Guide of Recruitment - Bethi Arun Kumar

Guide Of
Recruitment
Helps to become a Renowned

Recruiter
USITRECRUIT.COM
About Author
Arun Bethi is a Tech Enthusiast with great zeal and
confidence to complete the work which is assigned to
him.
Mission:
“He is on a mission to help people with recruitment
related issues”
He loves to learn and share the knowledge, He says

there are lots and lots of useful and useless stuff on
the web, so learn as much as you can and earn as
much as you can.
“Work somewhere where your hard work, your

loyalty, and your family commitments are
appreciated and respected. Life is too short for
anything else”
He is an Founder/ Chief Author of

http://usitrecruit.com started in Dec 2018;
USITRecruit.com is an online guide for US IT
recruitment aspirants which was designed to provide
deeper insights about USIT Recruitment
** Join the Recruitment HUB: http://tiny.cc/k2et9y **
After observing key aspects of society, he found that

SUCCESS is the only keyword everyone is striving for
so he wanted to become a "Success Guide for
Recruiters"
FOLLOW US: USITRECRUIT.COM

US Recruitment Fundamentals
Recruitment Lifecycle
US Tax Terms
USA Map - States
Types of Visas
Boolean Search
Job Portals
US Recruitment Terminology
Advanced Strategies in
Recruitment
Free Certification for

Recruiter
Certified
Recruiter
Devskiller Certification

How to Screen and
Ways of Screening the
candidates
How to Build the vendor list
General Scripts
RTR ( Right to Represent )
Rate Confirmation
Job Description Draft
Conversation between
Recruiter and the candidate
Every US Recruiter Should Know

US Recruitment Fundamentals
Recruitment Lifecycle:
There are 6 crucial steps of recruitment life cycle

Preparing
Sourcing
Screening
Selecting
Hiring
On boarding
Preparing:
First of all before going to start any task we should have a prior preparation pattern so, likewise in
recruitment as well .Every recruiter must have a clear understanding of job roles and
responsibilities which is provided by respective client(Direct client)/implementation partner
Recruiter should have an idea about the client profile/domain.
Sourcing:
Yeah !! This comes the first and foremost a recruiter will have direct encounter with the job roles and
his skills of sourcing .Sourcing is defined as getting/grabbing/finding/fetching resumes with
respective to the job roles.
Screening:
As the name itself reveals that a recruiter should screen the candidate’s level of expertise in their
respective field , his/her work authorization status/ willing to relocate / Are they looking for relocate
etc.., many factors
Selecting:
If all the above steps goes well then the recruiter is supposed to submit the candidate's resume to
his account manager/Team lead or higher authorities ..then they will share the resume with the
client , if everything is on good path i.e (interviews, BGC ) client will hire him.
Hiring:
Right after the Selecting process here comes the hiring which is mainly depends on negotiation and
job offer. As soon as the client finds his/her best fit for the role they should convey the message by
call or by sending the offer letter that they are going to hire him if not there is a chance of backing
off the offer by the candidate.
On boarding:
As this is the last step of the recruitment cycle but it’s most important one of all above because
there might be chances even after the client offer the best salary/pay rates along with the benefits
candidates might not be interested to take the offer because of their personal issues/sudden plans
etc.., so every step of the recruitment life cycle is crucial .
1
US Tax Terms
Tax Terms plays a key role in US job market / USIT Recruitment so in-order to have good understanding about
US recruitment ,every recruiter must have knowledge about the US Tax Terms .
There are three (3) Tax Terms which are generally used in US Job market.
W2
C2C
1099
W2
Under this Tax Term, if you are working under any Company then that Company or Employer will pay all the
Taxes
H1B are not allowed to work on W2 if they are in agreement with other employer but they are transferring their
Visa then they are allowed t work on W2. W2 Candidates will be some basic benefits by their employer
C2C :
C2C is an agreement between two Corporations and under this Tax Term your company/corporation is
responsible for your Taxes.
Example:
You are an employee of company - X (So you are under payroll of company -X) but you are working for company -
Y, so in that case, there will be a C2C agreement between company - X & company - Y
Company - Y is not responsible for you taxes. Only your company (Company - X) will pay all the taxes.
2
US Map and States
Alabama Missouri
Alaska Montana
Arizona Nebraska
Arkansas Nevada
California New Hampshire
Colorado New Jersey
Connecticut New Mexico
Delaware New York
Florida North Carolina
Georgia North Dakota
Hawaii Ohio
Idaho Oklahoma
Illinois Oregon
Indiana Pennsylvania
Iowa Rhode Island
Kansas South Carolina
Kentucky South Dakota
Louisiana Tennessee
Maine Texas
Maryland Utah
Massachusetts Vermont
Michigan Virginia
Minnesota Washington
Mississippi West Virginia
Wisconsin
Wyoming
Time Zones
Time zone(s) for each state in the United States.
Alabama - Central Time Zone

