Client FAQs
What clients want to know.
Frequently Asked Questions
From recruitment through permanent placement, and more--find the answers to our clients’ most commonly asked questions here.
We are heavily networked within our primary service areas and have a consistent flow of qualified candidates contacting us for temporary and permanent placement. Some are between jobs, and many are referred by our clients and employees. Additionally, we utilize proprietary tools to create a consistent interest in career opportunities.
Most likely, your goal is to fill your open position with the best candidate who fits your required job skills, personality and availability while thriving in your company’s culture. Bringing a potential candidate aboard as a Temporary Specialist allows you to view their work style, behavior and personality while on-the-job. Most candidates perform well in interviews, but the real indicator is situational on the job. Many Temporary Specialists are open to direct hire; let us know when your temporary assignment turns into a direct hire request. Our contract provides for temp-to-hire, and the Success Fee changes based on the length of the temporary assignment.
Our team strives to be your extra help, up and running effectively in under 60 minutes. Many have certifications, skills and experience that allow them to “hit the ground running.” Keep in mind your permanent team members are given several days of orientation, on-site direction and supervision, along with on-the-job training to produce at the level they are currently producing. Please understand our staff may or may not be a 100% fit like your current employees. Our Specialists float from assignment to assignment with multiple expectations, property locations and styles, personalities and co-workers. Help them help you most effectively by giving them resources, direction and clear expectations so they can perform at their optimal level for you. If you find an 80% fit…hang on to them; they just might surprise you and grow into 100%!
We hire all our staff as employees and cover all employment costs, recruiting and advertising, benefits, employment taxes, workers’ compensation and more. In addition to actual costs, our rates cover the internal costs of running a business, such as supervisors and schedulers, office administration, office expenses, marketing, trade association memberships, training and more. Our business is like your business; our rates need to cover the expenses of the businesses and eventually give the owners a fair rate of return for their investments.
Yes, our Staffing Team performs a thorough background check for any criminal history, motor vehicle records, and previous employment references. We require our employees to have valid driver’s licenses, and any exceptions would be discussed with the client prior to placement.
Every organization is unique as to what information they gather and verify prior to hiring. When you are ready to offer employment to our candidate, they will be available for your company processes, including completing your application and any pre-employment screening you require, at your expense. Our processes exceed industry standards; however, we have a contractual agreement with our screening providers not to release personal information to a third party. We embrace random drug testing and standard drug screening following an injury or workers’ compensation claim. Our screening may not duplicate your own exactly, but it is more than your other vendors generally provide, such as your landscapers, asphalt repair team, carpet cleaners or copier repair people.
No worries, it is our policy not to recruit from active clients. Even if your staff member calls us directly, we will not work with them for temporary placement or direct hire candidacy unless you authorize it, or they are already separated from your company.
First, we celebrate that you’ve found the right fit for your team. Our working agreement outlines your minimum temporary commitment and buy-out options. Contact your Staffing Coordinator, who can provide you the best choices of waiting through the minimum period, buying out the contract early, or paying a Success Fee percentage for direct hire.
We believe great salespeople are motivated by recognition and reward. Commissions are a worthy “carrot” to motivate Leasing Advisors to focus on what matters most: new leases. We have hundreds of client companies with multiple commission structures, and it would be an administrative nightmare to try to apply each different structure to our personnel. Instead, our commission is simple: whoever is responsible for the initial tour of the prospect qualifies for the commission when the prospect signs a lease. Yes, sometimes this means you may be paying two people for the same move-in, and sometimes you will not be paying anyone. To be fair to our hardworking team members, please let us know if any move-ins occurred after our assignment ended and if our Leasing Advisor was responsible for the initial tour.
The authorized representative from your sister community signed a contract that anyone who worked at their community through Full House Marketing® cannot be hired at their community, management company or sister community for 12 months following their last date of work without paying a Success Fee. Please notify us if you would like to hire our employee who worked at your site, or a sister site, within the past 12 months.
