Handout Day 1

DAY 1
NR CONSULTING
Started in 2017, Headquartered In Noida - Provides IT & Workforce Solutions to our clients by
developing an in-depth understanding of their business needs. We specialize in Contingent Hiring,
Direct Hires, Statement of Work, RPO, MSP/VMS and Managed IT Services.
MARKET WE COVER:
INDIA , USA & Canada
RECRUITING:
Recruiting is considered as a systematic process that is used to find potential employees for a job,
who are then short-listed to choose the one who best fulfils the requirements of the job
STAFFING:
Staffing refers to the process of selecting and hiring the most suitable candidates from all those who
applied for a job, as well as retaining a skilled and competent workforce. Staffing refers to the
process of approaching, employing, training, rewarding and retaining the employees of an
organization
TYPES OF HIRING
 Contingent Hiring
 Direct Hires
 Statement of Work/Project based
 RPO
 MSP/VMS
Contingent Hiring:
When an organization hires a recruiting agency or contract recruiter to find candidates for an open
position. The recruitment agency or contractor only gets paid if a candidate they find is hired by the
organization.
Direct Hire:
Direct Hire Staffing, often referred to as permanent placement, headhunting or direct placement,
is when a staffing firm recruits on a permanent add-to-staff position for a client.
Candidate - Client (payroll)
SOW/Contract Hiring or C2h(Contract to hire) hiring

A statement of work (or SOW for short) is a formal document between a client/buyer and an agency,
vendor, or contractor. It defines exactly what’s included within a project to guarantee work is carried
out according to expectations.
Agency --- candidate (Payroll – Agency ) Client project
Contract – duration is defined

Recruitment Process Outsourcing:
Recruitment Process Outsourcing (RPO) is when a company transfers all or part of its permanent
recruitment to an external provider. An RPO provider can act as an extension of a company's HR or
Resourcing function, sitting on site with the client providing a holistic hiring solution.
MSP/VMS
VMS or Vendor Management systems are online software/websites that allow the recruiters, MSP,
and the client to exchange data and information online. VMS allows all transactions to happen
online. VMS includes distributing temporary requirements, collection of candidate submissions,
interview scheduling, job offers, billings, timecards, etc.
TYPES OF CLIENTS
Direct Client
A direct client is an employer who hires directly through an agency or any other platform for its own
product/Services & Solutions – Product based organization ( Bosch, American Express, At&T, JPMC,
Wels Fargo etc)
System Integrators/Implementation Clients --- SERVICE BASED ORGANZIATION

Implementation partner or system integrators are the ones who work with employers on their
outsourced project for hiring or even in application development services on behalf of client. Here
the client is known as End Client.
END CLIENT SI  Vendor

AMERICAN EXPRESS(end client) Outsourced -- IBM (SI) ----- Needs to hire ( outsourced its
recruitment)-- NR Consulting
NR CONSULTING ---
IBM- SI
AMEX – end client
OTHER TERMS:
Tier 1 Vendor: Tier 1 vendor is a company that is a direct supplier for a client requirement.
CLIENT- NR (Tier-1 Vendor)
Tier 2 Vendor : A tier 2 vendor, in contrast, is a subcontractor for the tier 1 vendor.
IBM – NR ( Tier1)----- ABC ( TIER -2 VENDOR) ----XYZ ----- BEST INFOSYSTEM
Prime vendor : Prime Vendor means the Vendor when it has engaged subcontractors or lower-tier
vendors to perform work under the Contract. ( tier 1 )
Preferred Vendor : When large companies need to buy staffing services often, they select a
few suppliers, negotiate and create a ‘preferred vendor list’ or an ‘approved vendor list’.
One to MANY --- MSP ----Multiple vendors
One to one
NR- ABC(client)
ABC- XYZ
Client :
Mphasis – direct client
NR Consulting – Preferred Vendor , Tier- 1
IBM – MSP BASED CLIENT

Wrokforce logiq – MSP
NR- Supplier/Vendor
Recruitment Process (Overview of E2E process)
End to End Recruitment deals with getting requirements, sourcing from different channels, screening
and submitting resumes, the entire interview process, selection and sending Offer letters, signing
contracts with vendors or third parties, follow-ups, client relationship, database management, salary
credits
 Preparation & Planning.

