Frequently Asked Questions
Lakeshore earns money by collecting fees from the companies who choose to hire our candidates. This money is in no way withheld from your paycheck or taken out of your income. When we tell you the pay rate for a position, that is what you will actually be making (pre-tax).
Our services are free of charge for job seekers. We are happy to offer advice and help you in your job search at absolutely no cost to you.
We get it-job searching is tough! At Lakeshore, we really try to listen to what it is that YOU are looking for in your next job. Our candidates are our priority, and we are here to be a partner and additional resource for you.
We don’t focus on any one particular industry, and we have connections with all kinds of different companies throughout the greater Denver area and Chicago.
We pay our employees on a weekly basis, every Friday.
There are so many factors to take into consideration when finding the right placement for someone. Since we want to find the right fit without shoving you into positions, the time it will take largely depends on your search criteria (pay, availability, commute, industry, type of job you are looking for, etc.). Some things are out of our control and are largely dependent on the local markets and even the time of year. Basically, we can never promise or guarantee a job. What we can promise is that we will do our best to partner with you and always make sure we are communicating clearly.
That number is constantly changing and evolving. We typically have between 140-200 people working in contract positions through Lakeshore at any given time.
Recruiters aim to meet with seven job seekers each week. We have found that this is the sweet spot to ensure that we can offer everyone individualized support. The amount of people we assist is a revolving door as we are always connecting with both new job seekers and job seekers we have previously met with or placed.
Administrative positions are at the heart of what we do. More broadly, these are positions that provide support to a department or individual (think jobs with coordinator, administrative, and/or assistant in the title). In addition, we commonly see customer service, human resources, and accounting positions.
Contract means that the company does not have a permanent hiring need. Contracts may start as a coverage for someone who is out of the office, or it might be a position that is brought in on a project basis. Contracts can be a great way to get working very quickly and to explore different companies.
Contract to Hire means that a company does have a permanent hiring need. These types of positions start out on Lakeshore’s payroll until the permanent offer is made. To clarify, the intention of the company is not to “try out a candidate.” When someone is hired for a contract to hire role, the company already knows they would like to make a permanent offer to that individual after the contract period ends.
Permanent positions are also referred to as direct hire. Lakeshore’s role in this type of employment is to identify great candidates for a company. The company’s intention is to take that person directly onto their payroll once an offer is made.
Yes! We see contract positions that last anywhere from 1 day to 1 year. One-day assignments are often coverages for people who are out of the office or for quick projects.
Not at all! We want you to be able to stay focused in your job search, so you aren’t required to check in with us weekly. All we ask is that you let us know once you accept a job outside of Lakeshore and that you respond to us when we are checking in with you.
Communication with us is key. If you are on a contract through Lakeshore and you have another job come your way, let us know the second you get an interview elsewhere. That way, we won’t be totally caught off guard. If you decide to take an offer, we ask that you try to give us a two week notice so that we can find a replacement.
Please wear what you consider to be typical interview attire. This will help us send you out to interviews with confidence!
We want to gather some pieces of your information up front like a list of references and whatever identification you use for I-9 documentation. Once you are placed in a position, we then use this information to fill out the required paperwork.
The vast majority of our placements happen within Colorado and Illinois, but we do occasionally place people outside of these two states. It doesn’t happen frequently, so we probably wouldn’t be the best resource if you are trying to move to a different state.
We love to job coach and have interview and resume tips readily available to send. In addition, we are experts in the Denver/Chicago job markets and can offer a wealth of advice in relation to market trends and companies in these areas.
We follow whatever the company’s hiring policies are, so this will vary from employer to employer. Not all companies will require a drug test, however all of our medical and non-profit organizations do require employees to pass a drug test prior to hiring.
We typically use a standard 7-year background check. Certain companies do require more in-depth background checks, so our hiring standards are consistent with theirs. If you are concerned about any crimes, felonies, or misdemeanors, please disclose this to the recruiter you meet with, regardless of the year it occurred. It will help us know which companies you would or would not be eligible to work for.
This will vary from company to company. Some positions require individuals to have specific software knowledge. As a general rule, it is best if candidates have a working knowledge of Microsoft Office Suite (Word, Excel, PowerPoint, Outlook). If you have any concerns about your software capabilities, talk to your recruiter as we can provide free testing and tutorials. We strongly suggest you come to the meeting with a list of software programs you have used if it is not already on your resume.
We will want to know how your background pertains to what you are looking for, so be ready to talk about your past jobs and software experience. Be honest and upfront – let us know your parameters for your job search. If you get nervous during interviews or are having trouble landing an interview, we want to know these things so that we can help!
Sometimes. Most of our positions are Monday-Friday, 8am-5pm, but we do have part-time jobs occasionally available.
Of course! We can’t promise that we will be able to place all interested candidates in a summer or winter break job, but we do have contract jobs that come up during that time frame.
The age requirement is 18.
A high school diploma or GED.
Absolutely. Our goal is to keep you in mind for as many opportunities that would be in your best interest as possible.
The recruitment team will do their best to find you another position once one contract ends. That being said, we have no idea when the next opportunity will come through, so we can’t promise back-to-back contracts.
We offer benefits through Lakeshore after 30 days of employment. These are provided by CIGNA or Zelis and include dental and vision. We also have supplemental benefits that offer PTO and Floating Holiday pay.
What is onboarding?
Onboarding is the action or process of integrating a new employee into an organization.
What does onboarding consist of?
Our standard onboarding process consists of the following documents*:
- Lakeshore Talent’s New Hire Paperwork
- A background check
- Form I-9, with valid ID documentation
*Some of our employers require further onboarding processes. If these apply to you, we will let you know prior to submitting you for the position.
Where do the onboarding documents come from?
- New hire paperwork comes in an email from “Alli King via DocuSign.”
- The Background Release Form comes in an email from “Lakeshore Consortium Inc.”
- The Form I-9 comes in an email from the “Candidate Portal.”
Can I complete physical paperwork?
Our entire onboarding process is completed through secure electronic portals. If you are having trouble completing anything, please email Abiyah Watkins at firstname.lastname@example.org.
What do I do with my IDs?
If you didn’t bring two valid IDs with you to your interview, please email them directly to Abiyah Watkins at email@example.com.
I haven’t seen the onboarding documents come through yet. What do I do?
Please check your spam or junk folders for the missing email. If you are still missing something, please reach out to Abiyah Watkins at firstname.lastname@example.org.