Benefits of an Employment Agency


Now that the economy is emerging again, employment agencies are doing excellent business. They meet an increasing need for flexible staff. Do you want to know if this way of working also suits your company? This article lists the benefits of employment agencies for you.

Employment agencies can find a suitable candidate for many vacancies. Temporary employment agencies often know the market well, have an excellent network and have access to a large group of job seekers. This makes them an interesting partner for employers who are looking for new employees.

Strong growth in agency work

The popularity of broadcasting is closely related to the recovery of the economy. Now that the market is picking up again, the number of vacancies is increasing rapidly. Because employers are less inclined to offer a permanent contract to new employees, the demand for flexible staff is growing.

Costs of temporary employees

If you're considering hiring an employment agency, it's important to know what is involved when hiring temporary employees. Make a good cost assessment in particular. Temporary employees aren't cheap. They are entitled to the same salaries and working conditions as your own employees. In addition, you pay the employment agency an amount for the service provided.

Each agency uses its own rate, so it's worth asking for multiple bids. In general, the total costs for a temporary worker amount to two to three times the gross wage.

Benefits of temporary employees

Hiring temporary workers is therefore relatively expensive, but you'll get a considerable number of benefits in return.

1. Time saving

The application procedure for temporary workers is considerably shorter than that for your own employees. You can leave the recruitment and selection entirely to the employment agency. You don't have to post job openings or struggle through dozens of letters of application. You also save on the costs of job advertisements.

Chances are that the employment agency will quickly find suitable candidates, because it can draw on a large database. The agency checks the candidates for references and ensures that agreements are made. So you also save time here.


At many employment agencies you can even arrange for candidates to receive training or education if needed for work. So you don't have to worry about it and you also save on training costs .

2. Flexibility

The biggest advantage of working with temporary workers is that you can use them in many cases if it suits you. During peak periods, for example, you catch a peak in production with temporary workers. If the weather becomes calmer, you send them home in consultation with the employment agency. You only pay for hours worked.

This flexibility is specially useful if your company provides a lot of project-based work. You coordinate the number of temporary workers to be hired with the duration and scope of a project. When the project is finished, you let them go again. This way you have a flexible layer of employees and you avoid unnecessarily high wage costs .

Keep in mind that a temporary employment contract also offers flexibility to the temporary worker. They can stop at any time. This can be a risk specially with work that requires a long training period. Consider this in your decision whether or not to hire a temporary worker for certain vacancies.

3. No wage payment in the event of illness

If one of your permanent employees becomes ill, you're obliged to continue to pay him the wage for the duration of the illness, up to a maximum of two years. This obligation doesn't apply in the event of illness of temporary employees. You're n't the employer of the temporary worker, but only the hirer. The employment agency is the actual employer and is therefore responsible for the continued payment of wages in the event of illness.

4. Longer trial period

In practice, it appears that almost half of the temporary employees eventually get a permanent contract with the company that hires them. In that sense you can compare the temporary employment contract with the probationary period for employees with a temporary or permanent contract. With the difference that the trial period for temporary workers is much longer than one month, namely the duration of three temporary contracts.

The advantage of this is that you have longer time to assess whether the temporary worker is suitable for his position and fits within the company. This provides more certainty for a possible decision whether or not to take him on a permanent contract. In this way you reduce the risk of being stuck with a permanent employee who doesn't meet the requirements and to whom you must give a substantial severance payment in the event of dismissal .

Pay attention:

If a temporary worker works at your company for two consecutive years, you're obliged to offer him a permanent contract. If you want to hire him before the temporary employment contract expires, the employment agency can charge you a fine.

5. Less administrative hassle

If you hire a temporary worker, you pay a fixed rate for this to the employment agency. The agency is the official employer and arranges the payment of wages, the payment of premiums and levies to the Tax Authorities and all other administrative obligations associated with employership. Consider matters such as the provision of payslips and annual statements, the allocation of vacation days and the administration of sickness and recovery reports.

Hiring temporary workers means you have much less administrative hassle. This means that you can save considerably on the costs of your personnel administration. The only thing that the temporary employment agency requires of you is that you check every week whether the temporary worker states the correct number of hours worked and signs this.

Pay attention:

Temporary workers aren't officially employed by you, but as an entrepreneur you're responsible for ensuring that their working conditions meet the requirements of the law. If a temporary worker becomes involved in an industrial accident, then you're liable. So check whether your liability insurance also applies to temporary employees.

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