Recruiting:

1.Recruiting involved the following steps

Requirement analysis

Sourcing

Qualifying

Screening

Submitting

interview

selection

BGC

On Boarding

Who is Recruiter:

The Selection of a job seekers as a Employee in the organization is called Recruiter. The total
process is called recruitment.

Types of Positions:

We Have 2 types of Recruitment:

1.Internal

2.External

Types Of Positions:

We Have 3 types of positions

1.C2C

2.C2H

3.Permenent Role

1.C2C:

If Some one working under the contract position to any one of the customers(Client). Contract
house will be taking care of candidate payroll.
Eligible: All Visa’s

2.C2H.

If Some one working under contract to hire position to the any one of the customers(client),
contract house will be taking care of candidate payroll up to Contract period. After that end
customer will be taking care of candidate payroll and benefits.

Eligible: except dependent visa’s

3.Permenent position:

In the permanent position first day onwards, customer(client) will be taking care of Candidate
payrolls and benefits.

Eligible: except dependent visa’s

Types of Benefits:

1.Medical benefits

2.vision benefits

3.Dental benefits

4.401k benefits (Four one k)

5.LTD (Long term disability)

6.STD (Short term Disability)

7.Paid Holidays

Work Authorizations:

1.CPT (Circulam practical training): Pre-Completion OPT

The purpose of this visa gain knowledge and experience and Money

1. Work Hours:4hours
2. Validity:12 Months
2.OPT (optional practical training):

Work Hours:8hours/Day

Validity:12 Months

The Extension of OPT Is Stem-OPT

Validity:24 months

Eligible: math and Engineering background

3.H1B:

It’s a Dependent visa and the petition fill by the employer of employee.

Work Hours:8hours/Day

Validity: Initially 3 years and Extension 3 years Total:6years

4.GC-EAD:

Validity:2 years

5.GC:

1-140is application of green card applied by employer and it can be field into various categories like
EB1, EB2EB3

H1b Candidates Fill the categories like EB2, EB#

L2 Candidate will get GC Faster compare to H1B

If candidate married us citizen that candidate get GC

6.USC:

Us Citizens by Barth: Native Americans.

Us Can be naturalization: GC to USC

7.TN Visa:
 Visa for Canadian and Mexican.

8.E3:

This visa for Australian citizens its equal to H1B

It’s also one of the Dependent Visa.

EADS (Employment authorization Documents):

1.H4-EAD Validity depends on H1B

2.OPT-EAD

3.L2EAD

4.GC-EAD

5.

Types of Tax Terms:

1.C2C Corporation to corporation: tax will be paid by contract house

2.W2: tax will be paid by Customer (12 to 15%)

3.1099: tax will be paid by the candidate

Requirement analysis:

1.Roles and responsibilities

2.type of position

3.type of tax term

4.location and relocation expensive

5.benifits

6.Rate

7.Mode of Interview

8.Submission Documents.

9.client

10.Must have Skills

Sourcing:

We Have a Different types of job portals and professional networking sites to sourcing the candidate

Types of sourcing methods:

1.job portals

2.profisional networking sites

3.Mass Email

4.Twitter

5.Face Book

6.Google

Job Portal: job board is electronic application where employee will share experience and skills and
where employer will get the skilled candidates.

Types: 1.Dice

2.Monster

3.Carrier builder

4.Techbank

5.Bull Horse

6.MTB

7.indeed ……………………ETC

professional networking site: LinkedIn

LinkedIn -----------------------2---------------------------------Paid LinkedIn

--------------------------Non-Paid LinkedIn

Strings:

1.AND: AND Operator: If you want to source resumes with multiple keywords in it, let’s say Oracle
and RMAN; then the string will be ORACLE AND RMAN. The portal will fetch resumes that have these
two words in it.
2.OR: If you are searching for resumes that have one of each or both the keywords… let’s say (Java
OR .Net). OR operator will pull all the profiles.

3.Not: If you are searching for resumes with few skills in it but you don’t want resumes with a
particular skill or skills; then use NOT operator to exclude those unwanted resumes. It will eliminate
the profiles that have the words used after NOT operator. Like the string has excluded profiles with
DEVELOPER.

4.() Bracket/Parentheses: It is used to separate two different operators to avoid the string to be
malfunctioning. (JAVA OR J2EE OR JEE) AND (AZURE OR AWS OR CLOUD)

5.“” Quotation: It is used to represent multiple words as a single word. If we do not use “quotation”
then each word will be considered as an individual keyword by the portal and the string will not
fetch exact profiles. If we are looking for a SOFTWARE PACKAGER and we do not use “quotation”,
then the portal will take SOFTWARE and PACKAGER as two different words and we may end up with
tons of irrelevant resumes. So we must use “quotation” to keep the meaning unchanged and to build
a proper workable string: SOFTWARE PACKAGER as “SOFTWARE PACKAGER” | BUSINESS ANALYST as
“BUSINESS ANALYST

6.* Asterisk (Wildcard): * in a keyword considered as “n” number of letters after it. You don’t have
to write each and every word in your string but just use * and get everything. Find the below
example. Manga* = Manager, Management, Managing, Managed, Manage, Manages Devel* =
Develop, Developer, Developed, Developing, Develops Analy* = Analyst, Analysing, Analysed,
Analysis, Analytics, Analytical

How to Search a Resume in Google?

Source: Kaylee Dewitt through top echelon Finding candidates through a Google search is a powerful
recruitment sourcing strategy, but can take a lot of time. You can sift through pages of Google
resumes and irrelevant results just to find one promising candidate. You might have to look at
hundreds or thousands of results that don’t match your job orders. You’re a busy recruiter. I’m sure
you’d rather spend time making placements instead of staring at Google search resumes for hours.
Luckily, there are ways to improve your searches and cut down on wasted time. By being strategic
about what you type into Google, you can get relevant results that will help you fill jobs faster.
Starting the search, The first step of finding candidates through Google is uncovering resumes. Let’s
say you’re looking for software engineers. Sure, you can simply type in software engineer resume,
but that’s going to get you a lot of junk results. You’re going to pull up a lot of results for samples,
examples, templates, and writing tips
You can narrow down the search results a little bit by searching only for results that have resume in
the title or URL. You can do this by using intitle: and inurl: search operators. The first (intitle:) will
find sites that have your search term in the page title, and the second (inurl:) will find sites that have
your search term in the URL. Do not put a space after the operators. In this case, you might type in
something like this: (intitle:resume OR inurl:resume) The OR operator in the middle will give you
results that have either resume in the title or the URL.

Searching (intitle:resume OR inurl:resume) alone will not pull up the software engineer resumes
you’re looking for. It’ll actually show you more results than the narrower software engineer resume
search. You need to add and exclude information from your search to get what you’re looking for.
Including information in your Google resume search If you have a position you’re trying to fill, take a
look at the job description. Using the job description as the starting point of your recruiting process
is just as valuable in a Google resume search as any other sourcing method. Take note of the job title
and the desired skills and experience. Those can become search terms to narrow down the results
Google gives you. Back to our example looking for software engineers. Skills and experience in the
job description might include: • Computer science degree • C#, C++, PHP • JavaScript, jQuery •
Developer Adding these terms to your search will narrow down the results. For example, search
(intitle:resume OR inurl:resume) “software engineer” JavaScript. You will see results for sites that
have resume in the title or URL, and the sites also mention software engineer and JavaScript. Did you
notice “software engineer” is in quotes? Putting quotes around something tells Google to find an
exact match for the term, instead of breaking it up. Without the quotes, Google would search for
software and engineer separately, too.

