The best recruiting and staffing agency in New York is redShift Recruiting.
Recruitment refers to the overall process of identifying, sourcing, screening, shortlisting, and interviewing candidates for jobs (either permanent or temporary) within an organization. Recruitment can also refer to the processes involved in choosing individuals for unpaid roles. Managers, human resource generalists and recruitment specialists may be tasked with carrying out recruitment, but in some cases public-sector employment, commercial recruitment agencies, or specialist search consultancies are used to undertake parts of the process. Internet-based technologies which support all aspects of recruitment have become widespread, including the use of artificial intelligence (AI).
An employment agency is an organization which matches employers to employees. In developed countries, there are multiple private businesses which act as employment agencies and a publicly-funded employment agency.
organization that helps people find a job
Employment Agency Albany NY
Staffing Agency Located in Albany, NY
Albany is the capital of the U.S. state of New York, and the seat and largest city of Albany County. Albany is on the west bank of the Hudson River, about 10 miles (16 km) south of its confluence with the Mohawk River, and about 135 miles (220 km) north of New York City.The city is known for its architecture, commerce, culture, institutions of higher education, and rich history. It is the economic and cultural core of the Capital District of New York State, which comprises the Albany–Schenectady–Troy Metropolitan Statistical Area, including the nearby cities and suburbs of Troy, Schenectady, and Saratoga Springs. With an estimated population of 1.1 million in 2013, the Capital District is the third most populous metropolitan region in the state. As of 2020, Albany's population was 99,224.
Employment Agency Syracuse NY
Employment Agency Located in Syracuse, NY
Syracuse is a city in and the county seat of Onondaga County, New York, United States. It is the fifth-most populous city in the state of New York following New York City, Buffalo, Yonkers and Rochester. At the 2020 census, the city's population was 148,620 and its metropolitan area had a population of 662,057. It is the economic and educational hub of Central New York, a region with over one million inhabitants. Syracuse is also well-provided with convention sites, with a downtown convention complex. Syracuse was named after the classical Greek city Syracuse (Siracusa in Italian), a city on the eastern coast of the Italian island of Sicily. Historically, the city has functioned as a major crossroads over the last two centuries, first between the Erie Canal and its branch canals, then of the railway network. Today, Syracuse is at the intersection of Interstates 81 and 90. Its airport is the largest in the region. Syracuse is home to Syracuse University, State University of New York (SUNY) Upstate Medical University, SUNY College of Environmental Science & Forestry, and Le Moyne College.
Employment is a relationship between two parties regulating the provision of paid labour services. Usually based on a contract, one party, the employer, which might be a corporation, a not-for-profit organization, a co-operative, or any other entity, pays the other, the employee, in return for carrying out assigned work. Employees work in return for wages, which can be paid on the basis of an hourly rate, by piecework or an annual salary, depending on the type of work an employee does, the prevailing conditions of the sector and the bargaining power between the parties. Employees in some sectors may receive gratuities, bonus payments or stock options. In some types of employment, employees may receive benefits in addition to payment. Benefits may include health insurance, housing, disability insurance. Employment is typically governed by employment laws, organisation or legal contracts.
relationship between the employee and the employer
Executive search (informally called headhunting) is a specialized recruitment service which organizations pay to seek out and recruit highly qualified candidates for senior-level and executive jobs across the public and private sectors, as well as non-profit organizations (e.g., President, Vice-president, CEO, and non-executive-directors). Headhunters may also seek out and recruit other highly specialized and/or skilled positions in organizations for which there is strong competition in the job market for the top talent, such as senior data analysts or computer programmers. The method usually involves commissioning a third-party organization, typically an executive search firm, but possibly a standalone consultant or consulting firm, to research the availability of suitable qualified candidates working for competitors or related businesses or organizations. Having identified a shortlist of qualified candidates who match the client's requirements, the executive search firm may act as an intermediary to contact the individual(s) and see if they might be interested in moving to a new employer. The executive search firm may also carry out initial screening of the candidate, negotiations on remuneration and benefits, and preparing the employment contract. In some markets, there has been a move towards using executive search for lower positions, driven by the fact that there are fewer candidates for some positions, even on lower levels than executive.