Alaska - Alaska Time Zone, Hawaii-Aleutian Time Zone
Arizona - Mountain Time Zone
Arkansas - Central Time Zone
California - Pacific Time Zone
Colorado - Mountain Time Zone
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Connecticut - Eastern Time Zone
Delaware - Eastern Time Zone
Florida - Eastern Time Zone, Central Time Zone
Georgia - Eastern Time Zone
Hawaii - Hawaii-Aleutian Time Zone
Idaho - Mountain Time Zone, Pacific Time Zone
Illinois - Central Time Zone
Indiana - Eastern Time Zone, Central Time Zone
Iowa - Central Time Zone
Kansas - Central Time Zone, Mountain Time Zone
Kentucky - Eastern Time Zone, Central Time Zone
Louisiana - Central Time Zone
Maine - Eastern Time Zone
Maryland - Eastern Time Zone
Massachusetts - Eastern Time Zone
Michigan - Eastern Time Zone, Central Time Zone
Minnesota - Central Time Zone
Mississippi - Central Time Zone
Missouri - Central Time Zone
Montana - Mountain Time Zone
Nebraska - Central Time Zone, Mountain Time Zone
Nevada - Pacific Time Zone, Mountain Time Zone
New Hampshire - Eastern Time Zone
New Jersey - Eastern Time Zone
New Mexico - Mountain Time Zne
New York - Eastern Time Zone
North Carolina - Eastern Time Zone
North Dakota - Central Time Zone, Mountain Time Zone
Ohio - Eastern Time Zone
Oklahoma - Central Time Zone
Oregon - Pacific Time Zone, Mountain Time Zone
Pennsylvania - Eastern Time Zone
Rhode Island - Eastern Time Zone
South Carolina - Eastern Time Zone
South Dakota - Central Time Zone, Mountain Time Zone
Tennessee - Eastern Time Zone, Central Time Zone
Texas - Central Time Zone, Mountain Time Zone
Utah - Mountain Time Zone
Vermont - Eastern Time Zone
Virginia - Eastern Time Zone
Washington - Pacific Time Zone
West Virginia - Eastern Time Zone
Wisconsin - Central Time Zone
Wyoming - Mountain Time Zone
"Most of Arizona and all of Hawaii do not observe Daylight Savings Time."
14 states have multiple time zones. They are as follows:
Alaska
Florida
Idaho
Indiana
Kansas
Kentucky
Michigan
Nebraska
Nevada
North Dakota
Oregon
South Dakota
Tennessee
Texas
4
Time Zone Differences
Pacific Time (PST ) - 8:00 AM
Mountain Time (MST) - 9:00 AM
Central Time(CST) - 10:00 AM
Eastern Time (EST) - 11:00 AM
Types of Visas
Visa:
H-1 B specialty occupation (Professionals) visas: Professional workers with at least a
bachelor’s degree (or its equivalent work experience) may be eligible for a non-immigrant
visa if their employers can demonstrate that they are to be paid at least the prevailing
wage for the position.
H1B visa valid for a span of 2 years and they can work for any company and it can be extend for 2
more years and also one more year. If they are completing 5 years then they can apply for Green
Card EAD. After verification then they can get Green Card .
Can work for their employer only (C2C)
H4:
H-4 visa is a visa given to immediate family members (spouse and children under 21 years of age) of
the H-1B visa holders.
L1:
L1 Visa is valid for one year and that person should work for a particular company and the visa can
extend for one more year also. Once the person stays for more than five years can apply for
EAD and can get the green card after the verification process.
L2:
L2 visa is a visa given to immediate family members (spouse and children under 21 years of age) of
the L1 Visa holders.
F1:
F1 Visa is given to the students and it is valid for 2 years (18 months for studies and remaining 6
months for the project work) and the student can apply for OPT (EAD) and the student can work for
21 hours per week.
Green Card
Are permanent resident (authorized to work for any employer)
Can go for any tax terms 1099, C2C, W2
B-1, B-2Tourist/Visitor visas:

