[EMPLOYEE HANDBOOK]     [QUESTIONS ABOUT MY ASSIGNMENT]      [INTERVIEW TIPS]        [EMPLOYEE FEEDBACK]

We consider our employees to be another set of Personnel Partners' customers, and hope that each one's experience will be of professionalism and courtesy each time there is interaction with our staff.  We take pride in the fact that referrals are our primary source of new candidates, since we are only as successful as our ability to find and place quality employees.  Our business clients are also selected with care, and they frequently compliment our staff on the high quality employees found through Personnel Partners.

If we have an assignment that matches your skills, experience, and qualifications, our staff will give you a call.  The choice to accept or reject an assignment is yours; however, when you accept an assignment we will consider that a commitment to complete it to the best of your ability.  Some work assignments are temporary and the length of assignment is determined by our clients' needs.  Personnel Partners cannot guarantee that an applicant will receive an assignment, nor the length of any assignment, nor the eventual hire onto a customer's payroll when a permanent opening exists.

Employee Handbook Information

BENEFITS:  Employees on assignment receive benefits including paid holidays, vacations, and access to comprehensive major medical insurance coverage.

PAYROLL:  Our commitment to attracting the best workers around includes a commitment to the best pay rates available for an assignment.  Our business clients frequently give input on their own wage scales for the work to be done, so that any Personnel Partners employee working on assignment can be given an appropriate hourly wage for that location and job duties. 

Our payroll is processed weekly from timecards completed by employees and turned into our offices by the designated time of 5:00pm each Monday.  All hours worked must have the proper client authorization to be compensated.  Checks are available in our offices each Friday from 8am to 4pm, or employees may choose DIRECT DEPOSIT of paychecks for their convenience.  To select direct deposit, employees must complete an authorization form available in our offices, and provide a bank letter or other acceptable verification of bank routing information.

SAFETY POLICY:  Personnel Partners is very interested in providing safe working conditions for our employees.  Our safety handbook, given to each new employee, details safety procedures and tips for any work setting.  Our clients may provide additional safety instructions which of course should be followed as well.  In addition to practicing safe work habits, employees are expected to report any unsafe working conditions to Personnel Partners.  Employees are covered by Personnel Partners' workers compensation insurance.  This insurance covers injuries suffered on the job only.  In the event of a work-related injury, Personnel Partners' staff must be notified immediately and will provide instructions and authorization for care.

ATTENDANCE:  Employees are expected to report to work every day they are scheduled.  Your work is very important to our client's success (and to yours) regardless of the nature or length of an assignment, and should be treated as such.  Employees who must miss work due to an emergency must call both the client and Personnel Partners.  Because we have a 24-hour answering service, any no-call, no-show day may be cause for termination.  An absence without proof of reason or otherwise unexcused may also be cause for termination.  Failure to complete the work assigned due to unexcused absences, or failure to comply with any other attendance rules set by the client where the assignment is located may also be cause for termination.

EQUAL OPPORTUNITY EMPLOYER:  Personnel Partners is an equal opportunity employer.  All of our recruiting, employment, job training, compensation, promotion and other conditions of employment are based on this policy.  Personnel Partners gives equal employment to all persons without regard to race, color, religion, national origin, sex, age, non-disqualifying handicap, height, weight, marital status, or any other factors prohibited by law.

SEXUAL HARASSMENT POLICY:  It is the policy of Personnel Partners to maintain a place of employment that is free of harassment in general and especially harassment that is sexual in nature.  The purpose of this policy is to communicate to all employees the Equal Opportunity Commission's guidelines setting forth the EEOC's interpretation that sexual harassment is a violation of Title VII of the Civil Rights Act of 1964.  These guidelines are consistent with our practice that conduct creating an intimidating, hostile or offensive working environment will not be tolerated.

These policies are only a summary of the detailed information contained in our "Handbook for Employees on Assignment."  For more information, refer to your handbook or ask a Certified Staffing Professional in our office for a copy.