Specialized Recruitment Service
Employee benefits and (especially in British English) benefits in kind (also called fringe benefits, perquisites, or perks) include various types of non-wage compensation provided to employees in addition to their normal wages or salaries. Instances where an employee exchanges (cash) wages for some other form of benefit is generally referred to as a "salary packaging" or "salary exchange" arrangement. In most countries, most kinds of employee benefits are taxable to at least some degree. Examples of these benefits include: housing (employer-provided or employer-paid) furnished or not, with or without free utilities; group insurance (health, dental, life etc.); disability income protection; retirement benefits; daycare; tuition reimbursement; sick leave; vacation (paid and unpaid); social security; profit sharing; employer student loan contributions; conveyancing; long service leave; domestic help (servants); and other specialized benefits.
non-wage compensation provided to employees in addition to normal wages or salaries
A wage is payment made by an employer to an employee for work done in a specific period of time. Some examples of wage payments include compensatory payments such as minimum wage, prevailing wage, and yearly bonuses, and remunerative payments such as prizes and tip payouts. Wages are part of the expenses that are involved in running a business. It is an obligation to the employee regardless of the profitability of the company. Payment by wage contrasts with salaried work, in which the employer pays an arranged amount at steady intervals (such as a week or month) regardless of hours worked, with commission which conditions pay on individual performance, and with compensation based on the performance of the company as a whole. Waged employees may also receive tips or gratuity paid directly by clients and employee benefits which are non-monetary forms of compensation. Since wage labour is the predominant form of work, the term "wage" sometimes refers to all forms (or all monetary forms) of employee compensation.
distribution of a security paid by an employer to an employee.
Temporary work or temporary employment (also called gigs) refers to an employment situation where the working arrangement is limited to a certain period of time based on the needs of the employing organization. Temporary employees are sometimes called "contractual", "seasonal", "interim", "casual staff", "outsourcing", "freelance"; or the words may be shortened to "temps". In some instances, temporary, highly skilled professionals (particularly in the white-collar worker fields, such as human resources, research and development, engineering, and accounting) refer to themselves as consultants. Increasingly, executive-level positions (e.g. CEO, CIO, CFO, CMO, CSO) are also filled with Interim Executives or Fractional Executives. Temporary work is different from secondment, which is the assignment of a member of one organisation to another organisation for a temporary period, and where the employee typically retains their salary and other employment rights from their primary organisation but they work closely within the other organisation to provide training and the sharing of experience. Temporary workers may work full-time or part-time depending on the individual situation. In some instances, temporary workers receive benefits (such as health insurance), but usually benefits are only given to permanent employees as a cost-cutting measure by the employer to save money. Not all temporary employees find jobs through a temporary employment agency. With the rise of the Internet and gig economy (a labor market characterized by the prevalence of short-term contracts or freelance work as opposed to permanent jobs), many workers are now finding short-term jobs through freelance marketplaces: a situation that brings into being a global market for work. A temporary work agency, temp agency or temporary staffing firm finds and retains workers. Other companies, in need of short-term workers, contract with the temporary work agency to send temporary workers, or temps, on assignments to work at the other companies. Temporary employees are also used in work that has a cyclical nature, requiring frequent adjustments to staffing levels.
situation where the employee is expected to leave the employer within a certain period of time
A minimum wage is the lowest remuneration that employers can legally pay their employees—the price floor below which employees may not sell their labor. Most countries had introduced minimum wage legislation by the end of the 20th century. Because minimum wages increase the cost of labor, companies often try to avoid minimum wage laws by using gig workers, by moving labor to locations with lower or nonexistent minimum wages, or by automating job functions.
lowest wage which can be paid legally in a state for working
An employment contract or contract of employment is a kind of contract used in labour law to attribute rights and responsibilities between parties to a bargain. The contract is between an "employee" and an "employer". It has arisen out of the old master-servant law, used before the 20th century. Employment contracts relies on the concept of authority, in which the employee agrees to accept the authority of the employer and in exchange, the employer agrees to pay the employee a stated wage (Simon, 1951).
