Recruiting Process Phase - 2

Phase II – Analyzing Requirements
15. As soon as you get the requirement from your manager, please go through the job description 2-3 times and understand properly.


16. Also please know who is the client from which you got the requirement and check with your manager on any contractual restrictions that you may have to follow while finding right candidates.


17. Contractual compliance is very mandatory and from time to time it do changes so please always be comfortable yourself on what your restrictions are and what boundaries you can go far to and with in what reach you have to get an individual to considered as probable candidate.


18. Make sure you have understood the requirement very well. You should not only look at the technical requirements but also try to understand the entire environment and situation of the vacancy.
o Why the vacancy is there?
o Is it a new vacancy or a replacement?
o If it is a replacement, what are reasons the previous employee on that position left the job or shifted or promoted?


19. Review the Job Description carefully, understand the skills required as specified, try to explore the responsibilities listed in the description.


20. You may need to spend few minutes of time to do research in the case of some terms that might be unfamiliar to you. Check with your colleagues about those unusual key words found in the job description and Google the words to get a basic understanding of the skill sets that the client is looking for. This indeed helps you to overcome the difficulty in understanding them.


21. Look for the primary and secondary/preferred skills the client looking for.


22. Check the location, duration and the also make sure whether the client is looking for H1b, GC or USC or any security clearance that you need to be aware of.


23. Also verify whether the client is looking for candidates who are local to the job location, or within a certain range, or within its local state or wide open for anyone who are in USA.


24. Find out any relocation expenses or travel expenses are paid by the client.


25. Find out the interview process, is the candidate can be selected through the phone or need a follow up for a face interview at client site. Also check with your manager whether the client reimburses any expenses for face to face interview if candidate short listed during the phone interview.


26. Find out which are mandatory skills that you think will make your search process easier, add those to the job description that are generic enough to attract the right consultants into your search radar.


27. Please decide how you want consultant to approach you, email, phone or both or chat or whatever you prefer put in the job description.


28. Please analyze the market rate for this requirement which would be a winning situation for the company and the consultant and the client. If you need to do research do cold calling to few consultants on the rate offering, check with customer support of job portal sites, review the statistics and come up with best possible market rate.


29. Once market rate is determined, figure out what is marginal range for negotiation based upon the type of job like W2, C2C, 1099, W2- Benefits, H1B processing, Interview Expenses, Background checks involved etc to be considered when you come up with the best market rate that you can start finding consultants.


30. Once you have understood about the requirement and the appropriate content of the job description - you may prioritize the skills on the basis of responsibilities provided in the job description. In this stage you may take the help from your manager to cross check your priority list and ensure they are inline.


31. Finalize the job descriptions that you have arrived after considering all the above.


32. Now you can float the requirement.