Heavy Equipment Operator

Answer :  NA

• Worksite Address

What is the exact address of the worksite?

• Answer : Will let us know when we get people Rapids Parish Schools
• Work Environment Description

Can you describe the work environment?

• Is it dockside, offshore, or on water? No need to ask if the job is clearly not related to work near or on water  offshore, is it on a moving vessel or a fixed platform?
• Note : Offshore work requires site approval with Safety but only ahead of someone starting, not to open the order.
• Answer :  Working in Schools, hospital cleaning commercial air conditioning units.
• Common Site Challenges

Are there any common issues candidates should be aware of, like weather impacts, noise, or other site-specific challenges?

• Answer :  Weather
• Site Point of Contact Name & Phone Number

Can you provide the name & phone number for the worksite supervisor?

• Answer : Michelle Mouton   Cell 501-844-7722   Email mmouton@m3svs.com

What is the start date for the position?

• Answer :  No hard start date ASAP -
• Available Positions

How many  positions are currently open for hiring?

• Any additional positions you are needing support with?
• Answer :  2
• Job Requirements

Verify requirements passed down from the A / E are needed for placement.

• Are there any other credentials necessary for placement?
• Answer :  1 yr working as skilled labor
• PPE / Dress Code

What PPE or specific dress code requirements are needed for this job?

• Answer :  Full PPE   Jeans / work Shirt
• Physical Requirements

Are there any physical requirements necessary for safely performing this job?

• Answer : Lift up to 50 lbs
• Language Requirements

Are there any language requirements for this position?

• Answer :  English
• Driving / Operating Vehicles or Machinery

Will candidates be required to operate vehicles or machinery?

• If so, what specific vehicles or machines will they be operating?
• Answer :  NA
• Expected Duration of Position

What is the anticipated duration of this position?

• Answer :  1 mth project
• Recruiting Radius

What is the acceptable recruting radius for your project location? Guide the customer toward an appropriate recruiting radius based on your market knowledge.

• Answer : 50 miels
• Shift times and Weekly Schedule

What are the standard working hours?

• What are the max hours an employee can work in a week?
• What are the standard working days? Any Weekend needs?
• Answer :    6 : 30 am - 5 : 00 pm  with 30 min lunch
• Minimum and Maximum Pay Rate (Pay rate discussion notes should be added to this section. Do not leave blank.)

What is the most you are willing to pay for a top candidate?

• Promote a range of pay in order to capture a larger candidate pool for consideration
• Answer :  $17.00 per hr
• Candidate Flexibility

Are you open to considering high-quality candidates who may not meet every specific requirement but have other relevant strengths?

• Any notes regarding what makes a candidate worth considering?
• Answer : NA
• Relevant Competitor Experience

Are there any specific competitor companies or similar industries where candidate experience would be highly relevant?

• Answer :  NA
• Backups

For low skill placements, discuss with the customer the opportunity to line up live backups for dispatches.

Live Backups - Live backups are extra employees scheduled to report to work alongside the main crew. This ensures coverage on-site in case of a no-call, no-show (NCNS). The customer is not billed for the show-up time of live backups who do not begin work. In most cases, clients accept the additional workers who show up.

• Answer :  NA they just don't want anyone

What are the HR screening requirements for this position? (provide HR screening list in the format described below)

• Each Screening requirement must now display, in addition to hard / soft

Hard = Branch must ensure the candidate has this requirement before moving forward in the order

• Soft =  Branch can move the candidate forward in the order and the candidate can complete or acquire the requirement after being considered for placement
• A sequence number

HR Screenings should be processed in an order that allows a quick removal for non responsive talent. For example, the drug screen is almost always first using the same day quick result clearance as confirmation to proceed with the more lengthy screenings such as extensive background checks.

• Each screening requirement must specify a screening stage :

Pre-Submission : Conducted during the branch interview, before the candidate is submitted to the customer.

• Post-Interview : Performed before the customer interview, once the client expresses intent to interview the candidate.
• Post-Interview : Completed after the customer interview, when the client signals intent to hire the candidate.
• Example :

5 panel drug - Branch Quick Screen :  soft 1 Pre Submission

• Quick Background :  soft 2 Post Interview
• DOT Drug screen :  soft 3 Post Interview
• In the event there are multiple HR screenings requested to complete at once, repeat the number in the sequence. For example, if a drug screen is requested to be completed first followed by both the background check and site specific testing done simultaneously indicate both as 2nd in sequence.
• Answer :  5 panel Drug Screen IH    Quickground
• HR Billing Information (Copy & paste HR Billing direction here from MSA or indicate if the MSA does not specify, do not leave blank!)

If the MSA states that we will bill for HR Screenings, inform the customer that HR screenings will be billed as outlined in the MSA. Let the customer know they will only be billed for screenings for the candidates that show up for work.

SHS - HR Screenings and therefore HR Billing is less common for SHS customers.

• Refer to How to Conduct Client HR Billing Discussion by Branch for further detail on this conversation.
• Inform client you will be sending a confirmation email of screenings discussed (HR BIll Back Confirmation Email)
• Document the outcome of the discussion by writing a note similar to the provided example, ensuring clear confirmation of the results.

Example : HR Bill Back $25 for IH Drug Screening and cost for any third party testing.

• Answer :  No HR bill back
• Post-Interview Process

What steps follow after an interview?  (provide post interview process notes)

• For example, should resumes be sent to a particular email, or what is the process once a candidate is selected?
• Answer :
• Timesheet Approver

Discuss preferred method for  time approval.

Client Portal Submission

• Employee Self-Entry with Client Approval
• Email Submission with Client Approval
• Obtain time approver POC details (Customer Time Approver Name, Customer Time Approver Email, Customer Time Approver Number, email name, and office / direct number.)
• Answer : Michelle Mouton   Cell 501-844-7722
• After confirming all details for the client's current need, ask them about other staffing opportunities including that project and any other projects the client has working currently or coming up.

Ask about jobs around the job we will be recruiting for (ie : If recruiting for a welder, ask if they need fitters or helpers; if recruiting for concrete finishers, ask if they need forming carpenters or rodmen).

• If they have other projects, get the POC information for those projects, and ensure they understand Savard’s ability to recruit for any position in any location. Do not only ask about the local area, but let them know other branch locations allowing for recruiting across the nation and in Canada
• Answer :  They work all over and will call Savard when needed.
• NOT TO BE DISCUSSED ON CUSTOMER QC CALL
• After completing the QC Call, use the responses to create hard requirement screening questions.

Hard Requirement Screening Questions for Talent Questionnaires

Talent Questionnaires should be composed based on the hard requirements of a job such as required years of experience, required skillsets, certifications / credentials necessary for consideration, candidate availability, Job Location, Job Duration, Max Hours, HR Screenings, etc.

• List Questions :

Salary : $17 - $25