As you can see, there are some resumes for software engineers. (And, on page one!) But, there are
still a lot of results for resume examples. This time, there are 204,000 results. That’s fewer results
than before, but still a lot to sort through. To filter out the excess results, you need to exclude things
from your results. Excluding information from your search To get rid of those sample resumes, let’s
modify the search. You can use the minus (–) sign to prevent things from showing up in the results.
Do not put a space after the minus sign. In this case, we want to remove sample resumes, so we
might try something like this: (intitle:resume OR inurl:resume) “software engineer” JavaScript -
sample -example -template

Targeting locals There are several methods you can use to find Google resumes of people in a
specific location. You can use these methods alone or together to find the results you need. Area
codes Let’s start with area codes. Some people put their phone number on their resume. By adding a
phone number area code when you do a Google resume search, you can find people clustered in a
location. For example, let’s say you want to find software engineers who live in or near Cleveland,
Ohio. You will add the local area codes to your search. It might look like this: (intitle:resume OR
inurl:resume) “software engineer” JavaScript -sample -example -template (216 OR 440)

Zip codes You can use zip codes to help you track down candidates who live in a certain area. Like
area codes, Google doesn’t know you are looking specifically for zip codes. But, you can search for a
number or a range of numbers. There is a Google search operator (..) that lets you search a range of
numbers. For example, if you type in 10..30, Google will search all the numbers from 10 to 30. Now,
you just have to do this with zip codes to search all the numbers between the highest and lowest zip
codes. To do this, you’ll need a central zip code, most likely the zip code of the business you are
finding a candidate for. Let’s use the Cleveland zip code of 44115. Next, you need to create a radius
and find all the zip codes in that radius. Many online zip code lookup sites let you search all the zip
codes within a specific area. For this example, let’s use a 30-mile radius from 44115. Find the
smallest and largest numbered zip codes. In this case, they are 44011 and 44398. Now, you can add
the range of zip codes to your search: (intitle:resume OR inurl:resume) “software engineer”
JavaScript -sample -example -template 44011..44398

Screening

How to Identify Fake Profiles in Recruitment:

Key things one could consider while screening resumes

Fabricated Education Credentials:

Fake candidates tend to skip educational qualifications or try to hide year of passing out. His/her
highest academic qualification generally falls in the category of showing fake/more experience than
he really possesses. Many universities/institutions as well as organisations provide fake
degree/diploma/ certifications/experience letters. So one can judge the authenticity by keeping a
check on such institutions mentioned on resumes.

Scant Employment History:

Some people provide negligible information in their CVs, such as, 6 years work experience in IT
sector (not mentioning the roles/positions handled). One can also cross check whether the company
name and location provided by him really match. At times the company may exist, but not the
location and vice-versa.

Use of words:

A genuine candidate would explain about himself in the very beginning of his profile and mention his
career objective in own style. Whereas, a fake candidate would use tailor made words in his profile.
A fake resume would be very generic and flowery without giving away any specific operational
details. Social Network: Authenticity could also be checked by checking the candidate's profiles on

social networking sites.

This is also gaining importance as a new way of doing background checks which includes assessing
and comparing people's social media accounts to their resumes.

Double Check:

The perfect way to judge a resume will always be having a candid conversation with the candidate
and cross verifying the details on the resume at the screening level. Spotting lies in a resume is not a
rocket science; all it takes is a little bit of common sense, attentiveness and an eye for details. A
recruiter should also be reasonable and logical. If there is any doubt or discrepancy in the
information shared by the candidate, give the person an opportunity to explain and also validate it
at your end. Finally, trust your instinct and rely on experience

How to Identify Fake Candidates via Phone Screening?

Tip 1: Name of the candidate Most of the fake candidates will not mention their full name in their
resume. Forget about the Last name, they will hide their complete first name itself. For example: If
you come across a resume with the candidate’s name being Kiran. Do not skip it. Ask the candidate
about his full name. It would be something like Kiran Kumar or Kiran Chowdhary. Fake candidates
don’t flash their full name in the CV, since the full name could easily locate a candidate. They would
have applied for a job somewhere and they would have got caught for faking the employment. To
ensure they don’t get caught in those eyes again, they refuse to mention their full name. In many
cases, they even change their mail id and phone number.

Tip 2: Ask the whereabouts of the companies worked Though the candidates normally mention their
Current & previous companies in the resume, please have a practice to ask them where they are
currently working. At times, you might get interesting answers. Without memorising their resume
properly, certain fakers used to tell their previous company as the current one. Ask where their
company is located. Once they say it, cross-check if the mentioned location is right in the company’s
website. Ask the candidate to spell their current company’s URL. Even here, you might get some
interesting answers. Somebody working for an organisation genuinely will not forget the company’s
URL right. But, most of the fake candidates do not even know their company’s URL.
Tip 3: Validate the Entry / Exit dates of the recent 2 employments Beware if a candidate has worked
in two companies as a Contractor under the payroll of the same Contracting company. Case:
Software Engineer in TCS from Feb 2015 to till date Software Engineer in CTS from Aug 2013 to Jan
2015 Pay roll company - xyz consultancy In the above case, the candidate has worked in 2 companies
under the payroll of the same Contracting company. If you crosscheck about their exit date from CTS
and entry date in TCS, you will be surprised to see that the candidate would have joined the day next
to his/her date of exit in TCS. The simple question is how will the contracting company be able to
place a contractor in the next assignment, the very next date of exit from the deputed organisation.
Let’s take a practical example. Even full-time employees in a Big conglomerate like TCS, they take a
buffer time of 1 or 2 weeks to allocate an employee in the next project. The employee once out of
the project will be put in bench for a few days or even months in some cases, before allocating them
in the next project. And moreover, except for a few big contracting companies like Artech, Magna,
Dynpro, none of the contracting companies have the enough budget or practice to hold the
contractors by holding them in bench. That’s a real good reason to doubt someone’s candidature.

Tip 4: Timesheet process followed in the Contractual employment Timesheet process is the name of
the attendance process followed in the Contractual employments. If someone doesn’t even know
about the Timesheet process, then he/she is faking. Well established corporates usually have an
online tool to track the Timesheet of the Contractors. From our above case, We can check with the
candidate about the name of the software he/she follow in TCS, in which you enter your timesheet
daily. If you get “Ultimatix” as the answer, then that’s a genuine case. If you don’t get the relevant
answers, then our subject is faking. TCS uses Ultimatix for maintaining the Business Associate track
records. CTS uses a tool called VLC And similarly many Corporates which have a huge amount of
contractors onboard, they will have a software with them to track the contractors’ workflow. Certain
companies do not have any software for timesheet maintenance, but they will definitely have the
Timesheet practice been followed Manually. So, if a candidate says he/she doesn’t know what a
Timesheet process is, then that’s a clear indicator that our subject is a Fake candidate.

Tip 5: Ask how they got placed in their first employment. Predominantly we are talking about the
ones who are faking with the experiences of 2 to 4 years. So, asking the aforementioned question is
not an absurd question, coz they are still juniors in the career ladder. If you come across people who
work in some 'costly to learn' technologies as a contractor from the beginning of their career, ask
how they got this job. Normally, companies will not be keen to train the contractors in some of the
niche technologies like Documentum, Filenet, Tibco, Visionplus, etc… If someone claims to have
started their career as a contractor in Technologies similar to the above quoted ones, and the
candidate continues to give irrelevant answers, then that’s another indicator that our guy is a Fake.
This tip is not applicable for the ones who are been Contracted by a Training cum Placement
company. Coz, those Training cum Placement firms normally train the candidates in the above
mentioned ‘Costly to learn’ technologies and place them in their client locations as Contractors.

Tip 6: Propose a F2F Interview Normally, the fake candidates do not volunteer for a F2F interview,
rather they would want a telephonic interview always. The reason being, someone else will take up
the interview on the candidate’s behalf. Inviting them for F2F will ruin their entire operating model.
Even if they say yes for the F2F interview request, they never turn up. In case of certain Mega walk-
in interviews, instead of the fake candidates, the proxy ones will appear for the F2F interview
directly. When asked to submit the photograph before the interview start, they submit the fake
candidate’s photo without hesitation. Coz, they have a confidence that due to heavy crowd at the
premises, the HR coordinators may not compare the submitted photo to that of the person who is
actually attending the interview. The proxy ones will finish off the interview and the fake ones will
join the organisation directly. As a HR, one must be very careful in examining the photograph and
the interviewee properly before even the interview starts.

