Employer FAQ's

	What kind of jobs do you fill?
	What if I’m not satisfied with an employee, is there a guarantee?
	What is the process?
	How much does it cost?
	What kind of testing do you do?
	Why use a Staffing Firm instead of hiring on my own?

 What kind of jobs do you fill?

We can fill temporary and full-time jobs in any type of organization,
but we specialize in:

• Light industrial

• Clerical/Administrative

• Manufacturing

Check out the Jobs We Fill page for a full listing of the positions we fill, here are a few examples:

Because we recruit across a wide range of job categories, we can fill positions in most businesses. If you’re wondering if we can help you, give us a call! We’ll let you know if we have anyone in our candidate pool who meets your requirements and talk about what we can do to find your next team member.

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 What if I’m not satisfied with an employee, is there a guarantee?

If you are dissatisfied with an employee at any time during a temporary placement just call us. We’ll handle taking the employee off of the assignment and we’ll work to get you a replacement within 3 hours.

Similarly, if you are dissatisfied with an employee who is temp-to-hire, let us know anytime during their assignment. We will find a replacement for you – including advertising and recruiting again if necessary. We can provide a short-term temporary worker to fill in while we search.

Most Direct Hire agreements are guaranteed for 60 days.

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  What is the process?

Call it a good fit or a smart hire. It’s that little something that will make one candidate successful in your office where another would falter. We’ll put as much effort into finding out how your office works, and who your company is, as we do recruiting and screening candidates. A lot can be said about the culture of a company, and that can be the difference between finding an OK employee versus a GREAT new team member.

Here’s what you can expect:

1. We’ll work with you to determine your hiring needs, which staffing program will work best for you, and develop a job description(s). We’ll talk about the basics like the position title, responsibilities/activities, general and specific skills and requirements. You can also expect a lot of questions about your work environment and company culture. We may even ask to schedule a site visit so we can meet in person and get the full picture of your needs. *If your hiring need is for temporary staff we ask for a minimum of two-day advance notice to fill the position. We accept job orders with a minimum of four (4) hours of continuous work for employees.

2. We’ll ask you to review and complete a signed Staffing Agreement and credit application. The staffing agreement is custom-written to describe the services and suppor tthat we provide, as well as your responsibilities. It’s intended to be fair to both the staffing client and the staffing firm.

3. Using what we learned about your needs we’ll review our pool of candidates and begin recruiting if appropriate. Depending on the position we use a number of tools to recruit and we’re not afraid to get creative. Not only do we use our website and a few job boards, we’ll also put up posters, use LinkedIn, contact our friends at the local colleges, Tweet, contact clients, run referral programs with our employees – whatever it takes to find you the right candidates. *Unless the client requests it, we don't ever use a company name in advertising or communicating with the employee until you've reviewed resumes and asked for an interview, so your privacy remains intact.

4. We handle the entire hiring process. We accept applications, screen and test candidates for skills and behavior, interview based on your hiring criteria, check references and perform background checks and substance abuse tests on request.
   

5. We’ll present the top candidates for your review and then arrange for you to conduct interviews if you’d like.  For short-term positions, and even some temp-to-hire positions, many companies give us their requirements and we assign an appropriate employee. After all, screening and hiring is what we do all day long so they know we’re good at it!
   

6. We have a brief orientation with each employee to review their responsibilities to us and to you.  For direct-hire and temp-to-hire employees we work in tandem with you to make the offer and onboard the employee. 

7. Follow up! We will check with you and the candidate periodically to make sure that things are going smoothly.

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  How much does it cost?

We understand that cost is a very important issue, which is why we’ve worked so hard over the past few years to limit our worker’s compensation exposure and get our overall operating costs down. Because of our excellent rating and the fact that we’re not in the pool, you’ll find our rates extremely competitive and, in many cases, less than that of other providers.

For temporary and temp-to-hire positions the markup depends on factors like the job classification, worker’s compensation insurance costs, how hard it will be to fill the position and account volume. Your bill rate – which is your final cost – is figured by taking the employee’s hourly pay times the markup. After 480 hours you can take the employee onto your own payroll for no additional charge.

For direct-hire placements there is a one-time placement fee – usually a percentage of the employee’s annual salary.

There is no annual contract and you aren’t charged anything unless you hire someone we found for you. Employees are never charged a fee.

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  What kind of testing do you do? 

Research shows that pre-employment skill and behavioral testing can increase your chances of hiring the right person by almost 25%.

We have over 800 skill test titles to choose from, including everything from basic office and rough carpentry to professional bookkeeping and Dreamweaver 8.

Behavioral assessments will help you know the candidate and interview more effectively. You’ll learn about their attitude - Will they show up on time? Will they steal? Personality - How do they deal with pressure and stress? Are they people oriented? And General Reasoning - How quickly do they learn?

Behavioral Assessments can be helpful for more than just hiring smart. Successful companies also use assessments for:

Identifying stress and burnout
Performance improvement
Succession planning

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  Why use a Staffing Firm instead of hiring on my own?

Hire Smart from the Start! A bad hire can cost you 2 – 7 times the employee’s annual salary. We guarantee our temp-to-hire and permanent placements, that means that you get a trial period with your new employee without commitment, and with no worries about new-hire paperwork, benefits or unemployment concerns.