What do contracts with employment agencies typically entail?

[Sassybluesy]

Well, all I can say is your experience and my experience are a lot different. No offense, you sound pretty sour on the topic, and my outlook on the topic is pretty opposite. I don't suppose we're ever going to meet in the middle. ;-)

[PriscillaVanilla]

When I temped in the late 80s and 90s, I had mostly positive experiences. I even landed perm jobs that way. And I enjoyed temping and the variety of it.

However, when the last recession began around 2007, agencies had changed for the worst. I had to walk away forever.

Perhaps it's a regional thing, who knows. At least in the DFW area, I would not recommend temping. Maybe in other parts of the country it's different or better.

[Sassybluesy]

Originally Posted by PriscillaVanilla

When I temped in the late 80s and 90s, I had mostly positive experiences. I even landed perm jobs that way. And I enjoyed temping and the variety of it.

However, when the last recession began around 2007, agencies had changed for the worst. I had to walk away forever.


Perhaps it's a regional thing, who knows. At least in the DFW area, I would not recommend temping. Maybe in other parts of the country it's different or better.

Yeah...I've been a permanent employee for the same company since 2000, so I wouldn't know, from experience. But regarding the 2007 recession...ya, I agree with you. Our company used up temps at a crazy rate...and made them think they had a chance of getting hired on...when in actuality, very few of them actually DID get hired on.


I think, now, there's a federal law (maybe it's state...not sure) that we can't keep a temp as a temp for longer than 6 months. You have to either hire them, or let them go.


One of my sons temped for about a year, until he was able to find a permanent position. Is it the greatest thing in the world? No. But is it a worthy stop-gap and a way to get your foot in the door, establishing a work history? IMO, yes.

[MSchemist80]

There is no law. Microsoft got sued over permatemps and were about to loose when they settled out of court rather than risk setting a precedent. Now many companies fire their temps after 6-9 months and take other steps to separate and alienate them to avoid legal liability for discriminatory employment practices ie treating one class of workers worse than another.