A leading provider of recruitment solutions
We offer solutions for permanent, contractual and temporary staffing. Be it ramp up or replacement hires, or to simply manage the seasonal surge, we can turn around a cost effective solution.
QHRtechworx is the established brand identity of 12482215 Canada Ltd.
Founded by a highly accomplished HR professional with a distinguished career spanning over three decades in the field of recruitment and staffing.
Building upon the success of a prior venture in India that experienced consistent year-over-year growth of 35%, the founder has launched this new enterprise.
QHRtechworx is dedicated to addressing the pressing issue of global workforce skill shortages by providing businesses access to a talented mobile workforce and bridging proficiency gaps that have the potential to negatively impact business operations and profitability.
At QHRtechworx, we believe that every role makes a significant contribution in achieving business goals. Quantification of a role and its proficiency determines the value addition it makes for business. Roles which are guided by quantification and objectivity have shown greater success. The framework of quantification simplifies the science behind the art of hiring.
Our value based hiring framework is sure to propel you into the future. Using a framework that leverages analytics to determine the probability of the new hire being able to deliver business requirements – we’re here to take care of all your recruiting needs
DISCOVERQHRTECHWORX
One stop solution for all your Staffing Needs!
We leverage a well-designed framework that helps build an effective talent acquisition strategy and operation. So you don’t have to delve into it, because we have what it takes to propel your company into the future.
We envision a global marketplace where you can hire skills to execute business plans and deliver share-holder value
Our mission at QHRtechworx is to build a network of proficient skills that deliver business goals with ingenuity, originality and innovation
Reduce time to hire
Reduce cost per hire
Improve quality of hire
Why engage with us
The combined experience of the team is in excess of 40 years. They have hired across roles, industries and Geographies. Our team’s prowess lends itself to business growth by developing new staffing models that fit a modern workforce, increasingly based on offshore talent, contingent workers, and global mobility.
We use the Quantification of role and value-based hiring framework and methodology to deliver our solutions. Our forward-thinking capabilities and quantitative evaluation methodology helps our clients hire timely and effectively manage the changing dynamics in the business environment and maintain their capability edge.
Our operations are powered by technology thus making it efficient and intelligent, with adequate checks and balances in place to maintain the governance rigor. The results? Improved competitiveness, profitability, and growth for the client.
Data analytics is not only used in identifying the skills and proficiency required for a role, but also to measure the success rate, conversions and aid in building the recruiting strategy. We use data insights to develop and adapt our solutions to deliver quantified benefits to our clients.
Questions?
Frequently Asked Questions
A few questions are answered here that we thing you might have in mind.
A resource who is able to demonstrate their skills and present evidence of having delivered results using the acquired skills on a repeatable basis is a good hire. The ideal candidate can make all the difference, bringing with them a wealth of experience and enthusiasm providing an excellent culture fit for the client.
A good interview is where the hiring manager is looking for reasons to hire and not reject. While the applicant is offering evidence for skills and proficiency and not making excuses for his failure. It also helps when the applicant makes a great first impression, knows about the company and its products and mission, and of course, conveys exactly why they’d be a great hire for the job.
As a hiring manager, determine the financial impact a good hire will make and use the gain share model to determine the commensurate salary for the role. Candidates must stop using cliched approaches of “standard % hike”, showcase past business impact and compute the value addition. Use these parameters as a yard stick to determine the desired compensation, you may also want to add filters of past increments and bonus numbers to substantiate the increase. Compensation is built around ranges, and more often than not complex formulae are used to determine what the range is for a particular role.
Any tool that is simple, and has highly beneficial people management features. With capabilities of efficient applicant tracking systems, onboarding software, and collaboration apparatuses, these tools could enhance the hiring process and experience.
Global talent shortages reach a 16-YEAR-HIGH as 3 IN 4 (75%) employers report difficulty finding the talent they need. From manufacturing to marketing, transport to trade, employers have been challenged with identifying talent they need with the right blend of technical skills and human strengths.
A resource who is able to demonstrate their skills and present evidence of having delivered results using the acquired skills on a repeatable basis is a good hire. The ideal candidate can make all the difference, bringing with them a wealth of experience and enthusiasm providing an excellent culture fit for the client.
A good interview is where the hiring manager is looking for reasons to hire and not reject. While the applicant is offering evidence for skills and proficiency and not making excuses for his failure. It also helps when the applicant makes a great first impression, knows about the company and its products and mission, and of course, conveys exactly why they’d be a great hire for the job.
As a hiring manager, determine the financial impact a good hire will make and use the gain share model to determine the commensurate salary for the role. Candidates must stop using cliched approaches of “standard % hike”, showcase past business impact and compute the value addition. Use these parameters as a yard stick to determine the desired compensation, you may also want to add filters of past increments and bonus numbers to substantiate the increase. Compensation is built around ranges, and more often than not complex formulae are used to determine what the range is for a particular role.
Any tool that is simple, and has highly beneficial people management features. With capabilities of efficient applicant tracking systems, onboarding software, and collaboration apparatuses, these tools could enhance the hiring process and experience.
Global talent shortages reach a 16-YEAR-HIGH as 3 IN 4 (75%) employers report difficulty finding the talent they need. From manufacturing to marketing, transport to trade, employers have been challenged with identifying talent they need with the right blend of technical skills and human strengths.