 Sourcing Candidates (Internal sourcing / External sourcing)
 Screening
 Selecting
 Hiring
 Onboarding
 Streamline your end-to-end recruiting process
Step One: - Preparation & Planning

A full cycle recruiting strategy requires that you take time to create a candidate persona and job
description. Your candidate persona should represent the ideal candidate for the job. This persona
will guide your whole recruitment process, so take the necessary time to fully build out the profile.
Next, write a job description that will attract that persona. Your job description shouldn’t be a
laundry list of job requirements. Make people want to apply
Step Two: - Sourcing Candidates

There are two options to explore when sourcing candidates: internal and external.
Internal sourcing:
 Internal recruitment – the right person may already be an employee!
 Employee referral programs – a great fit may be a friend or former colleague of an
employee.
External sourcing:
 Passive candidates – these people aren’t actively seeking a job, but they could be an
excellent fit for your business or your client’s job openings. Find them through networking, online
research, or your employees.
 Social media – use paid and organic social media efforts to market your open position and
engage both active and passive candidates.
 Job boards – get your job description in front of candidates who are scouring job boards like
monster.com or Naukri
Step Three: - Screening

 Using resume parsing tools or streamline screening by leveraging an applicant tracking
system (ATS) that includes automated screening.
 Search resumes using phrases or keywords to find potential employees, you’re only
searching the story that the candidate wants you to hear.
 With an ATS, you can use data collection tools to augment the resume and provide critical
insights into your applicants’ personalities.
Step Four: - Selecting

 You’ve narrowed down your candidates, and it’s time to select the right person for the job.
When selecting the ideal candidate, remember to:
 Ask some of the classic interview questions.
 Use a few unique hiring questions that offer insights into a candidate’s personality,
motivations, or skills.
Step Five: - Hiring

 When you find the right candidate, you can call the individual to extend the job offer.
 Be sure to follow up with a formal job offer letter or email those details duties, work
schedule,
start date, compensation, benefits, and other pertinent details.
 Be prepared to negotiate if the person doesn’t accept your initial offer.
Step Six: - Onboarding

 Making the experience smooth for your candidate keeping every detail handy.
 Streamline your end-to-end recruiting process
 Selecting the right ATS can solve many of your recruiting challenges and streamline your
recruiting process. Learn how the right platform can help your organization hire the best of the best.
Bench Sales Process (brief idea about it)

Bench Sales Recruiter is a Sales, Account or Recruiting person at a staffing company that is
responsible for marketing that company's 'bench' consultants, that are not working on projects at
that point of time
The 'bench', in this case, is used to refer to the part of an organisation's employees that are not
actively working on any project for the time being. ... Similarly, employees on the bench are usually
called upon when their contributions are needed to take on new projects.
HR process ( Documentations, consultant engagement etc)
 Check for resignation, resignation acceptance, offer letter of their previous companies,
reliving letter, payslips of last 3 months, educational certificates
 You need to be in constant touch with the candidate once the offer letter release, guide
them on documentation uploading, need to ask their queries concerns, check their interest level
 Motivation level to join the client/ grill them properly
Miscellaneuos Terms
 Permanent, Contract & C2h
 Payroll company
 Bill Rate/Pay rate - Gross profit
 Mark-up/Margin Client
 Gross Margin
 Gross Profit
 Payment on hourly basis/monthly basis
 Timesheet management- 40 hrs a week / 8 hrs per day – 35 hours in a week 35 hrs -- 40k
per month – 40hrs // 35 hrs
 Background check verification (BGC)
1000000 – 750000 – 250000 GP - Margin Client
Markup client : 15%
PR + PR*Markup % = BR
600000+ 90000 = 690000 BR

750000*15%
1200000 pa
1 day 8 hrs
5 days – 40 hrs == 1 week
1 year 52 week = 52* 40 = 2080 hrs in a year
100000 PM

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DAY 1

Candidate - Client (payroll)

SOW/Contract Hiring or C2h(Contract to hire) hiring

Agency --- candidate (Payroll – Agency ) Client project

Contract – duration is defined

System Integrators/Implementation Clients --- SERVICE BASED ORGANZIATION

END CLIENT SI  Vendor

CLIENT- NR (Tier-1 Vendor)

IBM – NR ( Tier1)----- ABC ( TIER -2 VENDOR) ----XYZ ----- BEST INFOSYSTEM

One to MANY --- MSP ----Multiple vendors

IBM – MSP BASED CLIENT

 Preparation & Planning.

Step One: - Preparation & Planning

Step Two: - Sourcing Candidates

Step Three: - Screening

Step Four: - Selecting

Step Five: - Hiring

Step Six: - Onboarding

Bench Sales Process (brief idea about it)

1000000 – 750000 – 250000 GP - Margin Client

Markup client : 15%

600000+ 90000 = 690000 BR

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