New Customer Onboarding Checklist for Staffing Agencies

Determine if the client needs a temp placement with a 20-50% markup, a temp-to-hire, or a direct hire with a 15-25% salary fee.

Use an AI service like SkipCalls to handle after-hours hiring emergencies or candidate no-shows so you don't lose the account to a faster agency.

Get a detailed job description including hard skills, software needs, and soft skills required for the work environment.

Agree on the hourly bill rate for temp staff or the fixed percentage for direct placements before sourcing candidates.

Enter the client and job order details into your Applicant Tracking System immediately to start the matching process.

Get a signed contract covering payment terms, liability, and your placement fee guarantees.

Ensure the client has the financial health to pay invoices on time, especially for high-volume temp staffing orders.

Check if the client requires specific Workers' Comp or professional liability limits for the placed candidates.

Explain how the client will approve hours for temp workers to prevent payroll delays.

Send the top 3-5 resumes with a summary of why each candidate fits their specific culture and budget.

Coordinate times between candidates and the hiring manager to move quickly before candidates accept other offers.

Brief the candidate on the client's interview style and specific pain points to increase the chance of a successful match.

Call the client immediately after the interview to gauge interest and handle any objections before they talk to other agencies.

Finalize the salary or pay rate and start the screening process once the client makes a verbal offer.

Ensure the candidate knows where to park, who to ask for, and what the dress code is for their first day.

Call the client by 9:00 AM on the first day to ensure the candidate arrived and is getting started correctly.

Use SkipCalls to route urgent candidate no-show calls directly to your cell phone so you can provide a replacement within hours.

Check in with the hiring manager after seven days to ensure the candidate is meeting expectations.

Walk the client through their first bill to clear up any confusion about markups or sales tax.

Meet every three months to discuss future hiring needs and how you can better support their growth.

Set reminders for when a temp worker is eligible for permanent hire so you can collect the conversion fee.