Staffing requirements can be handled through a number of options. Circumstances surrounding every placement vary, and typically our clients rely on one of the following options for filling their open positions:

Direct Hire Placements - Sourcing candidates in this market often becomes an overwhelming task. Certified Employment Group will present only those candidates that truly meet the requirements of each requisition. This is not a “wide open net” approach, but rather exact pinpoint recruiting. You are presented only the number of screened and reviewed candidates you request. Verifications and prescreening meet your specific requirements. Certified Employment Group has a higher than 90% retention rate on Direct Hire Placements.

Contract Temporary-to-Direct Hire - Often a Contract Temporary employee begins a position with the understanding that it will transition to Direct Hire status with the firm after a probation period has passed. This approach allows both parties to evaluate the viability and compatibility of the placement.

Contract Temporary Placement - Positions at all levels can be filled by utilizing an employee on a contingent basis. Expediency in getting a job filled, flexibility of terms or duration of need, no lingering employment liabilities – all reasons why utilizing a contract temporary employee is an excellent option.

Contract Payroll Service - Positions at all levels can be payrolled through Certified Employment Group. When you have identified the candidate, often a returning employee or a specialist who will be engaged for a limited time, utilizing our Payroll Service option is your best option. All legal and insurance requirements are met, yet the person can begin immediately, and with no lingering employment liabilities once the work is completed.

Independent Contractor/Worker Classification Program - Determining a person's correct status, contractor or employee, requires a wide variety of factors to be reviewed. Certified's program is designed to help your firm determine the proper worker classification. Factors regarding employment status, existence of a separate business, and the nature of the work are thoroughly examined. Our specialized team will partner with you to collect the necessary information and review all those critical factors as dictated by the IRS common law test.