YOUR QUESTIONS ANSWERED

WHY DO SOME EMPLOYMENT AGENCIES THINK THEY HAVE THE RIGHT TO CONTROL A PERSON’S WORK FUTURE FOR 12 MONTHS AFTER THE END OF AN ASSIGNMENT?

DARREN BUCHANAN MANAGING DIRECTOR, HAYS QUEENSLAND

It is difficult to answer this question specifically without receiving more context about your situation. However, I can assure you that this is not a standard practice across the industry and certainly not something we believe at Hays. More broadly speaking, it is highly advisable for a jobseeker to do their research when selecting a recruitment agency. It’s good practice to carefully read through and understand the details of any contract presented to them before it is signed. It’s also important that if a jobseeker is unsure of any fine print, they should ask their consultant to explain further.

SINEAD HOURIGAN BRISBANE DIRECTOR, ROBERT WALTERS

I can’t comment about the contractual terms and conditions that other recruitment consultancies might have in place but we certainly put in place contractual terms that protect us for the work we do. For example, if a client has engaged us to find a candidate for a short-term role, then decides they would like to engage them longer term, the consultancy should be recognised for the work they did in finding and assessing the candidate. Consultancies should always seek to foster opportunities for candidates’ ongoing employment and not seek to ”control” their employment future.

JULIE BARR SENIOR EXECUTIVE CONSULTANT, McARTHUR

I haven’t heard of this before and any agency I have been associated with has not engaged in this specific practice. I’m wondering if you are referring to agencies that have agreements with client companies, where if the client engages a former temp directly within a specified period, the company will incur a placement fee for the initial introduction. This may appear to be restrictive to those temps. Agencies have relationships with organisations that have been developed over time, so we respect those relationships and agreements rather than overtly limit the candidate’s choices.

DR NERIDA HILLBERG DIRECTOR OF PSYCHOLOGY, FERRIS MANAGEMENT CONSULTANTS

I am unaware of this practice. It strikes me as extremely unethical, if not illegal. The end of an assignment is just that. It should signify the opportunity to move to your next chosen role. I would carefully review the terms of engagement in the contract that you signed. This dilemma highlights the importance of linking in with reputable agencies and providers. Your agency is most likely trying to lock you into an employer that is lucrative for them in terms of fees generated. This is no way to manage your career. It’s important you feel in control at all times.