I had been contacted by PRI(Programmer Resources Intl.)'s consultant for the Job opportunity with one of their client(MasterCard) for contract based position. She asked me all the basic questions like salary expectations and notice period(which is 2 months) in my case. Then she arranged my interview with Mastercard and I also get selected for the said position. Then the same consultant from PRI told me that they will release offer letter in the week but I didn't get to hear back from her. When I called her she said me Mastercard is finalizing your role and project and it will take some time. I waited about month(My notice period was 2 months) but I didn't get to hear back from her. When I called her up after the date she gave me to release the offer letter, she told me that MasterCard wants candidates who can join within a 30 days max which was not possible for me. (She had already wasted 1 month in negotiating). Then again she gave me false promise like MasterCard is planning to place your profile in other team where no immediate joiners are required but that team's manager is on vacation and she will get back to me , after the manager came back from vacation. After that I called her 2-3 times and every time I got a same response like she is already discussing my profile with MasterCard(false responses every time). Please don't ever apply through PRI. It will only waste your time.

Identify Vacancy and Evaluate Need Recruitments provide opportunities to departments such as aligning staff skill sets to initiatives and goals and planning for departmental and individual growth. Although there is work involved in the hiring process, proper planning and evaluation of the need will lead to hiring the right person for the role and team. Newly Created Position When it is determined a new position is needed, it is important to: Understand and take into consideration strategic goals for the University and/or department. Are there any upcoming changes that may impact this role? Conduct a quick analysis of UCR Core Competencies. Are there any gaps? What core skills are missing from the department? Evaluate the core skills required now and those which may be needed in the future. Conduct a Job Analysis if this position will be new to your department. This will also help to identify gaps. Replacement When attrition occurs, replacing the role is typically the logical step to take. Before obtaining approval to advertise the position, consider the following: As with a newly created position, it may be helpful to conduct a Job Analysis in order to tailor the position to what is currently required and to ensure proper classification. Your HR Classification Analyst can assist in reviewing and completing. Review the role and decide if there are any changes required as certain tasks and responsibilities performed by the previous person may not or should not be performed by the new person Carefully evaluate any changes needed for the following: Level required performing these tasks; considering the appropriate classification level. Be aware that changes in the classification of positions from represented to nonrepresented will require union notice and agreement Tasks carried out by the previous employee Tasks to be removed or added if any of the work will be transferred within department Supervisory or lead responsibility