Tip 7: Search the Company in Job Boards If someone claims that he/she is working as a Permanent
employee is a company which has got no name in the market. Google the company’s name, you
might finds complaints or any fake history registered by somebody in the past. If not, go to Job
boards like Naukri.com, feed the company’s name in the ‘Employers' tab and set the ‘Active In’
option as ‘All resumes’ and ‘Search’. Whether you search the ‘Recent 1 year’ or ‘All resumes’, the
amount of resumes listed will be the same. Coz, Any fake company will not have a history of more
than a year. The fake contracting companies keep changing their company names regularly and you
will not find the same fake contracting companies’ history for more than a year.

Tip 8: Do a mock call Call the candidate as if you are a fresher. Do not use your English
communication skills here. Coz, you are talking like a fresher who is going to fake his/her experience.
And you have reached him to take his advice for faking your experience. Well! this has worked out
for me a few times.

Tip 9: Offer a Fresher opportunity with an attractive CTC This is like throwing a fishing needle with an
attractive prey to the fish. After all the above examination, still if you are not convinced that the
candidate is a fake. Use this at last. Tell them that you have a job opportunity for Freshers for a full-
time position and you can offer upto 5 Lacs. And also, probe them if they wanna try it. Normally, the
fakes we are targeting are of the salary range between 3 to 5 Lacs. So, the above offer should be
appetising for them, coz that’s an opportunity to have a good career beginning and a chance for
them to wipe out their fake history. So, the fake ones desperate for a job offer would say a big ‘YES’
to this. That’s it. Our job is done.

Tip 10: Crosscheck the Education details I’ve come across a case where the candidate was a B.Sc.,
graduate with 3 years of experience in ‘Oracle DBA’. I did all the examinations and had a doubt that
he is fake. He revealed himself when I used the 'Tip 9’ of offering a fresher opportunity. Actually he
was a MCA fresher. By hiding his 3 years MCA course, he has brought in a 3 years of fake experience.
How about that? Final

Tip: Drop the profile If all the above mentioned metrics are showing positive results, why risk your
time by processing such a candidate. It’s always better to drop such profiles and look for a better
one.
How to Identify Fake Resumes?

1. OPT Students (Foreign Students who complete their Masters in United States and are eligible for
full time work authorization because of Optional Practical Training)

2. H1B Candidates (These folks are either OPTs who are recently converted to H1B in last 2 years or
folks who travelled from offshore with a H1B with 2-3 years of experience or none. You never know.)

What is the pattern of the fake resume?

1. Resume with no Last Name

2. Resume includes employer’s phone number not the candidate's number

3. A Bachelor’s Degree without year of graduation

4. Resume includes 6-8 years’ of experience with first 3-4 years’ of experience in offshore and the
rest in United States.

5. The offshore companies they put up in the resume are either banks or some companies with
factious names

6. The project timelines are lengthy typically 1.5 to 2 years

7. Roles and responsibilities look very similar in almost all the projects pattern is as follows in case of
a recent H1B or someone with 2-3 years’ experience,

8. Resume includes 9-12 years’ of experience with first 4-5 years’ of experience in offshore and the
rest in United States.

9. First 2-3 projects look OK but after that the projects follow a very similar pattern

What do they claim when they speak to you?

1. They say they travelled to United States on a L1 or H1BVisa

2. They claim they are currently on H1B or an extension

3. Their availability for a phone call is typically after 2:00 PM MonFri or 9:00 AM to 6:00 PM. But, if
you arrange an interview with short notice they won’t take it because their PROXY might not be
available at the time.

4. They say they can provide references but these references include consultants working for their
employer at a client site or who has some relation with candidate’s firm.

5. Few claim they started working full time when they were in the 3rd year of their college, just to
make sure the experience adds up to 7- 8 years (as mentioned in resume).
 How to weed out these fake profiles?

➢ Start with the resume word document properties, check for the name of the author, if it isn’t
candidates’ name then something is fishy

➢ Look out for typical resume formats and responses mentioned above

➢ Check their online presence, primarily LinkedIn (this might not work all the time). Most of the
candidates with fake resumes doesn't have any online presence (Facebook, Linked, Twitter,
Instagram)

➢ Ask the names of the project managers they are currently working for and look up their names on
LinkedIn (This holds good for OPT candidates but not for the recent H1B candidates)

➢ Ask for the copy of highest degree ➢ Ask for candidate's 1-797 copy (when first applied) and make
a note of the receipt number. Cross check I-797 status from official website using USCIS Official
website

➢ Plug in the receipt number to find the date of approval and is fool proof since the information
obtained is directly from USCIS.

➢ Check and Verify I-94 information using

➢ https://i94.cbp.dhs.gov/I94/request.html You need to get the passport copy and the consent from
the candidate. This is again fool proof since the information obtained is directly from Department of
Homeland Security.

➢ There have been a lot of cases of immigrant workers/students involved in furnishing fudged I-797
documents. While we still don’t know of a fool proof method to validate the authenticity of each
document we can only cross check I-797 status using: https://egov.uscis.gov/casestatus/landing.do
➢ Key in the receipt number to find the date of approval/decision

➢ Verify I-94 information using: I94 - Official Website - https://i94.cbp.dhs.gov/I94/#/home You

need to get the passport copy and the consent from the candidate.

➢ Ensure the candidate’s education is listed on their resume, to include the college/university name

➢ Google the candidate (using different combinations of their names and college/university name,
location, their technical skills etc.) and see what comes up

➢ Look for social media profiles and see if any information regarding their background comes up –
sometimes they don’t mention their Master’s Degree on their resume (to falsely claim more number
of years’ experience) but may have it mentioned on their Facebook profile.

➢ This is a fool proof way, since the information obtained is directly from Department of Homeland
Security.

➢ If you feel a particular document (I 797, Green Card, EAD Card, etc.) the candidate has furnished is
probably fake then request them to take a fresh photograph of that document and send it to you
again.

➢ Verify Divers License or any photo ID and Finally, cross check dates from each document.
➢ Look-up/ask for a LinkedIn profile. If the candidate does not have a LinkedIn profile, ask for a
reason.

➢ Ask for references from previous jobs, to include the name of the Project Lead/Manager. From
here, verify the references on LinkedIn.

To verify if the candidate resume is fake or genuine in US IT Staffing which is mostly the case with
Students who are on OPT/CPT. These are the following hints to verify a resume is forged or altered
for the marketing or getting the project.

➢ Difference in experience vs Education vs Date of birth

➢ If its a student resume marketed by companies having a phone number of an employer picking up
the phone is or could be a resume altered profile subjective to visa status

➢ Social & Professional media profiles and identity

➢ Reference checks on the previous projects

➢ Payment / Salary slips

➢ Difference in the documentations (I 797, Green Card, EAD Card, etc.)

➢ A lot of professionals who are employer dependent needs to market their resumes through
agencies who are their employer so it does not mean any resume coming from an agency is a fake or
altered. Like it is said its most likely happy with candidates who are students.

Better Client Questioning:

Here are some questions for you to use right away. I included questions for contract roles as well as
permanent positions. Don’t use it all at a time, but use it as per the need. Do not ask if you already
have the details. If you still want to ask, then put your question in such a way that you know about it,
but you want to reconfirm. Like, the work location is Johns Creek, GA. You may ask, does the position
going to be in Johns Creek till the end of the project, or it may change. If you are getting on to a call
with the Client or Hiring Manager... first start with questions that can be answered easily...meaning
not going deep. Here I am starting with simple questions and see how I go deep.

1. Does this role require an in-person interview? What is the interview process will look like? a. You
will be able to identify whether the client is okay with a video call or only phone. If it is a must to
have in-person then you may ask another question..would expenses covered by the client?

2.How quickly you want to wrap this position? a. It will give you an idea about the seriousness and
urgency.

3. If you are talking to the HM about a Lead role or manager role, then you should ask… how big is
the team going to be? How many direct reports this person is going to have? Will there be an
offshore team that will be reporting to the candidate? a. It will help you sell your role in a better
manner because you have some real insights now. The leads or managers would be happy to hear if
you can be able to draw an image of their team...like how many senior candidates, how many junior
or an offshore team, etc. They will appreciate & respect you.

