A Guide for Working with Employment
agencies who wish to work with SCCC students and graduates are listed below)
Candidates may consider seeking the services of a
commercial employment agency. There are an estimated 20,000 such firms in the
United States, and distinguishing the type and quality of services they offer is
no simple task. First of all, many labels are used interchangeably: executive
search firms, personnel consultants, headhunters, outplacement firms, employment
agencies-to name a few. The industry is further complicated by its questionable
reputation and lack of regulation.
The following descriptions of the four basic
types of third-party recruiting may offer some understanding:
Organizations They accept money
from individuals (private outplacement), or from corporations sponsoring
individuals (corporate outplacement), to conduct job campaigns for displaced
employees. The fee is paid up front (retained f ees) and the firm markets
the individual (candidate marketing).
Agencies Working primarily with
candidates who seek their services, these organizations market the
candidates to employers who can potentially use their skills. Fees are
earned either from the candidate (applicant paid fees) or the employer
(employer paid fees), but only after the candidate is successfully placed in
a position (contingent fees).
Search Firms Instead of depending
on walk-in or mail-in candidates, they custom locate (recruit) candidates,
and are paid by the employer upon successful assignment completion
Search Firms Like contingent search
firms, retained search firms recruit candidates for their corporate clients,
but are either paid up front or on a progress basis (retained basis).
If you decide to
become involved with a commercial third-party firm, make sure you are familiar
with its identifiable traits, then follow these guidelines:
caution with employment advertisements directing you to call "900"
telephone numbers. The Federal Trade Commission warns that you will be
billed either a flat fee or a per-minute charge for each call. Most
reputable firms will state the cost of these calls up front.
the classifieds. Familiarize yourself with agencies that run the same ads
week after week. This is usually an attempt to stockpile resumes for
wary of glamour jobs. Offers of high salaries plus the bonus of meeting
stars, politicians, etc. are lures to get the unwary in the agency's door.
specific job information. A reputable agency should tell you by telephone
the location of the job, the skills required, experience needed, the size of
the firm, and the salary. If the agency refuses, hang up. (For its own
protection, the agency will not give you the name of the employer.)
only fee-paid jobs. Otherwise, be prepared to spend from 5 to 20 percent of
your annual salary for perhaps three hours' work that the agency spent
locating your job.
not sign contracts without precaution. If you do, and you find the job you
accept is a mistake, you are still bound to pay the agency its full fee. Ask
agencies if you can have a copy of the contract to take to a legal counselor
or local consumer protection agency for professional guidance before you
that the job you originally sought exists. If the agency refuses, either
leave or file a complaint with your area's consumer protection agency.
about the job before the interview. In spite of what the agency says, you
have a right to a written copy of the job description and qualifications.
the interview treadmill. Some agencies will arrange countless interviews for
jobs, even though the applicant is not qualified. The idea is to get the
applicant a job, any job, and the placement specialist a commission.
the job you want. Do not fall for "You'd better take what you can
get." Again, that line is strictly to land a placement specialist
his/her commission. Keep in mind that regardless of what is promised, these
firms cannot guarantee they will find you a suitable job.
Unethical business practices will continue until the public begins to apply
pressure where it hurts. Report your complaints to your area's consumer
protection agency, the Better Business Bureau, an appropriate state
licensing board, or your state attorney general.
Capital District Employment Agencies
Staffing, Albany, NY (518) 438-3010
NY (518) 462-1430
Adecco, Albany, NY
Attentive Personnel Staffing, Albany, NY (518) 438-6021
BesTemp Temporary Services Inc., Gloversville, NY (518)
De Matteo Associates, Albany, NY (518) 356-3900
Extra Help Employment
Services, Latham, NY (518) 782-1200 * Temporary Staffing/Info.
Tech. Services/Executive Search
Fusco Personnel Inc.,
Albany, NY (518) 869-6100
GTI Temporary Services Inc.,
Albany, NY (518) 449-8732
J.J. Young, Albany, NY
Albany, NY (518) 489-6060 * Temporary Staffing/Business Office
Search * Engineering & Software
Schenectady, NY (518) 374-7796
Office Team, Albany, NY
Olsten Staffing Service,
Albany, NY (518) 459-0500
Norrell Services, Albany,
NY (518) 482-3557
Patrick Whelan Associates Inc.,
Albany, NY (518) 465-6211
Sargent & Blais
Personnel Services Inc., Albany, NY (518) 869-6780
Snelling Personnel Services,
Albany, NY (518) 437-9095
The Josef Group,
Albany, NY (518) 869-2288