1. What’s the benefit of using a placement service?
Answer: ARS employs people to search out qualified candidates. We are a complete HR solution. When a client has staffing needs, we organize a recruiting force to insure that we find the most qualified trades-people to fulfill the job needs. Our group of trained recruiters performs internet searches, database searches and works with a myriad of our partners to find and qualify workers for your projects. We will assist in getting craftsmen licensed. We work within our clients constraints and provide information to the client as required and requested. We comply with the client’s paperwork, interview, screening and hiring needs.
Our service is performed nationally. Therefore, one phone call to our office will commence the process of finding qualified workers wherever your next project resides. To minimize expense, our searches start locally and move out in a radius to maximize the potential of finding qualified workers within the client’s timeframe and budget.
After a 90 day trial period, any employee that you are interested in transferring to direct can be done by simply not turning in a timesheet. There are no transfer fees.
We handle all aspects of hiring, worker’s compensation, unemployment and payroll. ROF becomes our issue along with injury and payroll related issues. We specialize in HR.
2. Why use an out of state agency?
Answer: Using the technology of internet, computers and telephone, non-local agencies can assist companies in finding qualified workers without the usual local paradigm. We search within the local territory without hesitating to go further away to match qualified workers with the open job opportunities. If local labor is available, we can find them. If not, we can find qualified candidates willing to travel.
3. What’s the advantage of temporary?
Answer: ARS covers employees with liability insurance, worker’s compensation, and unemployment insurance. For temporary staffing needs, ARS coverage will minimize your risk.
4. What’s the benefit of temporary to permanent placements?
Answer: Permanent placements can be a costly solution. Therefore, ARS employs a pay as you go strategy. You pay for work performed. After a 90 day trial, an employee can be transferred at no additional cost. Most companies can determine whether an employee will fit within the corporate culture within 90 days.
5. We really like interviewing folks face to face but, we don't have the hr personnel to profile, test and background check all of the applicants can ARS perform the screening process and direct applicants to us for in person interviews?
Answer: Yes, we will acquire and screen all applicants and will schedule interviews for you.
6. Are there any fees for signing up with your company?
Answer: No, there are no sign up fees associated with working with ARS. Applicants can apply for work and clients can submit account applications with no service fees.
7. How much lead time does your company require for employee requests?
Answer: We do not have a specific lead time requirement. However, the more time provided will result in better matched employees for your projects. Most customers make ARS their HR partners allowing us to be part of the manpower planning and forecasting process. Thus, ARS can provide the best resource solutions to meet the clients projects needs.
8. How long must your employees work for us before we can transfer them to our payroll? Are there additional transfer fees for employees transitioning to our company?
Answer: ARS has a 90 day temporary to hire policy. The employee must work on a job for 90 days before becoming permanent to the client’s company. After the 90 day period, the employee(s) can be transferred with NO additional fees.
9. When is the pay period?
Answer: Our pay period is from Saturday through Friday with timesheets due to our company on the following Monday mornings. This allows our payroll department the time necessary to insure that all employees get paid on time.
10. How do paychecks get distributed?
Answer: The paychecks will be either mailed to the employees address or over-nighted to the job site or location specified by the client for distribution. We pay weekly. However, the distribution of the paychecks is dependent on the clients normal pay schedule to their regular employees. We also accommodate direct deposit.
11. What’s your overtime policy?
Our policy is that we utilize the policy determined by the client and/or state guideline. Some states require overtime after forty hours worked while other states provide overtime after eight hours of work with double time after 12 hours worked. We pay and bill for overtime based on the agreement made with the client companies.
12. Will you accommodate our timesheets?
Answer: Yes, as long as the timesheets have the following information: job name, worksite location, company name, employee names, daily hours and sub-total of hours per employee, week ending date and signature from authorized client representative.
13. How often do you invoice?
Answer: We invoice weekly for our services since we pay our employees weekly. We support job costing and purchase order placement. We will provide a single invoice for each job by job number or PO. If the client does not job cost, we will provide an invoice per timesheet or grouped all as a single invoice. Our billing department can accommodate invoice generation to support our clients needs.
14. What is included in the fees for your employees?
Answer: Our services can be ordered ala carte. Thus, the fees will include any of the service costs associated with services required. If the client wants us to cover payroll only, then the payroll costs that include the employer’s share of taxes and employee pay will be included. We also charge a fee for our service that will enable us to continue to provide our clients with excellent service.
Our ala carte menu is as follows:
Your choose our services - Ala carte:
Skilled trade & quantity … Electrician, Plumber, Pipe-fitters, + certification requirements, Number of employees.
When required and terms - Approximate start date; Terms can be that you would like persons to show up on the job at a certain time and date or you like the interview process and want our company to screen all applicants and send those that are qualified for your own face to face interview, drug test and/or physical, etc.
Employment terms … Temporary, temporary to permanent placements, etc.
Work location, Shift, Hours …State and County (ies), Day/Eve/Split, Quantity of hours per day/week.
Work duties performed … Termination, Service, EMT, TIG Welding, etc.
Additions … We have our own people and want you to cover the payroll, worker’s compensation and liability; We only want you to find us craftsmen; We want you to find folks and just cover payroll – we’ll cover worker’s compensation; or We want you to be a full service provider and cover payroll, worker’s compensation and liability.
Specials* … Drug test, background checks, social security checks, DMV reporting.
* Additional charges may apply.
15. Do you have any kind of guarantee for the quality of employee provided?
Answer: Yes, we have a quality guarantee. Although ARS tries to understand the job/employee requirements and performs screening testing, reference checking and skills assessments prior to hire, we occasionally send out a worker that does not meet your hiring expectations. If this happens, let us know within the first four (4) hours of the assignment, and we will provide a replacement. Since your satisfaction is important to us, you will not be charged for the unsatisfactory work.
16. Can I refer a company to use your services? Are there any benefits?
Answer: Yes, we appreciate all referrals. Ten percent (10%) of profit will be distributed to the individual(s) that refers a new client to our services. The referral is based on having a new client utilize ARS for specific jobs. The person referring is paid the commission on all employees utilized by the referred client for the specific project(s). Commissions will be distributed when payments have been received from the client for any invoice(s). ARS does not endorse or support any activities construed as a conflict of interest.
