Find A Job How To Apply Hours & Locations FREE Resume
Employer Services About Us Links Home

Employer Services

Employer FAQ

Direct Placement

Employee candidates are screened based upon existing pool, advertising respondents, or resumes forwarded from the employer client.

Testing, Criminal background checks, Education verification and Employment checks are conducted based upon developed job descriptions, needed skill-sets and other required traits.

From a narrowed group, the employer decides who best fits their needs. Infinity Resources, Inc. arranges interviews, conducts tests, screens the prospects and tracks the process.

Human Resource Solutions

Companies of all sizes have human resource problems. We are often called upon to provide third-party review of sexual harassment claims and other forms of harassment and employee problems, write job descriptions, coach supervisors developing interviewing skills, or assist in preparing termination documentation.

Personnel Employer Organization (PEO) Services

Employers needing one-stop total human resource assistance to provide a benefit package, workers' compensation, unemployment insurance, payroll, and employee handbook development can find an excellent hands-on team to support the owner of the company or the human resource manager.

Benefit packages include major medical insurance, prescription cards, 401K Program, life/accidental death and dismemberment insurance, and voluntary dental insurance.

Processing garnishments and child support, reviewing/processing/challenging workers' compensation and unemployment claims round out the full-service human resource support.

Relieving employer client's existing management team to serve their customers and not have to negotiate healthcare premiums, administer retirement programs or deal with the bureaucratic paperwork is ideal for new companies, small companies, non-profits or groups with special needs.

Payrolling

Seasonal assignments and small departments are excellent users of payrolling, so that the employee receives a regular paycheck, W-2, and assurance that payroll taxes and deductions are properly processed.

Temporary-to-Hire

Take a test drive with a new candidate. During this probation (typically 90 to 120 days) the employer and employee candidate determine if the ride is comfortable for both parties; evaluate whether the training is working; measure if the skill-sets are strong enough to continue the assignment; and the person is meeting the team's expectations.

Temporary

When employers need an extra set of hands, they call Infinity Resources, Inc. Large data entry projects, filling in for medical leaves, or unloading a truck are great illustrations to use a temporary employee.

EMPLOYERS COUNT ON INFINITY RESOURCES TO:

  • Screen candidates
  • Check references
  • Recommend the best candidates
  • Hire/Fire/Discipline
  • Drug screen
  • Pay Unemployment
  • Minimize your paperwork
  • Pay Workers' Compensation Insurance
  • Pay Unemployment Insurance
  • Pay Payroll taxes
  • Pay Social Security Fund
  • Prepare W-2
  • Advertise for candidates

EMPLOYERS

  • Set the schedule
  • Supervise the employee candidates
  • Set wages
  • Maintain time cards

EMPLOYER COSTS

Cost to the employer is calculated at the time an order is placed. (There is no fee to the employee.) Until an employee begins work or services are complete, there is no cost invoiced.

Each order is computed based upon urgency of need, workers' compensation exposure, expected business volume, required advertising, and complexity of the request.



FAQ: Prospective Employers


Click the number of the question to view the answer... or you can scroll down the page and view the questions and answers in numeric order.

  1. How quickly can you respond?
  2. How do we get started?
  3. How do you establish rates?
  4. Do you only provide temporary workers?
  5. Can you fill part-time assignments?
  6. Who pays the holidays?
  7. Do you test prospective candidates?
  8. Who disciplines?
  9. Who is responsible for Workers' Compensation coverage?
10. Who is responsible for Unemployment Insurance?
11. Does Infinity Resources bond their employees?
12. After probation, what is the cost to transfer someone to our payroll?
13. Can we transfer a person to our payroll ahead of conventional probation?
14. What if we need to extend probation?
15. What if a candidate is not working out?
16. What if we like the candidate, but there is a problem on the job?
17. Who pays for work boots, safety glasses and other safety gear?
18. Who pays vacation pay?
19. Who pays for healthcare benefits?
20. Are there other benefits available to the worker?
21. What sets Infinity Resources apart from the competition?
22. Do you ever lease employees?
23. Can your candidates work 3rd shift?


Questions & Answers
Back to the top.
1. How quickly can you respond? FAST! Depending upon the available candidates and their skill levels when employers call. Some positions such as Lab Techs and Medical Assistants may require advertising or additional networking. We can confidentially advertise on the employer's behalf to scout for uniquely qualified candidates.

Back to the top.
2. How do we get started? It's easy! One of our staff coordinators will take your order over the phone or schedule a visit to the employer's facility. The branch manager will assist in determining the wage range, negotiate invoice rates and complete a credit application. After a comprehensive review, we recommend best candidates for employers to interview or place on assignment.

