Recruitment Tips

For employers

How can I tell if I need a recruiting or an executive search firm?

Contact the company and explain your needs. The search firm will advise whether or not they have the ability to fill the mandate presented.

What is the difference between contingency, recruiting and executive search?

There are two types of approaches in the executive search scenario:

Contingency approach: The client pays an agreed-upon fee, after a placement is made.

Retainer approach: The client retains the search firm, usually at a pre-determined fee, and pays the fee regardless of the outcome of the placement.

What happens if the candidate a recruiting company sent doesn’t work out? What is my liability?

If the candidate does not work out, simply notify the staffing company with the reason and the company will work to find a suitable candidate. Most agreements have a trial period.

What happens if a temporary employee gets sick or injured on the job? Do I have to pay for that?

The WSIB (or WCB) will apply. Your workplace insurance entitles you to a range of benefits. The benefit most people are familiar with is the replacement of earnings you lose while disabled by workplace illness or injury (benefit for loss of earnings), but a number of other WSIB benefits are available to you:

  1. Benefit for Loss of Earnings (LOE)
  2. Benefit for Non-Economic Loss (NEL)
  3. Loss of Retirement Income (LRI) Benefit
  4. Benefit for Future Economic Loss (FEL)
  5. Health Care Benefits
  6. Health Care Equipment and Supplies
  7. The Occupational Disease and Survivor Benefits Program
  8. Benefits for Seriously Injured Workers
  9. Compensation Amounts for Survivors
Who takes care of the deductions for temporary employees?

The staffing company is the Employer of Record and is responsible for all deductions and employer responsibilities.

What is a fair mark-up for a recruiting or staffing agency? How do I know if what I’m being quoted is fair?

“Mark-up” is a misleading term. Of the total amount charged, most of the amount will go directly to the employee’s wage. Because the staffing company is the Employer of Record, they are responsible for all employer premiums, WSIB and payroll source deductions that employers must pay. This amount can equate to over seventy-five per cent of the employee’s take-home wage.

How long should I expect an executive search to take?

It is difficult to generalize the time it may take to place a professional. Depending on the urgency of the situation, member-companies can be very quick at finding a suitable candidate. However, it may take a longer period of time, if there are stringent stipulations that must be met.

How can I be sure the staffing agency/recruiting company is legitimate?

When working with ACSESS member-companies, employers can be sure that companies are professional and legitimate.

How can I make sure the temporary workers I’m employing are being treated fairly by their agency?

Again, checking to ensure the company is an ACSESS member will alleviate any uncertainty.

If a temporary employee complains to me about the staffing agency, what should I do?

Unless there is reference to something illegal or discriminatory against the employee, as a rule, employers are not to get involved in the relationship of an employee of a staffing company. If the employer feels compelled, he or she may make mention of the employee issues with the staffing company so that the situation can be remedied accordingly. The employer can also contact ACSESS.

If a temporary employee complains about MY Company, what can I do?

If the complaint is legitimate, listen to the employee and attempt to provide a resolution for the problem. If the situation is related to safety, the employer is legally responsible to remedy the situation.