Of course. Our team has successfully recruited for many unique roles on campus – everything from animal handlers to quality assurance technicians in IT.
FAQ
Staffing Services Frequently Asked Questions
The fees go to one of two key areas.
Our recruitment fees ensure we find the highest-quality candidates with the right skills for the job. At a fraction of the cost that external recruitment services charge, our fees provide you unmatched in-house expertise to ensure your next hire will be successful at Stanford.
The $5,500 executive search fee is a cost for sourcing efforts for more unique and senior-level roles on campus, such as those related to research. These fees allow us to maintain memberships with key recruitment organizations that can assist with sourcing efforts. The fee also includes additional advertising on websites such as LinkedIn or Glassdoor.com. We will also source candidates as needed to create the strongest-possible candidate pool from which to choose.
The second fee is for our temporary staffing services. These fees are also focused on unique sourcing efforts to find quality temporary labor. Temporary help for administrative roles are also tested for MS Office skills to ensure quality. All other fees go to the administrative support needed to process reference checks, criminal background checks, I-9 paperwork, etc.
Temporary agencies typically charge a 20 to 30 percent markup over the hourly rate for their services. Stanford Staffing Services’ charge of a flat fee, plus an 8 percent conversion fee is, by comparison, very economical.
Search firms will also charge 20 to 30 percent of the candidate's base salary for a successful placement.
We believe Stanford Staffing Services to be a high quality, low cost alternative by comparison.
We would assume five to 10 hours per week for each week a requisition is posted. This calculation includes reviewing resumes and cover letters, additional time for the actual phone screen process itself and administrative tasks, such as coordinating the interview with the applicant, dispositioning the requisition, sending applicants correspondence, etc.
We are also proud to present the availability of online MS Office testing for Administrative Associates levels 1-4, which is an effective tool for vetting quality candidates for open positions. If you choose to not use our staffing services, but would still like to access the online MS Office testing, please contact us.
You post the job and we do the work. As soon as our office is notified of a hiring need, we will perform an intake session with the hiring manager. This session will allow us to understand the department’s unique culture and other nuances behind the position that could make one candidate more successful than the other. We will also review the actual posting and make some recommendations that will optimize search engine results for online job boards.
Most importantly, we will also get your input on the best way to communicate with you and your team. We will follow your preferences to pass along resume and candidate information, as well as get your feedback on next steps.
To notify our office of a temporary staffing need, please fill out this form. For regular staffing positions, please send us an email or call us at (650) 723-1888.
Once a position is assigned to Staffing Services, our recruiter will get your input on the best way to communicate with you and your team. We will follow your preference to pass along resume and candidate information, as well as get your feedback on next steps.
Managers can certainly take the time to review resumes and/or conduct phone screens without the help of a recruiter. However, we believe that our recruitment expertise can save you a great deal of time and effort. If you are paying a fee for our services, you are encouraged to let us do the work so you don’t have to.
Definitely. We believe that our recruitment expertise can save you a great deal of time and effort. If you are paying a fee for our services, you’re encouraged to let us do the work so you don’t have to.
The time to fill any given position can be impacted by a number of variables: the uniqueness of the role, the specificity of qualifications, the budget provided, etc. Even vacations and the already busy schedules for interviewers have been known to slow down the process.
During our intake session, we will work to address these areas up front, so that there are no surprising delays in your recruitment effort.
The time-to-fill any given position can be impacted by a number of variables: the uniqueness of the role, the specificity of qualifications, the budget provided, etc. Even vacations and the already busy schedules for interviewers have been known to slow down the process!
During our intake session, we will work to address these areas up front, so that there are no surprising delays to your recruitment effort.
We find talent in a variety of ways:
- "Ready Pool" or Silver Medalist candidates (Top talent we have screened from recent searches)
- Employee referrals
- Researched resumes from current and past searches in our Applicant Recruiting & Tracking System
- Lay-off candidate lists
- Sourcing in industry websites, such as LinkedIn and Facebook
- Resumes from simplyhired.com, indeed.com, craigslist.org
- Organization charts
If a job is posted on the Stanford Careers site (stanfordcareers.stanford.edu), it will automatically post on these websites we pay for:
Sometimes it is advisable to advertise on industry-specific websites outside of our normal protocol. If a department chooses to expand its advertising presence, they will be asked to pay any additional fees attached to that advertisement.
Stanford's Applicant Recruiting & Tracking System is currently Taleo. It helps HR representatives, hiring managers and collaborators oversee the recruitment process. Managers and stakeholders can get training and access job aids for the system online.
To start the screening process, all candidates are vetted against minimum qualifications. For those candidates who meet the minimum qualifications, preferred qualifications are then vetted. If skills-based testing is involved, preference will be provided to those who meet or exceed minimum test scores.
In our process all entry-level administrative associate roles are tested for MS Office Skills and proofreading skills, critical to the core functions of the role. For a fee of $275, we are able to test other skills for roles such as Finance or Accounting.
In addition, our process requires a writing sample from all top candidates. We recognize writing skills are critical to the success of any role at Stanford.
Lastly, ideal candidates are assessed through a series of behavioral interviewing questions. Behavioral interviewing is a specific skill, which requires the applicant to provide specific examples of projects, tasks and problems he/she worked on in previous roles. By asking for these specifics, the recruiter will be able to assess the true experience of the candidate and how those experiences can apply to your open position.
