Contract Staffing-Resourcing Model-QSource Global Consulting

Your Professional Search Partner

Resourcing Model

Client indicates skill / resource requirements to QSource
QSource sources, prescreens and identifies suitable profiles for the position
Clients interview the shortlisted profiles and select candidates for the assignment
QSource employs the selected candidates and offers their services on a pre agreed monthly contractual rate
After induction, the resources are deputed to the reporting location to commence assignment duties
QSource handles all employee related services like provident funds, tax forms, insurance, etc.
Our Portfolio management covers time sheet collection and validations, payroll processing, query handling, appraisals and salary revisions
QSource ensures quality service with integrity and dedication

Recruitment Process Workflow

Dedicated client engagement teams record all the requirements into a centralized web based system. Multiple sources are addressed simultaneously and the most suitable profiles are short-listed for technical competence assessment. Technical Experts from the offshore development center conduct a technical assessment and provide a qualified opinion on the candidate capabilities. Resources meeting the requisite standards are forwarded to the client with relevant information like contact number, lead time, current location etc. Submissions made to the client are mapped against requirements. The entire workflow starting from receipt of requirements, sourcing and qualification of profiles and submissions are recorded using specially developed work-tools. Feedback on submission made is recorded for future reference. The recruitment team assists the client in coordinating the interviews and discussions for screening the candidate.

On selection of the candidate, QSource informs the candidate of the client's decision and the start date. QSource facilitates a smooth transition of the candidate into the new assignment. On commencement of the assignment, the HR team informs the candidate of the policies and procedures to be followed. Any issue or concern raised by the candidate during the currency of the assignment is addressed by the HR team.

Request Execution

Each request gets recorded in a request tracking and monitoring system developed internally. 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 a combination of the following ways:

Ascertaining the suitability and availability of an existing consultant for the requirement
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 our network of sub vendors
Accessing job sites
Running special campaigns in suitable media & events
Participating in job fairs

Once the candidate has been short-listed on the basis of his/ her resume and communication capability, the technical team evaluates on his/her technical competence. A detailed technical evaluation is recorded on an evaluation sheet. Apart from technical competency, candidates are assessed on communication capability, attitude and interest levels for the assignment. Suitable candidates are short-listed and 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 / submission updated regularly.

Selection and Evaluation Process

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

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

During the screening phase multiple people engage with the resource and assess his suitability against the client requirement

Contract Staffing

Direct Placement

Payroll Management

Train & Deploy

RPO

ITES

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

Case Study

BPO Case Study

Payroll Case Study

RPO Case Study