US Staffing InterviewQuestions & Answers

What is staffing?
Staffing is the process of hiring, positioning and overseeing employees in anorganization.
The selection and training of individuals for specific job functions, and charging them with
the associated responsibilities is called Staffing.

How many states are there in us?50 States are there in US

How many time zones are there in us?

There are 9 time zones by law in the USA and its dependencies; however, adding the time
zones of 2 uninhabited US territories gives 11 time zones intotal. The 4 Major US
contiguous Time zones followed by EST, CST, MSTand PST

On which time zone your company will work?

EST /CST/ MST/ PST (Depends upon your company location in theUS)

What is the role of bench sales recruiter?

A 'Bench Marketer' or 'Bench Sales Recruiter' is a Sales, Account or Recruitingperson at a
staffing company that is responsible for marketing that company's 'bench' of consultants,
that are not working on projects.
They find requirements, propose their candidates and place them onprojects with Clients or
Tier 1 Staffing agencies in the US.

What is the role of US IT recruiter?

The IT recruiter acts as a liaison between the client company and the candidatesfor the
position throughout the entire recruitment process and is compensated bythe hiring
employer either directly or indirectly.

Where is your company located in india /& usa?

Check With your company address using company website.

How many submissions you do daily?

If it is a 1099 or W2 Requirement, Then i used to submit 1-2 submissions per day, and if it
is a C2C Requirement i used to submit 3-4 submissions perday.

How many submissions i can expect from you per day?Average of 2/3 Submissions u can
expect from me..

What's the difference between a 'Sourcer' and a 'Recruiter'?

A recruiter is someone who actually talks to the candidates after filtering the infogathered
by sourcers. ... A sourcer is someone who gathers potential candidates for a recruiter.

What are major portals you have used sofar?

Monster, Dice, Techfetch, Jobdiva, Linkedin and Careerbuilder etc.;

Did you worked with any non IT requirements?

Answer may be Yes/No Depends upon your exposure to knowledge and work experience
on Non IT Requirements, If the answer is No, Then Pleaseinform the interviewer in a good
manner as follows “No, I didn’t get a chance to work on Non IT Requirements but I have
good knowledge on
them”

How many no of placements/pos/closures you did so far?Depends upon the experience.

Can you plz tell me the client names you worked?(or)
How many clients are there in your company?
INFOSYS, TCS, IBM, Starbase, EMC, Encode, NTT Data, Fedex, Fedility Investments,
Recruiting Innovators and etc(Ans will be varieddepends upon the candidate experience)

What are the requirements you worked on so far?

All the regular IT Technologies like, Java, .Net, QA, ERP Technologies likeSAP,
Peoplesoft and Datawarhouse technologies like ETL, Informatica, Datastage, Teradata and
also database technologies like SQL, Oracle and DB2. worked with the operating systems
Linux, Unix, Windows and also network admin and network engineer requirements too.

How many placements /pos/closures i can expect from you inmonth?

One placement you can expect from me in a month

Do you have any incentive structure in ur company?

For each and every placement we used to get 10000/- at a time (singlepayment)

How will you get ur salaries?Through check or bank account

How many consultants are there on us bench (or) on your companypayroll?

50, Answer varies from company to company

How many requirements you get on daily basis?average of 4-5 requirements per day.

Did you involved in h1'B transfer?

no, i never get a chance to involved in H1'B Transfer we do haveseparate team for that.

On which type of requirements you used to work? Mostly IT Requirements and also covers
NON IT as well.

Average of how many calls you do daily?Depends upon the type of requirements.

Average of how many submissions you do daily?2/3

How will you start your work?

After entering into office i will start my computer.
Once i start my computer i will get open requirements to my official idfrom my account
manager
After getting requirement from my account manager i will startanalyzing the requirement
clearly.
If i will get any doubts regarding the requirement, i will directly ask myAccount manager
to clear my doubts.
After getting clear idea about the requirement, i will start working on therequirement.
If it is W2 requirement i will prepare the Boolean search string according to the
requirement and also according the skill set, then i willcopy search string from my notepad
and will paste it on the job boards like Monster and CareerBuilder.
If I’m getting good profiles, then that will be fine i will pick up thebest profile and i will
try to reach that consultant, and i will communicate with that particular consultant through
phone by explaining about the Job Description clearly,
I will discuss about the JD with consultant. If he is comfortable with therequirement and i
will send a mail to him to collect required details to do submission,
After getting complete details, then i will forward that profile to clientthrough my A/C
Manager.
If it is a C2C Requirement, I will send mails to my own thousands of employers
database, if i won't get any profile from my own database, then i will try to find the profile
using google groups / yahoo groups / LinkedIn / Facebook or by posting Job description in
the portals, in final case i will prefer portals to find out the profiles, then i will screen that
consultants then i will submit the best profile to my client through my A/C Manager. Most
of the times, i won’t use portals for a C2C Requirement, i can submit profile for C2C
requirement without using anyportal.
After submitting profile, I will interact with my manager daily after submitting a profile &i
will take feedback from him every time. i will dofollow up, till candidate got placed.

Can you please tell me your official id and desk number? those are confidential, If you will
release my offer letter then i will providemy official id and desk number too.
Can you please list out your placement details?
You have to explain clearly about your placement details along with clientdetails, duration,
type of requirement, and the rate we submitted. Example:I did total 8 Placements in my
last company in the entire last year,
Give him a Example like below
My Last placement is on Java Developer Requirement, Client is Toyotathrough CTS
Location is Plano, TX and it is a year long project

Why did you left your last company?

