A professional full-service staffing provider, SRI has been providing talent to business and industry since 1994.
Staff Resources, Inc. is dedicated to providing qualified, professional, and technical staff to the manufacturing and engineering based community. Our team of experienced professionals strives to maintain continual interaction with our clientele in order to ensure the delivery of superior performance from conception to completion of an assignment. The continued success of SRI will be the result of our staff contributing fully in the areas of sales, recruitment, and employee relations. Our commitment to quality service, profitability, and employee development will insure our growth at a national and international level.
We will go to extremes to pre-qualify our staff to insure complete customer satisfaction. Staff Resources people make positive contributions to the success of customer companies in virtually every segment of industry.
Staff Resources, Inc. works with you to insure total understanding, commitment and involvement based on your individual job requirements. A computerized database allows quick response to job requests. After placement, we continue to stay in touch to insure continued satisfaction for everyone involved.
Engineering and Technical Support
Specialized Areas of Expertise
OFFERS RISK FREE, WORRY FREE, TIME SAVINGS WHILE REDUCING COSTS
We can save both the candidate and client time and money with the services we provide.
Your best option if asked a question that appears to violate the Privacy Act is to think about whether it is relevant to your ability to perform the job, and provide an answer that applies to that intent. For example, if you are asked whether you are a United States citizen (which is not legal to ask), you can reply that you are authorized to work in the U.S., which is a question the employer can ask you and which is appropriate to answer.
NOTE: It is normal to want the highest salary possible, but remember that the benefit package and other factors are also extremely important. Always look at the total compensation when considering every employment possibility.
Job Description – Requirements
Job Description – Preferences
The following examples are provided to help you understand what types of inquiries are acceptable and what types are not:
Steer clear of questions that could potentially violate the Privacy Act. These types of questions are almost always irrelevant to the candidate’s ability to perform the work in question, open the door for crossed signals or potential legal issues, and have no buisiness in the workplace. Focus on the skills the candidate brings to the table, and their experience related to the job they are applying for.
Your plan should include the following steps:
SRI is there to help you through this transition by:
BOOKS AND PRINTED
Richard Nelson Bolles – What Color Is Your Parachute?
Peter Veruki – The 250 Job Interview Questions You’ll Most Likely Be Asked
Martin Yate – Knock ‘Em Dead – Résumé – 8th Edition
Martin Yate – Knock ‘Em Dead – Job Search – 8th Edition
Martin Yate – Knock ‘Em Dead – Cover Letter – 8th Edition
Important News for Federal Contractors and Subcontractors!
On Jan, 15th, 2009 Federal contractors and subcontractors will be required to begin using the U.S. Citizenship and Immigration Services’ E-Verify system to verify their new employees’ eligibility to legally work in the United States. The Civilian Agency Acquisition Council and the Defense Acquisition Regulations Council amended the Federal Acquisition Regulation (FAR) to reflect this change.
This new rule implements an executive order that was amended by President George W. Bush on June 6, 2008, directing federal agencies to require that federal contractors agree to electronically verify the employment eligibility of their employees.
Staff Resources, Inc. is enrolled in the E-Verify system and able to act as your Designated Agent to conduct all of your new employee eligibility verifications. Please contact us today for more information.
Why do some employers dismiss recruiting/staffing companies as bothersome?
Recruiting companies can be a value-added resource if used properly. Don’t limit yourself to just using one recruiting firm. More is better, because not all recruiter/staffing companies have the same talent pool of candidates. Get all the Terms and Conditions approved in advance and then let the recruiting/staffing company produce for you. We suggest you add at least one new recruiting firm each year to keep the others on their toes. If the number of firms becomes too large you might want to add one and reduce one or more, but new talent is what is important.
Why not let competition work to your advantage?
When employers post jobs, let a minimum of three recruiting firms work on each posting. It won’t take long to find out which recruiting company can produce the best candidates for you. It’s important to remember that recruiting companies use different search/talent resources to find people. Once you know who used which search/talent resources electing a variety of different staffing firms will give you a wider resource pool from which to choose. With all the corporate downsizing taking place today the talent pool is larger then it has been in years. We suggest you don’t wait to pick up some of this prime talent before it is taken by someone else.
Why are some employers against using outside recruiting/staffing firms?
Some employers feel that if they are paying for Human Resource personnel, it is a waste of money to also hire a recruiting/staffing firm. Free up your internal talent do what they do best and let the outside recruiter assist them to save time and money. Assign the recruiting/staffing firm to work on the more technical positions to find a greater variety of candidates. This will allow the Human Resource staff to be more productive and also have more qualified candidates to review. We suggest you have a good balance of recruiting/staffing firms to supplement your Human Resource Staff.
Why limit your recruiting/staffing company to contact with Human Resource personnel only?
Not on every job, but on selected technical (hard-to-fill) jobs it’s recommended to have a supervisor spend 10-15 minutes with the recruiting company. This can be done over the phone or by email, but time spent writing the job posting to clearly show the qualities and skills desired in a candidate, will help you get candidates that are a much better fit. This will also reduce the large volumes of paperwork generated from receiving résumé from unqualified applicants. We suggest you let your key recruiting/staffing companies have contact with each supervisor requesting new candidates.
Is direct hiring always the best answer?
In many cases it is the best way, but other times it’s better for to use the “contract to hire” option. Many companies have a six-month contract to hire without any cost penalty after that time. The advantage is that the candidate and the employer have a period to make sure it’s the best fit for both parties involved. It’s hard to get this information from reading the résumé or in the interview. Typically someone will not leave their current direct employer for a contract position, but sometimes when the situation presents itself it is another option. This process gives the employee an opportunity to prove to the employer they made the right selection.
How should employers select a recruiting/staffing company?
We suggest you interview them just like you would a candidate you wish to hire. Check out their website for more background information about the company. Investigate which search engines they use to get résumés (CareerBuilder, Monster, The Ladder, etc.) Determine what makes them better than the competition and what background they have to help you as the employer. We maintain that the better the recruiting company understands your business, the better job they will do to get you qualified candidates. Its not about who produces the most résumé, but rather who produces the best candidate.
Why is it important to get feedback on a candidate?
It’s important for the recruiting/staffing company to get feedback on every candidate, whether it is good or bad. If the employer doesn’t want ten or more résumé for each position, good feedback after the first candidate can help clarify the employer’s needs. A good staffing company will use that information to weed out unqualified candidates for the employer, but without it they usually keep sending more résumé that don’t quite fit the employer’s requirements. Employers also need to understand that staffing companies are spending time doing research that may not be needed, because of the lack of feedback. We suggest if you want fast response and quality candidates, good two-way communication is the answer.