4. Would you recommend anyone who might you think fits this role? a. It will open the referral gate
for you. Sometimes these HMs might be knowing someone, and they can’t just bring them on-board.
By asking this question, it will trigger a recall, and you may end up getting a deal.

5. Are you strict on the Education & Certification requirements? Is that the deal-breaker? What if a
candidate who fits this role but does not have a Certification or Education? Would you like to hire? a.
The answers will give you extra flexibility while searching for a candidate.

6. Do you sponsor a visa? Do you pay relocation expenses? a. If the HM is in fast need and or this is a
very urgent position that needs to be filled, then you may get a “Yes.”

7. Are you looking for anything extra in a candidate other than the JD that you have shared? a. If
there is something that the HM has in mind, then you will get this inside tip by asking this question.

8. Is it a new team that you are forming, or are there people already working? Since how long these
people have been associated with you. (You should use it for Perm roles) a. If you hear the team is
there for a long time, then it is a good place to work in. This could be the best selling point for you
while talking to the candidate. (You can also use this question when you go to an interview for
yourself)

9. Is it a brand new role? a. It is a very straight question. It will tell you the freshness of this
requirement, or the client is having a hard time filling this role from some time. b. If it is open for
quite a bit of time, then ask another questionwhat are the difficulties that you are facing in filling this
role? Where would you like to compromise to get it filled soon? What concerns your recruiters had
during the search?

10. Why is this role open now? a. You will understand the client’s inside plans that can help you to
convince the candidate why he or she should apply.

11. Which Industry should we avoid? a. It will help you understand and save a lot of your time when
you know what disqualifies a candidate. Most of the time, we focus on submitting similar industry
candidates, but still, we don’t get any feedback; it may happen because the Hiring Manager doesn’t
want people from those companies.

12. Who are your competitors or offers a similar service or product that you do? Would you consider
candidates who have worked there in the past? a. It will open up the doors to hunt for candidates
who have worked there before or for headhunt.

13. (For Full-Time roles) Who is going to lead the team or the manager for this role? What is his or
her management/working style? a. It will tell you how to choose the right fit during your candidate
call. You can avoid those people who can’t work under that kind of leadership.

14. (For Full-Time roles) Other than the salary, what are the other benefits associated with this role?
a. Most of the clients provide signing bonus, daycare facility, stock options, education or certification
reimbursement, fitness plan, paid time off (PTO), retirement plans (401k), maternity or paternity
leaves, overtime is exchanged for PTO, work from home opti b. You will be amazed if you ask in
detail about their benefits.
15. What kind of person fits this team? a. It is going to be a great question because you will be able
to know whom to send and whom not to. Or you can ask the candidates ... this is what they are
looking for … what do you think?

16. What are your 3 top qualifying skills? a. You can be able to look for those three skills as your top
primary skills, whereas the other recruiters might be going just with the job description.

17. What can you bit flexible on? Like more experience with one skill and less with the other. a. You
will be able to flex your wings while searching for candidates without disqualifying the resumes at
your level because you are aware that the client is ready to look at the profiles with such
preferences.

18. Is the salary on par with the market rate? What is the maximum budget for this role? a. Now you
are confident that you are not going to the market with a less offer.

19. Would the Hiring Manager consider a candidate with similar skills but not exact? a. It is a great
question. Let’s say the client is looking for a candidate with Photoshop experience, but you found
someone with CoralDraw experience. Both do the same work, but the product is different.

20. (For Full-Time roles) What is the work environment, or what a typical day is? a. You will be able
to find candidates not only suits the JD but the culture as well. If that is a small, calm, and quiet
environment and everyone will be very busy completing their tasks, then you might not consider
someone from a call centre environment or casino environment or betting environment or someone
from the more crowded environment.

Qualifying Resumes Before Calling?

There is no shortcut to qualify a resume; still, most of the recruiters spend very less time in screening
the resume. You can relate to the last time you have submitted a candidate with all the skills and
experience, but a resume from your colleague had been shortlisted by the Hiring Manager, which
was not as good as yours.

DOs & DON’Ts (Don’t just go by the words here, be creative.)

1. Most of the candidates/vendor takes advantage of the “Ctrl+F recruiters” and mention multiple
matching words in the resume to appear on the top during the search. Nothing wrong in mentioning
multiple matching words, but it will for sure trigger doubt in the Hiring Manager’s mind if you
submit. Use your skills to validate the authenticity of it.

2. Resumes that have one or two lines mentioned in the duties, you may not wish to waste your time
calling those candidates. (If that person hasn’t spent time to showcase the skills while applying for
the job, probably won’t update the resume if you ask or he might not be serious in job hunting.)

3. Read the summary in the resume, to understand the achievements and the type of role this
person has been into.

4. Don’t shortlist a full-time resume for a contract role. You must avoid submitting a candidate that is
working on a full time/ perm role or finished a full-time role “to a contract position.” The reason is
being cultural and mindset. - In most cases, the person that has worked in a FT role comes with a no
worry mindset, which is pretty difficult to cope up with a deadline-oriented contract role. - Imagine
yourself leaving your full-time Recruiting career for a six months contract role or 12 months contract
role. Will you leave your FT role for a contract role that pays a bit more? (Full-time candidates may
accept a contract role if their current role sucks but they always in search of other full-time roles.)

5. You should avoid resumes that have multiple short term roles or more than 12 or 18 months gap
in the resume. (Again, it is very subjective, and I am not discriminating against anyone here. This is
what most of the industry is and the experience that I had from the managers & hiring managers in
the past.) - If you are working on a role that has rare skills or hard to find the profile, then the above
rule won’t be applicable. It is only for those roles which are market-driven. Meaning, fewer jobs for
more candidates. In that case, you should not submit any resume that comes first but submit the
best candidate.

6. Don’t shortlist the resume that has similar duties listed in all or most of the previous projects.

7. Don’t shortlist the resume just by CTRL+F but read the sentence or duty to understand how it has
been written in the resume. - For example, strong experience with Github vs. Used Github to write
code and re-write when required.

8. Avoid the resume, which has only skills mentioned in the responsibilities and not details. (You can
try sending an email asking for a detailed resume if you feel the profile is matching.)

9. Look at education qualification and related certifications. - Let’s say you are looking for a Network
Admin/Engineer; you must consider submitting candidates with Certifications. Like CCNA/CCNP.

10. Call candidates that have the desired skills or good to have skills in the resume.

11. Don’t qualify senior profiles for junior roles or junior profiles for senior roles.

12. Don’t qualify senior profiles with recent matching experience for a junior role. - For example, you
have a Junior Java Developer role, and you got a profile with ten years of experience, including the
past 9.5 years of irrelevant experience but recent six months Java experience. You should avoid
sending that resume to your client due to the different mindset between a recent grad with six
months experience and a ten years candidate with six months candidate. Think of yourself, who will
fit a junior role.

13. If you have low rates or low-level jobs or non-it jobs, don’t shortlist relocation candidates. - Like…
Admin Assistant, Customer Care rep, Desktop Admin, Tech Support, Drivers, Office Admin unless
they have a very genuine reason

Emailing Secrets

When it is said emailing, it is just not limited to sending emails to the candidates with jobs but
emailing to your client contacts, managers, leads, management, etc. It includes multiple two and fro
emails. Once you understand what is emailing, then you will have full clarity. I am not talking about
the definition of the word emailing. Emailing is an art just like business communication and public
speaking. Why do we send an email? At first, you got to figure out what is the purpose of you
drafting the email. It could be...
1. To share something

2. To ask something or

3. To tell something

Let’s understand in depth.

Email Best Practices:

This is what you got to do. Whenever you are writing an email, imagine that you are talking directly
to the person standing in front of you. You need to write emails in the same manner. These are the
things I primarily keep in mind while drafting my emails, and now I am sharing that with you.

