About Us

We are a proud team of innovative people dedicated to providing the highest quality staffing service to our clients and our employees.

 

For over 20 years, Success Staffing has been offering employee placement services in the following environments: ancillary healthcare, IT, administrative/clerical, and environmental/technical labor. We provide these services by matching our qualified employees with our client’s specific requests to be assigned at their facilities, ranging from healthcare organizations, corporate offices, military bases, industrial plants, and educational institutions.

Our ongoing success is based on relationship building with our clients and our contract employees. We are experts in the areas of recruiting and placement of professional and administrative support staff.

 
 
 

Innovative.

We provide innovative workforce solutions to organizations of all sizes by meeting the challenges of today’s changing work environment.

We have the experience to help facilities maximize their efficiency and productivity, in a most caring manner through a variety of creative service delivery options, including:

  • Recruit for Direct Hire

  • Temporary Placement

  • Permanent Placement

Customized Solutions.

We do not offer “cookie cutter” solutions.

We realize that every client has their own needs and we will shape and mold our services to satisfy them.

We are a proud team of innovative people dedicated to providing the highest quality staffing service to our clients and our employees.

 

What are the three ways of obtaining personnel from a staffing firm?

 

  1. Temporary Help

  2. Direct Hire

  3. Contract to Hire

 

What is Temporary Help?

Also called "contract" (if longer-term) or "interim" (if very short-term), is one source of staffing which most companies use at one time or another. Typical uses of temporary hiring include:

  • Coverage for vacation

  • Medical, or maternity leave

  • Staffing of special projects, such as systems conversions, sudden changes in the industry, convention and conference help, or to "backfill" open positions for a limited period of time

The advantage of contract or interim staffing is that a limited amount of money is spent for a limited term need, and no employment obligations (beyond complying with general workplace laws and regulations) have to be considered.

What is Direct Hire?

This used to be referred to as "permanent" hiring because it is for an open and available position. When a company hires direct, a lot of care is taken in screening, conducting multiple interviews, in-depth reference checking, etc. Although the decision to hire is not irrevocable, the company is often taking a new hire away from another direct position, which makes terminating that person a more painful proposition for both parties.

What is Contract-to-Hire?

Also known as temp-to-hire, is a way to obtain people which combines the temporary help and direct hire formats. A temporary worker is brought in when a position opens (or is soon to open), and works for a period of time before he/she is either offered the open position (if a good fit) or let go (if not). The advantage of this '“try before you buy” option is that a hiring decision can be more carefully and knowledgeably considered, while key functions are covered in the meantime. Again, no contractual obligations arise between the company and the worker, unless perhaps the company makes express representations to the worker which constitute an employment contract.

What Staffing Firms Do For You and What You Pay

 

Temporary Help

Temporary Help Staffing firms provide you with the services of a contract or interim employee based on the requirements you specify. This person will work for as long as you need him/her, and you may terminate the assignment at any time with or without notice. If the person leaves prior to assignment completion for any reason, you should be given a replacement. The temporary worker is an employee of the staffing firm for the length of the assignment, which means that the staffing firm will payroll the employee and be responsible for all payroll taxes, workers compensation insurance, unemployment insurance, and other payroll related costs. The staffing firm should also carry some sort of liability (or errors and omissions) insurance to cover the employee's work product, and a crime or dishonesty policy (or bond) to cover an employee's acts of dishonesty. You have the right to make sure that the firm you use is adequately covered in these areas.

The employee sent to you should have been pre-screened by the staffing firm. This usually includes interview and reference checks, but may also include skills testing and background checks, depending on the nature of the assignment and your company's own requirements. Sometimes staffing firms provide a guarantee (say, up to the first eight hours free) in the case where a temporary's abilities, work ethic, etc. are not adequate or in line with the job specifications you initially provided to the staffing firm.

The staffing firm will generally bill you an hourly rate for the temporary employee's services, accompanied by a timecard signed by an authorized representative of your company verifying the hours worked. The hourly rate will cover the employee's wages, all associated payroll taxes and direct costs, and a profit margin, or "markup." The markup can vary depending on a number of factors, including the volume of business your company does (or might do in the future) with the staffing firm, the tightness of the market for particular types of employees, the length of the assignment, and the "contract-to-hire" terms (see section below). internet search service fees.

Direct Hire

There are two kinds of direct hire staffing firms: contingency and retained search. Contingency firms only get paid if they find you the candidate you ultimately hire, whereas retained search firms (which generally place only high level executives) charge you a non-refundable retainer fee up front, followed by additional amounts once the candidate is placed.

In the case of direct hire, the staffing firm will refer screened candidates to you, usually by faxing or emailing resumes and cover notes which address your specifications. You should always be as thorough and accurate as possible when giving any order to a staffing firm, so as not to waste their time and yours.

Once you have reviewed the resumes sent to you, you should choose the ones you like, and if possible, provide as much feedback as possible to the staffing firm regarding the candidates sent, in order to maximize effectiveness. Once you have indicated interest in a candidate, the staffing firm will arrange interviews, provide information, negotiate salary and benefits, etc. The staffing firm will bill you a fee equal to a percentage of first year annual salary (or total guaranteed compensation, depending on your agreement with them). The percentage fee generally varies between 20% and 30% in a good economy, lower during a recession. Factors affecting the fee percentage include volume of business, guarantee terms, etc. Fee percentages can often be negotiated.

The staffing firm should provide you with a guarantee, usually ninety days. If the placed person leaves for any reason during this initial ninety-day period, the staffing firm should replace the person for free, or provide a refund if it can't. The exception might naturally be if you eliminate the position, which is no fault of the hire or the staffing firm. Often the guarantee is pro rata, i.e., the longer the person has stayed (e.g., 89 out of 90 days) the smaller credit or refund you would be entitled to.

Contract-to-Hire

Contract-to-hire works much the same way as temporary help, except that you are telling the staffing firm up front that the temporary worker is to be tried out for a possible direct hiring. This usually means you will do more interviewing up front, and the staffing firm will do more work on the selection and screening of the candidates up front. Once the person starts the temporary assignment, he/she may be converted to direct hire whenever you are ready to do so. The amount of time the person works prior to direct hire has an impact on the "conversion" fee.

The basic principle in pricing a contract-to-hire conversion is economics. The staffing firm wants to make its normal direct hire fee (say, 25%) for the placement. It can do so through a combination of (a) profit markup during the temporary assignment and (b) a conversion fee once the conversion takes place. If you hire a temporary after only a few weeks, let's say, chances are the staffing firm has earned little if any profit from that assignment. Therefore you would expect to pay a larger conversion fee than if the assignment lasted, say, 3-6 months. In the case of a "one-shot" placement, the staffing firm might charge you full fee (essentially, the same fee percentage as they would charge you for direct hire), unless perhaps the temporary works for 6-12 months, after which you may expect to receive a discount. In the case of high volume accounts, the conversion fee is often waived after three months or even less. Again, it's all negotiable! As a rule, you can expect the larger, national firms to be more rigid (less negotiable) than small independent staffing firms.