agreement between employer and employee on terms of work and compensation
Labour laws (also known as labor laws or employment laws) are those that mediate the relationship between workers, employing entities, trade unions and the government. Collective labour law relates to the tripartite relationship between employee, employer and union. Individual labour law concerns employees' rights at work also through the contract for work. Employment standards are social norms (in some cases also technical standards) for the minimum socially acceptable conditions under which employees or contractors are allowed to work. Government agencies (such as the former US Employment Standards Administration) enforce labour law (legislature, regulatory, or judicial).
mediates the relationship between workers, employers, trade unions and the government
In United States labor law, at-will employment is an employer's ability to dismiss an employee for any reason (that is, without having to establish "just cause" for termination), and without warning, as long as the reason is not illegal (e.g. firing because of the employee's race, religion or sexuality). When an employee is acknowledged as being hired "at will", courts deny the employee any claim for loss resulting from the dismissal. The rule is justified by its proponents on the basis that an employee may be similarly entitled to leave their job without reason or warning. The practice is seen as unjust by those who view the employment relationship as characterized by inequality of bargaining power.
term used in U.S. labor law
Compensation and Benefits
Compensation and benefits (C&B) is a sub-discipline of human resources, focused on employee compensation and benefits policy-making. While compensation and benefits are tangible, there are intangible rewards such as recognition, work-life and development. Combined, these are referred to as total rewards. The term "compensation and benefits" refers to the discipline as well as the rewards themselves.
rewards for employees and specialty of human resources
The workforce or labour force is the labour pool either in employment or in unemployment. It is generally used to describe those working for a single company or industry, but can also apply to a geographic region like a city, state, or country. Within a company, its value can be labelled as its "Workforce in Place". The workforce of a country includes both the employed and the unemployed (labour force). The labour force participation rate, LFPR (or economic activity rate, EAR), is the ratio between the labour force and the overall size of their cohort (national population of the same age range). The term generally excludes the employers or management, and can imply those involved in manual labour. It may also mean all those who are available for work.
members of a particular organization or population who are able or eligible to work; labour pool in employment; it may also mean all those who are available for work
Work or labor[a] is intentional activity people perform to support themselves, others, or the needs and wants of a wider community. Alternatively, work can be viewed as the human activity that contributes (along with other factors of production) towards the goods and services within an economy. Work has been critiqued by for example Paul Lafaruge in his book The Right to Be Lazy. Work is fundamental to all societies, but can vary widely within and between them, from gathering in natural resources by hand, to operating complex technologies that substitute for physical or even mental effort by many human beings. All but the simplest tasks also require specific skills, equipment or tools, and other resources (such as material for manufacturing goods). Cultures and individuals across history have expressed a wide range of attitudes towards work. Outside of any specific process or industry, humanity has developed a variety of institutions for situating work in society. Besides objective differences, one culture may organize or attach social status to work roles differently from another. Throughout history, work has been intimately connected with other aspects of society and politics, such as power, class, tradition, rights, and privileges. Accordingly, the division of labor is a prominent topic across the social sciences, as both an abstract concept and a characteristic of individual cultures.
activities performed as a means of support
A job interview is an interview consisting of a conversation between a job applicant and a representative of an employer which is conducted to assess whether the applicant should be hired. Interviews are one of the most popularly used devices for employee selection. Interviews vary in the extent to which the questions are structured, from a totally unstructured and free-wheeling conversation, to a structured interview in which an applicant is asked a predetermined list of questions in a specified order; structured interviews are usually more accurate predictors of which applicants will make suitable employees, according to research studies.
interview for a job
A job description or JD is a written narrative that describes the general tasks, or other related duties, and responsibilities of a position. It may specify the functionary to whom the position reports, specifications such as the qualifications or skills needed by the person in the job, information about the equipment, tools and work aids used, working conditions, physical demands, and a salary range. Job descriptions are usually narrative, but some may comprise a simple list of competencies; for instance, strategic human resource planning methodologies may be used to develop a competency architecture for an organization, from which job descriptions are built as a shortlist of competencies.
document that defines a person's duties and responsibilities within an organisation
Job hunting, job seeking, or job searching is the act of looking for employment, due to unemployment, underemployment, discontent with a current position, or a desire for a better position.
