Most staffing surprises come from things nobody asked about: conversion fees, minimum hours, overtime billing and who is responsible for what. Take these questions to every office staffing agency you call, write the answers side by side, and get the important ones in writing.
Typical timing (rule of thumb): often a few days to two weeks.
The Questions
- What is the bill rate, and how much of it reaches the worker as pay?
- Who handles payroll, payroll taxes, workers' compensation and unemployment insurance?
- What is the conversion fee if we hire the worker directly, and when does it drop to zero?
- What is the replacement guarantee if someone does not work out?
- Which software skills do you test, and can we see the results?
- Can we interview finalists before they start?
- Can the worker be remote, and who supplies the equipment?
- How do you protect confidential information?
- Do you offer payroll-only service if we find the person ourselves?
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Tips
- Name the actual software you use; "computer skills" attracts the wrong candidates.
- For finance roles, ask what background and credit checks are legal in your state and who runs them.
- Temp-to-hire works well here: you see the real work before you commit.
Before You Sign
- Check the rate, start date, job duties and work location in the agreement.
- Read the conversion, cancellation and overtime terms.
- Agree who trains, who supervises and who reports injuries.
- Keep the signed copy where your payroll or HR person can find it.
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