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We offer comfortable
interviewing offices that afford convenience and confidentiality
should you choose to conduct your selection process away
from your place of business. |
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Personal contact at your premises,
to assist us in determining your exact requirements and
in locating the most suitable candidates - the personal
touch. |
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Ideal's own customized
and continually upgraded computer systems for applicant
testing, evaluation and training on all current software
applications. |
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Is selected
by in-depth interviewing, skills testing, in both
French & English and thorough reference checking. |
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Receives tests and interviews
designed not only to indicate the applicant's skills,
but to evaluate such things as attitude, ability,
aptitude, and interests specifically related to
both your job requirement and location. |
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Is screened
and tested not to eliminate them as prospective
employees, but rather to properly place them in
a position most suited to their capabilities. |
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Place your
order early! Especially for holiday relief.
We both benefit by planning ahead. However,
this doesn't overlook those emergency situations
when you need someone A.S.A.P. We will fill
those needs as well. |
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If training is advisable, be sure
to allow a sufficient overlap. |
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Welcome your Ideal temporaries
and introduce them to their co-workers. |
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Inform them of company policies,
lunch hours, facilities, etc. |
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Explain job duties and procedures
completely. |
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Check their work periodically and
let them know assistance is available. |
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Record performance evaluations accurately
-- they will be mutually beneficial. |
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Contact your consultant or the Manager
of the Temporary Division should you have any questions
or concerns. |
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Cost effective |
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Highly qualified, experienced professionals |
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Transfer in-depth knowledge
from situation to situation and industry to industry |
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Reach maximum levels of productivity
with minimal training |
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A wealth of experience and a new
perspective to your corporate structure |
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An opportunity to assess the need
for permanent head count approval for a specific
position while at the same time evaluating the contract
employee for potential permanent employment. |
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Implementation of a new
system or program |
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Sick Leave |
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Maternity Leave |
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Acquisition / Merger |
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Departure of key employee |
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Downsizing |
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Hiring Freeze |
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Fill in during search or as "tryouts" |
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Relocation of Operations |
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| "The sharing of responsibility for
all or part of an organization's internal functions with
a third party" |
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Lower costs |
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Single accountability for results |
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Costs converted from
fixed assets to variable |
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Reduced training requirements for
specialties |
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Greater management focus on core
business activities |
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Resolve staff shortages |
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Resolve pay inequities |
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Reduced headcounts |
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Reduced payroll taxes |
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Greater flexibility in rapidly increasing
or decreasing scale where needed |
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Make sure you know your
goals before getting into outsourcing |
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Don't outsource critical or core
functions that give you a competitive advantage |
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Make sure savings could
not be achieved in house on your own |
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Ensure you have a plan for employees
affected by outsourcing |
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Make sure you have the right to
revert, with transition support |
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Try a few smaller unimportant functions
before moving up the outsourcing "food chain" |
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Ensure an internal resource is responsible
for auditing and assurance |
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Ensure backup plans that work are
in place |
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Choose an experienced and established
agency to ensure expected results |
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