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Technical Recruiting GUIDE 2

The document discusses the differences between full-time and contract/consulting jobs. Full-time jobs are direct hires by employers, while contract jobs are temporary assignments that typically last 6 weeks to a few years. Companies hire contractors when they need specialized, temporary workers to solve specific problems or assist with projects like system upgrades. Recruiters must maintain a pipeline of qualified candidates who are ready to start immediately to meet the demanding needs of contract roles.

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0% found this document useful (0 votes)

58 views

Technical Recruiting GUIDE 2

Uploaded by

Samule Paul

We take content rights seriously. If you suspect this is your content, claim it here.

Available Formats

Download as PDF, TXT or read online on Scribd

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Difference between

Fulltime and Consulting

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

Why there is a need for temporary employees?

Technology software keeps changing, new versions are

coming in and they are coping up with the new market
demand. Moores Law states that technology increases at
nearly an exponential rate. Companies will always have
their core group of long-term employees, however, when
a highly specific problem needs to be solved, companies
hire consultants or contract workers. There is always a
demand for temporary technology workers who are highly
specialized and can solve problems and assist in upgrading
the system..

Most of consulting and contracting positions requires

someone to have joined yesterday so its highly demanding
request to fulfill. Recruiters should always be prepared
with pipeline of candidates and manage their current active
candidate very closely. Another important factor to do is

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Difference between Fulltime and Consulting
do the follow-up with the consultant after they are hired
and make sure they are meeting the clients expectations.

Try being proactive. Keep a number of consulting candidates

prepared for a variety of tasks to allow yourself a prompt
response to the needs of your clients.

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Difference between Fulltime and Consulting
Job Requirement Analysis
Before you begin to analyze a job requirement, make sure
you have all the necessary information from your client.
If anything is missing, call them or email them to get the
missing data.

While you dont need to have consummate knowledge of

each specific aspect of their work, develop as deep of an
understanding as possible to ensure you produce quality
results.

After the completion of the job requirement analysis, you

should be able to answer the following questions:

1) Why does the requirement exist?

2) What kind of tasks have to be done by the employee?
3) When does the project start and when will it end?
4) Where is the job located?
5) What are the necessary qualifications that the employee
needs to have to do this job?
6) Under what working conditions will the employee
perform the job? (Things like temperature, lighting,
noise etc.. Usually indoors for technical jobs)

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Job Requirement Analysis
7) What equipments are involved in doing this job?
8) How is the performance or success on the job is
evaluated?

Generally, job requirement analysis may involve visiting

the clients site, viewing video recordings of the employees
at work, looking at the safety and quality chart etc. But for
normal IT requirements, such a deep analysis may not be
necessary.

There is a Dictionary of Occupational Titles from which

you can refer the descriptions for job titles and you can
check it online at www.occupationalinfo.org

For example, the description of the QUALITY ASSURANCE

ANALYST is given as the following:

Evaluates and tests new or modified software programs

and software development procedures used to verify that
programs function according to user requirements and
conform to establishment guidelines: Writes, revises, and
verifies quality standards and test procedures for program
design and product evaluation to attain quality of software
economically and efficiently. Reviews new or modified
program, including documentation, diagram, and flow
chart, to determine if program will perform according to

14
Job Requirement Analysis
user request and conform to guidelines. Recommends
program improvements or corrections to programmers.
Reviews computer operating log to identify program
processing errors. Enters instructions into computer to
test program for validity of results, accuracy, reliability,
and conformance to establishment standards. Observes
computer monitor screen during program test to detect
error codes or interruption of program and corrects errors.
Identifies differences between establishment standards and
user applications and suggests modifications to conform to
standards. Sets up tests at request of user to locate and
correct program operating error following installation
of program. Conducts compatibility tests with vendor-
provided programs. Monitors program performance after
implementation to prevent reoccurrence of program
operating problems and ensure efficiency of operation.
Writes documentation to describe program evaluation,
testing, and correction. May evaluate proposed software
or software enhancement for feasibility. May develop
utility program to test, track, and verify defects in software
program. May write programs to create new procedures or
modify existing procedures. May train software program
users.

