FAQs

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FAQs




FAQs
CV processing

We are based in Skipton, North Yorkshire and governed by UK policies and procedures. We sign a data protection agreement with our clients before entering into any agreement. We use bank-level security to keep your sensitive data safe across all the activities.

With your permission we will access your system via VPN (Virtual Private Network) which will enable us to access the part of your system where your CVs are held that you would like us to work on.

Yes, QX will skill code the candidates as per your requirement and the specific applicant tracking system (ATS) that you use. We train our resourcers to understand the CVs and key skills on their profile to input relevant skills on your ATS; this means your recruiters can conduct an improved search and match process to identify suitable candidates for their vacancies.

The volume of CVs processed on an average per day by one person depends on multiple factors and can be discussed in further detail if needed.

CV formatting

We always analyse the volume of activity for every client before we get into an agreement, hence, depending on the number of urgent CVs you’d need to be formatted at one time, we would discuss and deploy personnel accordingly; i.e. after evaluating the volume and discussing your priority with you.

At the point of implementation, we will obtain your permission to directly approach your candidates to request information to enable us to provide you with complete CVs.

This completely depends on the length and technical amendments on the CV. However, we will have weekly reviews and agree a benchmark for the activity.

CV searching

We will use a wide range of sources dependent upon your requirements, availability of candidates and location of candidates to ensure we provide the required volume and quality of candidates required.

We have an internal Recruitment Services Training Academy and all recruiters and resourcers receive extensive training on search procedure which includes ‘bulls’ eye’ deep web mining technique with 58 permutations and combinations. This training also includes ‘Boolean’ search which is not only useful in searching CVs from job boards, but also helps in unveiling the details of candidates from other sources such as blogs, LinkedIn profiles, podcasts and videos from across the Internet.

You are the master of your industry and our deliverables will depend to some degree on the knowledge shared by your recruiters to our resourcers. However, we ensure our resourcers receive detailed training in your industry.

This will be dependent upon the type of vacancy and each recruiter will work as per instructions provided by your recruiter at the start of the day or as per the priorities given.

The number of CVs to be sourced per vacancy will depend on the “Vacancy Management Plan” and the “Job specification” provided by your recruiter, however, our resourcer will source as many CVs as they can which match the vacancy profile.

If you have given us access and training, our resourcers will operate using your ATS which ensures consistency and accuracy of data and provides your recruiters with instant access to the data.

We leave this decision to our clients; we can send them on a real time basis or we can send them in batches.

The KPI’s for our resourcers are linked to the KPI’s of your recruiter; i.e. the quality of CVs sourced, interviews and placements made from the CVs sourced by the resourcer and will be agreed at the start of the process.

We have a CV tracker in place which cross references details such as first name, last name, position, email, phone, mobile, postcode and remarks to ensure no duplicates occur.

We have a standard reporting system which we can share with you as part of our management information.

Job posting & advert response management

We educate our resourcers as per the laws and legislations and keep them updated about the new rules and regulations in the UK recruitment market.

Short-listing is a time consuming activity and the number of shortlists cannot be guaranteed as it completely depends on the quality of candidates who’ve applied for the job. However, this will be fully discussed with you prior to commencing the activity and a target number will be agreed.

Candidate generation

We always try to hire recruiters who have experience in the relevant industry sector as it makes it easier for them to understand the industry specific terms and for our clients to train them. However, we utilize our own Training Academy where any specialist knowledge is missing. When we are putting a client’s team together, we invite the client to conduct the final interviews and select recruiters for their team so they will have an input to ensure they have the type of people they want working for them. We also provide ongoing training.

This completely depends on the factors such as type/level of vacancy, salary etc., however, we can set a benchmark from the historical data that your recruiters might have and set the benchmark as per industry standard.

Pre-employment check/reference check

With your permission we will access your software to check reference and update the details. In instances where this data is unclear, we will go to the source to verify information.

We will follow your standard process for checking references; for example some of our clients use software such as PASS for pre-employment checks and the software can customize the number of times we should chase referees via email, phone, etc. and we simply use the same software.

Database regeneration

We will discuss your business development strategy with you and profile the type of candidate you require. We will then work through your database and assess, contact and reactivate the candidates where appropriate and thus turn it into a valuable asset for your recruiters to match vacancies to.

Recruitment

We will use a very wide range of sources appropriate to the candidate type to draw potential candidates from.

We will obtain all the relevant details that a recruiter in the UK would get for you and this would be fully specified when we take the brief from you.

We will interview the candidates over the phone and get all the required information for you. Upon conducting this activity and having the candidates’ permission, we will send their CVs to you and upon your feedback we will schedule a telephone interview. You will have the contact details of the candidates to take things forward.

One of the skills we have is headhunting research and headhunting. We can provide further information regarding this if and when it’s required.

 






Sara James, Managing Director, Thornbury Nursing Services
They have genuine healthcare sector knowledge which made a real difference in understanding our requirements and the speed with which they could implement a service for us.





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