Placement and Onboarding

When employing a temporary through Temporary Solutions, you have several recruitment options to help you find a qualified recommended candidate:

1. Temporary Solutions can handle the recruitment entirely, including posting the job opportunity, screening applications, posting to social media, attending career fairs and more. We will provide you with applications and resumes of qualified individuals.
2. The employing work unit can use its agency’s internal recruitment services.
3. A combination of both! We’re always excited to team up with recruiters, hiring managers and other great agency partners to help find the best fit for your temporary job opportunity.

Recruitment can occur before or after the agency submits a Temporary Solutions job order.

We’ll contact the HR Contact on your job order to verify the requested start date, hourly rate, classification, and other important details about the temporary assignment. This helps the agency and Temporary Solutions ensure that the onboarding process is ready to start. We’ll also run a Cross Agency Verification report to verify whether the candidate has ever been employed with the state and to determine their first eligible start date.

If we already have your recommended candidate’s PD-107 Application for State Government Employment, we’ll send the candidate an employment offer letter. If we don’t have their state application, we’ll send a conditional offer letter with a blank state application attached. A completed, signed state application is required for us to determine whether the candidate qualifies for the job classification requirements.

Your recommended candidate will receive two emails from a Temporary Solutions Placement Counselor through DocuSign: the Temporary Solutions onboarding packet and Form I-9. The onboarding packet contains information about temporary employment with the State of North Carolina as well as Federal Form W-4, NC-4 and the Direct Deposit Enrollment Form. For Federal Form I-9, the recommended candidate completes Section 1 and the employing agency completes Section 2.

After reviewing the completed onboarding packet and Form I-9 for completeness, your Placement Counselor will complete a Form T-SAL to determine your candidate’s baseline hourly rate, if one wasn’t already done in Step 3. The baseline hourly rate is based on the qualifications the candidate identified on their State Application relative to the minimum qualifications required for the job classification. Your Placement Counselor will notify you if additional documentation is needed to proceed with the hourly rate requested on the job order. Your Placement Counselor will also determine your candidate’s employment eligibility using E-Verify. This must be done by the employee’s third day of work for pay.

Once the candidate’s start date, hourly rate and job classification have been determined, their onboarding packet moves from our Placement Section to our IHRPS Section. There, our team uses information provided in the onboarding packet and job order to enter the candidate into the Integrated HR-Payroll System. Personal and employment information can be maintained throughout the employee’s temporary assignment directly in IHRPS via ESS or Temporary Solutions.

This email to the temporary employee includes the assignment start and end dates, 11-month limit date, names of the employee’s supervisor and Placement Counselor, and helpful information about timekeeping and navigating the IHRPS Fiori interface.