FAQs – Common Questions

1. Temp-to-perm: You hire one of our tradespeople (on our books) and try them out for an assignment. If it’s not a good match, then you send them on their way. If it is working out, then you keep them on. You pay us in a fashion similar to a subcontractor – that is, you pay one hourly rate. That rate consists of that persons wage, the burden (insurance & taxes), and our O&P. Once they have worked the predetermined number of hours, you can flip that person’s payroll onto your books. He’s yours. This is our most common type of relationship.
2. Temp: You need eight people to help tear off a roof. We find eight guys willing to take a temporary assignment. The same as temp-to-perm. You pay by the hour. When you’re done, you can send them on their way.
3. Permanent: We fill your position, you cut us a check for our finders fee.
4. Lease back your own people: If you find your own person and would like to try them out before hiring them on full-time. We will give you a discounted rate to run them through our books (certain minimums may apply).

Our standard screening process consists of what would seem to be basics. We conduct in-person interviews. We insist on a completed timeline and ask that any gaps be accounted for. We then verify those timeline items and get references for them. We conduct various internet searches. Some of our people will have worked on other assignments for us giving us a first-hand look at their abilities. Anything past that is on a client-by-client basis. If your company requires some additional vetting, we can talk about the cost for those items.

For more on how we check references go HERE.

Our contract-to-hire term is 640 hours. After that time you can simply assume the employee onto your books or if you prefer you can extend the term for a reduced bill rate.

We can certainly do that as well. Let us know and we can give you a quote.

We have a hard and fast policy of NOT headhunting within our clients companies. Ours is a relationship business. If you as a company have a relationship with Construction Personnel Group, our obligation is to be hands off of your staff.

Usually, the way it would happen is that one of your staff would approach us. While it is important that we continue to maintain the confidentiality of the applicant, we would instruct them to have a conversation with their current employer before we are able to assist them.

Treat them with the same respect that you would your own employees; but know that you can let them go whenever they cease to be valuable to your organization.