| Hiring Process |
| Recruiting |
A major facet of Manpower’s commitment to service is our ongoing recruitment of new temporary and contract employees. Classified advertising is not always the most effective means of producing a steady supply of qualified applicants, especially during periods of low unemployment. Therefore, Manpower has developed a host of creative recruitment programs that look well beyond mere classified advertising to attract staff. These include:
- Internet Recruiting - Our electronic posting service automatically posts our open positions on many major employment web sites;
- Referrals from Manpower employees, customers, and other Manpower offices;
- Business preparedness workshops with local high schools, colleges, trade schools, business schools, and adult education programs to identify and assist skilled candidates in making the transition into the business world;
- Return-to-the-workforce seminars to assist qualified candidates who have left the workforce and wish to return;
- Participation in recruitment events at high schools, colleges, trade and business schools;
- Joint programs with minority referral agencies and state and local job placement programs; and
- Joint advertising at your request, paid entirely by Manpower, which allows us to demonstrate our partnership with local companies and capitalize on the recruiting appeal that these companies carry in the community.
Recruiting is an ongoing activity in all Manpower offices. On a corporate level, Manpower also plans and supports campaigns to recruit, retain and reactivate employees. |
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| Interviewing |
Manpower Staffing Specialists follow a highly structured interviewing process. The Manpower interview profiles an applicant’s work experiences, interests, and preferences to an extent that is unusual in the industry. Manpower’s interview, divided into four sections, draws out the maximum amount of work-related information from each applicant. This standard format ensures that every applicant is evaluated in the same fair and equal manner, that only appropriate questions are asked, and that only work-related information is recorded. The interview also determines which skills assessments are necessary.
Because temporary or contract staff often work next to or as a replacement for your employees, it is necessary to ensure that they function well on an interpersonal level. By evaluating an applicant's responsiveness, initiative, and adaptability during the interview process, we select workers who have the ability to fit in with the University of Michigan's working environment.
Also, because workers will be assigned work that is of interest to them, investing this one-on-one time during the interview results in greater productivity, satisfaction, and longevity for the employee on the job. It also means greater productivity and continuity of service to the University of Michigan. |
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| Placement and Performance |
Reducing turnover and retaining experienced employees means a greater number of proven workers to match your needs. We offer a variety of benefits to encourage employee retention.
Manpower employees assigned to the University of Michigan receive a customized orientation including reporting instructions and assignment details. Prior to placement in any department, we conduct a work environment survey. This profile involves crucial information about the work environment and the specific tasks the contract employee will perform.
Manpower would be happy to assist you with all of your staffing needs. We look forward to working with you. |
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