Lack of direct clients
Most of the positions through third party requirements
We don’t have strong Bench
Looking for good career growth
To get better working environment
To improve my skills
For a better salary
And also mention if you have any personal reasons and do not blameyour company in a
bad manner, That will impact you more in the interview

On which technologies you did your placements?List out the IT Technologies you know
more strong

Why should I hire you?

Explain him clearly with your plus points

What is RTR form? Right to Represent Form

Once you have agreed to be put forward for a particular role, you will be sent a 'Right to
Represent' agreement. You must respond to this documentagreeing to be represented. This
is a 'job by job' confirmation
that you have agreed to be represented for this particular job by our team. Once you have
agreed to be represented by us for a particular job/opportunity you are unable to be
represented by another agency for thisparticular job/opportunity.

What is NDA?
A non-disclosure agreement (NDA), also known as a confidentiality agreement (CA),
confidential disclosure agreement (CDA), proprietary information agreement (PIA), or
secrecy agreement, is a legal contract between at least two parties that outlines confidential
material, knowledge, or information that the parties wish to share with one another for
certain purposes, but wish to restrict access to or by third parties. It is a contract through
which the parties agree not to disclose information covered by the agreement. An NDA
creates a confidential relationship between the partiesto protect any type of confidential
and proprietary information or trade secrets. As such, an NDA protects non- public
business information. NDAsare commonly signed when two companies, individuals, or
other entities (such as partnerships, societies, etc.) are considering doing business and need
to understand the processes used in each other's business for the purpose of evaluating the
potential business relationship. NDAs can be "mutual", meaning both parties are restricted
in their use of the materials provided, or they can restrict the use of material by a single
party. It is alsopossible for an employee to sign an NDA or NDA-like agreement with an
employer. In fact, some employment agreements will include a clause restricting
employees' use and dissemination of company-owned confidential information.

What is the most difficult situations you have faced till now?Explain them the most
difficult situation

How to screen a candidate /how to identify fake candidate?

By asking few questions like about his DOB, when did he entered into US? And through
which visa he entered in US, when did he got his h1, LinkedIn ID, and some questions
related to his technology and also taking2/3 official references from consultant

Tell me about your company?

Explain them about your company clearly.

How will you get the requirements?Through my A/C Manager

Who will send you the requirements?My A/C Manager

How many of employees are working in your company?Tell them a figure including you
and your entire team.

What are the tax terms are in us?W2, 1099 and Corp-Corp

Tell me about yourself?As experienced person,

My self Laxminarayana Bupathi
I’m having total X+ years of experience
My total experience into US Staffing only
Currently working as a Team Lead for XXXXXXX., Hyderabad,India from Jan 2013 to
Till Date.
My entire X+ Years of experience into US Recruitment and Benchsales.
Managed full life cycle recruiting, and also end-end recruiting inbench sales and
recruiting.
Worked with Direct clients, Implementing partners and layers or thirdparty
requirements/clients for both Fulltime and contract positions.
Worked with tax teams like W2,1099 and C2C.
Worked with different types of visa holders like H1b’s, EADs, GCs,and US Citizens.
Worked with the Clients like Infosys, TCS, PatnyiGate Computers,CTS, Starbase,EMC,
NTT data, Encode, N Sight, Master card, Recruiting Innovators, Fedex, Cross USA,
American Airlines, IPG,Fedility Investments &Wicresoft etc.,
Worked with the US based Job boards like Dice, Monster, Corp-Corp(Tech Fetch), Career
Builder and Linkedin.
Good experience in marketing of our own H1, OPT Consultants andplacing them.
In the entire my staffing career i did total number of 30 – 40 closures.

What is your strengths and weakness?

Tell them about your strengths and try to avoid weakness points.

Do you have your own DataBase?

Yes, i have thousands of employers/recruiters Database.

What is your day to day activities?

After entering into office i will start my computer.
Once i start my computer i will get open requirements to my official idfrom my account
manager
After getting requirement from my account manager i will startanalysing the requirement
clearly.
If i will get any doubts regarding the requirement, i will directly ask myAccount manager
to clear my doubts.
After getting clear idea about the requirement, i will start working on therequirement.
If it is W2 requirement i will prepare the boolean search string according to the
requirement and also according the skill set, then i willcopy search string from my notepad
and will paste it on the job boards like Monster and Careerbuilder.
If I’m getting good profiles, then that will be fine i will pick up thebest profile and i will
try to reach that consultant, and i will communicate with that particular consultant through
phone by explaining about the Job Description clearly,
I will discuss about the JD with consultant. If he is comfortable with therequirement and i
will send a mail to him to collect required details to do submission,
After getting complete details, then i will forward that profile to clientthrough my A/C
Manager.
If it is a C2C Requirement, I will send mails to my own thousands of employers
database, if i won't get any profile from my own database, then i will try to find the profile
using google groups / yahoo groups / Linkedin / Facebook or by posting Job description in
the portals, in final case i will prefer portals to find out the profiles, then i will screen that
consultants then i will submit the best profile to my client through my A/C Manager. Most
of the times, i won’t use portals for a C2C Requirement, i can submit profile for C2C
requirement without using anyportal.
After submitting profile, I will interact with my manager daily after submitting a profile &i
will take feedback from him every time. i will dofollow up, till candidate got placed.

Do you hold any offer right now? Yes, ido have one more offer in my hand.