Available to all visitors coming to US for business or pleasure. B-1 business visitor visas are for a
short duration and must not involve local employment. Nationals of certain countries may be
eligible to visit the US for upto 90 days without obtaining a visa.
OPT EAD: optional practical training:

Any F-1 students can apply for OPT. OPT’s are authorized to work for any employer.
WHO can work on WHICH

H1B - C2C
OPT - W2/C2C
Green Card - W2/C2C
US Citizen - W2/C2C
TN Visa - W2/C2C
H4 EAD - W2/C2C
GC-EAD - W2/C2C
5
Boolean Search
Boolean Search is a way to organise your search using a combination of keywords and the 3 main
Boolean operators (AND, OR and NOT), to produce more accurate and more relevant results for
your candidate searches on LinkedIn and beyond.
1. AND
2. OR
3. NOT
4. ( )
5. “ ”
By applying these appropriately, along with the keywords you wish to consider, you can create a
huge range of search operations. There is no limit to how often you can use any of these elements in
a search, so you can create very specific search strings, which will save you a lot of time in filtering
the results.
The AND Operator

Take these 2 groups. In the first group are all the people who have the keyword “recruitment”
somewhere in their LinkedIn profile. In the second, are all the people who have the keyword “HR”
somewhere in their LinkedIn profile. When we use the Boolean string:
Recruitment AND HR
We are asking the LinkedIn database to search for all of the people who include both the word
“recruitment” and the word “HR” on their LinkedIn profile.
The more criteria we add using the AND operator, the less people we will find with our search,
because by using AND we are narrowing our search. However, the people we do find from our
search will be more relevant, as they will possess both of those skills.
The OR Operator
In this example, one group of people have the keyword “Recruitment” in their LinkedIn profile, while
the other have the keyword “Recruiting”. Both words mean exactly the same thing to you and I and
anyone using either of the two terms to describe their job function or skillset on LinkedIn possessing
exactly the same skillset, but to an electronic database they are totally separate terms. When we use
the Boolean string:
Recruitment OR Recruiting
We are asking the database to search for candidates who include either of the two terms in their
LinkedIn profile, or both terms simultaneously.
Therefore, by using OR we are broadening/expanding our search to encompass profiles that have
one result or the other or both.
Using OR enables us to find hidden talent e.g. people who have expressed their skills and
experience in a different way than you might normally search e.g. banking OR bank OR finance OR
financial, because by using OR we are broadening our search.
The NOT Operator

