The term “third party recruiter” goes by many names, including contingency agencies, executive search firms, retained search firms, employment agencies, headhunters, recruiters, and temp agencies.  These all fall under the umbrella of the “staffing industry.”

Contingency Agencies are paid by the company after the agency’s candidate is hired…their sourcing process is a paperwork mill.

Retained Search Firms custom locates candidates for a company and are paid upfront or on a progress basis (retained basis). Their sourcing process is often more focused and conducted on a more personal level.

Employment Agencies are contracted by companies to find candidates for temporary or permanent positions.  Often their sourcing and screening activity is conducted in parallel to Corporate recruiting efforts.

Temporary (Temp) Agencies find candidates to fill temporary jobs and “temp to perm” positions.  This includes the Lease2Perm TECHNICAL firms.

This week’s session, Thursday, June 28th at The Egg and I: An exploration of the third-party world of recruitment

In embracing The OTHER Job Market, a successful professional seeking their next appropriate employment will learn the technique of using the services of a third party recruiter.  Our goal is to understand their world, from THEIR viewpoint, in order to optimize the effectiveness of our efforts looking for work.

HOMEWORK for this week’s session…

The American Staffing Association (ASA)

TEXAS specific statistics… Third-party recruitment statistics in Texas

As promised here is more of my list of things you should take into consideration when working with staffing agencies.

1. Working with a staffing agency does not guarantee placement in a job.  It’s one of many techniques to use in your job search.
2. Staffing agencies do the initial screening, saving the employer time and money… they are an extension of the employer’s recruiting and screening process.
3. Don’t abdicate the tasks of the job search to a recruiter who is busy working with lots of job seekers.
4. Reducing or stopping your networking efforts once you start using a staffing agency is a huge mistake.
5. Approximately 79 percent of staffing employees work full-time according to the American Staffing Association (ASA).
6. Recruiters have contacts in the business community which only extends your networking outreach.
7. Employers that experience an unexpected increase in business may favor hiring temps before hiring permanent workers.
8. Companies are using staffing agencies to “test drive” the performance of a temp before offering a permanent position.
9. The ASA notes that 12 million Americans will work at some point during the course of the year in as a temp or contract employee.
10. Temping is not a step down.  It’s money, connections, a resume gap stopper and an opportunity to get your foot in the door.
11. Signing up with a staffing agency is usually quick and easy, much of which can be done online.
12. While actual titles may vary, there are basically three functions within any one staffing firm: those that identify and bring in the actual job orders, those that identify and initially screen potential applicants, and those that administer the firm’s process.
13. Network with your LinkedIn connections to learn more about the right staffing firms to use; use more than one agency. “Reach out” to at least two firms each week within your Personal Marketing Plan.
14. Check the phone book or Internet for a list of staffing agencies; also use the Internet to find additional information…CAUTION: There is no directory of the ‘good ones.’ THAT is a matter of your personal relationship with them.
15. Schedule an appointment with a staffing agency representative.  Dress to impress, show your smile and give a firm handshake.
16. Make sure your resume has been professionally critiqued before you submit it to a staffing agency.

* more to follow *