Similar to how you hire your on-site staff, we classify our team as employees using IRS guidelines. Therefore, we pay employment taxes, unemployment insurance, workers’ compensation insurance, employee benefits, and administrative payroll costs. We believe this is not only the law but the right thing to do to protect our employees and clients. It costs more to do business, but worth it.
Yes, this happens quite frequently when our Temporary Specialist does an outstanding job or during the holidays. Please call us to discuss your options; generally, we can “gross up” their pay if you want them to receive a set amount, or you can opt for a gross amount subject to normal taxes. Either way, we will factor only the actual payroll costs for you as a pass-through. Another option is to give them a gift card directly to thank them for exceptional work.
We pride ourselves on being easy-on and easy-off. We ask you week by week to provide a working schedule for the upcoming week. If your needs change, please provide a 72-hour notice so we can secure a new assignment for our Temporary Specialist. Giving us time to relocate the Specialist to a new assignment helps keep them working, which means more staff will be available when you call us for your next temporary need.
Yes, please contact your Staffing Coordinator if the match is not working, and we will do our best to replace them with someone closer to your expectations. If possible, we can also use this opportunity for mentoring and coaching so the Specialist can make you happy.
Our assignments are continually beginning and ending, and our Specialists are usually assigned to another community during the day and unavailable for interviews. To give you more peace of mind, you can review any new Specialist during the first four hours of any assignment, and if they do not fit your requirements, you may dismiss them within four hours at no charge. This gives you half a day for a working interview. Please contact your Staffing Coordinator if you need to dismiss a Specialist prior to their scheduled end time.
Your Staffing Coordinator is the direct supervisor for our Temporary Specialists and can handle most HR concerns and disciplinary or training needs. We want to hear from you if your expectations are not being met.
Yes, we carry high limits of coverage. If you need a Certificate of Insurance for your vendor file, please request it before we start an assignment to ensure it meets your company’s minimum standards.
If our insurance coverage does not meet your standards, you can request additional insurance coverage or waivers. As we already carry higher than standard coverage, any increased coverage needed to meet your standards would be at your expense and must be requested prior to a work assignment. Any requests following work performed cannot be guaranteed, and the invoice for work performed is still fully due. We work with hundreds of client companies and cannot know each organization’s expectations until disclosed prior to work performed.
Third-party vendor verification is increasingly popular for consistency with your business expectations. Prior to these service providers, it was typically the task of the manager or accounting person to request all compliance paperwork. These compliance companies enable you to outsource this function so you can be more efficient and focus on higher-level business needs. The cost of outsourcing this function is part of your cost of doing business. We serve hundreds of client communities from multiple management companies and cannot easily absorb this expense into our staffing rates. We will comply with your request for information to a third party and pass their certification with proper documentation, and those annual fees would be at your own expense.
If you allow your renters to prepare their own Lease Agreement, which you will sign, then we will also sign your vendor contract. Otherwise, it is standard practice for the service provider to outline the terms and conditions in their contract, as we do. Take all the time you need to read the work order contract before signing your agreement and requesting services. It is straightforward. While modifications will be considered upon special request, this must be done before work is performed. Any requests for contract modification following work performed cannot be guaranteed, and the invoice for work performed is still fully due.
Your lease agreement is your contract with the renter and should be signed by a legal representative from your company. Our Leasing Advisors can provide the move-in orientation on your behalf and sign simple verifications that the resident received information. All legal contracts should be counter-signed by a direct employee of your company.
We’d prefer to limit what is given to any Full House Temporary Specialist to reduce your liability and any accusations of misuse or loss of valuable items. If our staff is expected to open or close alone and keys must be given to take home, it is your decision to make an exception. In general, your company resources should not be taken off-site by non-employees. It is your choice as to how much access to company equipment you give our team members, and you assume the responsibility of your choice. In the event of gross misuse or theft, we will immediately involve law enforcement and follow standard procedures.
Specialists complete a written weekly time sheet for your signature of approval. The signed time sheet is submitted weekly to our office, and you can retain a copy for your records.