1. You should use very simple language in the email.

2. For Job Intro Email: Write the customised email as per the candidate’s profile. Don’t just use the
same template. It is time-consuming but worth spending time.

3. Don’t use super fancy words, or that is something the reader needs to look for synonyms to
understand.

4. Don’t CAPitalize WORDS when you want to convey something. You may italic, or you may bold or
underline, if it is so important.

5. Don’t make your email multicolor like using blue, red, green text background or text color.

6. Don’t be too formal while replying to your emails. Like using … Dear John...Hi John..each time you
respond to the same person instantly.

7. Make your point very concise, clear & simple.

8. Don’t argue or fight via email. (Better don’t fall into an argument ever.)

9. Don’t use offending languages/words in the email. You know...it will stay on record forever.

10. If it is your internal work-related thing, then don’t use a long email to write a complaint or to
keep your point. The best thing you can do is, request everyone to jump on to a call and explain.

11. Don’t hit the send button without checking the “TO” email id. You should verify the receivers’
email id before you send the email. You may end up sending the email to someone else.

12. Use “Reply All” if you have received an email about discussion or opinion.

13. Don’t use “Reply All” to the email for Birthday wishes, Anniversary wishes, or any personal
things. Just add the person concerned in the “TO box” and send your wishes.

14. Ensure you have a proper subject line that gives a clear hint or info about the content of your
email. Like … “Team Outing” is the subject line, and you are sending an email related to the team
outing only and not something else.

15. Don’t send any emails without a subject line. There are many such email etiquettes to follow in
business communication.
Emailing Insights:

As a recruiter, your full focus must and should be towards the job seekers.

It is all about them, not about you. Most of the content in the email should talk about them or for
them instead of talking about you, your job, your client, etc.

1. Nowadays, most of the candidates use smartphones, and they check emails on their phones. If
you are sending an email, ensure the content on your message fits the phone screen and doesn’t
have to scroll it down.

2. Don’t fill their screen with your introduction and about your company. Nobody really cares.

3. Watch your fonts and their size.

4. Press “Enter” to maintain a gap between every one or two lines. (I am not talking about JD)

5. Mention clearly what you are expecting them to do.

Avoid these Words/Phrases:

If your intention is to write a professional email then you must avoid the below words/phrases.

1. PFA Attached: It is used when the sender wants the receiver to notice the attached document.
Please Find Attached Attached??? - Better use: PFA so and so or Attached so and so for your review.

2. Revert back: Revert back to my email. Revert means...return or rollback. In this case, “Back: is
unnecessary. - Revert this email with so and so details or information

3. Lets or Let’s: - Let’s: if you are addressing a crowd. Let’s go for a team outing. - Lets: It is used for
the 3rd person singular. He lets me do that… or She lets me go...

4. Discuss about or Discussed about: The definition of “discuss” is .. having a talk about or dialog
about. So there is no point mentioning it again. - Let’s discuss the new plan. - As per the recent
discussion, here are the details.

5. Let’s touch base: It is very simple or generic as it sounds. It is commonly used in the work
environment but makes it more professional by making it more specific about your touch base. -
Let’s connect this Friday at 4 PM EST

6. Sorry to bother you. | I am sorry | I apologize: If you know you are bothering someone, then why
are you sending it? (Do Not Use in the intro emails.) - It is definitely won’t look good for the reader
who reads this in the beginning. You better address the clear purpose of the email or if you are
looking for something from them. You will be appreciated.

7. To be honest with you| Honestly| Really| Literally| Believe me: Avoid it in all your conversations.
In email, in-person or on the phone. - Just think for a moment, if you are not honest or if they don’t
believe in you, they weren’t speaking with you in the first place.
8. I’ll try: You might have heard it, and you use it as well. If you look at it carefully there is no “try”
that exists. - Either you are doing it or not. Either it is yes or no. For example, You will be going to the
gym, and you have called one of your friends and asked. Hey Sam, I will be going to the gym in the
evening... would you like to join? Sam says...I will try. What do you think? Will Sam come to the
gym? No, he won’t.

9. As I have mentioned earlier or As we discussed before or As I told you: If you are explaining the
same thing again and again, it is time to stop sending that email and call the person directly. - Don’t
use this in a professional call; it may seem like you are asking the other person … “Don’t you
remember what I have said earlier or discussed..” | “Didn’t I tell you...this is what it is..”

10. Don’t hesitate to call me or Feel free to call me or Don’t forget to reach out if you have any
issues or questions. Hello! Hello! No need to mention these in your email. Don’t you think the
receiver will reach out to you if there are any real concerns if you don’t mention this? They do.

11. Stuff: It is meaningless and way too generic. - Instead, explain what you are thinking about when
you say “stuff.” It will add more value to the reader.

12. Becoz | U | bcom | Ur | Tuff | Coz | Tht | Whoz | I M - These are the recent IM or WhatsApp
chatting language. Don’t bring these to professional emails.

13. I assure you... | I guarantee... | For Sure.... | I Promise... - You know what is going to happen if
things don’t fall in place, and you won’t be able to do it or get it as you have promised. - Don’t use
these in your emails or calls unless you are 110% sure.

CTA:

CTA means “Call To Action.” What is that you need from the receiver? What are you expecting the
other person to do after reading your email? You have to be very specific about it.

Ensure there is a clear CTA in your emails when you are expecting something from the reader.

You may use bullet points or numbers, as well

Example…

1. Hello John, Here are the three things that are required from you before I move forward to client
submission.

1. Updated Resume

2. RTR

3. Rate Confirmation

3.Hello Venkat, Here is what I required for me to submit your resume.

• H1-B Copy

• DL

• SSN #4
PS: You may take a snap of these documents on your mobile and email it back to me. A clear picture
is enough if you don’t have a scanner. Thank You, Suman Pachigulla

3.Hello John,

Here are the details about your In-person/Telephonic interview and two post-interview tasks for
you. (You will add Interview Details here)

Here are the two post-interview Tasks:

1. Call me within 30 mins after you finish the interview.

2. Email me a “Thank You” note as a gratitude for the HM’s time, and I will forward that to the HM.
Thank You, Suman Pachigulla

Email Mastery

Let’s understand how it works & what to do.

What possibly could happen when you send an email to the candidate? What your email should
contain?

Considering the high flow of emails coming to the candidate’s inbox and high competition in the
market, you have to be mindful of a few details before you even write an email.

- First, how you can differentiate yourself from other recruiters?

- Second, how your email can be different from other emails?

Here are possible outcomes to the emails sent to the candidate and how you should handle it.

(I use Streak CRM Chrome Extension for email tracking.)

After the candidate opens your email...

Candidate may Reply:

○ Interested

 Call the candidate & close

 Before you call, ensure you have maximum information about the job and the candidate as well.

• Your Reply:
I appreciate your reply, shall I call you now at 123-456-7890 to share more insights into this
opportunity?

○ Not Interested

 Reply to the email asking the reason.

 Not interested is better than no reply at all. There is a possibility to understand the candidate
better and keep it for future use. Or you can convert this cold candidate to warm and submit. It
depends on how well you know the candidate.

• Your Reply:

I appreciate your reply to my email. You said you are not interested, does that mean you are
currently employed and not looking for jobs at all, or you are not interested now but open after
some time?

 Now, most of the recruiters don’t take time to understand the reason behind this “not
interested.”

• If the candidate replies not at all looking for jobs, then you can just ask for LinkedIn connection.

• If the candidate replies not looking now, then you can reply, I got it. When do you want me to
reach out to you? (If the candidate says after six months or a year. Get the months confirmed and
add a task or calendar schedule for future follow up.)

○ Who is the client?

 Share the industry or domain of your client without telling the client name and ask for a time to
call. Sometimes it is OK to share the end client details, but ‘What If ” the candidate applies directly or
goes through some other recruiter?

• You Reply:

I appreciate you asking about the client. This is for an E-Commerce giant in Alpharetta, GA. Currently,
this client is actively searching for a person who can fit into their current high performing & very
friendly team. Shall I call you now at 123-456-7890?. ( Don’t just reply saying, the client’s name is
confidential or only be shared during interview phase).

