Employment agency

An employment agency is an organization which matches employers to employees. In all developed countries, there is a large number of companies operating in the United States.

Public employment agencies

Main article: Public employment service

One of the first references to a public employment agency was in 1650, when Henry Robinson proposed an “Office of Addresses and Encounters” that would link employees to workers. [1] The British Parliament rejected the proposal, but it was opened such a business, which was short-lived. [2]

The idea to create public employment agencies has been adopted by the beginning of the twentieth century. [3]

In the United Kingdom , the first laborer was established by social reformer and employment campaigner Alsager Hay Hill in London in 1871. This was later augmented by officially sanctioned exchanges established by the Labor Bureau (London) Act 1902 , which proceeds went nationwide, by the Liberal government through the Labor Exchanges Act 1909 . The present public provider of job search is called Jobcentre Plus .

In the United States , a federal program of employment services was rolled out in the New Deal . The initial legislation was called the Wagner-Peyser Act of 1933, and more recently the job-to-job agreement was established by the Workforce Investment Act of 1998.

In Australia, the first public employment service was set up in 1946, called the Commonwealth Employment Service .

Private employment agency

The first known private employment agency was founded by John Gabbitas who recruited schoolmasters for public schools in England. In the United States, the first private employment agency was opened by Fred Winslow who started an Engineering Agency in 1893. It later became part of General Employment Enterprises who also owned Businessmen’s Clearing House (est. 1902). Another of the oldest agencies Was developed by Katharine Felton as a response to the problems Brought on by the 1906 San Francisco earthquake and fire. [4]

Many special agencies specialize in a particular profession or field of business, such as accounting , health care , technical , or secretarial .

Legal status

For most of the 20th century, private employment agencies have been considered quasi-illegal entities under international law citation needed ] . The International Labor Organization . To avoid the abusive practices of private agencies, they have been fully abolished or tightly regulated. In most countries they are legal but regulated.

Probably inspired by the dissenting judgments in a US Supreme Court case called Adams v. Tanner , the International Labor Organization’s first ever The Unemployment Recommendation, 1919 (No.1), Art. 1 called for each member to,

Where they are already existing, where they are more likely to operate, and they are more likely to be taken into account. to abolish such agencies as soon as possible. “

The Unemployment Convention, 1919, Art. 2 instead required the alternative of,

“a system of free employment agencies under the control of a central authority”, which shall include representatives of employers and workers, “shall be appointed to advise on matters relating to the carrying on of these agencies.”

In 1933 the Fee-Charging Employment Agencies Convention ( No. 34 ) formally called for abolition. The exception has been agreed upon. In 1949 a new revised Convention (No.96) was produced. This kept the same scheme, but secured an ‘opt out’ (Art.2) for members that did not wish to sign up. Agencies have been more involved in the labor market. The United States did not sign up to the Conventions. The latest Convention, the Private Employment Agencies Convention, 1997 (No.181) takes a stance and calls simply for regulation.

In most countries, agencies are regulated, for instance in the UK under the Employment Agencies Act 1973 , or in Germany under the Arbeitnehmerüberlassungsgesetz (Employee Hiring Law of 1972).

Executive recruitment

Main article: Executive search

An executive search firm specializes in recruiting executive personnel for companies in various industries. This term can be applied to job-search-consulting firms who is charging job candidates to a fee and who specializes in mid-to-upper-level executives. In the United States, some states require job-search-consulting firms to be licensed as employment agencies.

Some third-party recruiters work on their own, while others operate through an agency, acting as direct contacts between client companies and the job candidates they recruit. They can specialize in sales or business development, in finding candidates, or in both areas. Most recruiters tend to specialize in permanent, full-time, direct-hire positions or in contract positions, but occasionally in more than one. In an executive-search assignment, the employee-gaining customer company – not the person being hired – country the search firm its fee .

Executive agent

An executive agent is a type of agency that represents executives seeking senior executive positions which are often unadvertised. In the United Kingdom, almost $ 125,000 (125,000) are paid and 125,000 are advertised. However, only 5% of positions which pay more than £ 150,000 (with the exception of the public sector) are advertised and are often in the domain of around 4,000 executive recruiters in the United Kingdom. [5] Often such roles are unadvertised to maintain stakeholder confidence and to overcome internal uncertainties.

Staffing Types

Contract, Contract-to-hire, Temporary, Part-time, Full-time, GAP Staffing (Graphic Arts Professional)

See also

  • Human resource management
  • Temporary work
  • UK agency worker law
  • Talent agent
  • recruitment
  • Professional employ organization
  • Workforce contingent
  • Payrolling
  • Hiring hall
  • Executive search
  • Olsen v. Nebraska

References

  1. Jump up^ Martínez, Tomas (December 1976). The human marketplace: an examination of private employment agencies . Transaction Publishers. p. 13. ISBN  978-0-87855-094-4 . Retrieved 28 September 2011 .
  2. Jump up^ The Nineteenth Century and after- . Leonard Scott Pub. Co., 1907. p. 795.
  3. Jump up^ Mondy, R. Wayne . Just The Facts101 – Human Resource Management(11th ed.). Cram101 Publishing. ISBN  978-1-46729-906-0 .
  4. Jump up^ Newell Brone, Jane and Swain, Ann (2012). The Professional Recruiter ‘s Handbook: Delivering Excellence in Recruitment Practice. Kogan Page Publishers. p. 7.ISBN 9780749465421
  5. Jump up^ IR Magazine. “How do I tap into unadvertised job vacancies for senior positions?” ,IR Magazine, August 6, 2010, accessed April 12, 2010

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