Back to the top.
3. How do you establish rates? Rates are complex. Each job order is evaluated based upon industry standards, speed required to fill the order, amount of advertising necessary, Workers' Compensation exposure and additional testing/screening needed.

Back to the top.
4. Do you only provide temporary workers? No. We are able to locate diverse candidates. Many candidates are seeking regular status on an employer's payroll. We can place them directly on the employer's payroll. The most popular practice is for candidates to spend probation on Infinity Resources' payroll. This is traditionally 90 days or more. Each placement has a different bill rate.

Back to the top.
5. Can you fill part-time assignments? Yes!

Back to the top.
6. Who pays the holidays? During short temporary assignments or probation, candidates are not usually eligible for holiday pay. If the employer wishes to pay for unworked holidays, invoicing reflects the regular pay. For long-term temporaries, after 1500 hours worked (about 9 months), Infinity Resources pays the holiday. If the individual works at least 40 hours during the holiday week, the employer is invoiced time-and-a-half.

Back to the top.
7. Do you test prospective candidates? IRI uses a basic quiz in our standard application process. We will administer any client-required tests. Some special tests have been provided by previous employer clients, and with their permission may be used to fulfill new client needs.

Back to the top.
8. Who disciplines? Individuals are under the care, custody and control of our employer clients. Daily work performance and quality of work is left to the client and their supervisors. IRI will always respond with verbal or written support of the employer client needs.

Back to the top.
9. Who is responsible for Workers' Compensation coverage? Infinity Resources. Bill rates with Infinity Resources include the payment of Workers' Compensation insurance, claims administration and contesting appropriate claims.

Back to the top.
10. Who is responsible for Unemployment Insurance? Infinity Resources. The bill rates with Infinity Resources include the payment of unemployment insurance and claims administration for the period the individual is on our payroll.

Back to the top.
11. Does Infinity Resources bond their employees? Yes. We provide the best available insurance coverage for our employer clients. Details of coverage from our insurance carrier are available upon request.

Back to the top.
12. After probation, what is the cost to transfer someone to our payroll? Nothing.

Back to the top.
13. Can we transfer a person to our payroll ahead of conventional probation? Yes. A buy-out or liquidated damages can be calculated. This is usually based on a percentage of annual salary/wage.

Back to the top.
14. What if we need to extend probation? No problem. With a brief discussion, we can reduce our rate and suspend transfer to your payroll as you wish. We will evaluate a reduced rate on the Workers' Compensation rate of the job assignment and healthcare benefits required by the individual worker.

Back to the top.
15. What if a candidate is not working out? No problem. If measures have been taken to train and alert the candidate to problems, Infinity Resources will release the candidate for you. (Unemployment for the probation period is the responsibility of Infinity Resources.)

Back to the top.
16. What if we like the candidate, but there is a problem on the job? Address the issue just like you would with a regular status employee. Then, contact us, so we can reinforce the action you needed to take.

Back to the top.
17. Who pays for work boots, safety glasses and other safety gear? Work boots, uniforms, and safety gear are the responsibility of the employer client. All employer clients are expected to maintain safety programs and training.

Back to the top.
18. Who pays vacation pay? After an individual works 1500 hours (about 9 months), Infinity Resources pays one week's average pay for the worked period at no charge to the employer. When the clock begins again, there is a pay out after 1500 more hours. Time off is arranged at the convenience of the employer's schedule

Back to the top.
19. Who pays for healthcare benefits? During the probation period, a number of healthcare options are available. The employee or a shared cost of the employee and Infinity Resources can be arranged. If a long-term temporary best fills your order, our invoice rate can be customized to provide single or family major medical.

Back to the top.
20. Are there other benefits available to the worker? Yes! Individuals on our payroll can elect to receive a host of benefits including healthcare indemnity, major medical insurance, 401(k) Retirement Plan, payroll direct deposit, as well as accidental death and dismemberment term insurance. There is a Section 125 Cafeteria Benefits Program, which allows those idividuals to purchase some additional benefits with pre-tax dollars.

Back to the top.
21. What sets Infinity Resources apart from the competition? Many things! We are locally owned and operated. We are able to customize our products and processes to satisfy the employer's needs. Infinity Resources is active in the local Chambers of Commmerce, business networks, economic development organizations, and convention and visitors bureaus. From timely response, to employer client needs, to a correct and timely paycheck for those on our payroll, we focus on the job at hand.

Back to the top.
22. Do you ever lease employees? Absolutely! Payroll Leasing allows the employer to control the workload, work schedule and measure the employee's performance, while leaving the human resources and benefit negotiations/administration to Infinity Resources. Contact the branch manager nearest you for more details.

Back to the top.
23. Can your candidates work 3rd shift? Absolutely. We have diverse candidates who choose to work many different shifts, as well as full- or part-time.