Using Job Agencies

How Do Employers Use Recruitment Agencies

Temping agencies are staffing agencies that offer assistance to hire an office temp to many different companies for several different purposes. Employers use temping agencies to hire much needed job candidates.

How A Temping Agency Operates

Individuals seeking work in all types of careers may wish to use a temping agency because they're not yet in a position to be seeking full time work. Temping agencies are usually used only to hire people to employers for part time or temporary work. These workers can be students or adults who're looking to either enter the workforce or get back into the workforce after a layoff of some period of time. 

Temping agencies look to place job candidates to employers in all fields such as accounting, administration, finance, marketing, healthcare, academia, the sciences, journalism, and a host of other professions. The temping agency usually gets paid by the company who places a listing with the agency and tells them to be on the lookout for certain qualified job candidates who fit their specific job criteria and parameters for temporary work. This could be work to cover for regular employees who are sick and injured or on extended business trips or vacations. Workers are also hired by temping agencies to gain experience at a certain position by first working at it part time and then developing the confidence to down the road go into it full time.

How an Employer Benefits from the Temping Agency

Employers who place listings with these agencies are able to get the qualified job candidates that they require on the temporary basis that they want. For the employers, having employees work on a temporary basis means that they're not full time workers and are therefore not paid as much as full time workers nor does the company have to pay out full time fringe benefits such as health insurance or retirement plans and vacation, holiday and sick leave pay plan programs. This saves the employer a lot of money while he simultaneously obtains the necessary work output by the temporary employee that he desires.

It's really a win-win situation for both the employer and the temporary worker as the employer saves money while the temp employee can make some substantial amounts of income at the same time all while learning more about the specific field of his business. Many employers actually retain the work services of initial temp employees by hiring them for full time, permanent positions if their performance on the job shows excellent talent and exceptional promise.

Employers allow the temping agency to do all the legwork in locating the qualified job applicants while they can concentrate on running and operating the business for maximum growth and efficiency. Employers as a rule delight in working with temping agencies mainly for this reason and great benefit, and they tend to use their services over and over again for the long run.

 

About the Author

For More Info On Recruitment Agencies See:http://www.office-angels.com

How can i apply for dairy farm jobs in New Zealand without using job agencies Where to find employers?

II want to travel to New Zealand to work in dairy farms. I worked with family owned dairy farm for years but now it is already sold. I can understand very little english and i dont have much money so i cant afford to pay job placement agencies.I will greatly appreciate any kind of help thank you.

Hi,

try these sites

http://www.marvinfarms.co.nz/

or

http://www.nzpages.co.nz/search.html?q=dairy+farming+jobs

good luck.

Using Job Agencies

Rep. Barney Frank on ENDA Motion to Recommit

Why Use Staffing Agencies And Recruiters?

Why Use Staffing Agencies and Recruiters?

By Eddie Field

Many companies and corporations both large and small have debated whether or not to utilize the services of staffing agencies and recruiters to supplement their own Human Resources department or hiring process.  These companies have weighed all the factors, both pros and cons, but have they examined all the potential benefits.

• 1. Free up Human Resources to meet their other obligations. The main role of a Human Resources department is as an employee advocate and consultant to corporate management providing employee representation. In addition, competing for HR's time and attention are the so many government requirements. HR has is doing all that they can simply to keep up and stay compliant. In addition to administrating government requirements, record keeping and the countless meetings HR departments are responsible for keep the business legally compliant, HR is also charged with maintaining the benefits including informing employees of 401K results, monitoring vacation days, and many times, coordinating travel between branches, not to mention assisting in facility security (distributing and collecting access badges, etc.). This stretches the time and resources of the entire department. Engaging a technical recruiter or staffing firm frees up the valuable time of an already taxed department. Firms can either work alongside HR (having access to collected résumés and those who've expressed a desire in the company) or independently (utilizing their own candidate channels).
• 2. Let those with the technical skills make the recommendation. Many times, HR departments and HR recruiters do not have the technical knowledge to correctly and accurately identify the appropriately skilled candidates and keeping those lacking necessary skills from consuming valuable time and resources. Many staffing agencies and recruiters employee the talent of former technical professionals themselves. The best technical recruiters stay abreast of the latest technological trends, tools, software and as a result they know just what to look for when they see a position or project description. Smaller agencies may already have a network of qualified technical professionals and know who is available and whether or not they have the necessary skills.
• 3. Free up hiring managers' time. In most organizations, HR merely receives or collects candidate resumes, does not do targeted searches and recruiting. They look for keywords on the position description. Very seldom do HR department recruiters possess technical experience themselves (through no fault of their own - that is simply the nature of the industry). As a result, unqualified candidates who appear to have appropriate skills and experience move forward through the hiring process, receive a phone screen or maybe even an onsite interview with a hiring manager and/or an entire review team only to discover this person was unqualified. With technically experienced technical recruiters seriously discriminating and sifting through countless résumés, you can insure only qualified candidates are in front of the hiring managers and/or review teams.
• 4. Go directly to the source. In most cases, HR will post a need on the corporate website. They may also post on a nationwide job board (i.e.-Monster.com). They probably will not have the time, the resources or the network to do what is called a "targeted" recruiting. Many recruiters will personally know who is qualified, who is happy where they are, who is looking for the next opportunity and who has the skills and talent needed to do more than their current position requires. "Targeted" recruiting requires the professional knowledge of candidates and is dependent upon the technical and personal knowledge of those in the industry. "Passive" recruiting ("recruiting" relying upon jobs postings on the company website and/or job boards) is dependent upon those candidates who might be looking on those job boards or the company website.
• 5. Selection accuracy. Many HR departments are charged with only a few technical hires per year. Staffing agencies and recruiting firms work on countless positions every day. They know what to look for and can spot "red flags" in resumes or interviews.
• 6. Access to resources. While large job boards or resume posting sites exist, they are expensive - especially if they are used for just a few technical positions per year. Staffing agencies and recruiting firms have the subscriptions, resources, contacts, associations and connections essential in quickly identifying the right person for the right need.
• 7. Economically beneficial. While there may be a recruiting fee to quickly identify the right candidate for the position/project requirements, when weighed against the cost involved in the search for an individual who may not work out and get that person up to speed or out the door, engaging a staffing agency or recruiting firm may be just the solution to the woes of getting that position filled or project completed.

For more information on utilizing the services of a Staffing agency or recruiting firm, please contact Eddie Field at Summit Consulting Services (http://www.SummitConsultingServices.net). 

About the Author

Eddie Field is passionate about technology and the many ways technology can save time and, after all, time is money. He is intent on matching the right programmer, developer, technical professional to the right need.

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Using Job Agencies