Define the role, interview fairly, and decide when to use an agency.
Define the work before you post the job. A job description should state the outcomes, the required skills, and the pay range. It helps candidates decide whether to apply and gives every interviewer the same standard.
Ask every candidate the same job-related questions. Score the answers against anchors you write in advance: an example of a weak, an adequate, and a strong answer. Questions about age, religion, disability, or family plans can expose you to discrimination claims under federal and state law. Put the final terms in an offer letter: the role, the pay, the start date, and any conditions.
Decide early who will employ the worker. On a temporary or contract placement, a staffing agency employs and pays the worker and bills you for the hours. On a direct hire, the agency charges a one-time fee and you employ the worker. Temp-to-hire starts as a temporary placement that you can move to your payroll later, usually for a conversion fee.
An independent contractor must meet the legal tests for that status; otherwise, the worker is your employee for tax and wage purposes. Job.com is a recruiting and staffing company, and its guides on agencies disclose it.
Under Internal Revenue Service (IRS) rules, a worker is your employee if you can control how the work is done. How federal agencies and California decide.
Structured interview questions by competency, a 0 to 3 scoring scale, and the topics the Equal Employment Opportunity Commission (EEOC) warns against.
A fill-in offer letter for a full-time employee: job, pay, start date, benefits, conditions, and acceptance. What each field needs, and when at-will fits.
Care, trades, hospitality, healthcare, and more. Tell Bob what you want and meet employers who are hiring now.