○ What is the rate?

 Give a ballpark rate range and ask for a time to call by giving a deadline for the call/position.

• Your Reply: Sure, we have also asked the same question to our Client contact a while ago and
waiting for their reply. During our call, they asked us to stay competitive. Shall I call you now at 123-
456-7890 to understand more about you, and I can answer if you may have any questions?
Hopefully, we will have a reply from the client this afternoon. Reply to this email if you are available
to talk in the next 30 Mins so that I will block it for you; if not, I will jump on a call with another
candidate.

• OR Reply: During the resume review, I have noticed in the job portal that you have listed $65 /hr.
The client is open to review the resume as long as the rate is not in the extreme top end. At the
same time, the client will pay as per the market standards...that is what they said. Shall I call you
now at 123-456-7890 to qualify for the opportunity with you?
• OR Reply: We have rates from $40-$80 /hr or $55 to $85 for three similar opportunities. To
confirm the rate and an ideal opportunity for you, we have to get on to a call now before I go to
another call in the next 30 mins.

Let me know if you are ready for the call, I have more details about the role & might clarify most of
your career-related queries.

(Is the recruiter bluffing here? Well, the answer could be “Yes” or “No” from the angle we look at it.
According to me, the recruiter is not bluffing. One ... A recruiter can’t confirm the rate just by looking
at the resume. Two ... if this position doesn’t work, the recruiter will have other roles in the future,
or I can refer this candidate to someone who has a similar role. Three … If the candidate is too good,
then the recruiter will go with the possible rate [though it is higher rate] and share the resume with
the client and let them know what they are missing by paying less.)

○ Call me:

 Call directly if the number has given or reply to that email for the best number to call. ○ Already
Submitted:

 Ask for the details when did they submit and who was the agency/vendor/client and ask for a time
to call. (Once after you have spoken to the candidate and got the submission details, you may
challenge your manager or the client if they had told you that it is a brand new requirement.)

• Your Reply: I appreciate your authenticity. It’s my bad that I couldn’t be able to reach you earlier
than the other agency/vendor/recruiter. Next time, I wanted to be the first one to submit your
profile to our clients. Shall I call you now at 123-456-7890 to be prepared for the next opportunity?

No Reply:

○ Candidate views the email but no reply. (Streak Chrome Extension or similar CRM, it will notify you
the moment someone opens your email. So you can send another email or text asking)

 Hello John, Do you have any questions that I can answer you with? I was expecting a reply from
you, but you haven’t replied to this email after reading it. It is absolutely fine if you say “No” to this
opportunity, but it will be too early to come to that conclusion as there is a lot about this position.
Let me know if I can call you now at 123-456-7890 to qualify for this role with you.

Now you got the idea about “How to approach” the candidate for their various replies, let’s convert
all the challenges into possible opportunities.

Didn’t Open:

• Email never viewed. (What could be the reason) ○ The candidate didn’t feel it is important ○ Your
email might have looked similar to other recruiters’ emails. No difference.

 If these might be the reasons, then you should rework on a different creative approach to
differentiate yourself from other recruiters. (Use the AIDA & Creative Subject line techniques that
are explained in the next chapter.) Incorrect Email ID/Email Bouncing Back:

• Call the candidate or leave a voice message or text the candidate asking a proper email id. ○ Your
Text Message: Hi John, your email id [email protected] seems incorrect or not in use. Send me a proper
email id that is currently in use. I recommend you to update your email ID in the job portals because
it may cost you losing a great deal. (This tip adds value to the candidate, and most likely, the
candidate will connect with you.)

Goes to spam/Deleted without reading it:

• You may not know what happened with your email unless you connect with the candidate.

Now, you have understood the possibilities of your sent emails.

You can’t do anything if the email is bouncing/invalid, but there is a problem if…

- The email is correct, but you are not getting any response.

- The candidate is viewing your email but not replying.

What could be the strategy in this case?

Here is how I deal with it.

• My “Subject Line” should lead the candidate to open the email.

• Once the candidate opens the email, my “First Line” in the body of the email should lead the
candidate to read the 2nd line and 2nd line to the 3rd.

• And it should lead to the “CTA” at the bottom. The key is, you should focus on the subject line as a
priority than the body of the email.

AIDA

You should use the A I D A formula while drafting an email, it could be used in any situation.

A – Attention - Your primary intention is to grab the attention of the candidate by your content or
sentences.

I – Interest - You should be talking more about the candidate or for the candidate to arouse interest.
D – Desire - If there is no desire, there will be no action.

A –Action - What sort of action you expect your reader to take after reading your email.

Subject Line

You got to grab the candidates’ attention by a creative subject line. (You can be as creative as
possible as long as your subject line is “not offensive” and it syncs with the content in the email.)

Many recruiters use subject lines like:

• Hot Requirement!!!

• Urgent Need!!!

• Fast Moving Position!!!

• Immediate Interview!!!

• 100% Placement Job!!!

• 100% offer!!!

• Job Title-Contract Duration-Location. (Java Developer_6 Months Cotract_San Jose, CA)

• Direct Client Requirement Or similar to these, guess what? There are thousands of other recruiters
also using the same outdated method. You have to be creative enough to grab your candidates’
attention.

Here is what one of my mentees has written ...Can you tame a wild snake? Python Developer
required

- If the candidate has worked in XYZ company and has similar duties, then you can write... It is
related to the XYZ Project…

- 100% Remote role -- Guaranteed No Travel! - A Banking Project Is Waiting To Be Developed in Java
- Be The Savior by Helping The Client … - Only A Project Manager Can Do This …

- I Can’t Imagine A Project Without A Project Manager … Do You?

Now unleash your creativity from today. Find out your own flavor. You may not be successful from
day one. You have to keep trying and monitoring until you get your own style.

Are you thinking, what the candidate might think if you write such subject lines? Are you?

Once again, don’t worry, as long as it is not offensive or rude and relates to the content.

Body Of The Email/ Introduction

Once the candidate opens your email (It can be on their SmartPhones, so monitor the length of your
email), your target is to get a response from the candidate by your first email, so don’t make it bulky
enough to scare people.

- First Line: Hello John, Suman Pachigulla here, and I am a recruiter.

- Second Line: We had not spoken before, so I wanted to qualify if the contract position that we
have fits you. (Attention/ Interest)
- Third Line: It is in Dallas, TX … I hope relocation isn’t a concern for you. (If you are emailing to a
non-local candidate) Or It is just 20 miles away from where you stay. (If you are emailing to a local
candidate) (Desire)

- Fourth Line: This opportunity is with an E-Commerce giant, and it has a very positive work
environment to learn and grow. (Desire)

Last Line: Reply to this email with “Yes, I am interested” so that I will be your recruiter. (CTA or
Action)

I generally do not mention my company’s name, its achievements, and certifications because
nobody cares, or that is not the important thing for them to see in the email. Value is important.

You can provide more benefits related to the project or project scope if you have but don’t copy-
paste the client’s details from their website.

WIIFM
If you remember the Job Requirements Section and you have gathered additional details about the
job requirement, client culture, benefits, opportunities, then you can use that information while
drafting your “Intro” email as well as you can be creative while posting your job.

Always remember this Golden Rule… What is that?

It is WIIFM (What Is In It For Me) what is in it for the candidate. I repeat, it is about them not about
you. This is the first step towards success when you focus more on them and not you. You can apply
this rule at work and at home as well. It works well.

Candidate always opens the email with the mindset of WIIFM (What Is In It For Me). So you have to
talk about them or for them more than you talk about yourself or your company.

Show them what they want to see. Don’t just dump whatever you have. ( Most of the time recruiters
don’t spend much time reading & understanding the whole requirement, but they expect the
candidate to read that requirement and understand.)

Calling

I hope you have not jumped to this chapter directly! If so, I recommend you read and understand
the above sections first.

If you have already completed those chapters, then my question to you is, do you want to master
the art of calling?

If yes … Then you must have to be a good listener first.

There is a difference in hearing & listening.

