Recruiting for Manufacturers
Established in Anderson, Indiana in 1985, Continental Professional & Staffing Services has decades of experience recruiting for manufacturers. We can staff a small project or assemble complete teams for major projects, such as the implementation of a new assembly line. Utilizing state-of-the-art recruitment tools and processes, we make recruiting easy for you.
Today 89% of companies in the U.S.A. use temporary staffing. For most companies, temporary staffing represents a chance to control costs---for example, saving 20% to 35% of salary they pay for permanent employees in taxes and benefits.
Personnel Searches
Continental has a large computerized database of candidates as well as numerous personal contacts gleaned from working with manufacturers for over two decades. Additionally we have access to top Job Boards and utilize them in the search for your candidates as part of our overall recruiting service. For hard-to-find specialists we will advertise in strategic publications as well as utilizing traditional head-hunting techniques such as mining past contacts for referrals.
Resume Screening
As an engineering-oriented company, Continental is particularly adept at identifying staffing candidates in the manufacturing sector. We start with helping you develop a comprehensive job analysis. Utilizing this description, we use our computerized HR tools to match quality applicants with your specific job requirements. We offer you instant access to extensive outsource engineering resources and engineering teams. We then check availability and verify that these candidate’s salary requirements fits within your salary range. The resulting short list of candidates is forwarded to you for your review and selection.
Skills Testing, IQ Testing and Personality Profiles
Some clients have specific skills required for their position. Continental will administer any skills test you require or can help you create one if needed. In addition, Continental has a battery of tests to give you a better understanding of your candidate’s skills and personality. These include IQ, personality profile, aptitude and mechanical skills testing. This testing is usually done after the candidate has been placed on your “short list” and before the interviewing process, however some clients prefer to test after the first interview.
Interviewing and Hiring
Interviewing
It’s both a skill and an art to uncover a person’s true character in an hour’s interview. You need to understand their skills as it relates to the job and then you must determine if the candidate would fit in with your organization. The last is often the most difficult. Continental’s Recruiting Professionals guide you through this process and will even conduct the interview if you desire. We will help you employ cutting edge recruiting techniques to ensure you really have found the ideal candidate.
Salary Negotiations
Once you have selected your candidate, you need to come to an agreement with him or her as to salary and benefits. This can be a tense process. Continental smoothes this process by acting as the go-between, much as a Real Estate Agent does in selling property. This back and forth process may take several days and involves give-and-take.
Key to this process is understanding the going rates of salaries in the area. Continental maintains up-to-date executive salary surveys and can help guide you in negotiating a fair salary.
One hurdle to overcome in the negotiating process is the counter-offer from the candidate’s existing employer. For a really good candidate, this is to be expected and is actually an indication that you have selected a quality individual. If you are inexperienced in hiring, this counter-offer can take that candidate out of the running. However, there are tried and true techniques to mitigate this situation and counter the counter. Continental is trained in these techniques and can assist you in overcoming this hurdle.
Background Screening and Drug Testing
Once you have selected your candidate and negotiated a salary and benefits package, you still need to make sure he or she has honestly represented themselves. This is verified with background screening. In today’s world, we recommend that you consider including Drug Testing with your screening process.
Continental has a menu of screening services to fit your needs. Each customer has different needs and each position has different responsibilities. We suggest that you minimally do a local criminal check and a simple saliva drug test on every candidate, even for general labor positions. For executive positions we recommend a Credit Check, Motor Vehicle Record Check, and Criminal Background Check in any area they have lived in during the last five years. Additionally a verification of employment and education is standard for most positions.
However, there are fees for these checks and the more extensive the check, the more expensive the fee. Continental’s recruiting professionals will assist you in choosing the appropriate level of background screening for your position. We order and administer these screens and give you the results.
Our menu of Screening Services include:
- Criminal Background Check
- County Level
- State Level
- National Level
- Credit Check
- Motor Vehicle Record Check (driving record)
- Drug Screening
- Saliva Test
- Urinalysis (done at a Medical Center)
- Hair Analysis (this is the most comprehensive test)
- Prior Employment Verification
- Education Verification
- Reference Checks
- Skills Testing (often done earlier in the hiring process)
Hiring
If you have selected Continental’s “Zero Hassle” Contract Staffing Services, we will handle the employee sign-up process for you. This includes the tax and all insurance forms . We will give the employee a brief orientation to our services as well as to your company.
The employee is introduced to the Continental employees he or she will interface with and if they will be traveling, they are signed up for a Continental Credit Card. The employee is instructed when and where to show up for their first day of work. You take it from there!