HIRING FAQs

They don’t have the resources, time, or expertise needed to meet their business demand for hiring.

• They don’t have the resources, time, or expertise needed to meet their business demand for hiring

• In-house teams are stretched thin, and they need supplemental help

• To cover maternity, sick leave, absenteeism, or unexpected turnover 

• To tap a unique candidate network for executive or niche positions

• For support with business expansion

• To offload personnel responsibilities like payroll, benefits, workers’ comp, unemployment liability, etc. 

• To expedite the hiring of large quantities of employees

Actually, we usually find that companies willing to work with us save money in the long run. When you consider the cost of a vacant position (lost opportunities and productivity), the expenses associated with hiring the wrong person (recruiting, training, onboarding, and severance), and the costs of an overworked workforce (healthcare, absenteeism, and workers’ comp claims), it’s easy to see how a savvy staffing company could save you money. 

At FrankCrum Staffing, our recruiting and hiring expertise means we find great candidates fast which translates into real savings to your bottom line. 

Employers, not applicants, usually pay job placement fees. With contract placements, we retain responsibility for payroll, benefits, workers’ comp, and unemployment liability. Under this scenario, you can expect a bill rate that includes a percentage of the contractors’ salary and an additional fee. If you decide to transition the contractor to a full or part-time role with your company, a temp-to-hire conversion fee may be applied. 

With direct hire placements, we do the legwork of recruiting up to the point of a job offer. The cost for this scenario is generally 30% of the candidate’s first-year salary. An alternative option is a retainer — a one-time, upfront fee — that retains our firm to recruit for open position(s) for a specific period.

We offer fair and transparent pricing for each engagement. 

Even candidates who aren’t currently seeking jobs might be open to new opportunities. Employed individuals are desirable candidates because they demonstrate a stable work history and offer skills that are in demand. It takes time to uncover and nurture these relationships. Our recruiters know how to court these potential candidates and draw them into the search process. 

Unsuccessful placements are handled with the utmost care to remedy and address the challenge that created the termination. If the issue was our fault or that of our employee, we would immediately replace the resource with a more senior individual at no additional cost to the client. We absorb the cost in good faith to always show our commitment to excellence and quality. We will speak with the hiring manager to understand what went wrong to ensure it is not repeated. We will also provide a replacement for any full-time hires that are either terminated or quit within 90 days of hire.

We have a thorough vetting process to ensure candidates are qualified for the position for which they’re hired. After behavioral and skill assessment interviews, we call references and carefully review their work history and background check results. We prefer candidates that have tenure in past positions and aim to understand each job transition. If we are not 100% confident in a candidate, they will not be submitted to a client.