Most staffing surprises come from things nobody asked about: conversion fees, minimum hours, overtime billing and who is responsible for what. Take these questions to every industrial staffing agency you call, write the answers side by side, and get the important ones in writing.
Typical timing (rule of thumb): often same day to a few days.
The Questions
- What is the bill rate, and how much of it reaches the worker as pay?
- Who handles payroll, payroll taxes, workers' compensation and unemployment insurance?
- What is the conversion fee if we hire the worker directly, and when does it drop to zero?
- What is the replacement guarantee if someone does not work out?
- Who provides and pays for safety training and personal protective equipment?
- Do your forklift operators have documented training and evaluation?
- How are workplace injuries reported, and who handles them?
- Is the workers' compensation classification correct for our work?
- Do you offer on-site supervision for large groups?
- How do you handle no-shows on a shift?
Advertisement
Tips
- OSHA treats the agency and the host site as jointly responsible for temporary workers' safety, so agree in writing who trains on what.
- Workers' compensation rates drive industrial markups; describe the real duties so the quote holds.
- Walk the recruiter through your floor so they can describe the job honestly to candidates.
Before You Sign
- Check the rate, start date, job duties and work location in the agreement.
- Read the conversion, cancellation and overtime terms.
- Agree who trains, who supervises and who reports injuries.
- Keep the signed copy where your payroll or HR person can find it.
Find warehouse, light industrial and labor staffing agencies near you →