AppleOne Wins Inavero’s 2016 Best of Staffing® Award


TORRANCE, CA – FEBRUARY 19, 2016 – AppleOne Employment Services, a global innovator committed to delivering “Hiring Made Human” results in staffing and career placement, announced today that they have won Inavero’s Best of Staffing® Award. Less than two percent of all staffing providers earn this recognition for service excellence. Presented in partnership with CareerBuilder, Inavero’s Best of Staffing winners have proven to be industry leaders in service quality based completely on the ratings given to them by their clients and talent. On average, those working with winning agencies are nearly three times more likely to be completely satisfied with the services provided compared to those working with non-winning agencies.

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Continue reading “AppleOne Wins Inavero’s 2016 Best of Staffing® Award”

Attract the Best Candidates: Market Your Opportunity to Beat the Competition

Our clients have shared that a part of their plan to sustain during the recession had been to downsize. And that now they are working towards growth as a strategy. Because productivity is maxed out, they need to hire highly productive key talent. Unfortunately their competitors have the same plan to hire the same great person, which means that anyone who is good at what they do is getting hired quicker than ever before. Continue reading “Attract the Best Candidates: Market Your Opportunity to Beat the Competition”

Filtering for the Best: Interview Intelligence from AppleOne SCALE

The Interview Structure

It is hard to compare multiple candidates if they are not asked the same questions and you record their specific replies. Interviews also include other qualification indicators such as the questions they ask you, body language, and personality style.

To complicate the qualifying process, employers are competing for talent and have to market their job opportunity at the same time they are evaluating the candidate.Although the interview is just one step in a long hiring process, it is a critical step. One key to a successful interview is to follow the same format with all candidates. Continue reading “Filtering for the Best: Interview Intelligence from AppleOne SCALE”

SCALE 2015: Great Hiring Resources at Your Fingertips

Every year, AppleOne publishes your Standards for Compensation And Leadership Excellence (SCALE) guide. Certainly it contains salary information, and our clients appreciate guidance based on real-world salaries as opposed to other inflated sources. However, we have always sought to go beyond a simple salary guide to bring you a resource packed with actionable ideas and information to help you achieve your management, recruiting and workforce goals.


This year, the SCALE is packed with valuable resources for hiring in the complex new talent marketplace — a hiring toolkit and checklist, with a worksheet for helping you determine if the time is right to grow, calculating the cost of leaving a position vacant, and much more.


Increased competition over the talent pool means you need to work harder to attract and keep quality people, and SCALE 2015 shows you how. 

Click here to request your 2015 SCALE today!

Which Placement Type Is Right For Your Needs?

When working with AppleOne, clients have a choice of placement types and often ask us which is best. Temporary, Temp-to-Hire and Direct Hire are all excellent ways to obtain the help your business needs to thrive, so there is no best placement type. It all comes down to the specifics of your situation. The matrix below details some common situations and your Account Executive would be happy to discuss your unique needs in greater detail.

CLIENT NEEDS   Temporary     Temp-to-Hire     Direct Hire  
You need coverage for vacations,
sick time or leaves of absence.
You need coverage for seasonal demand peaks.    
You have a project your staff does not have
time or skill to complete.
You need to cover critical tasks while
recruiting to replace a key position.
You do not have budget approval for
a new hire yet.
You want to mitigate risks associated with
workers comp, liability, unemployment and
employee taxes as long as possible.
You prefer to staff the position as quickly as
possible, and then adjust if the person does not
perform as expected.
You are ramping up a department and do not yet
know how many people you will ultimately need.
You prefer to take your time finding exactly the
right candidate from the start so you have more
guarantees and assurance they will work out.
You want to recruit from the largest possible
talent pool to get the best available candidate.
You do not want to risk losing a great employee
to a competitor.
Your top candidate is employed or likely
to be employed.

Hiring Managers: Frustrating Online Applications Can Kill Recruiting

Your company’s public-facing application process is a huge part of how many qualified professionals you will successfully pull through your process.

If your application is time consuming, invasive and mute once the app is submitted, these are the qualities your applicants will associate with your company. If your application is simple, quick, polite and frequently responsive to applicants, they will associate those feelings with your company as an employer. Continue reading “Hiring Managers: Frustrating Online Applications Can Kill Recruiting”

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