How much salary you are expecting?

Say at least 15% to 20% Hike from your last CTC

How do you negotiate the salary/rate?

Before we can start to discuss the specifics of candidate rate negotiation, six rules for
recruiters to live by, I think it is important that recruiters first understand exactly what is
within Candidate rate negotiation, six rules for recruiters to live by their control and what
is outside of their control. There are anumber of things across the entire IT recruitment
process that are outside of ourcontrol, but there are also several things in which recruiters
can exert 100% control over including:
What candidates we submit
What we offer and are willing to pay our candidates Whether or not we establish a fair pay
rate or salary historyHow we position our opportunity with our candidate
The questions we ask our candidates
It’s important that recruiters focus their time and energy on the things they can
control rather than worry about and complain about the things they can’t control.

How Smart, Savvy Candidates Think and Act

Recruiters also need to understand that there are three things that all smart, savvy
candidates do:
Smart candidates are never first to reveal or share what their current salary or salary
history is. Why? It weakens their negotiation position. How? What if theycrush the
interview, and the client decides they’re now willing to pay whatever ittakes, even above
and beyond their budgeted salary to get the candidate, but the candidate has positioned him
or herself at a lower rate? Smart candidates recognize this opportunity.
Smart candidates are always going to tell you they have other opportunities, andthey’re
going to tell you those other opportunities pay more and offer better perks than your
opportunity. This is how they try to gain leverage. This may or may not be true however.
Remember, they may just be posturing as part of theirnegotiation strategy to land the most
lucrative opportunity. The purpose for thisis to get you-their recruiter-to work nonstop on
their behalf.
Smart candidates will tell you what kind of money they WANT to make orwould like to
make.
Here are some common scenarios in which recruiters will have to negotiatecandidate rates:
Candidate completes interview and states he or she want more money due to therole and
responsibilities
Candidate claims he or she received a counter offer from his or her currentemployer
Candidate claims he or she received another offer for more money
Candidate changed his or her mind on how much money he or she needs to earnand is
simply asking for more money
Candidate claims another vendor submitted his or her resume to the same job forhigher pay
rate
Whatever the candidate’s reason is for wanting an increase in the pay rate or negotiating
on other terms, I suggest you follow the pay rate objection and negotiation resolution
model. This is a framework you can follow for effectively addressing and negotiating
candidate pay rates in order to reach a win-win candidate rate negotiation
modelnegotiation. As you will notice in the diagram, step three is for the recruiter to
position the value of their offer. What this means is the recruiter needs to share with the
candidate what he or she stands to gain byaccepting their opportunity. This may include
the pay rate or salary, health insurance and other benefits. The value the recruiter
positions really comes down to how well the recruiter understands their candidate's
compelling event and motivators for leaving his or her existing situation and considering
your opportunity as well as their decision making process. Perhaps the work environment,
hours or commute is really important to your candidate. The point is you need to review
your notes and make sure that you understand what is mostimportant to your candidate that
is equal to or greater than the additional amountof money he or she is asking for.

Going Silent in Negotiations

Silence can be an effective negotiating tactic. Going silent acts as a black hole, just waiting
there for someone to fall into. Most people get uneasy with a long, uncomfortable pause
and silence. When the recruiter goes silent when negotiating, candidates tend to want to
speak to break the silence. The things they say to break the silence often are statements in
which they make concessions or weaken their position. Recruiters need to recognize this
and acton it. On the flip side, it is important that when recruiters go silent that they arenot
the first to speak. The idea with going silent is, after you make your offer or
position the value your opportunity has to offer, you go silent and remain silentuntil the
candidate responds. The key here is you can’t speak before your candidate. If you speak
before your candidate, then you effectively negate the offer you just put on the table, and
the candidate will expect you to sweeten theoffer you just made. So if you use this tactic,
you must be comfortable in remaining silent.

Keep in mind that there are no “winners” or “losers” in a negotiation. A negotiation should
be a win-win solution. That being said, recruiters need to understand that they should
never give something up without getting somethingin return. The challenge, however, is
figuring out what to ask for in return.
Remember any increase in pay rate you offer represents a transfer of profit fromyour
company and your commission to your candidate. To help you plan what you want to ask
for, you can use a negotiation trade off sheet. Taking the time tocomplete a negotiation
trade off sheet will significantly increase your effectiveness in trading equal profit for
profit when negotiating candidate rates.

Six Rules to Running an Effective Candidate Negotiation

When it comes to candidate rate negotiation, there are six key rules to live by.Before you
go into any candidate negotiation you need to understand and be prepared with the
following.

Never give anything without getting something in return. Always ask forsomething in
return when you give or make a concession.
Full Name (As per SSN)

SSN Number

DOB

Current Location

Home Phone & Cell Phone

E-mail address

Current Employer

Work Authorization

Total yrs of IT exp

Skills

Expected Salary/ Rate

Relocation ( Yes or No)

Availability/Notice period

Preferable time for discussion

Any bond/commitments withcurrent employer

Reason of looking out for change

 Any vacation plans in first year?

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Only negotiate with those who have the power to say yes.
Only negotiate when the candidate is ready and able to commit and accept whatit is you
have to offer. Do NOT attempt to negotiate before the candidate can commit.
What concessions are you willing to accept? You need to think this through and make a
decision before you go into your negotiation.
What do you want in return for what you are going to give?
You must be willing to walk away. If you are not ready and willing to walk awayfrom a
candidate and/or deal, then you are not ready to negotiate.