Like in the first example we used, one group of people have the keyword “Recruitment” in their
LinkedIn profile, while the other have the keyword “HR”. When we use the Boolean string:
Recruitment NOT HR
We are asking the database to search for candidates who have the word “Recruitment” in their
profile, but to exclude any candidates that also have the word “HR” in their profile and those who
just have the word “HR” in their profile.
Using NOT enables us to remove false positives from our candidate searches, as by using NOT we
are filtering our search and removing irrelevant results:
Brackets ()
When using Boolean search, there is no way to determine how the computer will solve our equation.
This means that in order to get the most relevant result for us, we have to use something called
parentheses to tell the computer what to solve first. This is where using brackets comes into our
Boolean search.
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Using brackets is essential for writing complex search strings, but it can be their application that
causes the most confusion amongst recruiters. Essentially, a clause within brackets is given priority
over other elements around it. For example, if I was given the following search:
talent OR hr AND recruitment
Do I mean to say I want to find someone who has either the keyword “talent” or the keyword “HR” on
their profile, and has the word “recruitment” too? Or do I mean that they have to have “talent” or the
combination of “HR” and “recruitment”? You see, the absence of brackets makes it impossible for the
database to know what you mean. Watch how the meaning changes when you add brackets.
In the following example, I have told the database that I need to find someone who has either “talent”
or “HR” or both, and that they also need to have “recruitment”:
(talent OR hr) AND recruitment
But in the following example, I have told the database that I need to find someone who has “talent” or
a combination of “recruitment” and “HR”:
talent OR (hr AND recruitment)
The most common place that brackets are applied by recruiters is in the use of OR strings.
Basically, if you’ve written OR somewhere in your search, think about where the brackets will go
because their placement will affect how the computer solves your Boolean
search query, which will affect search results you receive back.
Quotations “”
When using Boolean search, if the keyword you’re searching for needs to be considered as a whole
word e.g. Software Engineer , then it must be enclosed within quotation marks in your Boolean
search string.
If not, the database will consider the space between the two words to be an AND and will search the
database for two terms – Software AND Engineer – and not what you want to search for which is the
exact phrase “Software Engineer”.
In other words, you must use quotations wherever you have two or more words as a phrase in your
Boolean search string that you know for certain should be right beside one another like “Information
Technology” or “Human Resources”, as quotations define a number of words as one exact term.
Job Portals
There are 3 commonly( which are so popular ) used Job portals in Us Recruitment industry to
source and to post the Jobs.
Dice
Monster
Careerbuilder
Upon these there are other Job portals to Post free jobs which are below :
Job Portals are the main resource for job seekers to apply for their dream job.
JobSpider.com
JobSpider is a free job portals which have extensive resume database , Used to post jobs and
resumes for free of cost ,Job Spider has a feature of posting multiple jobs at a time and the jobs
which are posted on Job spider are google friendly which appears on google search when a
candidate is looking for a job.
Jobvertise.com
JobVerstise is a simple and user friendly free job portal to post the job with largest database of
resume .Samuel A Roseman is the CEO of this free job site,
Learn4Good
Learn4Good is a free job portal with 25 million visitors per annum ,basically this is not only a free
job portal but also it provides free TOEFL preparation and Career guidance for Students who are
willing to do the higher studies in US.
7
PostJobFree.com
As the name indicates that recruiters can post their job for free and this website will distribute all
your job postings to all other popular sites . It has 1594928 jobs posted on their website.This has
very simple process to post a job.
US.jobs
US jobs is more than a job portal it provides insights to the immigrants of US on how US job culture
works, helps with info about where to live in US .
Bighotlist.com
Bighotlist is a cloud based portal mainly helps in C2C business by integrating both sales recruiters
and recruiters. Post any number of jobs for free and can search for hotlist of employers.
C2Crequirements.com
C2Crequirements.com is the online portal where recruiters can post the job/ resumes for free
which is strictly for C2C business .
US Recruitment Terminology
Sourcing
Sourcing is a process of finding the matching candidates resumes (70% -100%) for the given job
description
Types of sourcing
Passive sourcing
Active sourcing
Social sourcing.
Screening
It is a process of determining the qualified candidates resume based on his experience ,
communication skills, Skill set , Location , Pay rate and many other factors.
Types of screening
Resume screening
Document Screening
Candidate screening
Submission
As soon as the recruiter finds a best fit for the given job description , then he should sent the
respective resume to his account manager/Team lead / respective reporting manger along with
Rate Confirmation , RTR , Documents (H-1B/ Green card/ DL/ necessary Documents) .
Types of Submission
Internal Submission
External submission
VMS
A VMS (Vendor Management System) is a web-based application that’s acts as a mechanism for
business to procure and manage Contingent Workforce
MSP (Managed Services Provider )

