There are a lot of myths about recruitment process outsourcing (RPO) because there are a lot of different styles. Some RPO models exist just to drive down costs whilst others are there for a short-term hiring spike. Some companies think they can only move to an RPO model when their systems are fully up to speed.
We offer one of the highest quality executive search practices in the industry. We have filled 100% of our Search assignments, and all of our successful candidates are still in place after two years. Never relying solely on social media or a database, we use professional researchers to carry out fresh research.
Quarsh can carry out a light touch audit of your recruitment environment, covering all aspects of recruitment from the day-to-day process to strategic talent mapping and workforce planning. The goal is to help you put in place recruitment processes and training that will work well for your business, based on your strategic objectives and direction as well your current operational framework.
Employer branding is not a new concept, but it is one that is increasing in value as recruitment integrates more effectively with modern digital communication channels. There is a clear correlation between successful employer brands and successful businesses, and that is because everyone wants to work for a company that values its people and offers them a challenging and rewarding working environment.
You are given a Recruitment Manager who works for Quarsh and is a proven professional recruiter in your industry sector. Working with you consistently, they build an intimate understanding of your needs and culture to make the recruitment process more effective.
We provide technical support, including managing your careers portal. If you don’t have one, we can develop a recruitment microsite for you quickly and efficiently.
We provide a recruitment process with full documentation which has been proven time and again. We manage the entire recruitment process, from scoping to offer, including all sourcing and selection.
We write and place adverts, manage networking with social media and deal with all candidates approaching the business. We even cover the cost of adverts on the most popular job boards.
We present hiring managers with fully screened shortlists of candidates for each role for them to meet and choose from. We provide support to your hiring managers in drawing up competency frameworks, interview guidelines and training.
All data and metrics are tracked against KPIs to ensure best practice, with access to our standard online analytics suite for clear visibility into the outcomes of the process.
Your recruitment environment touches every part of your business. Our Audit provides an analysis of how your recruitment environment is performing, based on a variety of KPIs and metrics, drawn from across your business and its interface with recruitment. The result is a detailed review, including recommendations for change aligned with the likely ROI from each recommendation. You can either implement these changes yourself, or we can do so for you.
Getting the recruitment process right is critical. Our team works with you to design and implement a process that’s right for your business, based on industry best practice and your own unique environment. The outcome might be faster hiring, more accurate hiring, less time spent by hiring managers and HR, cheaper agency fees, or any combination of these and a number of other factors, depending on what is important to you and your business.
Applicant Tracking Systems are continually evolving to meet the demands placed on them by increasingly creative recruitment processes. We have our own ATS for clients to use, which can be linked to your careers page or one we create for you, and we’re also experienced in using and making the most of a wide range of systems, so we don’t need to ask you to make any expensive or unnecessary software changes.
Social media can be harnessed as a powerful sourcing tool to help identify and contact niche demographics of talent - not to mention the role it can play in distributing Employer Branding messages and building communities of engaged individuals that can, over time, become valuable prospective candidates. As with many recruitment methodologies, the strategy and variation that can be deployed is dependent on your target audience and we will work closely with you to assist you in this digital strategy.
How the candidate market perceives your organisation as an employer hugely influences how attractive you are, which has a very obvious knock-on effect on the sort of people who are likely to present themselves as candidates. Our audits give you a really clear and honest picture of your Employer Value Proposition. We’ll suggest changes, aligned with likely outcomes, so that you can start to take control. In many cases our team can also help you to make these changes, if you need support.
This is the key to keeping the cost of recruitment down and improving your talent pipeline for the future, but getting it right takes skill and experience, and is underpinned by research and analytics. With our tools and techniques, we are consistently able to fill over 95% of vacancies directly. Our clients have access to a wider pool of high quality candidates who are generally not otherwise available.
This is the first chance you have to assess a candidate and for a candidate to assess you, so it’s important to get it right. Our tools and techniques allow us to interview by telephone accurately and quickly, wherever they are in the world, speeding up the recruitment process and reducing the number of people our clients need to see.
Hiring managers don’t interview as part of their day job. We do. Our interview process is completely aligned with our clients’ needs and fully documented, whether they prefer competency-based, a balanced scorecard, a personality assessment or a combination of any number of styles. We also offer interview training (one on one or group-based) to give hiring managers more confidence that they’re making the right decisions.
These tests can help to identify a candidate's skills, knowledge and personality. They're often used during the preliminary screening stage, as part of an assessment centre, as a way of understanding broader team fit at the Executive level or to give hiring managers more substance to interview from. They are objective, convenient and strong indicators of job performance.
This is one of the most effective tools in long term recruitment. Using direct sourcing, we create a bank of engaged, qualified candidates, 80% of whom are not available through advertising or agencies as they aren’t looking for a job. By talent mapping your industry, we create a personalised database of candidates patterned against both your long-term strategy and your immediate needs. They represent the best in the industry and are ready and motivated when your need arises. You can catch them before they even start looking for a new role.
Quarsh can monitor the recruitment process key performance indicators (KPIs) such as time to hire, cost per hire and applicant source provides complete confidence in the partnership. Our online analytics platform provides live data drawn from any area of our work. We use a wide array of KPIs, up to 30, to give a really clear picture of what can be improved and what the results of making improvements might be.
Comprehensive and Professional Executive Recruitment
Executive Search is a set of processes that are applied to the recruitment of someone into a specific, usually executive-level position. It differs from what might be regarded as “normal” recruitment in that we reach out to specific individuals that have identified through research, as someone that we anticipate might be suitably qualified for your position.
We offer one of the highest quality Executive Search practices in the industry. We have filled 100% of our Search assignments, and all of our successful candidates are still in place after two years. Never relying solely on social media or a database, we use professional researchers to carry out fresh research, producing thorough, in-depth talent maps that are unique to every Search. We work hard to understand your environment so that we can deliver shortlists that are both technically and culturally accurate. We treat everyone we come into contact with respect and honest. As a result, most of our Talent Solutions clients have previously been Executive Search candidates.