What are things /information you will collect while doing a

submission?
Depends upon the company this information will be changed.For Example:
Company Name: XXXX Technologies Inc
Designation or Role of reference:Team Lead or Lead Recruiter
Personal Contact Number:123-456-7890
Official mail id:[email protected]

Sample Example of a submission:

Hi Mike,

Please find the profile of Anand Kishore Puchakayala for the below
.Net Lead / Architect Position with the client CTS and End Client
APPLE.

Full Name (As per SSN) Xyz M Abc

SSN Last 4 digits 6789
DOB 11th Sep 1980
Current Location New Jersey
Home Phone & Cell Phone 732-xxx-xxxx
E-mail address [email protected]
Current Employer xyzabc solutions
Work Authorization H1-B
Total yrs of IT exp 10+ Years
Skills .Net Lead / Architect
 Expected Salary/ Rate $68/hr on C2C
Relocation ( Yes or No) Yes
Availability/Notice period 2 Weeks
Preferable time for discussion After 4PM EST
Any bond/commitments withcurrent
employer NO
Reason of looking out for change Project will finish soon
Any vacation plans in first year NO
Thanks and Regards
Bupathi - Sr. IT RecruiterSGI Technologies

Did you get any chance to work with the client directly? or tocommunicate with client
directly?
NO, I never get a chance to communicate with client.

What is the max validity of a H1'B?

A foreign worker with an H-1B visa can stay in the U.S. for a maximum ofsix years . The
H-1B visa and status is initially valid for three years and canthen be extended for another
three years.

What is EAD?
EAD, or employment authorization document, is a document issued by USCIS that allows
people who already hold a US visa to work legally in theUS.

What are different types of VISA'S are there in USA?

F1, CPT, OPT, EAD, H1B, L1, H4, L2, GC, GC-EAD, and US Citizen

On each requirements how many profile you will submit?Average of 2

What is meant by a requirement?

Detailed Job Description from the client point of view

Who is consultant?
Consultant is nothing but an Employee

After 5-10 yrs which position you are expecting?Account Manager or BDM

If you will get a chance to work as team lead, how do you feel?
Great to here, and i will feel proud my self.

What is meant by string?

String is nothing but a, its a type search criteria to find out the resumesfrom Job Portals
using “and”/ “or” and “andnot” operators.

Can we consider a H1'B consultant for a W2 requirement?

Generally, we can’t consider a H1-B Candidate for a W2 Requirement, butif he is ready to
transfer his H1-B to our Payroll, then we can consider him.

Do you have any idea about bench sales? NO or i Have a bit knowledge on Bench sales.

Can we consider a 'OPT' consultant for C2C/W2/1099?

We can’t consider a 'OPT’ consultant for 1099 but we can consider aOPT candidate for
C2C and W2, That’s all depends upon the client.

What is meant by Rate/Salary confirmation mail?

Rate / salary Confirmation mail is nothing but a mail confirmationbetween two parties
regarding salary or rate

Sample Example of Rate Confirmation E-Mail:

HiShiva,

It was nice talking to you!!

Rate Confirmation:
As discussed earlier please confirm the rate as $58/hr on C2C (All Inclusive) for your
consultant “AjithaVemula” for the below JavaDeveloper position at Cupertino, CA
position with the client COGNIZANT and the end client APPLE
Thanks and Regards
Bupathi - Sr. IT Recruiter
Gmail Id: [email protected]: [email protected]

How to leave a voice mail?

Hi, This is BUPATHI From XYZ Technologies I have an urgent opening on Java
Developer Position based out in Dallas, TX, regarding this position I have sent you
detailed JD to your mail id, If you are interested, please revert me back on same e-mail or
call me on my number i.e. 123-456-7890 Irepeat 123-456-7890.

If i Have a rate of $50/hr for a position, then what will be the best taxterm among W2/1099
and C2C for a consultant??
1099 and C2C are the best compare with W2

What is SSN?
In the United States, a Social Security number (SSN) is a nine-digit number issued to
U.S. citizens, permanent residents, and temporary (working) residents under section
205(c)(2) of the Social Security Act, codified as 42 U.S.C. § 405(c)(2). The number is
issued to an individual bythe Social Security Administration, an independent agency of the
United States government. Its primary purpose is to track individuals for Security
purposes.[1]
A Social Security number may be obtained by applying on Form SS-5,"Application for A
Social Security Number Card".[2]

Example of SSN Number: 631-08-2435

What is W2?
If the total taxes paid by the company itself we call it as a W2.
What is 1099?
If the total taxes paid by the Consultant himself we call it as a 1099.

What is C2C?
If the Taxes through one corporation to another corporation or If the Taxesvaries from one
corporation to another corporation, we can call it as a C2C.Generally Employer Company
will pay the taxes that means, the company who is holding the visa of consultant will pay
the taxes.

How do u rate yourself out of 10?9/10

What is HOT LIST?

