FAQs for Employers
- What is the difference between "temp", "direct", and "temp-direct"?
- How does the service work if my company wants to hire a direct employee?
- Do I have to pay a fee if I don't hire one of your direct hire candidates?
- Is there a guarantee?
- Who pays the "temp"?
- Can I review resumes first?
- Do I have to do any further skills testing?
- How thorough will you reference the prospective candidates?
- Can I make the offer myself?
- Can my temporary do errands or make bank deposits?
- Whose Workers Compensation Policy covers the temporary employee?
- What if another department wants to hire the individual we interviewed - do we have to pay the fee?
Q: What is the difference between "temp", "direct", and "temp-direct"?
A: Temporary - An individual is hired by an organization and assigned to a client to support the client's workforce for situations such as absences, skill shortages, seasonal workloads and specials projects typically with a definitive end date for the assignment. In this case the individual is considered an employee of McIntosh Staffing Resources.
Direct Hire - An individual is brought together with an employer by a placement professional for the purpose of establishing regular full time employment.
Temp - Direct - This arrangement is suitable for any company or individual wishing to have a trial period to evaluate an employment relationship. McIntosh Staffing Resources maintains employer status of this individual until such time as an accepted offer comes about from the client.
Q: How does the service work if my company wants to hire a direct employee?
A: Our Staffing Resource Representatives will review your staffing needs. They will obtain a profile of the individual most suitable for the position that includes skill set, personality, employee traits and growth potential. They will arrange an interview schedule for you to review the candidates and assist you with scheduling, employment trend education, and salary trends through the offer process.
Q: Is there a guarantee?
A: Assigned Employee (Temporary Employee) Guarantee: MSR agrees to credit client's account for hours worked within the first eight (8) hours of the Assigned Employees service if the client is dissatisfied and termination of Assigned Employee is requested.
For Direct Hire: the value of our services to you, the client, is for us to deliver a candidate that will work for your organization and meet or exceed expectations in the job description outlined during our first contact. Because we do not control the post-employment relationship nor the supervision of the individual placed, our guarantee is based on the thoroughness of our process and the quality of our work for recruitment and assessment. Employment relationships that fail are usually as a result of an inability of well- intentioned people to work effectively together. MSR requests that adequate training, attention to orientation and expectations be thoroughly outlined in the beginning of the employment relationship by the hiring party to contribute to the success of the employment union.
With this as the basis of our guarantee, if at any time an employee we place is terminated for cause* or leaves prematurely within 90 days of hire we will review with you the specific circumstances. If it is agreed between us that MSR should have been able to predict, prevent or if there was something we did or failed to do to create this outcome, then we will replace the employee. This is a guarantee that focuses on our capability and willingness to complete a successful recruiting and selection process. Prior to commitment of remedial provisions MSR asks that together with the hiring authority we examine the following areas:
Could this outcome have been predicted or prevented in advance? Was there an element to the services of MSR that failed causing this outcome? Were training, orientation, outlined thoroughly by the client? Was there ample communication shared between employee and employer reviewing expectations?
*For cause is where an employee is guilty of a crime, willful disobedience of a legitimate, job related order or policy, fails to attend work as agreed upon or is consistently late for work, commits at immoral act, lies on their resume or preemployment application, or is guilty of sexual harassment or infractions against the laws of discrimination as prescribed by the EEOC guidelines, and local, state and federal laws.
Q: Who pays the "temp"?
A: Your temporary employee is an employee of McIntosh Staffing Resources. All payroll, insurances, benefits are administered by us. All of our temporary employees are covered under our Workers Compensation Insurance policy. Bonding insurance is also provided.
Q: Can I review resumes first?
A: You certainly may have the opportunity to review a resume prior to interview selection.
Q: Do I have to do any further skills testing?
A: It is not necessary to do additional assessments of our candidates' skills. We utilize a comprehensive program that includes many facets of proficiency evaluations that your candidate may attest to. If your company uses a specific assessment that is required prior to hiring we are happy to make arrangements to administer the testing for you, saving your staff time.
Q: How thorough will you reference the prospective candidates?
A: It is our goal to get as much information possible to ensure the credibility of our candidates.
Q: Can I make the offer myself?
A: It is your advantage to work with us as a liaison during that process to avoid emotional decision making. However, we are happy to work in unison if you prefer.
Q: Can my temporary do errands or make bank deposits?
A: We do allow our temporary employees to do off premise work however we request that any handling of securities, keys, cash, valuables or travel be discussed with us first to ensure proper insurance coverage.
Q: Whose Workers Compensation Policy covers the temporary employee?
A: McIntosh Staffing Resources carries a policy for all employees in the State of New Hampshire and Maine.
Q: What if another department wants to hire the individual we interviewed - do we have to pay the fee?
A: Any interest of employment for an individual referred by our services should be discussed with a Staffing Resource Representative to ensure proper representation for all parties involved.
Current Job List
- Accounts Payable Clerk - 06/14/13
- Assistant Property Manager - 06/14/13
- Appointment Assistant - 06/11/13
- Mobile Home Installers - 06/10/13
- Accountant/Office Manager - 06/10/13
- Mechanical Assemblers - 06/07/13
- Temporary Customer Service Representative - 05/18/13
- Project Manager - 05/18/13
- Quality Control Inspector - 05/18/13
- Administrative Assistant - 05/18/13