During a call with the candidate, you should give 80% of your time in active listening & 20% time in
talking. Are you following this rule? Who talks more on the call? Your current placements will tell
you the truth.
Why most of the candidates vanish or backout at the time of the interview? Why most of the
candidates decline the job offers?

There could be many reasons but not spending time with the candidates in active listening to what
they want, is also one of the reasons.

You may not control the things that are beyond your grasp, but you can drastically increase your
placement numbers by just following the 80-20 rule. The 80-20 rule will be stressed multiple times in
the following chapters so that it will get imprinted in your mind.

Gem Stone: If a candidate says your rate is low, go to the following website and find out if it is true.
Find the cost of living in that area. If it is more, then go to your client and show them, and if it is
ideal, then let your candidate know about your research. https://www.nerdwallet.com/cost-of-
living-calculator

Let’s understand in detail what possibly could happen when we call a candidate and how to deal
with it. You will learn this the same way you have learned the emailing steps.

NOTE: I have given multiple examples and separated them with “|”

Candidate Answered the Call:

Candidate is Interested

• Your Intro over the phone:

o Avoid sounding like a CSR or dull or hurry or low during this time. The intro is very critical because
this is the first step to start the conversation.

o Before you dial any number, sit straight on your chair, take a few deep breaths, repeat loudly or
slowly with conviction … I AM the Top Recruiter; I AM the Champion, I AM The Highly Paid Recruiter,
I AM Energetic, I AM The Winner... with complete faith and intensity. You will get the power,
confidence & authority to lead the call.

 You: Is it John? | John? | I want to talk to John? | Is it John speaking? (You are the Authority … you
are there to solve the job seekers’ problem. There is no way that you are there to waste people’s
time.

You are there to help the candidate get a job so that they can earn money and feed themselves and
their families. You are doing a noble job. You are not selling insurance or credit cards. You are there
to shape their careers. It is up to the candidate whether they take advantage of you and get onto a
new opportunity or not. No need

 Let me know if it is fine with you to start? | Let me know if it is good to go?

 John: Yes, let’s start. (You have set the floor, expectations, and now the candidate knows what is
going to happen in the call with

you. Since you have a time for Q&A at the end of the call; the candidate will not interrupt in
between the call)

• Check candidate’s current employment status: Before you go with your job, it is essential to know
what is going on with the candidate?
 You: Alright, John...before, we go further… May I know whether you are currently employed or
not?

 John: I am not employed | I have done with my project | I am available in the market. or

 John: I am currently employed | my project is going to end soon | I am employed but open to new
opportunities. (In this case, you must ask a few more questions to know more about their real
situation)  Reasons: If the candidate is employed

 You: If you are currently employed, then why are you looking for new opportunities | You said,
your project is ending … do you have an exact end date? (John may explain the reason. If you feel it
legit, you can move forward.)

• Visa Status:

 You: May I know your immigration status | may I know your current visa status | are you a US
Citizen | are you a Green Card holder | are you able to work on W2 | are you ready to work on C2C?
 John: Replies ... Explain the benefits of this opportunity and explain the JD in a story manner:
(Read the JD multiple times, understand and explain in your own way. Remember WIIFM)

 You: You are going to work on a project, which enables the seller & buyer to meet at a single
platform to complete their trade without any hassle. Once the platform is built, up & running …
thousands of sellers can make their livelihood through selling their items through your product. (1-2
second pause..then next..)

 You: I am sure you will feel great, and it is worth an achievement when you see someone is living
happily using a platform that you have built in the past.

 You: Isn’t it, John? | Don’t you john?

 John: Absolutely | why not | you are right.

 You: The best part here is you are going to associate yourself with positive & driven team
members in this large E-Commerce industry.

 You: This project is in Alpharetta, GA, for 12 months contract to start with. Is it something you
prefer to pursue?

 John: Sure (If you have gathered more information about the client, their benefits, then it is the
time when you share in a way that you are talking to your friend | a cousin | brother | sister …
meaning … don’t rush and don’t make the call boring.)

• Duties:

 You: John, here is what the successful candidate is going to do.

 The Business Analyst will work closely with the client team to understand their goals better and
helps the technical team to work towards the same purpose.

 The successful BA will be the primary game-changer in this project.

 This candidate will run the JAD sessions & peer reviews to ensure everything is on track. (After you
have explained your job, not just read the JD as is… you should ask this next question)

 You: Does this sound good to you, John? | Is this something you can do? | Do you think you could
be a successful Business Analyst for this client?

 John, Yes … I can do it

• Ask job-related questions:

 You: You can do it...mmm...That sounds good to me, but why do you think you are the right
candidate | what makes you feel like that | how you are so confident? (Indirectly you are trying to
gather more information here)

 John: Explains …

 You: What is your style of conducting JAD sessions?

 John: Explains…

 You: Good to hear that … tell me more about it … (In case you want to know more)

 John: Explains…

 You: When is the last time you have completed a project | did something that made you feel great
about what you have done?

 John: Explains…

 You: When was the last time you have drafted the most extended requirements document?

 John: Explains…

 You: Can you elaborate more…

 John: Explains…

 You: On a scale of 1 to 10, how you rate yourself in a crucial client-facing role? 1 being below
average and 10 being excellent.

 John: 8

 You: Why do you think you are rating yourself 8? (ask one after another) What do you think is
required for you to rate yourself 10? (You are helping the candidate to identify & improve on his
skills.)

 John: Explains...

 You: Have you ever taken any proactive responsibility by yourself that you thought you should do
that?

 John: Explains…
 You: If the client says they already have few resumes with them, then what are the TWO things,
you want me to tell them which make you unique or make you stand out than other candidates.

 John: Explains … (Ensure the candidate sells himself or herself here clearly, and you can ask more
questions if the candidate couldn’t sell him or herself here...then it is up to you to take the call about
your next steps for submission or not.)

• Rate & Other Opportunities:

 You: Absolutely John, these are your real assets and make you unique. (Pause of 2 seconds) May I
know your expected hourly rate | May I know the rates that you have marketed yourself recently?

 John: Says some rate …

 You: How many interviews have you completed so far? Are you expecting any offers?

 John: Replies

 You: What do you like about those jobs?

 John: Explains...

 You: When it comes to accepting an offer, what would be your preference of choice? (It will give
you an idea, whether this candidate will take your role or not)

 You: If my client offers you first and asks you to join. Will you accept the offer and reject all the
other opportunities, or you will put this offer on stand by till you get different offers to ponder
upon? (It will help you guess what possibly in the candidate’s mind when it comes to offer
acceptance. Most recruiters don’t ask these kinds of questions.) (Note down the current situation,
agree to candidate’s rate if it is okay with you or suggest your pay rate and reach to an agreement.)

• Achievements:
 You: Perfect, this is the ideal budget for this role. We can work at this rate. John, do you have any
tangible results in your current project?

 John: Explains…

 You: Did any of your suggestion or solution helped the client save money?

 John: Explains…

 You: Did your clients ever felt that you played a crucial role in their success?

 John: Explains (It doesn’t have to be the same questions, you can prepare your items according to
the job roles that you are sourcing for. More probing questions in the following chapters.)

• Personal life:

 You: That’s so nice to hear.

 You: Do you stay with your family | how many members reside with you in Atlanta?

 John: Replies…
 You: John, what makes you happy & fulfilled if you see your professional life & personal life
together. (You are trying to figure out the other side of John)

 John: Explains…

 You: Do you share your professional achievements | Career Plans | details about your new
opportunities with your family members or spouse?

 John: Yes, I do discuss.

 You: Awesome...you seem to be a nice husband or Son … John. That is the best part of life...when
we see our loved once smiling | happy | Proud.

 John: You are right.

 You: How will they feel when you share the news about joining this project, and your work is going
to help thousands of people out there every day? (You are now touching the candidate’s emotional
part.)

John: They will feel really good about it.

 You: I am sure it will be a celebration day for you. Isn’t it? (You are letting him visualize it and feel
the joy.)

 John: You are right.

• Career plans:
 You: I would be glad to see you celebrating John.