An organization that outsources its workforce efforts by understanding the administrator levels.
Bill Rate
The rate which is given by the client to their vendors/sub Vendors
Pay Rate
The rate which is provided to the consultants by the recruiter on behalf of their company keeping
some margin.
8
Hotlist
In general a hotlist is a list for consultants who are on the bench/payroll associated with the vendor
company.
Sales recruiters are responsible to market all the candidates on their bench /payroll.
Client
Client is an organization or company which needs man force for their requirements to
develop/maintain/ test their products.
Direct client
Recruitment firms who works direct with the client as there is no layers / no one between the client
and the staffing firm.
Implementation partner
A company which implements the project /provides the man force with the help of other sub vendors
.
Advanced Strategies in Recruitment
AI Recruitment
Technology has made many changes to each and every industry out there including Recruitment ,
as we see Recruitment industry has gone through many changes but term AI (Artificial intelligence)
has going to change the whole process of recruitment.
What is AI?
AI is abbreviated as Artificial intelligence, as it defined as the part of modern science which will
learn from human actions and acts accordingly, Normally which is a computer which has learning,
planning , executing ,problem solving skills.
AI has entered in to all the industries like Pharma, Chemical, Media , now is is the time of
recruitment industry to make the work more easier and flexible to source , screen , sending emails,
make calls etc..,
How AI Works?
IBM was the company first introduced the term AI (Artificial industry), Normally AI will works with
human intelligence , going to details where it is a outcome of deep learning and machine learning ,
which inculcates the actions of humans in no time and execute it.
How AI works in Recruiting industry ?
The basic responsibilities of recruiter are to source , screen , call , email , job posting, Now-a-days
each recruiter is following a basic formula to get his submission done i.e. as soon a the requirement
comes to his inbox , for the first few seconds he spends his time in the preparation of Job template ,
then few minutes in Posting job , sending bulk emails / Email merges etc.., but when it is coming to AI
(Artificial Intelligence) it is a computer machine which will learn actions from recruiter like posting
job , calling to candidates , Souring resumes , screening candidates will make all these actions
automatically without any much time .
AI Recruiting Software’s
Ideal
Smart Recruiters
Hire Google
Zoom AI
Textio
Recently Dice has implemented AI beta version which are being by most of the recruiters which
consist main section i.e. to source resumes by just pasting the job descriptions .
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Advantages of AI in recruitment industry
Helps to source qualified resumes
Automate the Recruitment (screening, calling)
Cost effective recruiting .
Helps to source qualified resumes
As soon as the recruiter hunt for the candidate for the job , the first thing which attracts the job
applicant is the job description which is shared by the recruiter, if the job description is not well
written and with minimal information , there might be the chances that candidates would reject the
job , but when the recruiter takes helps of AI tool called Textio.com , which will makes the job
description free of grammatical errors , revise the description with alternate words and with proper
sentence formation .
Automate the Recruitment (screening, calling)

As Recruiter are the busy persons , they spend a lot amount of time in finding the right candidates
from job boards /social sites / ATS/ through emails and through referral as well , all these works are
done alone by the recruiter, sometime recruiter tend to followup with the candidate on his interview
schedule then that would be a mess , but when the recruiter takes help of Recruiting bot which follow
up with the candidates who are shortlisted by sending emails / sending message which
automatically makes recruiter job easy .
Cost effective recruiting

When comes to recruitment industry a normal startup company or a well grown company will have at
least two(2) job portals , one (1) ATS , one (1) SMS software altogether costs huge dollars but when a
recruiter buys a single AI based Recruitment software it is equal to all those all three softwares i.e.
Job boards , ATS , SMS, so it is cost effective.
Recruiting Bot
Recruiting is a communication assistant which is similar to Alexa, Siri , Google NOW , Recent survey
showed out of 3 persons 2 persons are likely to interact with bots .
For example a job is posted on non AI based portal in which candidate need to go to bottom of the
post to apply for that , but if that is a AI based portal as soon as the candidates visits the posts AI
will suggest whether to apply or not to apply based o his resume and skills.
Introduce Referal Program

How to build Referrals ?
On the call:
First responsibility of a recruiter is to make calls to the prospective candidate , a few seconds before
a recruiter closes the call with the candidate , recruiter can ask for a referral for one of the job that
which client is looking for.
Generic script for asking Referrals

Do you have any of your friends /colleagues looking for a job change ? if yes please share me the
details that would be highly appreciated
By creating a candidate free referral page online

As per the survey 70%of the population on the earth are mostly attracted to the web based content
,so this is the one of he way to get engage with the job seekers directly by creating an free page.
Have an Accurate Job Description

