“Thanks, once again, for finding a premium person.  Palmer is the number one resource for us, in my book.”
— Administrator of DC law firm


Our Recruitment Process

Finding Candidates

Palmer Legal Staffing utilizes well-known and effective recruiting methods including Monster, Career Builder, LinkedIn, Indeed, Craigslist, college boards and job fairs, industry boards, and other emerging resources.  In addition, one of our most valuable resources for supplying quality candidates is our referral program.

Continual recruitment shortens the time it takes to supply direct-hire candidates and enables Palmer to fill requests for temporary workers immediately.

To fill a short-term temporary job quickly, Palmer turns to its database of more than 15,000 candidates. For longer-term positions—direct hire, temp-to-hire, and long-term temporaries, we also post job listings tailored to specific needs.


“I appreciate the consistent quality of Palmer's temps and mostly, the speed at which you find people to send to me.  That makes my job so much easier.”
— HR Coordinator


From Receiving the Job Order to Filling It

Screening Candidates

When a potential candidate applies to a listed job, a staffing specialist reviews his or her résumé, keeping only about 25 percent of qualified applicants for consideration. The Palmer specialist then screens those applicants by telephone to gauge their professionalism, maturity, and general attitude. Typically, half the phone-screened applicants remain, and Palmer interviews them.

Testing and Paperwork

Before the interview, applicants are tested on their job skills and computer facility. The latter gauge the applicants’ abilities in various software programs such as Word, Excel, and Power Point. Palmer uses any of 48 different tests, tailoring them to the requirements of a specific position.

Applicants also fill out a general application, a supplemental questionnaire, and other paperwork such as tax forms and releases for background and credit checks. They receive written information on Palmer’s placement policies and sign a confidentiality agreement.


Next, a recruiter interviews each applicant individually for about 30-45 minutes—the most important factor in placement. The tests and interviews eliminate about 25 percent of the applicants who “passed” the previous parts of the process.

Finally, Palmer calls employment references to check that they are positive and pertain to the candidate’s most recent positions. Palmer also ensures that each reference is in a supervisory or managerial position. This eliminates about another 2 percent.

Out of 100 applicants, only nine sucessfully complete the entire application process to be considered for placement.

Equal Employment Opportunity

Palmer Legal Staffing is committed to equal employment opportunity and employ all qualified persons without regard to race, color, religion, national origin, sex, age, marital status, personal appearance, sexual orientation, family responsibilities, matriculation, political affiliation, or physical handicap, or any other classification protected by applicable federal, state or local laws.