Hot List is nothing but a list of consultants on their own w2 in companywith complete
information

EXAMPLE OF SAMPLE HOTLIST:

Hi Partners,
Hope you are doing well. Please find my below updated Hotlist and if you have any
opportunity’s please send me at [email protected] or call me 972-330-5899 .
Name Visa Skill Exp Loc Relocation
NJ/NY
Deepa elancheran H4ead Qa roles 5year PrincetonNJ & PA

Data scientist Somerset

richa khare L2 ead /data analyst 7+ years , NJ NJ & NY

Rpa
Shwetha nayak H4 ead developer 11+years RI YES
Name: akanksha
sinha L2 EAD Oracle ebs 9yrs NJ NJ & NY
Nagamani toleti H4 ead Etl tester. NC OPEN
 Samhita karnati H4 ead Etl tester. Reston, VA MD,DC,V
A
Etl teradata
anandraman L2 ead lead/ ab initio 10+ Stamford NY,NJ
kalyanaraman lead yrs,4yrsusa , CT &CT

Westwood,
Saranya krishnan H4 ead Qa testing 4yrs NJ NO
Sarojini devigajjala H4 Qa roles 8.5+years Irving, TX Yes

Surbhi L2 Qa roles 8+yrs Houston,T No

vijayvargiya X
bala murali krishna
kancharana H4 ead Bi developer. 9.5yrs Boston,MA Local

Data
Satchidananda H1b migration Local
tripathy architect/lead 11yrs,4.5yr Connecticut
s

Thanks & RegardsRaju

OBERON IT, Inc
1404 W. Walnut Hill Lane, Suite: 102, Irving, TX 75038Email : [email protected]
Desk: 972-330-5899 Fax: 1-800-218-2820 ;
Web: www.oberonit.com

EXAMPLE OF A SAMPLE REQUIREMENT:

Hi Professional,

This is BUPATHI From SGI Technologies I have a urgent opening on below

requirement, If you have any consultants, then please revert me backwith your consultant
updated profile ASAP., Incase if you want any more details please reach me at 703-xxx-
xxxx or Mail me
at [email protected]

Requirement: UI/UX ConsultantLocation: Cupertino, CA.

Duration: 1 Year
Client: CTS, End Client: Apple

Candidate should have excellent working knowledge of the state-of-the artin the
HTML5/CSS3/JS space and be able to apply it to develop the next- gen UI component
framework for a large-scale business application.

Core skills required: Javascript, HTML5, CSS3, JS MVCFrameworks, JS Component

Frameworks
Core skill: JavaScript:
Required: Should be a JS expert
Required: Experience with: jQuery
Required: Experience with: Backbone
Required: Working knowledge of state of the art in theJavaScript world
Required: Expertise in AJAX, XML handling, JSON handling

Please send the below information..

Full Name (As per legal documentation)
Contact Number
Alternate Number
E-mail ID
Alternate E-mail ID (Ifany)
Skype ID
LinkedIn URL (Profile should be matching withResume)
Current Location
Currently on Project(Y/N)
Reason of change
Visa Type (with validity)
GC In-process (Y/N – if
yes, at what stage)
Ready to relocate (Y/N)
Ready to Travel (Y/N) ? If Yes what %
Former Employee / Contractor (Y/N)
If former employee take his Employee ID # &Reporting
Manager Name
Over all experience
US experience
Relevant Experience
Entry Date in US (Month & Year)
On what Visa did he/she enter
DOB (MM/DD)
 Education details with
University name &Passing Year
Last 4 SSN (Not Mandatory)
Interview availability
Availability to start project
Pay Rate
Types of VISAS for US Market
List of U.S. non-immigrant and temporary visas

A foreign national who enters into the United States to invest, work,train, or reside in the
United States shall have a visa. Citizenship andImmigration Legal Services, Inc. will help
you to define the most suitable visa for you according to the purpose of your trip as well as
your academic and professional backgrounds.

Visa:
Foreign Government Officials: Ambassador, Public Minister, CareerDiplomat or Consular
Officer, or Immediate Family.

Visa:
Foreign Government Officials: Other Foreign Government Official orEmployee, or
Immediate Family.

Visa:
Foreign Government Officials: Attendant, Servant, or PersonalEmployee of A-1 or A-2, or
Immediate Family.

Visa:
Temporary Visa for Business Travelers and domestic servant.

Visa:
Visitors ("tourists"): Temporary Visitor for Pleasure or MedicalTreatment.

Visa:
Alien in Transit.
C-1/D Visa:
Combined Transit and Crewman Visa.

Visa:
Alien in Transit to United Nations Headquarters District Under Sec.11.(3), (4), or (5) of
the Headquarters Agreement.

Visa:
Foreign Government Official, Immediate Family, Attendant, Servant orPersonal
Employee, in Transit.

Visa:
Transit without Visa, see ATP

Visa:
Crewmember departing on same vessel of arrival.

Visa:
Crewmember departing by means other than vessel of arrival.

Visa:
Treaty Trader, Spouses and Children under the age of twenty-one (21).

E2 Visa:
Treaty Investor, Spouses and Children under the age of twenty-one (21).

Visa:
Employee Treaty Trader, Spouses and Children under the age oftwenty-one (21).

Visa:
Special category for Australian nationals who will work in a Specialty Occupation
(Profession), Spouses and Children under the age of twenty- one(21). It is called an
"Australian H-1B".

EB-5 Visa:
Green Card for investors of $1 million or $500,000 in a "PilotProgram".

Visa:
Academic Student.

Visa:
Spouses and Children under the age of twenty-one (21).

Visa:
Principal Resident Representative of Recognized Foreign Government toInternational
Organization, Staff, or Immediate Family.

Visa:
Other Representative of Recognized Foreign Member Government toInternational
Organization, or Immediate Family.

Visa:
Representative of Nonrecognized Nonmember Foreign Government toInternational
Organization, or Immediate Family.
Visa:
International Organization Officer or Employee, or Immediate Family.

