9-STEP EMPLOYEE SELECTION SYSTEM (SM)

Our employee screening and selection process is one of the most comprehensive in the industry, with separate tracks designed for light industrial roles and business support roles.

By carefully selecting each of our candidates based on factors like work style, experience level, core competencies, and industry expertise, we help you streamline and accelerate your recruitment process.

STEP ONE

EXTENSIVE
PRE-SCREENING

Before any candidate is considered for a position, we explore their background in-depth with our proprietary LINK Occupational Pre-Employment Evaluation (L.O.P.E.®) to evaluate indicators like a history of sabotage, hostility, worker compensation fraud, and other counterproductive behaviors.

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STEP TWO

STATISTICALLY-VALIDATED
OFFICE SKILLS TESTS

Our goal is to understand each of our candidates on a deeper professional level — including the skills they bring to the table. We work closely with you to customize a skills testing program that fits your specific requirements using statistically-validated tools. By identifying an applicant’s skill-specific proficiency, you can narrow your search to candidates uniquely suited to a role.

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STEP THREE

COMPETENCY
-BASED INTERVIEWING

Success in a new role is about more than just a candidate’s skill set. After completion of office skills tests or functional assessments, each candidate meets with our recruiters for in-depth, competency based interviews. Each candidate is asked to provide concrete examples of their behavior within specific circumstances, allowing our experienced team to evaluate their temperament, personality, and work ethic.

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STEP FOUR

INDUSTRY-SPECIFIC SKILLS INTERVIEWING

Each industry demands a specific set of skills and competencies in order to succeed. Depending on your industry, we customize each of our interviews to the demands of a particular role, taking into account both the industry and the hiring company. These industry-specific interviews highlight a candidate’s soft skills that will impact their job performance.

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STEP FIVE

ATTITUDE AND ABILITY
TESTING

For light industrial, manufacturing, and other physically-demanding roles, candidates are asked to participate in LINK’s Functional Assessment Program. This functional assessment determines a candidate’s physical aptitude and ability and evaluates factors like strength, agility, and endurance as well as their ability to follow detailed instructions. These assessments help mitigate risk and avoid workplace accidents that would otherwise negatively impact productivity.

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STEP SIX

DRUG
SCREENING

We provide mandatory pre-employment, random, post-accident, and for-cause drug screening where allowed. Understanding that each industry and each client is unique, specific drug screens can be conducted to meet your requirements. As a hiring manager, you can focus your time on training and managing a team that is clear-headed and ready for the job at hand.

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STEP SEVEN

CRIMINAL
BACKGROUND CHECK

All LINK candidates applying for temporary and temporary-to-hire positions are vetted via a criminal background check. LINK also conducts background investigations and employment reference checks (upon request) as part of our screening process. Knowing that each company is unique, LINK is also prepared to match the background checking requirements you use to screen your own employees.

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STEP EIGHT

JOB-MATCHING
CULTURAL FIT PROGRAM

You understand your company, your leadership, your company culture, your mission, and your goals for the future.

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Step NINE

CLIENT-SPECIFIC
ORIENTATION

It is essential for employees to be trained for the jobs they are performing for the company they are employed. When a LINK candidate arrives at your location, they will have completed the client-specific orientation and safety training process. By the time a candidate has made it through to step nine, you can have the peace of mind that you have a quality candidate you can trust.

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Success begins with a talent recruitment partner you can trust. Discover the LINK difference for yourself.

STEP ONE

Before any candidate is considered for a position, we explore their background in-depth with our proprietary LINK Occupational Pre-Employment Evaluation (L.O.P.E.®) to evaluate indicators like a history of sabotage, hostility, worker compensation fraud, and other counterproductive behaviors.

STEP TWO

STATISTICALLY-VALIDATED OFFICE SKILLS TESTS

Our goal is to understand each of our candidates on a deeper professional level — including the skills they bring to the table. We work closely with you to customize a skills testing program that fits your specific requirements using statistically-validated tools. By identifying an applicant’s skill-specific proficiency, you can narrow your search to candidates uniquely suited to a role.

FUNCTIONAL ASSESSMENTS

Employees working in hazardous environments like factories, warehouses, and construction sites must possess both physical and mental abilities to succeed. We work closely with your team to develop and execute functional assessments that identify a candidate’s coordination, strength, agility, and ability to follow directions.

STEP THREE

COMPETENCY-BASED INTERVIEWING

Success in a new role is about more than just a candidate’s skill set. After completion of office skills tests or functional assessments, each candidate meets with our recruiters for in-depth, competency based interviews. Each candidate is asked to provide concrete examples of their behavior within specific circumstances, allowing our experienced team to evaluate their temperament, personality, and work ethic.

STEP FOUR

INDUSTRY-SPECIFIC SKILLS INTERVIEWING

Each industry demands a specific set of skills and competencies in order to succeed. Depending on your industry, we customize each of our interviews to the demands of a particular role, taking into account both the industry and the hiring company. These industry-specific interviews highlight a candidate’s soft skills that will impact their job performance.

STEP FIVE

ATTITUDE AND ABILITY TESTING

For light industrial, manufacturing, and other physically-demanding roles, candidates are asked to participate in LINK’s Functional Assessment Program. This functional assessment determines a candidate’s physical aptitude and ability and evaluates factors like strength, agility, and endurance as well as their ability to follow detailed instructions. These assessments help mitigate risk and avoid workplace accidents that would otherwise negatively impact productivity.

STEP SIX

DRUG SCREENING

We provide mandatory pre-employment, random, post-accident, and for-cause drug screening where allowed. Understanding that each industry and each client is unique, specific drug screens can be conducted to meet your requirements. As a hiring manager, you can focus your time on training and managing a team that is clear-headed and ready for the job at hand.

STEP SEVEN

CRIMINAL BACKGROUND CHECK

All LINK candidates applying for temporary and temporary-to-hire positions are vetted via a criminal background check. LINK also conducts background investigations and employment reference checks (upon request) as part of our screening process. Knowing that each company is unique, LINK is also prepared to match the background checking requirements you use to screen your own employees.

STEP EIGHT

JOB-MATCHING CULTURAL FIT PROGRAM

You understand your company, your leadership, your company culture, your mission, and your goals for the future. We work closely with you to find candidates who fit your team and your culture. LINK account managers visit your location and conduct a cultural assessment, which is then used to match the appropriate candidate for the role.

STEP NINE

CLIENT-SPECIFIC ORIENTATION

It is essential for employees to be trained for the jobs they are performing for the company they are employed. When a LINK candidate arrives at your location, they will have completed the client-specific orientation and safety training process. By the time a candidate has made it through to step nine, you can have the peace of mind that you have a quality candidate you can trust.