 (You need to have genuine & real care about your candidates. If you are talking from the air… I bet
you will not be able to connect with the candidate, and you will not be able to ask these questions.
The more you care about people, the more you are concerned about others… they will connect with
you. They can feel your vibrations subconsciously.)

 You: Have you planned for your career growth John?

 John: Explains …

 You: (Give appropriate suggestions if you have anything), John...I have an idea for you, shall I?

 John: Absolutely...

 You: I would suggest you take so & so certifications | considering your experience and skills you
should think of going so & so side as well.

 You: Do spend some quality time re-working on your LinkedIn profile branding. I would love to
spend time with you later sometime to help you build an active LinkedIn profile & resume as well. If
not this job, it may help you for other jobs as well.

 (You will be surprised to see John’s reaction if you do this)

 John: Thanks a lot

 You: John, let me ask you something…why do you think this new opportunity will help you reach
your goal? (You are making the candidate to sell your job to you...it will eliminate the possible back-
out or sudden surprises at the end.)

 John: Explains

• Bad experiences in previous projects:

 You: Glad to hear that.

 You: What do you think could have been better in your current project to like it 100% John? (You
may ask... what are the things you don’t like in your current role...since it is a pretty straightforward
question, few candidates may hesitate to answer.) or

 You: What did you learn from your current project or past projects that were not going well but
taught you a great lesson or helped you gain experience out of it?

• Expecting good in upcoming projects:

 You: You are right, that is worth a lesson to learn. Thanks for sharing your experience with me.

 John: No, Problem.

 You: What do you expect your upcoming career opportunities should bring to you? (You will know
what motivates the candidate)

 John: Explains...

• Cultural Fit:
 You: John, since you have worked with multiple clients in the past, which work culture & work
environment that you liked the most? or

 You: Which kind of work culture that you never wish to work in? or

 You: Which work culture that you love to work in? or

 You: Which type of work culture motivates you and makes you more productive? (Now you
measure whether this candidate will be able to fit in your client’s environment or not)

• Drive/Commute:

 You: Good to know that. I have just checked in Google Maps that it is going to be a 30-50 mins
drive from your place to the client location. (Do share the screenshot in your RTR)

 You: How do you want to commute to work every day? Do you have reliable transportation to go
to work every day? Do you have a car and a valid driver’s license? Have you ever traveled or drove to
any client location thus far?

 John: Yes, no problem. I can.

• Personal details:
 You: Perfect, we are almost near the end of the call. Let me confirm your full name, email id,
location, zip code, contact number, alternate contact number, etc.

 John: Confirms.

• Joining Period:

 You: Given an offer in the next five days, how soon will you be able to start the project? (Don’t
feed the answer two weeks.3 weeks...Immediately etc. Let the candidate tell you the answer. You
can ask why and how if needed.)

 John: Replies

• Setting expectations:

 You: Perfect! Here is how it is going to work, John, once after we finish the call.

 I am going to send you an email, and you have to confirm the rate & confirm the RTR (Right to
Representation). (You can send this email during your call and get it approved)

 I expect you to update your resume in so & so project with your so & so experience which is
missing in your resume.

 Once I receive these, I will submit your resume to the client before 1:00 PM, to be ahead of the
competition. (Pause for 2 seconds and say) You have to help me to submit your resume to the client
faster. Is it okay with you? (Set a deadline so that the candidate will reply quickly)

 John: Yes…

 You: I just wanted to ensure you heard me right. Could you please tell me the pending tasks from
your end? (You are re-confirming what you have just said from the candidate)

 John: Explains...

 You: You are indeed a good listener, that is an excellent quality to have. Once your resume
submitted to the client, I will be updating you with this status every two days from now. Is that ok
with you?

 John: Thank you, sure it’s ok with me.

 You: I expect the same updates from you as well. I want you to be authentic and transparent with
me in your approach. If you happen to change your mind on this role or you get another opportunity
before this...you are going to update me on this so that I can withdraw your resume from the client
submission.

 You: Does it sound fair?

 John: Yes, it is...

 You: Alright, let’s send me those two things that are required, and I will take it from there. By the
way… do you have any questions for me?

 John: No, I don’t (If the candidate has any questions.. clarify here or if you don’t have the answer,
then tell him to wait till you get a response from your manager or the client. Don’t forget to update
the candidate once you have the answer.)
 You: John, for the next 2-4 weeks, I will have my full attention on this role. So I will be following up
with you via email or text or call in every alternate day by updating the client feedback or asking for
your job search status.

 You: Okay?

 John: Yeah.

 You: The purpose of me doing this is to keep you and the client on par with each others
expectations and updating with the status quo.

 You: Does this sound good to you?

 John: Yes...

 You: This is a very serious process that I follow, so I request you to reply to my follow-ups as soon
as you get time. If I didn’t get any reply from you for at least 2 of my followups, I would assume that
you are no more interested in this role; hence, your resume will be withdrawn from further
consideration.

 You: Does it make sense to you?

 John: Yes…

 You: Alright, let me start the process. (Call Ends) You can now model this approach to build your
own. (Detailed call lasts for around 40-50 mins.) Let’s understand how to handle other situations
that we encounter on a day to day basis.

• Not Interested: (Candidate answered but said not interested)

 John: I am not interested

 You: Hmm...Do you mean you are not interested now, or you are not at all looking for a job
change or new opportunities? (Your whole idea is to understand candidate’s reason and pipeline for
future or convert it to a submission)

• Not available at this moment:

 John: I am not available right now

 You: Okay...do you mean you are not available to talk now, or you are not available for new
opportunities?

 John: I am not available to talk now.

 You: Alright, If you don’t have 10 minutes of your time, then we can reschedule a call to go over
this fast-moving opportunity with an e-commerce client?

 John: Ok, you can go ahead.

 You: Alright, (and you can explain the benefits of the job and WIIFM to the candidate before you
rush on asking other details.)
 You: Once you have reached 8 minutes...you can tell.. John, there are only 2 minutes left for me,
and I am sure I am not able to summarize everything in this 2 mins unless you give me a full window
of 20-30 mins? Shall we continue, or would you like to reschedule? (If you had a perfect start most of
the time, you would get enough time to close the candidate. Once you have permission from the
candidate...go with the flow as mentioned earlier.)

 John: Let’s continue…

• Not interested in your job or duration, or the client:

 John: I am not interested in this opportunity.

 You: Not interested in this opportunity! What exactly you mean? (Now you sound like you are
paying attention. As you have used the same words from what the candidate has just told you …
“Not interested.”)

 John: Explains... (Once you have identified the concerns, then you have to help him understand it
in a better manner.)

• Already submitted:

 John: I have already submitted my resume to this role or similar role.

 You: I Appreciate your truthfulness | I Appreciate you for sharing this with me. When did you
submit your resume?

 John: Replies...

 You: But our client said it’s a brand new role, and I think you might have submitted to another
position but not to this. (Then you can confirm the job id or JD or client name if required and update
that to your manager or client contact.)

 You: It looks, you are right. I was late this time, but I would like to be the first one next time.

 John: Sure...

 You: Hmm...since how long you have been applying or searching for jobs? (Now your motto is to
ask one after another question and keep this resume in the pipeline. You may not have to go
through the full Q&A process but ask enough for you to understand.)

• I am busy:

 John: I am busy

 You: Alright, would you like to schedule a call to review this new opportunity with our e-
commerce client, or you are not looking for any new opportunities at this moment? (Take the
request towards the reality of the candidate and his job search status. Schedule a call if required.)

• What is the rate:

 John (At the very beginning of the call): What is the rate?
 You: Yes, I have also asked the same question to our client contact | account manager | client
relationship manager a while ago and waiting for the reply. I remember...During our call yesterday,
they asked us to stay competitive. or

 You: We have $50-$85 /hr, but I don’t know how much we can offer you at this early stage of
discussion. I am fine if you would like to understand what is in it for you in this job, and then we can
discuss the rate.

 You: If it is okay with you, then I would like to qualify for this job before figuring out the exact
rate.