Visa:
Attendant, Servant, or Personal Employee of G-1 through G-4 orImmediate Family.
H-1B1 Visa:
Professionals who come temporarily to the U.S. to perform a specialtyoccupation.

H-1B2 Visa:
Aliens who come temporarily to the U.S. to perform cooperativeresearch and development
projects.

H-1B3 Visa:
Aliens who come temporarily to the U.S. as a fashion model.

H-1C Visa:
Nurse coming to areas of health professional shortage.

H-2A Visa:
Aliens who come to the U.S. to perform agricultural labor or services oftemporary or
seasonal nature.

H-2B Visa:
Aliens who come to the U.S. not to perform agricultural labor orservices but to perform
work in temporary nature.

H-2R Visa:
Special type of H-2B visa which was temporarily provided as a way to bypass the quotas
for the H-2B for individuals who had been previously issued H-2B status (enacted in the
Emergency Supplemental AppropriationsAct for Defense, the Global War on Terror, and
Tsunami Relief, 2005, P.L. 109-13, 119 Stat. 231, signed into law by
the President on May 11, 2005).

Visa:
Aliens who come to the U.S. to participate in a training program.Visa:
Spouses and children under the age of twenty-one (21).

I Visa:
Representative of Foreign Information Media, Spouses and Child.

Visa:
Exchange Visitor.

Visa:
Exchange Visitor.

Visa:
Fiance(e) of United States Citizen.

Visa:
Minor Child of Fiance(e) of U.S. Citizen.

Visa:
Spouses of a U.S. Citizen under LIFE Act.

Visa:
Children of K-3 under LIFE Act.

L-1A Visa:
Intracompany Transferee (Executive, Managerial) ContinuingEmployment with
International Firm or Corporation.

L-1B Visa:
Intracompany Transferee (Specialized Knowledge Personnel) Continuing Employment
with International Firm or Corporation.

L-2 Visa:
Spouses and Children under the age of twenty-one (21).

Visa:
Vocational Student or Other Nonacademic Student.

Visa:
Spouses and Children under the age of twenty-one (21).

Visa:
Parent of an Alien Classified SK-3 Special Immigrant.

Visa:
Children under the age of twenty-one (21) of N-8 or of an SK-1, SK-2, orSK-4 Special
Immigrant.

NATO-1 Visa:
Principal Permanent Representative of Member State to NATO (including any of its
Subsidiary Bodies) Resident in the U.S. and Resident Members ofOfficial Staff; Secretary
General, Assistant Secretary General, and Executive Secretary of NATO; Other Permanent
NATO Officials of SimilarRank, or Immediate Family.

NATO-2 Visa:
Other Representative of member state to NATO (including any of Subsidiary Bodies)
including Representatives, its Advisers and Technical Experts of Delegations, Members of
Immediate Art. 3, 4 UST 1796 Family;Dependents of Member of a Force Entering in
Accordance with the Provisions Status-of-Forces Agreement or in Accordance with the
provisions of the Protocol on the Status of International Military Headquarters; Members
of Such a Force if Issued Visas.

NATO-3 Visa:
Official Clerical Staff Accompanying Representative of Member State toNATO (including
any of its Subsidiary Bodies) or Immediate Family.

NATO-4 Visa:
Official of NATO (Other Than Those Classifiable as NATO- 1) orImmediate Family.

NATO-5 Visa:
Expert, Other Than NATO Officials Classifiable Under the NATO-4,Employed in
Missions on Behalf of NATO, and their Dependents.

NATO-6 Visa:
Member of a Civilian Component Accompanying a Force Entering in Accordance with the
Provisions of the NATO Status-of- Forces Agreement;Member of a Civilian Component
Attached to or Employed by an Allied Headquarters Under the Protocol on the Status of
International Military Headquarters Set Up Pursuant to the North Atlantic Treaty; and their
Dependents.

NATO-7 Visa:
Attendant, Servant, or Personal Employee of NATO-1, NATO-2, NATO-3, NATO-4,
NATO-5, and NATO-6 Classes, or ImmediateFamily.

O-1A Visa:
Aliens possessing extraordinary abilities in the sciences, arts, education,business, or
athletics.

O-1B Visa:
Aliens of extraordinary ability in the arts or extraordinary achievement inthe motion
picture or television industry.

Visa:
Accompanying Alien.

Visa:
Spouses or Children under the age of twenty-one (21).

Visa:
Athletes, Entertainement Groups and Support Personnel.
Visa:
Artistic Exchange (reciprocical exchange program).

Visa:
Artistic Exchange (culturally unique program).

Visa:
Spouses and Children under the age of twenty-one (21).

Visa:
Participant in an International Cultural Exchange Program.

Visa:
Irish Peace Process Cultural and Training Program (Walsh Visas).

Visa:
Spouses and children under the age of twenty-one (21).

Visa:
Aliens in a religious occupation.

Visa:
Spouses or Children under the age of twenty-one (21). S-5 Visa:
Certain Aliens Supplying Critical Information Relating to a Criminal Organization or
Enterprise.

Visa:
Certain Aliens Supplying Critical Information Relating to Terrorism.

Visa:
Qualified Family Member of S-5 or S-6.

Visa:
Victim of a severe form of trafficking in persons.

Visa:
Spouse of a victim of a severe form of trafficking in persons.

Visa:
Child of victim of a severe form of trafficking in persons.

Visa:
Parent of victim of a severe form of trafficking in persons (if T-1 victim ifunder twenty-
one (21) years of age).
TN Visa:
Professional Workers under NAFTA.