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Job Requirement Analysis
O*Net is another great place online which has a database
of occupations and its description. It is more widely used
than DOT(Dictionary of Occupational Titles which we saw
before). You can access O*Net at http://online.onetcenter.
org/

You can look at the analysis given for Quality assistance

engineer here:

http://online.onetcenter.org/link/summary/15-1099.01

The O*Net analysis lists the following details:

o Tasks
o Tools & Technology
o Knowledge
o Skills
o Abilities
o Work Activities
o Work Context
o Job Zone
o Education
o Interests

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Job Requirement Analysis
o Work Styles
o Work Values
o Wages and Employment Trends

For example, the following are the tasks listed at O*Net for
Quality Assurance Engineer:

Design test plans, scenarios, scripts, or procedures.

Test system modifications to prepare for
implementation.
Develop testing programs that address areas such as
database impacts, software scenarios, regression testing,
negative testing, error or bug retests, or usability.
Document software defects, using a bug tracking
system, and report defects to software developers.
Identify, analyze, and document problems with
program function, output, online screen, or content.
Monitor bug resolution efforts and track successes.
Create or maintain databases of known test defects.
Plan test schedules or strategies in accordance with
project scope or delivery dates.
Participate in product design reviews to provide input
on functional requirements, product designs, schedules,
or potential problems.

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Job Requirement Analysis
Review software documentation to ensure technical
accuracy, compliance, or completeness, or to mitigate
risks.

There are various job analysis methods in the form of

questionnaires. The popular ones are Position Analysis
Questionnaire, Functional job analysis and Fleishman Job
Analysis System. The pdf files for the questionnaires can be
downloaded online.

Also check the sample job descriptions online for the job
title of the requirement you are working on, before you
start to write your job description. At the same time, try to
make your job description as unique as possible.

Job requirement can be for two purposes, either for contract

or direct hire.

For contract requirement the candidate should have all the

mandatory as well as desired skills.

Direct hire requirement depends upon the position and

the company; there may be little flexibility here. Since
its a long-term commitment and an employer-employee
relationship, putting forward a candidate who displays a
strong cooperative or team-based skills may be preferable
to one who has the right rsum .
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Job Requirement Analysis
For a contract requirement, there is no room for learning
and the consultant will be under high pressure for meeting
the deadline with quality results. The expectation of the
client is to get complete efficiency from day one. When the
client shortlists the candidate, only the best of everyone
will be hired.

The roadmap for sourcing the best candidate starts from the
requirements. The requirements can be divided into two
parts, explicit requirements and implicit requirements.

Explicit requirements are skills, experience level, duration

of the project, location, expected start date etc.

Implicit requirements are communication and personal

skills. Sometimes the explicit requirements may not be
available with the job requirement. Its best to clarify with
the client but sometimes the common sense approach will
work.

What to look for on the job requirement?

Title of the Job: This provides a good visibility of the

type of requirement. Eg: Programmer Analyst, Data Base
administrator, Senior developer

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Job Requirement Analysis
Experience Level: Part of this information can be found
in the job title. If the title is says Sr then the candidate
should have at least 5 years of relevant experience. There
is a possibility to ask for midlevel or senior. In this case
the expectation of the client should be interpreted as 3-5
years of relevant experience. Candidates with 6 years of
total experience and 3 years of relevant experience should
be considered as only midlevel candidate. In some cases,
if the candidate has markedly similar experience or has
almost done the same job in a different company they may
be hired even if their experience is only 3 years. So finding
the best profile to perform the required job duties are the
key for increasing your success rate.

Mandatory skills: This is directly related to the individuals

specialized skills and related experience. The candidate
should have the required experience for all the mandatory
skills. Having simple keywords on the rsum will not
suffice. Sometimes the keywords in the job requirement
may not directly reflect the actual skill, you may want to
search on the web and find out alternate keywords. Eg:
SSRS is key word for SQL server Reporting services.
Searching rsum s for SSRS may not yield the results
of candidates who mentioned SQL Server Reporting
Services. Similarly some clients even mention very small
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Job Requirement Analysis