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Candidate Recruiting Cycle

Find out more about how our career and candidate recruiting cycle works



  1. JOB ORDER
    Once we receive a Job Order from our client, we will assign a talent recruiter based on the recruiter's area of expertise. The recruiter then consults with the client in order to validate the job.
  2. VALIDATION
    Validation consists of verifying bill rates, ascertaining the duration of the job assignment and obtaining more information about the type of client that the candidate needs. The Job Order is then entered into the internal database.
  3. CANDIDATE REFERRALS
    Once the Job Order has been processed, the Candidate Search begins. First, the recruiter searches the internal database for candidates. We review previous candidate submittals and network with existing contract employees in order to obtain talent referrals. The Job Order is then posted to internal and external job boards.
  4. INTERNAL DATABASE – CANDIDATE INTERVIEWS
    Once we find appropriate candidates, the candidate interview begins. Each candidate is screened on a variety of fronts, including their availability, pay rates, location of the job, and description of the position, technical ability, skills testing and references.
  5. EXTERNAL DATABASE – CANDIDATE RESUMES
    Resumes of qualified candidates are typically submitted to employers within 8-24 hours of the job posting. JSG makes every effort to submit three qualified candidates for each open position. The resumes are submitted with the candidate's name, bill rates, availability to start the assignment and a short synopsis of the candidate's skills background and work history.
  6. CANDIDATE SUBMISSIONS & FEEDBACK
    Once the candidate résumé's are submitted, the feedback process from the client begins. Making a good client/employer match relies heavily on the feedback that we receive from the client at this point. Clients are welcome to offer as much feedback as possible about candidates in order to help us narrow down the search.
  7. CANDIDATE INTERVIEWS
    Please note: In most cases, the shelf-life for "professional" temporary contract candidates is no more than seven days from the time the candidate is submitted for a job. Therefore, it is important for JSG to receive feedback within 24 or 48 hours of the candidate submission.
  8. CLIENT FEEDBACK
    If a client is interested in learning more about a particular candidate, then the JSG will arrange for the client and candidate to have either a phone interview of a face-to-face interview. Clients are encouraged to respond within 24 or 48 hours of the interview with the candidate.
  9. JOB OFFER EXTENSION
    In the event that a client offers the job to a particular candidate, then JSG will notify the candidate of the offer. The recruiter will then work to schedule an agreed upon start date between the client and candidate.
  10. PAPER WORK
    Once a job is offered to a contractor, the contractor will sign all client and agency hire paperwork, including agency/client terms & conditions, billing/invoicing procedures, purchase orders (if applicable), criminal background check paperwork and will initiate drug tests.
  11. DRUG & BACKGROUND SCREENING
  12. JOB

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