TD Visa:
Spouses and children under the age of twenty-one (21).

TWOV Visa:
Transit Without Visa Program (Passenger and Crew) SUSPENDED: this program was
SUSPENDED at 11:00 a.m., Saturday August 2, 2003 (EST).
Visa:
Victim of Certain Criminal Activity.

Visa:
Spouse of U-1.

Visa:
Child of U-1.

Visa:
Parent of U-1, if U-1 is under the age of twenty-one (21).

Visa:
Spouse of an LPR who is the principal beneficiary of a family-based petition (Form I-130)
which was filed prior to December 21, 2000, and hasbeen pending for at least three years.

Visa:
Child of an LPR who is the principal beneficiary of a family-based visa petition (Form I-
130) that was filed prior to December 21, 2000, and hasbeen pending for at least three
years.

Visa:
The derivative children of a V-1 or V-2.

TPS Visa:
Temporary Protected Status.

US Citizenship
“All persons born or naturalized in the United States, and subject to the jurisdiction
thereof, are citizens of the United States and of the state whereinthere reside. No state shall
make or enforce any law which shall abridge the privileges or immunities of citizens of the
United States; nor
shall any state deprive any person of life, liberty, or property, without dueprocess of law;
nor deny to any person within its jurisdiction the equal protection of the laws.” - XIV
Amendment to the U.S. Constitution.
-Citizenship of children by birth
In the United States, nationality of children can derive from place ofbirth (i.e. jus soli) or
ethnicity:
Birth in the U.S.: all persons born in the U.S. are U.S. citizensregardless of the status of
their parents (except for children of diplomats)
Acquisition at birth: a child born outside the U.S. may be granted U.S.citizenship if one or
both parents are U.S. citizen residents
Derivation through naturalization of Parents: In 2000, Congress passed theChild
Citizenship Act (CCA) permitting any child under the age of eighteen
(18) who is adopted by a U.S. Citizen and immigrates to the United States tobe granted
immediate citizenship.

-Naturalization
Naturalization: Process by which U.S. citizenship is conferred upon a foreign national after
complying with the requirements established by Congress in the Immigration and
Nationality Act (INA).

What are the requirements for administrative naturalization?

Be a lawful permanent resident
Be eighteen (18) years of age or older
Residence and physical presence: reside continuously in the U.S. for at least five years (or
three years for permanent residence obtained through marriage to a U.S. citizen) prior to
filing
Be capable to speak, read and write in English
A knowledge and understanding of the fundamentals of the U.S. History as well as the
principles and form of the U.S. government
Attachment to the principles of U.S. Constitution
Good moral character (alien showing he/she has never been convicted of murder or
aggravated felony for five years or three years for an applicant married to a U.S. citizen or
one (1) year for an applicant serving in the U.S.Armed Forces prior filing)
Oath of Allegiance: an applicant shall swear to:
Support the Constitution and obey the laws of the United States

Renounce any foreign allegiance and/or foreign title

Bear arms for the U.S. Armed Forces or perform services for the U.S.government when
necessary.

After acquiring U.S. Citizenship, you are granted the following rights:
The right to obtain a U.S. passport
The right to vote in the U.S. elections
The right to participate in federal programs like Social Security
The right to qualify for some security clearances.

Green Card
The Lawful Permanent Residence (“Green Card”) allows an immigrant,
i.e. a foreign national, to live and work permanently in the UnitedStates.
A multi-step procedure
To become an immigrant, you must go through a multi-step process:
An immigrant petition filed either by a relative or an employer must beapproved by the
USCIS (U.S. Citizenship and Immigration Services).

How to become an immigrant through a relative?Preference Categories:

Foreign nationals who want to become immigrants are classified into categories based on a
preference system. Regarding the immediate relatives of U.S. citizens, i.e. spouses,
parents, and unmarried children under the age of twenty-one (21), an immigrant visa
number will becomeimmediately available.
However, the relatives in the remaining categories must wait for an immigrant visa number
to become available according to the followingpreferences:
First preference: Unmarried sons and daughters (twenty-one (21) years oldor older) of U.S.
citizens.
Second Preference: Spouses of lawful permanent residents, their unmarried children (under
twenty-one), and the unmarried sons anddaughters of lawful permanent residents.
Third Preference: Married sons and daughters of U.S. Citizens.
Fourth Preference: Brothers and sisters of adult U.S. Citizens.
Once the immigrant visa number is available, he/she may adjust status if inthe U.S.
If the sponsor is a U.S. Citizen, he or she may petition for:
Parent (immediate relative category)
Husband or wife (immediate relative category)

Unmarried child under 21(immediate relative category)

Unmarried son or daughter over 21
Married son or daughter of any age
Brother or sister, if the sponsor is at least twenty-one (21) years old.
If the sponsor is a lawful permanent resident, he or she may petitionfor:
Husband or wife
Unmarried son or daughter of any age.
How to become an immigrant through employment?
Five categories based upon employment allow foreign nationals to begranted lawful
permanent residence.

EB-1: Priority Workers: Extraordinary Ability or Managers andExecutives transferred to

the U.S. branch:
Aliens who possess extraordinary abilities (nationally or internationallyrecognized) in the
sciences, arts, education, business, or athletics
Aliens who are managers or executives of a U.S. branch
Aliens who are exceptional researchers or professors.
EB-2: Professionals with advanced degrees or persons with exceptionalabilities:
Aliens "who because of their exceptional ability in the sciences, arts, or business and who
are advanced will substantially benefit the national economy, cultural, or educational
interests or welfare of the United States."
Aliens who have advanced degrees.
EB-3: Professional, Skilled and Unskilled Workers:
Professionals with a baccalaureate degree
Skilled workers with at least two (2) years of experience
Others workers with less than two (2) years of experience.