If you’re hiring in IT.
For the most part, Recruiters will get the job description from the clients end , which can make or
break the company’s search for talent. Problems arise when the job ad is not well written for a
technical description such as an Angular developer, for example. Unless you do some coding on the
side and have previous industry experience, chances are, you won’t know much about Angular.
If you take a look at this tweet, you’ll notice a candidate anonymously shaming a company for
putting out an ad requiring 8 years of Swift experience – a technology that has existed for merely 3
years. Errors such as these will do more damage than a mean tweet. They make the companies
hiring look incompetent, uninformed and downright careless about their hiring processes.
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Free Certification for Recruiter
Do you wanna become a Certified IT Recruiter ?
Here is a FREE Certification course to check out by Dev skiller
Link to Take the certification Exam :
https://devskiller.com/devskiller-tech-recruitment-certification-course/
Details about the Course :
This exam consists of 45 single choice questions based on two original Devskiller resources you can
find in this Dashboard.
You have 60 minutes to complete the exam. Please note that your exam can’t be paused and has to
be completed in one sitting.
The passing score is 80%, so you need 36 correct answers to pass. Once the exam is finished, you
can go back to your Dashboard to see the results.
Benefits of Certification:
Getting certified proves your skills in the field of Tech HR and lets you outshine other recruiters.
Thanks to certification resources provided, you can brush up on best practices and industry
standards which are presented in a concise and easily accessible way. Once you pass the exam,
you’ll be awarded a badge.
You can: Showcase your badge on your LinkedIn profile or share it on social media,
Add it to your email signature,
Put it on your website. You can use the badge embed code to add your badge to the HTML of your
site, or upload the image.
Exam Results:
Once the examination is complete, the results will automatically appear in your Dashboard.
If you fail the exam, you’re more than welcome to retake it - the only requirement is to wait 24 hours
before doing so.
We allow participants take the exam up to three times. If you fail, you get locked out for 30 days. You
will be dearly missed and we promise to wait for you to return after the 30-day mark.
11
How to Screen and Ways of
Screening the candidates
Dear Recruiters ,
We have been facing problems while talking to candidates in- regard to screening
what questions to ask and how to get clear and exact answer , you are going to learn few such kind
of ways in the following article .
What is Screening ?
Screening refers to verifying the basic details and documents which are provided by the
candidate to make sure every detail of the candidate is in the proper way.
Type of Screening
Screening is divided into three main categories i.e..,
1.Resume Screening
2.Document screening
Resume Screening :
Resume is the Virtual face of the applicant (candidate ) ,so resume screening is the key in
recruitment .
Resume screening :
Skillset
Experience
Education
Skillset : The first and the foremost thing which needs to check on the resume is the skillset (make
sure it matches with the client requirement )
Make sure to ask about their current project experience
For example what kind of domain is it ?

Are you an individual contributor or leading a team ? if leading a team what is the size of the
team
Are they currently working with the skills which your client is looking for ?
Experience : Level of experience should be taken care , Try to ask the candidates the total yeras of
experience and Take an in detail years of experience from the candidate about his/ her skillset
which your client is looking for.
Education: As every recruiter see that there will be a line mentioned in the job description
provided by the client saying the “ they need a person with a Bachelor’s degree but lots and lots of
recruiter ignore those lines
but
make sure try not to ignore those lines and check with the candidate about his education details
like …
What is his/her highest qualification along with the year of passing ?
Name of the University ?
Specialization along with their certifications in detail
Document Screening :
Document screening refers to verifying the documents (Visa , Passport , DL etc.,) which is provided
by the candidate , which is a crucial part while working in Corp-to-corp business because there
will be lots and lots of visa Tampering issues which occurs daily in recruiter life
In Particular Recruiter should be aware of how different types of Visas look like and what are all
the important aspects to remember on the Visas and Drivers License

12
How to Build the vendor list
Vendor list is nothing more than the list of emails of sales recruiters. Vendor list is mostly used for
C2C business which usually every one of us will save these emails in the form Excel sheets as the
technology has been changing so lets try Google Docs to save our data.
#1 :
By Writing a post on LinkedIn saying that you are looking for Vendors to support your daily
requirements.
I hope every recruiter out there, will have an account in LinkedIn because this is for LinkedIn users
. LinkedIn is the professional networking platform where there is a high scope of building a
valuable human network system
Just having an account in LinkedIn is nowhere case , you need to be active in building network
/Participating and joining the groups within your preferred domain this will help you a lot in your
professional growth.
Coming to our main theme i.e building a great vendor list , as you build a network of sales
recruiters then you can able to get their details by using the below two generic scripts.
#1 Generic script on how to post on LinkedIn that you are looking for Vendors
Hello Sales Recruiters, I am looking to expand my Third-party vendors list for my daily corp to corp
requirements from our direct clients. Please drop your email id below in comment box to be added
in my distribution list. Thanks !!
#2 Generic script on how to post on LinkedIn that you are looking for Vendors
Hello Bench Sales Recruiters, I am looking for the vendors / Bench Sales recruiters who can serve
on my direct client C2C requirements on daily basis. Please comment your email id so that i can
add you in my distribution list….. let’s start working together
#3 : Create a Google form to collect the vendor emails

