One of the greatest things about staffing is the variety of professionals we have the pleasure of working with—from industrial skilled-trade workers to knowledge workers of all backgrounds—and the challenge of matching the right talent with the right employer. With customer needs ranging from assembly to technical and entry-level administrative to managerial, there’s something for just about everybody. That’s why we prefer to view every candidate who walks through our door as an “eventual employee”.
Having conducted countless interviews over the years, one thing we often hear from our eventual employees is how word has it that “TMP doesn’t take just anybody off the street”. While we’ve never said anything like this to anyone, it is true that we expect any eventual employee to be well-dressed, alert, and prepared with a positive attitude when arriving for an interview with us. We expect that you show up looking and acting the way you will eventually show up looking and acting at the client. Anything less, and will we help you find another staffing agency that accepts less.
This is much more than just a policy; this is how we operate. We have remarkable customers, and we work extra diligently to ensure that they receive remarkable talent. As an eventual employee, you simply have to show up with passion and professionalism, and we’ll take care of the rest.
Step 1: Application
The first step is submitting an application—either in person at a TMP office or through one of our job posts on a job board like Indeed, Zip Recruiter, etc. At this stage, all we expect from the eventual employee is expressed intent.
Step 2: Phone Interview
If an application seems to be a good fit for the position, we’ll schedule a phone conversation with the eventual employee. This serves to create a first impression between the candidate and staffing specialist and informs us on the candidate’s verbal communication skills and non-physical demeanor. We’re looking for eventual employees who express an adequate amount of verbal interest and excitement for the job opportunity—and who are willing to speak up about their specific needs if the position doesn’t seem to suit them.
Step 3: Application Analysis
At this stage in the journey, we’ll perform an in-depth review of the eventual employee’s work history and speak to any listed references to paint a broader picture of the candidate. We do this in order to eliminate any red flags in employment history before bringing the eventual employee in for a face-to-face interview.
Step 4: In-Person Interview
If the eventual employee’s phone screening and employment record looks good, we’ll want to set up a sit-down interview in one of our offices. This is often considered the “scary” step in the process, but we see it as a mini celebration of a very promising eventual employee joining our workforce! During the in-person interview, we’ll ask standard and behavioral-based questions to assess a candidate’s interests, behaviors, and abilities. This is a sort of “discovery” phase of the journey for both parties involved.
One thing about TMP that differentiates us from other staffing firms is that we will always coach an interviewee if posture, attire, or behavioral concerns arise. If the candidate accepts and implements our coaching and achieves a renewed level of interest and professionalism during the interview, we will progress them to the next step.
Step 5: Orientation
Once the eventual employee has made it past the in-person interview, we will schedule an orientation session during which we explain the policies, procedures, and expectations of Talent Management Professionals and its clients.
Step 6: Job Offer
After the orientation session, TMP will match the eventual employee with a position that he or she finds to be the right fit. The candidate is now a TMP employee!
In sum, every eventual employee at TMP has a journey. We’ve streamlined this journey to provide a more-or-less worry-free experience for all, while leaving room for the unique needs of the individual and the customer.
