| There exist several types of job agencies in | | | | and very common in those that specifically bring |
| metropolitan markets throughout the United States. | | | | aboard direct hire candidates for clients. The |
| They range from independent staffing groups | | | | interview process works similarly to all job agencies, |
| seeking job candidates to fill positions for their | | | | job seekers are screened and interviewed first by |
| contracts to nationwide job agencies that provide | | | | recruiters before they are considered for any |
| jobs to people whether they may be short term to | | | | marketed agency positions. The recruiter contacts |
| a direct hire position. | | | | the client on behalf of the job candidate to see if |
| My experience with job agencies started over eight | | | | there is any interest in interviewing for a position. Job |
| years ago when I decided to learn how various job | | | | opportunities are first presented to job candidates |
| agencies function. I've had the opportunity to work | | | | because the candidate can decline interest in a given |
| for few competent ones that really did care for their | | | | position for various reasons. Some of these reasons |
| employees; as well I've worked for one that was on | | | | may range from a lengthy commute to a |
| the brink of being shut down due to unprofessional | | | | compensation that is outside of their asking range. |
| and ethical challenges facing them. | | | | Job candidates must keep in mind that the more |
| I've had the privilege of working short term | | | | opportunities they entertain, the higher chances for |
| contracts that ranged 6-12 months, temp to hire | | | | them landing a job of their choice. I have interviewed |
| opportunities and direct hire positions. In short term | | | | for positions that weren't marketed much online or in |
| contracts, job candidates are expected for work for | | | | the papers, though I changed my perception about |
| a client for a specified period of time on special | | | | them after learning more regarding these interesting |
| projects that complement a budget. If the candidate | | | | opportunities during the interviews. Company clients |
| performs exceptionally well and the client has enough | | | | choose carefully how to market some of their |
| work along with a budget to afford them longer, | | | | positions especially through job agencies because the |
| there are chances this job candidate will be invited | | | | filtering process for hiring a good job candidate is |
| back for another project due to a mutually beneficial | | | | better. Most job agencies do not disclose the client's |
| experience. To the contrary, if the client does not | | | | name to job candidates unless an interview will take |
| have immediate opportunities to keep the job | | | | place among the two parties. This limits job seekers |
| candidate past the agreed contract, the client will | | | | from applying to positions for the wrong reasons and |
| indeed keep them in mind for future opportunities. | | | | to limit the chances of the candidate brokering a |
| My advice to those considering any of these work | | | | direct employment deal with the client. Companies |
| arrangements is: never forget that first impressions | | | | pay recruiting agencies a fee to seek qualified |
| matter ALOT and to never get too comfortable (at | | | | candidates and if a candidate comes their way from |
| any point during your contract) that one's job | | | | the same agency, there exist conflicts of interest if |
| performance starts to decline. Similar feedback should | | | | the job candidate is granted the opportunity by |
| be acknowledged and acted upon for all work | | | | surpassing the agency contract. There is no conflict |
| opportunities. | | | | of interest present if the job candidate responded to |
| In temp-to-hire positions, job candidates are chosen | | | | a classified that was posted on the client's website |
| to report to a client site and start working for a | | | | since the client chose to market their opportunities |
| specified period of time under probationary measures. | | | | through several mediums. |
| Most companies from my experience have a 90 day | | | | Few things to keep in mind about job agencies: |
| probationary period to see how the job candidate is | | | | 1. Most of these agencies are free of charge to all |
| adjusting to his/her new work environment and | | | | candidates. The client pays the agency for recruiting |
| whether he/she is an appropriate match to work the | | | | and compensating the job candidates, if they are |
| position. The actual temp period may last from 3-6 | | | | hired. |
| months depending on the client's expectations and | | | | 2. Job agencies market highly reputable companies |
| monetary budget. Many people forget that | | | | and small private firms for a reason. Some times the |
| temp-to-hire job opportunities yield successful results | | | | best opportunities are hidden and so take advantage |
| when job candidates start accessing their work | | | | of recruiters who are willing to help. |
| environment to see if they enjoy performing the | | | | 3. Registering with job agencies is a supplemental |
| work they were hired to do in addition to adapting | | | | resource to one's job search. Use them as a crutch |
| well in a foreign work environment. | | | | to seeking career opportunities but do not rely on |
| This conscious self evaluation will assist the worker | | | | them completely. It's a two way street where |
| and the client in deciding if they are a good match | | | | honest communications and expectations must be |
| upon completion of the temp period. If both are | | | | exchanged for successful results. |
| content with one another, the client at some point | | | | 4. Keep an open mind. One may never know in what |
| will arrange a hiring package to bring the job | | | | form a dream job may surface. Working temp |
| candidate on board full time as an employee. Most | | | | positions, temp-to-hire, contract or direct hire |
| job agencies follow a similar procedure as I have | | | | positions can lead one's career path through a |
| listed here for temp-to-hire positions while minor | | | | positive change. Learn from your potential employers, |
| differences may surface if there are special | | | | pick their brains in the interview and challenge |
| circumstances. My experience with such positions | | | | yourself to acquiring new skills. |
| were great, since I started working as a temp and | | | | 5. Commit to a job opportunity by being honest. If a |
| soon I was bought out by the client within a period | | | | job candidate commits to a position through an |
| of 6 weeks. Initially my job agreement called for | | | | agency, one is expected to complete the entire |
| working as a temp for about 5 months before | | | | assignment unless specified otherwise. Job candidates |
| transitioning off to a full time company employee. | | | | represent themselves AND the job agency to the |
| Instead the client was pleased with my performance | | | | client. The goal is to build bridges by creating a |
| that I was signing off on direct hire papers sooner | | | | win-win situation for all parties involved. |
| than expected. | | | | 6. Be yourself, work smart and keep moving in your |
| Certain job agencies also specialize in direct hire | | | | job search. Good luck! |
| positions. These positions are rare in some agencies | | | | |