Hiring Temporary Employees

Human Resources offers the opportunity for hiring managers to use a temporary employee through a third-party vendor on a short-term basis while filling the position through the regular LCC hiring process.

The Hiring Manager will discuss with the HR Employment representative the skills that they would require in an ideal candidate.   Information that must be provided by the Hiring Manager is as follows:

• Job description (If not already classified, HR Employment will review the JD and provide the proper classification and rate of pay);
• Ideal skills;
• Start date of assignment;
• Timeframe for temporary assignment (ex: 90-days, 180-days, etc.)

The job description, a short synopsis of the position and skills desired, and the pay rate range (calculated by Human Resources) will be shared with up to 5 different third-party vendors. 

Third-party vendors will share resumes with HR Employment and the Hiring Manager for review.  The Hiring Manager will have the opportunity to interview the candidates offered by the third-party vendor(s) and will need to provide the third-party vendor(s) with available dates/times to interview the candidates.  Once interviews are completed, the Hiring Manager will communicate with HR Employment which candidate has been selected for the temporary assignment.

HR Employment will communicate the contingent temporary job offer to the third-party vendor.  If offer is accepted, HR Employment will complete the background requirements that include:

• Confirming that the third-party vendor has completed a criminal background check;
• Communicating with Payroll to complete the MPSERS retiree verification;
• Communicating with the Hiring Manager regarding the results of the third-party verifications, such as:
  • The bill rate which had been verified by HR Employment is in alignment with the contractual agreement.
  • The timeframe that the assignment was agreed to such as 90 days, 180 days.
  • The conversion rate, if applicable, at the time of hire through the regular LCC hiring process.   (Ex:  Robert Half charges 10% for a 90-day assignment for administrative/customer support positions).

The Hiring Manager will be responsible for communicating the first day requirements and logistics to the temporary third-party vendor employee.  During the employment, the third-party vendor will send electronic timesheets via email to the Hiring Manager that will need to be approved.  If the Hiring Manager does not have an account setup with this vendor, one should be created at the time of the first timesheet approval.  Approval for the third-party employee will be on a weekly basis.

During this time, the Hiring Manager should continue with the LCC hiring process and job posting.  If the temporary employee is acceptable, they may be informed to apply for the position.  Direct hires are not allowed when using a third-party vendor.

Steps to process Temporary Staffing Services and Non-Employee Payroll Services:

• Department's using Temporary Staffing Services and Non-Employee Payroll Services must have an administrator approve temporary staff's time cards weekly.
• Each Friday or Monday departments will continue to email Temporary Staffing Agency the hours of the temporary staff working that week.
• Please include the BPO# in each email to the Temporary Staffing Agency.
• The Temporary Staffing Agency will create the invoice and send it to Accounts Payable.
• If the department is not included on the email with the invoice, A/P will forward the invoice to the department.
• Department administrator signs invoice approving it for payment.
• FOAPAL is to be written on the invoice.
• Forward invoice to FS-APPAYABLE@star.lcc.edu for payment.
• The Temporary Staffing Agency will pay the temporary staff person and LCC will pay the invoice from the Temporary Staffing Agency.

Hiring Managers interested in temporary staffing can contact HR-Employment@star.lcc.edu to initiate the process.