Questions about my assignment

Interview Tips

BEFORE THE INTERVIEW: 

1. Research the company.  Your Certified Staffing Professional will tell you as much information as is known, but there are other avenues to obtain even more details.  Start your research at the library or over the internet to get a better understanding of the company and how the position fits within its structure.

2. Be ready to answer some standard interview questions such as, "Why should we hire you?" and "Explain your strengths and weaknesses".  Our web site has some helpful links to find more examples of popular interview questions.

3. Be prepared.  Although our staff will normally have shown your resume to the client company in advance, you should bring a clean copy and samples of your work if appropriate.  A notebook, pen, and a list of questions to ask will also come in handy.  (Don't bring questions to which you should already know the answer!)

4. Be on time.  Plan on arriving 10-15 minutes early to relax and get organized.  Know where you are going before the scheduled interview.  Do a practice run-through so you are sure to allow yourself enough time on the interview day to get there as scheduled.

5. Dress professionally.  Wear monochromatic clothing, avoiding loud prints or plaids and clingy fabric.  Choose age-appropriate outfits that are conservative and classic.  A classic business suit is almost always acceptable unless you know the work environment calls for jeans and boots every day and in every circumstance.  Consider the industry, type and level of position being sought, along with the culture of the organization; always dressing one notch above the usual fare. 

Grooming is also important - be impeccably clean and well groomed, wearing minimal jewelry or perfume/cologne and keeping hairstyle and makeup conservative.  If you are concerned about the appearance of scars, birthmarks, etc., be proud and comfortable with how you present yourself or you risk drawing attention to your perceived areas of weakness.

DURING THE INTERVIEW:

1. First impressions consist not only of appearance but of observed behavior.  Greet the interviewer with a firm handshake (practice this one!).

2. Show your interest and project a positive attitude.

3. Eye contact is very important.  Show your confidence by looking the interviewer in the eye.

4. Always tell the truth in an interview. 

5. Don't say anything negative about a past employer.

6. Never discuss salary in the first interview or before a job offer is made.  The information provided by Personnel Partners in advance comes directly from our client, and is not subject to negotiation unless our client brings it up.

7. Bring some of these "best questions to ask in a job interview" to help determine whether the environment is a good fit:

   • If I'm hired, in a year from now, how will you know I've been successful in this job?

   • Why is this position open?

   • Why do employees stay here?  Why do they leave?

   • What are some of the challenges of this job?

   • What is a typical day like in this position?

   • Where would I go for feedback or training to help me improve in this position?

   • What most often contributes to someone's success at this company (or in this job)?

8. Following the close of an interview, always verbally thank the interviewer for his/her time.  You may ask for the interviewer's business card and send a thank you note within 24 hours of the interview, if you know the interview process will be ongoing.

AFTER THE INTERVIEW:

1. Call your Certified Staffing Professional at Personnel Partners after an interview with one of our clients.  Personnel Partners will be involved in the follow-up interview if one is necessary.  Attempting to get direct updates from our client may actually hurt your chances of being considered for an opening since the client will assume you must have your own agenda or do not respect its planned procedures. 

2. Many of the positions we fill are "temp to hire", which simply means that if everything goes well during an evaluation period worked on Personnel Partners' payroll, you will then receive an offer of direct hire by our client company.  If you are interviewing for such an opportunity vs. a temporary-only assignment, you will be made aware of the potential for full-time hire in advance.

3. If you are selected for the job opening, our client will notify Personnel Partners' staff, who will contact you to make the job offer including pay rate, and will coordinate a start date and any other orientation needed.

Tell Us How We are Doing

At Personnel Partners, we want to be the service of choice for both our customers and employees.  We want to hear from those of you who have interviewed in our offices and worked (or are currently working) on assignment for us.  The link below will take you to a document that can be opened, printed, and returned to Personnel Partners when completed in exchange for a thank-you gift from us.  All the input you give us helps to make us a better place to work now and in the future.

If your browser prompts you for a password to open this document, press "cancel" - a password is not necessary