to really make sure that what you have heard from the
candidate is actually true.
It may also be necessary as it helps to know if the candidate
needs any training prior to starting his work. If the Paul’s
previous employer says that he has technical expertise but
is not really good in communication, then as an employer
you may want to provide some short training sessions to
improve Paul’s communication skills.

Odds and Ends

Here we’ll cover some of the end-game aspects of Technical

Recruiting as well as the one thing no one can avoid:
Taxes

Formatting the résumé s

of your consultants
The résumé is a virtual candidate. It should speak on behalf
of the candidate. When someone visits a website for the
first time, They’ll only stay if there is something enticing
on the first page to go to the next page. Similarly, when the
client screens the résumé , the first page should hold the
attention and tempt to take deep dive on the résumé .
If the client reads the résumé completely then the recruiter
had 50% success, if the client is interested in talking to
the candidate then the success rate is 75%, the remaining
25% is with the candidate’s interview performance and
meet the client’s expectation. Without 100% success all
the effort put fourth will not bring any value to the client,
vendor or the company.
Remember, the recruiter increases the credibility of the
submission, only if the client shortlists the résumé and
calls for the interview.
As such, the clever recruiter should view presenting the
candidate’s résumé as if they were presenting their own.
Take the time to edit and help construct their résumé to
ensure success.

Résumé Building Tips

• Keep it brief - 3 pages will be ideal and the maximum

will be 4.
• Don’t leave the text too crowded. Leave white space as
needed.
• Use a standard font with 10 pt size will be ideal. Using
fancy fonts or using a font size which is either too low
or too high is not advisable.
• Use bulleted text as necessary to make the reading
easier.
• Experience list must be in reverse chronological order,
the latest experience first.
• Keep the format simple; avoid special boxes, shading,
columns/tables, and pictures. Simple clean résumé s
in a Word or Rich Text Format will be the most well
received.
• Duration of the project, month and year will be more
appropriate. If there is a gap between projects, provide
a brief explanation.
• Check for spelling, grammar and punctuation errors
and correct them.

Order of the information in the résumé

• CONTACT INFO - Include your full name, address,
phone and email. Don’t include current work contact
info if you don’t want to be called at work.
• OBJECTIVE - This doesn’t always need to be included
but if it is, it should reference the job you are applying
for. Making this generic could lead to confusion on the
part of the résumé screener.
• CAREER/ACHIEVEMENT SUMMARY - Our clients
seem to like this brief summary. It should be no more
than 5 lines or bullet points. This is also a place to
list your career achievements if they apply to the job
you are applying for. This needs to be to the point and
descriptive, it will entice the screener to read further.
• TECHNICAL SUMMARY - This should be a listing of
your technical skills, but keep it limited, no laundry lists
here. Break down your skills into hardware, software,
languages, applications, OS, protocols, databases, etc.
Number of years in each area should be included as
well.- i.e. Java (3 yrs), C++ (5 yrs). If you have done
certifications in this area, include them.
• PROFESSIONAL EXPERIENCE - For each position, list
(in reverse chronological history) company, location,
periods of employment (mm/yyyy) and title. In your
description of the job/project: briefly describe the
projects you worked on, daily activities etc. In describing
your specific responsibilities, use the action words we
know very well (managed, created, led, developed,
interfaced, etc.). In addition, our technical clients
like to see action words associated with the software
development lifecycle (analyzed, designed, developed,
tested, implemented, maintained, supported etc).
• EDUCATION/TRAINING - Include degrees,
certifications and training.

IT contracts: W2, 1099 and Ccorp-Ccorp

IT contract jobs have three main classifications. They are
W2, 1099 and corp-corp. Let us first look into the simple
definitions of these three.
If you are an individual, provide IT services to a company,
bill the company for the services and handle the taxes
that you need to pay on your own then you are a 1099
contractor.
If the company takes you in their pay roll, you work as
their employee and the company pays the taxes for you,
then you are into a w2 contract.
If you are a corporation and provide IT services to another
corporation and bill them for the services you provide then
it will be a corp-corp contract.

W2 Contracts
W2 contract can be further classified into W2 Hourly
and W2 Annually. W2 Hourly jobs pay the employees
on hourly basis and they receive their salary weekly, biweekly
or monthly. W2 Annually jobs pay the employees
twice in a month.
The employer will have to fill up a W2 tax form for which
employee that have hired. The form w2 will have the report
of salary given to an employee in the calendar year.

