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Process for Hiring

Call or email Wolverine (or, you’d put thru a requisition to an online procurement system).

Wolverine holds a “breakaway” meeting immediately on the profile to generate questions and clarifications and discuss possible candidates.

Recruiters are deployed in several areas with several sources to begin locating the best candidate for the position. Our very first resource is word of mouth and networking with people we already know.

Usually feedback is provided to our client within a day, for further clarifications or technical questions, along with market place information. Please be aware that no matter how polished and accurate a job description is written, there are always going to be a couple of details that come up that need attention. We pride ourselves on our ability to understand, in concept, very detailed technical specifications and profiles. Jobs are always more than what is on a piece of paper, and candidates are always more than what their resume shows. Our job is to make that match. If job descriptions and resumes could be automatically matched by the internet, we wouldn’t be needed! What we do is a people based business service.

Next, we look over dozens and sometimes hundreds of resumes, select the top five candidates, narrow it down to three, and then present the qualifications of the best 1-2 people who are most qualified and who want the job the most. This includes extensive phone interviews, background and reference checks, and technical testing if we deem necessary prior to submittal. We will not send a resume to any client without our candidate’s express permission.

The resume, with the rate, and non-technical parameters (availability, location, etc), is emailed to you or submitted to the online procurement system.

At this point we try very hard to refrain from calling every 20 minutes asking you for feedback on our work. ;)

After you have a chance to review the resumes, we talk with you about the candidates and usually set up a phone screen for you with the candidates. Usually they are interviewed first by phone, and then in person by you and your team. Much of the time these days, the hire is made via a series of phone interviews. The candidates are so specialized, and the assignments so specific in duration, that often the ideal candidates are non-local.

After the interviews take place, you’ll contact us with feedback on the interview(s) and select a contractor and set a start date. If you’ve decided that the candidate would not work out for the position, we usually ask you for some specific reason, so that we can adjust our search parameters accordingly. It’s not unusual for a hiring manager to speak to several candidates before they have the best, clearest vision of who they need.

Wolverine invites the new employee to our offices for orientation. (Note: we only hire via W2 or business-to-business, not 1099. 1099 is a fast and loose way to employ people and easily flags the IRS if the person is akin in reality to an employee.

Wolverine meets the employee on their first day, to answer any last questions, and to help with logistics (parking, badges, transportation, etc). We stay in touch with you and the employee throughout their assignment.

As soon as you have an estimate of when the workload will subside, you notify Wolverine, we inform our employee, and we begin looking for another assignment for them. Our goal is to be flexible and easy and customize our services for each client. So please let us know what you need!