Interview Tips
Do you feel like this before an interview?
CV Writing Tips
Want to write a better CV?
Case Studies
Below are examples of the work we have done for our clients in very specific circumstances which exemplify the calibre of service we always strive for.
Case Study 1
An US investment management group with many billions of dollars under management engaged us to find them their first permanent IT person in Europe. This individual was to be a bi-lingual desktop support person to support their offices in London and Paris. We advertised and headhunted for the role from which we produced a shortlist of 3 strong candidates through meeting the candidates in person to assess their fit from a corporate culture perspective, technically testing them and also testing their linguistic skills. All 3 candidates made it past an initial telephone interview with the client and then went through a series of interviews with business managers here and also with the IT Director and HR Director based in the US. At that point, an offer was made to one the candidates who duly accepted and has subsequently progressed to managing the support team in Europe !
As the aforementioned recruitment process went so smoothly, we were asked by the client to find them a Systems Manager with a focus on CRM and BI systems 6 months later. Using the same process we were able to successfully find them the right person for this role as well.
Case Study 2
A large global financial institution were in the process of moving from one office building in the City of London to another and at short notice required 2 contractors to backfill for their IT support team during the move as well as getting involved in it. Having dealt with this institution successfully for many years, we were asked to find these contractors on an exclusive basis. Roles of this nature tend to attract 100s of interested candidates from advert response as well as numerous potential candidates from our resource team from CV databases, etc, so in order to streamline the process somewhat the managing consultant verbally technically tested interested candidates over the phone. This produced a shortlist of 6 potential candidates for the two roles which the consultant then met (some off-site in the City given the short timescales). From this he was able to whittle down the recommended list to 4 candidates whose CVs were then submitted to the client. The client interviewed the 4 candidates and made offers to 2 which were duly accepted. In total, from the initial phone call we received to the point of making offers, the whole process took just 2.5 days. The client was impressed enough to email the consultant with a commendation of, "Many thanks for getting so many good people through the door so quickly and helping us to close this out. It is hugely helpful to have such responsive suppliers during hectic project such as this. A great advert for Qualserv's capabilities".
Case Study 3
A Council in London were having problems in respect of another agency which were proving difficult to deal with regarding payment of their contractors. These staff were mostly PCV Drivers and Passenger Assistants for the Education and Social Services department. We not only took these members of staff on, but also increased the amount of Drivers and Passenger Assistants by bringing in suitable candidates and putting all of them through our rigorous recruitment process ie checking for an enhanced CRB and full 5 year’s worth references. Having successfully ensured that the “transferred” temps were paid on time and supplied new additional long-term temps to the department, we were asked to supply various other contractors as well in areas as diverse as Project Management and Housing to the Council. Given our diverse candidate base, we have been able to successfully provide the client with a number of additional temps / contractors throughout virtually all of our areas of specialisation.
Case Study 1
An US investment management group with many billions of dollars under management engaged us to find them their first permanent IT person in Europe. This individual was to be a bi-lingual desktop support person to support their offices in London and Paris. We advertised and headhunted for the role from which we produced a shortlist of 3 strong candidates through meeting the candidates in person to assess their fit from a corporate culture perspective, technically testing them and also testing their linguistic skills. All 3 candidates made it past an initial telephone interview with the client and then went through a series of interviews with business managers here and also with the IT Director and HR Director based in the US. At that point, an offer was made to one the candidates who duly accepted and has subsequently progressed to managing the support team in Europe !
As the aforementioned recruitment process went so smoothly, we were asked by the client to find them a Systems Manager with a focus on CRM and BI systems 6 months later. Using the same process we were able to successfully find them the right person for this role as well.
Case Study 2
A large global financial institution were in the process of moving from one office building in the City of London to another and at short notice required 2 contractors to backfill for their IT support team during the move as well as getting involved in it. Having dealt with this institution successfully for many years, we were asked to find these contractors on an exclusive basis. Roles of this nature tend to attract 100s of interested candidates from advert response as well as numerous potential candidates from our resource team from CV databases, etc, so in order to streamline the process somewhat the managing consultant verbally technically tested interested candidates over the phone. This produced a shortlist of 6 potential candidates for the two roles which the consultant then met (some off-site in the City given the short timescales). From this he was able to whittle down the recommended list to 4 candidates whose CVs were then submitted to the client. The client interviewed the 4 candidates and made offers to 2 which were duly accepted. In total, from the initial phone call we received to the point of making offers, the whole process took just 2.5 days. The client was impressed enough to email the consultant with a commendation of, "Many thanks for getting so many good people through the door so quickly and helping us to close this out. It is hugely helpful to have such responsive suppliers during hectic project such as this. A great advert for Qualserv's capabilities".
Case Study 3
A Council in London were having problems in respect of another agency which were proving difficult to deal with regarding payment of their contractors. These staff were mostly PCV Drivers and Passenger Assistants for the Education and Social Services department. We not only took these members of staff on, but also increased the amount of Drivers and Passenger Assistants by bringing in suitable candidates and putting all of them through our rigorous recruitment process ie checking for an enhanced CRB and full 5 year’s worth references. Having successfully ensured that the “transferred” temps were paid on time and supplied new additional long-term temps to the department, we were asked to supply various other contractors as well in areas as diverse as Project Management and Housing to the Council. Given our diverse candidate base, we have been able to successfully provide the client with a number of additional temps / contractors throughout virtually all of our areas of specialisation.
Login
Register a Vacancy
Refer a Friend
Why not spread the word and tell a friend about our
"Golden" service.