Staffing That Works: Crown’s High-Impact Sourcing and Vetting Process
Crown has a robust recruiting model designed to ensure a seamless staffing experience for our clients. We have a proven track record of swiftly providing high-quality employees.
We focus on continuously sourcing candidates not only through postings but also by being deeply invested in our communities. Our expert recruiters utilize tools such as virtual and physical job fairs, and establish community partnerships with organizations that support veterans, under-resourced individuals, and people from diverse backgrounds.
Our marketing team sources contingent labor through job boards, social media, and local community organizations. One of our strongest sourcing tools is referrals. Crown provides an outstanding employee experience, and we find that our employees are enthusiastic about referring friends and family. This referral pipeline consistently provides us with some of our strongest talent.
Crown’s vetting process is our “secret sauce”—a personalized, candidate-focused approach designed to ensure strong alignment with our clients’ needs. We engage with each candidate individually to assess not only their skills and experience but also their fit within the client’s workplace culture. This thoughtful screening process helps candidates feel valued and contributes to reduced turnover, improved morale, and stronger overall workforce performance.
As part of this approach, Crown has intentionally positioned itself as an employer of choice. Treating our people well is at the core of our values, and we back that up with a comprehensive benefits package that sets us apart in the staffing industry. Eligible employees receive a minimum of 40 PTO hours (subject to state laws), paid holidays, and access to benefits that are not financially borne by the client. These include medical, dental, vision, supplemental life, hospital indemnity, critical illness, and a 401K with company match.
By offering meaningful incentives and treating candidates with respect from day one, we attract higher-quality talent and deliver a more stable, motivated workforce—ultimately benefiting both our employees and our clients.
All processes at Crown are rooted in flexibility for our clients, but our standardized approach ensures consistency and quality. We begin by reviewing applicants’ resumes and conducting preliminary due diligence on the candidate, followed by a personal phone call to confirm elements of their resume. For promising candidates, we conduct either virtual or in-person interviews—held at one of our offices, the client facility, or another appropriate location based on convenience and need. We use a refined, tested set of interview questions based on the role to ensure the necessary acumen and experience for success.
At this stage, we incorporate client-specific requests such as background checks, drug screens, and skills assessments. When we reach the offer stage, we diligently request and review two forms of ID and ensure the candidate’s I-9 is completed through E-Verify. Throughout the process, we maintain a communication-heavy approach with both the candidate and the hiring team, ensuring connection and trust at every step.
Once hired, we manage our employee lifecycle through our HRIS. This platform enables efficient communication with our talent and provides employees with access to paystubs, W-2s, benefits management, time-off requests, schedules, timesheets, and personal information updates. Additionally, our system offers integrated functionality for performance tracking and timekeeping.
This end-to-end process allows us to efficiently source, thoroughly vet, and actively manage a dependable, high-performing contingent workforce that aligns with our clients’ goals and workplace culture.