Google forms are the best resource to collect information by creating Quiz , Polls, Opinions etc..,
for free .
How to create a Google form

Visit :https://docs.google.com/forms
(If you haven’t logged in with your gmail , just login with your gmail Credentials.)
#4 Find emails in your Outlook inbox

On a daily basis every recruiter will receive around 30-40 emails per day on an average , out of
those emails most of them are from vendors , who are sharing their hot list ,collect these emails
and save it in a excel sheet or in a google doc.
Ways to Email to Vendors list

After collecting all the emails there is no use that , if you doesn’t send email to those email list . So
here are the few ways to send an email to your Vendor list.
Outlook:
As this the most common tool that every recruiter will use on daily basis to send emails which is
connected with the professional email addresses which is provided by the company ,
This is the best way to send emails to the consultants and to the sales recruiters but there is
clause here , if the recruiter send multiple emails via outlook at a time , outlook might not respond
and your email address will be blocked for a certain period.
Mailchimp:
Mailchimp is the free email marketing tool , to send multiple emails at a time by creating
campaigns with customized email templates.

13
General Scripts
RTR ( Right to Represent ) and Rate Confirmation
As per our discussion I am going ahead and presenting you to as per the following details This is
to confirm that "I, Consultant Name , authorize " Company Name " . to submit me on job for the
position listed as "Job Title " at Location - Duration 12 Months at the rate of $/hr on W2 /C2C All
Inclusive.
Job Description Draft

Hi,
I am Your Name and I work as a Technical Recruiter at Your Company Name .We are currently
looking for a Position you are working for to work with one of our direct client .I’d love to tell you a
little more about this position and learn a few things about you, as well.

.Job Title
Duration & Type of Job
Location

LJob Description
Your Offical Signature
Conversation between Recruiter and the candidate
Recruiter: Am I speaking to John? (OR) Am I talking to John?
Candidate: Yes John Speaking (OR) Yes this is John
Recruiter: This is Jim calling you from USIT Recruit which is a Staffing firm regarding a QA
Engineer position at New York City, NY.
Candidate: Okay, Can you please let me know the Contract duration and Client info.
Recruiter: Of course, this requirement is with my client XXX and duration is for 6 months which is a
contract role, I have shared the job description your email ID.
Candidate: Yes, I Received it, I am Interested to apply to this position.
Recruiter: Can I know the hourly rate which you are expecting for?
Candidate: $50/hr on W2
Recruiter: Okay that would be fine, you will be receiving an email as Rate confirmation and Right to
represent, would you please acknowledge the same
Candidate: Yes, I got it .I Have confirmed
Recruiter: Thank you so much, I am going to present your resume to the client, will wait for the
further updates.
Candidate: Thank you, it’s nice talking to you
Recruiter: Me too Bye.

(This is a general talk between candidate and the consultant, there are many situations which are
not involved)
After receiving the Rate confirmation and the Right to represent from the Candidate, Recruiter will
draft a new email to their respective manager or Team lead to review the candidate resume