EB-4: Special Immigrants:

Priest of a religious denomination
Religious workers.

EB-5: Investors:
Pursuant to the section 203(b)(5) of the Immigration and Nationality Act (INA), 8 U.S.C. §
1153(B)(5), ten thousand (10,000) immigrant visas are granted annually to qualified
persons who are engaged in a new commercial company. Five thousand (5,000) visas out
of the ten thousand(10,000) visas are granted to persons who apply under a pilot program
involving a designed “Regional Centre”.

Purpose of Travel Visa Category

Athlete, amateur or professional (competing for
prize money only) B-1
Au pair (exchange visitor) J
Australian professional specialty E-3
Border Crossing Card: Mexico BCC
Business visitor B-1
CNMI-only transitional worker CW-1
Crewmember D
Diplomat or foreign government official A
Domestic employee or nanny B-1
Employee of a designated internationalorganization or NATO G1-G5, NATO
Exchange visitor J
Foreign military personnel stationed in the UnitedStates A-2 NATO1-6
Foreign national with extraordinary ability in Sciences, Arts, O
Education, Business or Athletics
Free Trade Agreement (FTA) Professional: Chile, H-1B1 – Chile
Singapore H-1B1 – Singapore
International cultural exchange visitor Q
Intra-company transferee L
 Medical treatment (visitor for medical treatment) B-2
Media, journalist I
NAFTA professional worker: Mexico, Canada TN/TD
Performing athlete, artist, entertainer P
Physician J , H-1B
Professor, scholar, teacher (exchange visitor) J
Religious worker R
Specialty occupations in fields requiring highlyspecialized
knowledge H-1B
Student: academic, vocational F, M
Temporary agricultural worker H-2A
Temporary worker performing other services orlabor of a
temporary or seasonal nature. H-2B
Tourism, vacation, pleasure visitor B-2
Training in a program not primarily foremployment H-3
Treaty trader/treaty investor E
Transiting the United States C
Victim of Criminal Activity U
Victim of Human Trafficking T
Nonimmigrant (V) Visa for Spouse and Children of aLawful
Permanent Resident (LPR) V
Renewals in the U.S. – A, G, and NATO Visas
The chart below contains different purposes for immigrating to the United States, and the
related immigrant visa categories for which information is available.
Select a visa category below to learn more:
Immediate Relative & Family Sponsored Visa Category
Spouse of a U.S. Citizen IR1, CR1
Spouse of a U.S. Citizen awaiting approval of
an I-130 immigrant petition K-3 *
Fiancé(e) to marry U.S. Citizen & live in U.S. K-1 *
Intercountry Adoption of Orphan Children by IR3, IH3, IR4, IH4
U.S. Citizens
IR2, CR2, IR5, F1,
Certain Family Members of U.S. Citizens F3, F4
Certain Family Members of Lawful PermanentResidents F2A, F2B
 Employer Sponsored – Employment
Employment-Based Immigrants, including theirpreference
group number (in square brackets): Priority workers [First] E1E2
Professionals Holding Advanced Degrees andPersons of E3, EW
Exceptional Ability [Second] Professionals and Other SD, SR, SE, SQ, SIT5, C5
Workers [Third]
Certain Special Immigrants: [Fourth] Employment
Creation/Investors [Fifth]
Religious Workers SD, SR
Iraqi and Afghan Translators/Interpreters SI
Iraqis Who Worked for/on Behalf of the U.S.Government SQ

Afghans Who Worked for/on Behalf of the U.S.

Government SQ
Other Immigrants
Diversity Immigrant Visa DV
Returning Resident SB

States and Codes of America:

States Codes Capitals
Alabama AL Montgomery
Alaska AK Juneau
Arizona AZ Phoenix
Arkansas AR Little Rock
California CA Sacramento
Colorado CO Denver
Connecticut CT Hartford
Delaware DE Dover
Florida FL Tallahassee
Georgia GA Atlanta
Hawaii HI Honolulu
Idaho ID Boise
Illinois IL Springfield
Indiana IN Indianapolis
Iowa IA Des Moines
Kansas KS Topeka
Kentucky KY Frankfort
Louisiana LA Baton Rouge
Maine ME Augusta
Maryland MD Annapolis
Massachusetts MA Boston
Michigan MI Lansing
Minnesota MN St. Paul
Mississippi MS Jackson
Missouri MO Jefferson City
Montana MT Helena
Nebraska NE Lincoln
Nevada NV Carson City
New Hampshire NH Concord
New Jersey NJ Trenton
New Mexico NM Santa Fe
New York NY Albany
North Carolina NC Raleigh
North Dakota ND Bismarck
Ohio OH Columbus
Oklahoma OK Oklahoma City
Oregon OR Salem
Pennsylvania PA Harrisburg
Rhode Island RI Providence
South Carolina SC Columbia
South Dakota SD Pierre
Tennessee TN Nashville
Texas TX Austin
Utah UT Salt Lake City
Vermont VT Montpelier
Virginia VA Richmond
Washington WA Olympia
West Virginia WV Charleston
Wisconsin WI Madison
Wyoming WY Cheyenne