A W2 form has 6 copies:

• Copy A - Submitted by the employer to the Social
Security Administration. (In addition, the employer
must also submit Form W-3, which is a summary of
all Forms W-2 completed, along with all Copies A
submitted. The Form W-3 must be signed by the
employer.)
• Copy B - To be sent to the employee and filed by the
employee with the employee’s federal income tax
returns.
• Copy C - To be sent to the employee, to be retained by
the employee for the employee’s records.
• Copy D - To be retained by the employer, for the
employer’s records.
• Copy 1 - Submitted by the employer to the employee’s
state or local taxing authority as required by law. Some
tax jurisdictions do not require a copy of the W-2 to be
sent to them.
• Copy 2 - To be filed with the employee’s state or local
income tax returns (if any).
W2 is considered as the simplest option to choose and it
really doesn’t require you to understand all the complexities
in paying tax. W2 employees are eligible for benefits like
Medical benefits, Vision benefits, Dental benefits, Life
Insurance benefits etc. But these employees generally pay
more tax than 1099 contractors.

1099 Contracts
1099 contracts is self-employment. It requires complex
accounting and book keeping. As explained earlier, a 1099
consultant will be responsible to pay all the applicable
taxes.
The 1099 contract is easy to get started and easy to
discontinue at the end of the contract. Apart from the
income tax, these contractors will also have to pay selfemployment
tax.
A consultant who want to be his own boss and willing
to take the responsibilities of dealing with all the taxes
involved, then he/she can go for a 1099 contact.

Corp-Corp contracts
This is the most complicated option of all. You set up a
corporation, render your IT services to another corporation
and get paid by that corporation. Unlike 1099, you don’t
have to pay self-employment tax for a corp-corp contract.
Even though you own the corporation, you and your
corporation are seen as separate legal entities. You will
have to get a checking account for your business apart
from a personal account that you have for you. Apart from
this, you are an employee of your own business and you
have to pay some salary for yourself.
As an individual you won’t be filling any 1099 form but
your organization will be paying payroll taxes.

About the author

Prabakaran Murugaiah is the founder and CEO of www.

Corp-Corp.com, an exclusive portal for IT consulting and
Temporary staffing industry
He is the inventor of FETCH, a résumé search/analysis
algorithm based technology solution for the recruiting
vertical that matches the relevant jobs with qualified
candidates within 30 seconds of posting a job/résumé in
the system. This technology powers corp-corp.com site and
has upwards of 15,000 recruiters that are actively using
the system. The goal is to create a global tech-workforce
market place that connects employers and job seekers in
real time using FETCH technology

About Corp-corp.com
Corp-Corp.com was launched in 2007 to help match
resources and requirements swiftly and efficiently between
staffing companies. We created a unique market place for
IT consulting and contracting opportunities with over 5000
IT consulting companies registering approximately 25,000
Jobs per month.
Scenario One:
Out in the world of recruitment, recruiters are mining
millions of résumé s every minute in search of the right
candidate.
Scenario Two:
Hundreds of genuine résumé s are lost in the millions of
résumé s floating on the Internet.
Scenario Three:
A job that opens up one minute may not be available the
next. The competition is so fierce and the supply so intense,
that vacancies close even before a fraction of the recruiters
sees them.
Recruiters are constantly looking for efficient methods to
circumvent this problem and have designed an exclusive
corp-corp contract marketplace to enable companies and
recruiters FETCH the right candidates to the right position
in real time.
FETCH Philosophy
Allow us to explain our claim to being a unique job search
portal, considerably different from all the others out on the
Internet.
• Assists in finding right talent in the simplest and fastest
way possible
• Ensures contact with available candidates only
• Provides a direct link to employers
• Brings more opportunities for consultants
Here are some of the advantages in choosing our customized
FETCH technology in your search for quality IT personnel.
• Reach 1000’s of companies
• Exclusively market your consultants
• Reduce bench time
• Get the best billing rate
• More productive recruiters
• Save on subscription costs
• More successful placements

CONCLUSION
The employees of any organization are its life blood, without doubt.
Withthe dawn of this realization upon the present day business
organizations, there appears to be a major shift towards
human resource management. In fact, the employees of today
are encouraged to participate in the major decisions and thus play
a vital role in the management of the firm.
Theperformance of the organization depends on the efficiency that it
semployees exhibit. Hence it is of crucial importance that
employees with the most suitable qualifications be selected. This is
where the processes of recruitment and selection come in. It is
difficult to separate one from
theother. The various company illustrations given in this report indic
ate that theseprocesses require a great deal of thought and
advanced planning. In fact, it is not only the HR department that
is involved. The finance
departmentp rovides the budget for the processes and the manpow
er gap is determined by inputs from all the departments. Also
the gruelingprocedure through which the candidate goes through is, i
n itself, an indicator of the significance of these processes in the
efficient functioning of the organization.