Our services
At Quay People we don't just find you the right people; we also work to ensure that the appointment is completed with as little stress and as much efficiency as possible. As such we undertake a comprehensive CV evaluation, screening, interview and testing process to ensure that the candidates we put forward are the best people for the job.
Screening procedures
On receipt of CVs a thorough investigation is made to ensure candidates' work dates correspond with their education, and highlight and question any gaps. Should the candidate's CV indicate numerous roles, the reasons for leaving are investigated in depth before moving onto the next stage.
Each candidate's right to work in the UK is confirmed, passports are checked and copies taken for identity purposes. Where appropriate, candidates are notified of the legal requirements for working in the UK and any doubt to their right to work is questioned thoroughly and offers of work rejected until proof is substantiated.
Every candidate is then interviewed by one of the team to complete a detailed application form that is stored on our internal database, confirming education, qualifications and previous positions.
Interview procedures
Interviews are an essential part of the matching process and each candidate is assessed according to the following criteria:
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At the end of the interview process successful candidates also provide us with signed confirmation of whether or not they have a criminal record.
Potential vacancies are discussed in detail with relevant candidates to ensure that they have as much information as possible about your organisation and the job at hand.
Candidate testing
A detailed description of our current candidate assessment tests can be downloaded on the right.
Linguistic and European tests
Our assessment systems can evaluate a candidate's ability to translate from the most frequently requested European languages into English, and we can personally interview candidates in Hungarian, French and German.
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| EU Linguists | Nationality |
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| Linguistic roles | |
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* If you can't read these documents you can download the relevant reader on the right |
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We also question candidates to gauge their understanding and awareness of specific cultures or institutions such as the European Union. Such questions are discussed and agreed with clients to reflect the requirements of the role.
References
Priority is given in the recruitment process to checking that candidates can deliver the skills and abilities they have declared and signed for. References are requested for a minimum of 3 years. In some cases verbal references are obtained to speed up the process but these are always followed up in writing. Email is used frequently to ensure that referees respond promptly and to avoid delays.
Referees are asked to rate the individual on the following criteria:
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Referees are also asked to add any other comments they believe to be relevant and to comment on whether they would employ the person again.
Administration
We recognise that the appointment of new people, whether temporary or permanent, involves a number of different administrative tasks to ensure a smooth start. We can include this within our service, or work with your internal HR team to support your organisation's preferred approach. Either way, our objective is to minimise your workload while ensuring a smooth, efficient and legally compliant beginning for your new appointment.
In addition to sourcing, assessing and checking candidates, we also cover:
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