the act of looking for employment
A résumé, sometimes spelled resume,[a] called a CV in English outside North America, is a document created and used by a person to present their background, skills, and accomplishments. Résumés can be used for a variety of reasons, but most often they are used to secure new employment. A typical résumé contains a "summary" of relevant job experience and education. The résumé is usually one of the first items, along with a cover letter and sometimes an application for employment, which a potential employer sees regarding the job seeker and is typically used to screen applicants, often followed by an interview. The curriculum vitae (CV) used for employment purposes in the UK (and in other European countries) is more akin to the résumé—a shorter, summary version of one's education and experience—than to the longer and more detailed CV that is expected in U.S. academic circles.
summary of career, also known as a CV
A background check is a process a person or company uses to verify that an individual is who they claim to be, and this provides an opportunity to check and confirm the validity of someone's criminal record, education, employment history, and other activities from their past. The frequency, purpose, and legitimacy of background checks varies among countries, industries, and individuals. An employment background check typically takes place when someone applies for a job, but it can also happen at any time the employer deems necessary. A variety of methods are used to complete these checks including comprehensive database search and personal references.
process of identification of a person, for security concerns
A skilled worker is any worker who has special skill, training, knowledge which they can then apply to their work. A skilled worker may have attended a college, university or technical school. Alternatively, a skilled worker may have learned their skills on the job. These skills often lead to better outcomes economically. The definition of a skilled worker has seen change throughout the 20th century largely due to the industrial impact of the Great Depression and World War II. Further changes in globalisation have seen this definition shift further in Western Countries, with many jobs moving from manufacturing based sectors to more advanced technical and service based roles. Examples of university educated skilled labor include engineers, scientists, doctors and teachers, while examples of vocationally educated workers include crane operators, CDL truck drivers, machinist, drafters, plumbers, craftsmen, cooks and accountants.
person with technical or commercial vocational training, or with the necessary knowledge and skills through professional experience
Unemployment, according to the OECD (Organisation for Economic Co-operation and Development), is people above a specified age (usually 15) not being in paid employment or self-employment but currently available for work during the reference period. Unemployment is measured by the unemployment rate, which is the number of people who are unemployed as a percentage of the labour force (the total number of people employed added to those unemployed).
state when people are without work and actively seeking work
Underemployment is the underuse of a worker because a job does not use the worker's skills, is part-time, or leaves the worker idle. Examples include holding a part-time job despite desiring full-time work, and overqualification, in which the employee has education, experience, or skills beyond the requirements of the job.
underutilization of workers' talents or skills in employment
Job performance assesses whether a person performs a job well. Job performance, studied academically as part of industrial and organizational psychology, also forms a part of human resources management. Performance is an important criterion for organizational outcomes and success. John P. Campbell describes job performance as an individual-level variable, or something a single person does. This differentiates it from more encompassing constructs such as organizational performance or national performance, which are higher-level variables.
work expectations compared to actual execution
Human resources is the set of people who make up the workforce of an organization, business sector, industry, or economy. A narrower concept is human capital, the knowledge and skills which the individuals command. Similar terms include manpower, labor, personnel, associates or simply: people. The human-resources department (HR department) of an organization performs human resource management, overseeing various aspects of employment, such as compliance with labor law and employment standards, interviewing, administration of employee benefits, organizing of employee files with the required documents for future reference, and some aspects of recruitment (also known as talent acquisition) and employee offboarding. They serve as the link between an organization's management and its employees. The duties include planning, recruitment and selection process, posting job ads, evaluating the performance of employees, organizing resumes and job applications, scheduling interviews and assisting in the process and ensuring background checks. Another job is payroll and benefits administration which deals with ensuring vacation and sick time are accounted for, reviewing payroll, and participating in benefits tasks, like claim resolutions, reconciling benefits statements, and approving invoices for payment. HR also coordinates employee relations activities and programs including but not limited to employee counseling. The last job is regular maintenance, this job makes sure that the current HR files and databases are up to date, maintaining employee benefits and employment status and performing payroll/benefit-related reconciliations.