To make sure our candidates are qualified to do your job, we go through a standard screening process as well as a more specified process at your request.

Meeting with our Candidates in-person:

We feel very strongly about meeting with our candidates in-person, in our office.  One of our Recruiters will sit down with each candidate at length to narrow down their skills set, find out why they left their previous positions, and identify what they are looking for in their next job.  All in all, we get to know our candidates personally, establish a level of trust, and help them feel comfortable about us being a part of their job search.  Getting to know and understand our candidates better, is also very beneficial to our clients as well.  Instead of matching resumes with job descriptions, we match real people with real jobs.  Our clients, can be assured that the employee we recommend to them is not only aware of the responsibilities and duties of the position, but is qualified to perform those duties in an efficient, capable, and professional manner.

Understanding our candidate’s personality also helps us match them into each distinct office environment and company culture that we encounter.  Client’s work environments can be fast paced, laid back, highly accountable, provide minimal supervision, etc., capable skills and the right personality and attitude can make a big difference in making successful placements happen.  For a smooth transition to take place, candidates must not only do the job well, but be of the same mind as each of the clients’ other staff.  This is an example of the type of approach we focus on and information that we access during our interview phase.

Software Testing:

When we meet with our candidates we automatically test them in MS Word and Excel and get their typing speed (WPM).  If you extend a job order to us, and need to gauge the candidate’s proficiency in another program, we have the following assessments to choose from:

If there is a specific software not listed above that you would like candidates to be pre-assessed on, we can accommodate by acquiring the additional programs through our provider to help meet that need.

Reference Checks:

Upon meeting with our candidates, we perform one initial reference check before submitting a candidate to a position, or sending them on a temporary assignment.  The reference check covers how their most recent supervisor would rate them (on the basis of Poor to Excellent) in the areas of Attitude, Attendance, Punctuality, Quality of Work, Accuracy, Dependability, and Initiative.  We also verify dates of employment, job title, and if the applicant is eligible for rehire. 

During the interview process, when a client shows interest in our candidate, we will perform three (or amount indicated by client), professional references in more depth.  These conversations cover the scope of work the employee did at their previous position, how they got along with others, their strengths, and much more.  The reference is then summarized in the body of an e-mail and sent to the client directly.

We take great pride in our employees, and feel strongly about presenting our clients with the most qualified candidate recommendations.    

Background Checks:

Working with, not for, our Clients

We make an effort to learn about each company we work with--visiting your offices and meeting with you on-site, studying your corporate and marketing information, and following your business in the markets and in industry headlines. Being on the lookout for news and trends that affect our clients, helps us to anticipate your needs and to better serve you.