14
Every US Recruiter Should Know
What is I9 ?
Form I-9 is used for verifying the identity and employment authorization of individuals hired for
employment in the United States.?
What is the Differnence between I797A / I797B / I797C ?
Form I-797A
The form with an A attached at the end of the I-797 can only be issued to people who are currently
staying in the United States and are changing their status to another one such as to an F1 or an H1
visa.
Basically, the A in the form means that the change of the person’s status has been approved,
signifying that the applicant is allowed to stay in the US and will also be able to continue to work in
the US. The I-797A always comes with an I-94 attached, indicating the status to stay is approved.
Form I-797B
The form with a B attached at the of the 1-797 is issued to all applicants that either has never been to
the US or those applicants whose status could not get approved. So what does it mean for you if
your status could not get approved? In this case, you are seen as a person qualified for the job you
applied for but you won’t be able to stay and work in the US because you are either currently not in
the US or you have committed some kind of immigration violation. An immigration violation can
indicate several different things. For instance, it can mean that your filing did not include sufficient
evidence to validate you can be legally employed. That is just one example – immigration violations
encompass a variety of acts committed by people who have not adhered to the proper immigration
laws of the country.
If this happens to you, you would have to leave the country, go back home, and apply for the Visa at
an American consulate from your home country. At the American consulate, you will have to do an
interview and submit additional information proving your case to live in the US. Whether you will be
able to go back to the US or not depends on the new evidence you provide during your interview at
the consulate.
Form I-797C
The I-797C form is only a copy of the already approved petition and is given to the applicant’s
employer for their reference file. The biggest difference between the I-797’S is that forms A and B are
given to applicants only and form C is given to the applicant’s employer.
In case you don’t receive the original notice of approval, you will be provided with a copy of the
original form.
Form C, apart from being handed out as a reference file for employers, can also be issued to
communicate receipt of payments, rejections of applications, transfer of files, fingerprint biometric,
interview and re-scheduled appointments, or to reopen cases.
What is I94?
The Arrival and Departure Record is the I-94, in either paper or electronic format, issued by a
Customs and Border Protection (CBP) Officer to foreign visitors entering the United States.
What is SEVIS?
SEVIS stands for Student and Exchange Visitor Information System. It is a nationwide, Internet-
based system that the U.S. government uses to maintainaccurate and current information on non-
immigrant students (F and M visa), exchange visitors (J visa), and their dependents (F-2, M-2, and J-
2).
What is SEVIS?
SEVIS stands for Student and Exchange Visitor Information System. It is a nationwide, Internet-
based system that the U.S. government uses to maintainaccurate and current information on non-
immigrant students (F and M visa), exchange visitors (J visa), and their dependents (F-2, M-2, and J-
2).

15
US Recruitment Video Courses
US Recruitment Videos :
1. US Recruitment Terminology | US Recruitment Growth Ladder

2. 6 Free Job Posting Portals For US IT Recruiters
3. Best Resume Builders [Free]
4. Email Subject Line Tester for Recruiters | How to write better email subject line
5. How to send Automatic Connection Requests On LinkedIn
6. Outlook For Recruiters | Rules in Outlook | Setting up Calendar Invite | Signature
7. [ Free ] 4 Recruitment Certifications Online
8. Chrome Extensions for Recruiters | Tab Managers
9. Are you a CTRL+F Recruiter ? | CTRL+F Recruiter
10. Become a Certified Recruiter | Free | Recruiter Certification
For more Videos click on the below YouTube lcon
US Recruitment Courses:
https://usitrecruit.com/training/

16
Thank You Everyone
Happy Sourcing
Happy Recruiting
- Bethi Arun Kumar

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Guide Of

Helps to become a Renowned

He loves to learn and share the knowledge, He says

“Work somewhere where your hard work, your

He is an Founder/ Chief Author of

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After observing key aspects of society, he found that

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USA Map - States

Free Certification for

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How to Build the vendor list

Every US Recruiter Should Know

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There are 6 crucial steps of recruitment life cycle

Time zone(s) for each state in the United States.

Alabama - Central Time Zone

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14 states have multiple time zones. They are as follows:

B-1, B-2Tourist/Visitor visas:

OPT EAD: optional practical training:

WHO can work on WHICH

The AND Operator

The NOT Operator

MSP (Managed Services Provider )

Advanced Strategies in Recruitment

How AI works in Recruiting industry ?

Automate the Recruitment (screening, calling)

Cost effective recruiting

Introduce Referal Program

Generic script for asking Referrals

By creating a candidate free referral page online

Have an Accurate Job Description

Do you wanna become a Certified IT Recruiter ?

Here is a FREE Certification course to check out by Dev skiller

Link to Take the certification Exam :

Details about the Course :

Screening is divided into three main categories i.e..,

Make sure to ask about their current project experience

For example what kind of domain is it ?

What is his/her highest qualification along with the year of passing ?

Name of the University ?

Specialization along with their certifications in detail

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#3 : Create a Google form to collect the vendor emails

How to create a Google form

#4 Find emails in your Outlook inbox

Ways to Email to Vendors list

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Job Description Draft

Your Offical Signature

Conversation between Recruiter and the candidate

Recruiter: Am I speaking to John? (OR) Am I talking to John?

Candidate: Yes John Speaking (OR) Yes this is John

Candidate: Yes, I Received it, I am Interested to apply to this position.

Candidate: Yes, I got it .I Have confirmed

Candidate: Thank you, it’s nice talking to you

Recruiter: Me too Bye.

Join the Recruitment HUB: http://tiny.cc/k2et9y