We match our employers request with the skill sets of individual applicants, and the needs of the employer request.

• We can select the candidates off our vetting process and send them directly to employee.
• The employer may want to review resumes first.

The employer may ask us to schedule a one-on-one interview so they can meet with candidates before assignment is offered to them through GoodTemps Staffing.

Once selected, the candidate comes in for orientation prior to beginning the assignment.

Yes, The Director of GoodTemps and Business Development Specialist are available 24/7 to manage issues. Placement of contracted workers is done between 8 am – 4:30 pm Monday thru Friday.

Trying to predict Success in the workplace.

Rates vary depending on the job and work environment. Rate is negotiable but GT has best rate compared to its competitors and offers more services and support to contracted worker should they need additional assistance.

We place qualified candidates based on interview, reference checks, background checks and our extensive vetting process.

GoodTemps offers job coaching, attendance contracts, retention programs and classes to be able eligible to stay on an assignment or have the opportunity to start another assignment with improved work habits.

Another option would be to put a new contracted worker in the position.

This can happen but the vetting process is consistent to avoid this from happening. If it does occur we will begin an immediate search for you at once to locate a more viable candidate.

We ask that the employer let us know just as soon as they have a concern. We will contact the worker before or after the shift is completed and let them know their assignment is ended and not to return. We will tell them why and our case managers will follow-up and work with them depending on what the issues may be.

Retention classes, one on one with trained and professional case workers specifically related to the employment field.

Each is handled on a case by case basis.

This is outlined in our employee handbook and reviewed on the day of orientation for the new assignment.

Yes.

Currently this is approximately 1 out of 5.

There is no fee to employers to hire contracted worker on or before the probationary period is completed. We do ask for a customary probationary period to recoup fees associated with locating and recruiting the temp.

Less than 10%.

Greater than 90%

Case by case as it is dependent on the employer’s needs.

Case management, no fees, pass though programs for employees within the community to offer services offered to help their needs be met.

Professional and hold high degree of integrity.