Direct Placement-Engagement Model-QSource Global Consulting

Your Professional Search Partner

Engagement Model

QSource Recruitment Manager analyses and clarifies requirements received from the client
The Recruitment Manager allocates the requirements to Recruitment & Sourcing Leads
Recruitment leads work through predefined channels such as internal and external databases, referencing and headhunting. Sourcing leads work on generating resumes from various market places (job fairs, walk-ins, etc.)
The resourcing teams aim at generating the best 5 fits for every requirement after prescreening sourced resumes
Multiple prescreening parameters and techniques are utilised for assessing resource suitability
Necessary details obtained from the shortlisted resources are bundled into a submission package and sent to the client along with the Pre Screening form ( shown below).

Pre Screening Evaluation Form

Name of candidate			Date
Position			Skills
Interviewer(s)
Total Exp (Yrs)		Relevant Exp (Yrs)	Compensation	(Rs. In Lakhs PA)
				Fixed	Variable	Others
Current Organization			Current
Current Designation			Expected
Please use this form as a guide to evaluate the applicant’s qualifications for employment. Please check the appropriate numeric value corresponding to the applicant’s level of qualification and provide appropriate comments in the space below.
Rating Scale:	3-Excellent 2-Acceptable 1-Unacceptable NA-Not Applicable

Rating

Knowledge of area of employment
Assess candidate’s knowledge of the position and its requirements.

Relevant Background/Special Skill Set
Explore the candidate’s past working experience and ability to perform in the current profile.

Ability to Lead and Work with Others
Assess the candidate's ability to exercise leadership in the completion of a project or task.

Professional Impression
Consider self-confidence, maturity, and presence to assess the candidate’s level of professionalism.

Interpersonal/Communication Skills
Assess ability to express ideas and thoughts clearly, as well as experiences involving team settings and customer orientation.

Educational Details:

Family Details:

Overall Evaluation:
Please summarize your perceptions of the candidate’s strengths and any concerns that should be considered:

Recommendation:

Hire

Recommend for Next Round of Interview: (Mention the Interviewer)______________________________

On Hold

Reject

Signature(s)

Request Execution

Each request gets recorded on our internally developed a request tracking and monitoring system. The recruitment team studies the requirement and obtains clarity on the primary and secondary skills needed, experience required and any other expectations of the client. Sourcing will be done through a combination of the following ways:

Ascertaining the suitability and availability of an existing consultant for the request
Identifying suitable profiles from resume databank maintained internally ( Resumes Search Engine - RSE)
Obtaining references from internal QSource employees and resources whose profiles are maintained in the databank
Headhunting within companies known to have a promising employee pool for a specified skill set
Utilizing sub vendor networks
Accessing job sites
Running special campaigns in suitable media & events
Participating in job fairs

Candidates are assessed on their technical competence, communication capability, attitude and interest levels for the assignment. Suitable candidates are short-listed and their profiles are submitted to the client.

This process ensures that qualified, technically sound candidate resumes are submitted saving considerable amount of time and efforts for the client. All submissions are mapped against the request and the status of the request is updated regularly.

Selection and Evaluation Process

Every potential resource is evaluated on several parameters before being put forward to a client. Some of the important parameters are

Consistency in the career/jobs;
Very good oral & written communication skills;
Good educational background;
Technical Skills assessment
Relevant experience and exposure and domain specific (wherever required);
Willingness to relocate;
Meet the current CTC expectations as per the industry standards;
Evaluate the exposure levels in the projects working - if it is for a senior position like TL/PL/PM/DL - check on the size of the projects, team size;
Willingness to explore/work on new technologies and other skill sets;

Contract Staffing

Direct Placement

Payroll Management

Resourcing Model
Differentiators
Employee Management
Commercials

Train & Deploy

Resourcing Model
Differentiators
Employee Management
Commercials

RPO

ITES

For further queries
e-mail us at
sales@qsourceglobal.com

Case Study

BPO Case Study

Payroll Case Study

RPO Case Study