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What's It Like?
Executive Search - Chief Executive Officer
Executive Search - Chief Operating Officer
Executive Search - VP of Supply Chain
Director of Global Operations
ATS Selection and Global Standardisation
Executive Search - HR Director
Executive Search - Senior Board Members
Improving Employer Brand, Direct Sourcing and the Candidate Experience
Process Consulting and Candidate Experience
Ramping Up Recruitment for a Start-Up
Rapid Expansion After Acquisition
Sourcing Rare and Technical Skill Sets
Supporting a Client Through a Rapid Growth Phase
The top five ways to reduce the cost of recruitment
Recruiting for Cultural Values in Small Businesses
How SME's Can Turn the Tables on Recruitment Costs
Fishing in the Dark Pool – Baiting Out the Passive Job Seeker
Is Your Internal Recruitment Process Up to the Job?
Turning Talent Threats into Opportunities
Should You Consider An RPO? Part 2
Should You Consider an RPO? Part 1
Employer Brand: Build It and They Will Come
What LinkedIn Reference Search Tells Us About Modern Recruitment
6 Things To Consider Before Choosing Your RPO Partner
Recruitment Process Outsourcing: The Big Lie
RPO - Have You Bought What You Think You've Bought?
Times They Are A-Changin’
Banishing Resistance and Getting Recruitment Process Outsourcing Buy-in from Hiring Managers
The Power of a Digital, Social, Consistent Brand
Recruiting the Superheroes
What Is the Point of RPO When I Can Hire An In-House Team?
The Pick 'n' Mix Approach To Recruitment Process Outsourcing
Self-Help Material For Women In Business: Perpetuating An Angry Myth
The Rise of the Millennials: Part Two
Why the Best RPO's Are Invisible
The Rise of the Millennials: Part One
Five Key Factors To Increase Engagement and Combat Attrition
Recruitment Process Outsourcing in a Candidate-Driven Market
Don’t Let Your Recruitment Get Snowed Under
Employee well-being, more than just workplace health
9 Ways to Improve Your In-House Recruitment Process
The 5 C's of people management
The Key to Candidate Experience
Employee Engagement - Why You Need to Listen
The 5 biggest mistakes made when buying RPO
Employer Branding? Or Inbound Marketing?
The True Cost of Recruitment
Social Media Recruitment: When is it appropriate to check a candidate's social media activity?
Colours for interviews – What to wear and why
Working with Recruitment Agencies
When Telephone Interviews Go Wrong
A Guide to Telephone Interviewing done well
15 Do’s and Don’t's for… Telephone Interviews
How to...succeed at first interview stage
What is Recruitment Process Outsourcing?
Survey Results: The impact a UK Brexit would have on Talent Management strategy
Employer Branding and Social Media – or be brave and shout about how great you are!
Employer branding: The ‘why’, ‘who’ and ‘how’ of being found by candidates
Why the candidates you reject matter
Why does employer branding matter?
More than just a pool table: Know your audience when building your EVP
An interview with Quarsh Directors, Lucy and Jason on their RPO business
What is Future Proofing?
Robots and our Children – Talent in the (not so far) future
SMEs and Recruitment Process Outsourcing: Is RPO only for big business?
Falling Back in Love with RPO
What DO they look like?
10 reasons recruitment is a problem - Part 1: Talent Pipelining
Overemphasis On Recruitment Metrics Could Jeopardise the Candidate Experience, Report Says
Graduates: Treating Them Mean Won't Keep Them Keen
Is Social Media Revolutionising Recruitment?
Recruitment Process Outsourcing: Innovate or Evaporate
Quarsh Recruitment Audit Tool
Is there a forward looking recruitment plan?
Is the recruitment plan aligned with the overall business plan?
Are there formal succession plans and a talent development plan?
Is there central visibility of all recruitment?
Has the need for a graduate or apprentice programme been considered and, if required, implemented?
Is there a robust and clearly defined approval process for recruitment requirements?
Is a clear case developed for the need for each requirement?
Is a proper job specification developed for each requirement?
Are job specifications validated against the external market?
Are salaries and packages for requirements validated against the external market?
When developing the case and specification for requirements are they matched against overall talent plans?
Are clear criteria for selection of candidates for interview identified for every requirement?
Attraction and Sourcing
Is individual recruitment activity reactive or proactive?
What portion of recruitment activity is done directly?
Has a Talent Warehouse been developed?
Are individual recruitment plans developed for each piece of recruitment?
Is there active effort to maintain and develop a recruitment brand?
Is there central control and knowledge of the supplier base?
Are there agreed terms and working practices with the supplier base?
Is there a referral programme in place?
Is usage made of internet job boards and general internet presence, including the company website?
Is there a clear social media strategy for recruitment, including the use of sites such as LinkedIn, Twitter, Facebook etc?
Assessment and Selection
Are candidates properly briefed and informed before interviews take place?
Is there a standardised interview process?
Is the interview process robust?
Are appropriate selection tools and methodologies in use?
Is everyone involved in the interview process properly trained?
Are there defined criteria for selection at interview?
Is there a clear decision making process after interview?
Is feedback to all candidates provided?
Does the process also serve to encourage candidates to join the company?
Are all legal requirements followed at interview?
Offers and On-boarding
Is sufficient information captured from the candidate to ensure the right offer is made?
Is the offer process managed and controlled effectively?
Are offers generated in a timely and accurate manner?
Is the offer pack comprehensive and attractive?
Is the candidate managed through their notice period?
Where used are relocation issues managed effectively?
Is reference, qualification and background checking managed effectively and appropriately?
Is there a proper process for ensuring that the new employee’s first day runs smoothly?
Is there an appropriate induction process?
Is there a follow up with new employees once they have been with the business for a period?
Data Management and Measurement
Is there a central track of all candidates?
Is there a candidate database?
Are there basic recruitment metrics in place?
Is the satisfaction of the hiring community measured?
Is candidate feedback and satisfaction captured and measured?
Is there measurement of the effectiveness of attraction methods?
Is the process tracked and measured?
Is detailed analysis of captured data undertaken?
Is supplier performance measured?
Is captured data and analysis used for continuous improvement?
Terms & Conditions
Recruitment Process Outsourcing Buyers' Guide
Executive Search Guide
The Good The Bad and The Ugly of RPO
Talent Warehousing - A Guide to Talent Pipelining
Finders Keepers - How to Source, Hire and Retain the Best Talent
Trends in Fashion Recruitment: Are they just in it for the discount?
Candidate Nerves: How, as a recruiter, can you put your candidate at ease?
Is recruitment taking up too much management time?
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