Welcome to Striive's frequently asked questions!

If you don't have an account on Striive yet, you can create an account in a few easy steps and start searching and responding to assignments.

Watch this video for a brief overview of:

• Creating an account
• Uploading your CV
• Searching for jobs
• Performing the CV check
• Responding/bidding on an assignment

In the assignment overview, assignments can be clicked for more information.
Once you click on an assignment, the assignment details are displayed.
On the right side of the assignment details are the contact details of the recruiter who has the client in his/her portfolio. The contact information shown can be used to contact the recruiter.

It may happen that the recruiter is busy, in which case send an app/text, speak to voicemail or send an email. Of course you can call again later. Our recruiters do their best to answer everyone's questions as quickly as possible.

All open assignments can be found in Striive. You can find assignments when you click on assignments at the top of the navigation bar.

Then it is possible to set filters. There is an open search field, a search field specific to client, location, hours per week and the start date of the assignment.
The more fields filled in the more specific the search. It is not necessary to fill in all the fields, 1 field can also be used.

Searches can be saved by using the button
'save as search' button. Saved searches can be found via a dropdown behind the 'search term' entry field.

Assignments can be added to 'favorite assignments' by clicking on the star icon behind the assignment.

From Striive, recommended assignments can also be given. These recommendations can then be found under 'recommended assignments'.

Thank you for your bid, we will get to work for you!

In this article, we briefly describe the steps we take in recruitment process after receiving a bid from an independent professional or vendor employee.

Longlist

After we have received your bid, you are longlisted as a candidate with us.

• The recruiter will make a selection of these candidates based on the criteria of the assignment.
• If there are knockout criteria (these are the minimum requirements for the assignment), the recruiter will check whether these have been met.
• From the longlist some of the candidates will be rejected. About this rejection candidates always receive a message. Due to the often large number of candidates, a recruiter is not always able to respond in detail and personally.

Shortlist

The recruiter then makes a selection that goes on to the shortlist.

• In certain cases, a recruiter may contact you for additional questions about the resume. Shortlisted candidates are presented to the client.
• Depending on the size of the shortlist and the needs of the client, candidates may also be rejected from the shortlist.

Intake

From the feedback on the proposed candidates, the client's request for an online or on-site meeting with one or more candidates follows.

• The recruiter agrees the practicalities of the intake with the candidates. After the intake, candidates are always notified.
  

Award

If the client's response to the intake of one of the candidates is positive, this will be communicated as soon as possible.

• Congratulations if you are the winning candidate! The recruiter will contact you for the practical aspects of your deployment, such as the contract.

Lead time

Sometimes the turnaround and response time can be longer than communicated in advance. This can be due to several reasons

• Turnaround time involves recruiters depending on the response time of the client and the hiring manager involved, among other things.
• There may be interim changes resulting in delays.

We ask for your understanding.

We use a variety of technology to process candidate resumes. This gives recruiters the tools to conduct the selection process efficiently and objectively.

In this article, we explain the best way to compose the resume.

First of all, avoid all kinds of formatting or embellishments. We prefer to work with documents in simple formatting. The use of headings is fine, but tables or diagrams do not add value and complicate assessment.

For the introduction section of your resume, we recommend your job title and a concise summary.

Note: If you were to list your skills only in the introduction, we do not know how much experience you have Therefore, we prefer to see the following attributes listed by work experience.

• Company name
• Function
• Period
• Short description
• Technology or skills used