This is sometimes true in the US as well. It really just depends on the specifics. I always seek to develop a direct relationship to mitigate my personal risk.
*ASB **http://XeeMe.com/AndrewBaker* <http://xeeme.com/AndrewBaker>* **Providing Virtual CIO Services (IT Operations & Information Security) for the SMB market…*** On Thu, Jun 20, 2013 at 7:36 AM, Ken Schaefer <[email protected]> wrote: > Interesting & good to know.**** > > ** ** > > In Australia, you deal with the end company (i.e. you will interview with > the recruiter, but then you’ll interview with the company direct). The > recruiter isn’t involved once your hired. Gives you plenty of opportunity > to ask whatever you need to the client direct.**** > > ** ** > > Cheers**** > > Ken**** > > ** ** > > *From:* [email protected] [mailto: > [email protected]] *On Behalf Of *[email protected] > *Sent:* Thursday, 20 June 2013 1:13 AM > > *To:* [email protected] > *Subject:* Re: [NTSysADM] OT - tips on job change etiquette**** > > ** ** > > I'm sick of them. I went to an office once to start a contract, after > resigning my old one, to find out it was actually an interview. > > I've seen them pull so many stunts it's unbelievable. I'm chasing one > through the courts now for seven thousand pounds of unpaid wages. > > This week I mentioned I might not be able to extend my current contract > unless they could negotiate a bit more remote working, to which the agent > responded "leave it with us and we will try". Imagine my surprise to > receive an email from a contractor friend asking why I had left my position > and if I wanted to meet him for lunch to discuss a handover strategy! > > I would give my right arm for companies to deal with me directly. > Recruitment agents require a new circle of Hell to be put on Satan's next > yearly budget.**** > > Sent from my Blackberry, which may be an antique but delivers email > RELIABLY**** > ------------------------------ > > *From: *William Robbins <[email protected]> **** > > *Sender: *[email protected]**** > > *Date: *Wed, 19 Jun 2013 10:04:42 -0500**** > > *To: *<[email protected]>**** > > *ReplyTo: *[email protected] **** > > *Subject: *Re: [NTSysADM] OT - tips on job change etiquette**** > > ** ** > > BTDT. Recently actually. I had a recruiter lie to me about a contract. > (Found that out later, he was fired, but that didn't help me in the end) * > *** > > Recruiter told me, in writing it was a contract to hire position. I got > an email from the client I was working at on a Wednesday that Friday would > be my last day, and to please turn in my badge and equipment. (Nice, huh?) > **** > > When I brought up what I had been led to believe and the sole reason I > left a current FTE position I was told that this was never to be anything > more than a 90 day contract. Which I never would have accepted over my > current FTE position. I've mostly recovered, but as you say I wish > ill-will towards lying recruiters.**** > > > **** > > > - WJR**** > > ** ** > > On Wed, Jun 19, 2013 at 9:15 AM, <[email protected]> wrote:**** > > There isn't any loyalty around anywhere. I've just spent three hours > dealing with lying, conniving recruitment agents - they should all be > exterminated.**** > > Sent from my Blackberry, which may be an antique but delivers email > RELIABLY**** > ------------------------------ > > *From: *William Robbins <[email protected]> **** > > *Sender: *[email protected]**** > > *Date: *Wed, 19 Jun 2013 09:12:47 -0500**** > > *To: *<[email protected]>**** > > *ReplyTo: *[email protected] **** > > *Subject: *Re: [NTSysADM] OT - tips on job change etiquette**** > > ** ** > > My advice: Say nothing to current employers, ever. Especially in a > situation where they won't commit to converting you to an FTE.**** > > *After* you get an offer, in writing, from new place then you meet with > your current manager and explain that you had hoped to have been converted > to an FTE by now, but since they haven't you are left to assume your > position there is tenuous at best and you have found a new opportunity that > serves your best interest long term.**** > > 2 weeks is fairly standard IME. Finishing up projects is well intentioned > and all, but honestly not your responsibility once you've made a commitment > to the new firm.**** > > I understand your sense of loyalty, but bear in mind they haven't exactly > been loyal to you. Companies aren't people, no matter what the .gov says. > Companies look out for no one...IMHO.**** > > > **** > > > - WJR**** > > ** ** > > On Wed, Jun 19, 2013 at 8:51 AM, Don Kuhlman <[email protected]> wrote:* > *** > > Morning all. Just curious as to thoughts from some colleagues in the > field.**** > > ** ** > > Say you were in a job as a contractor at a smaller firm, and the job was > supposed to convert to full time in a few months, but that didn't happen. > However, your contract is extended several times so you are still at the > position. it may end in 6 months after being extended 18. The people at > the place are really great and the environment is laid back and casual with > very low stress.**** > > > So you keep your options open and along comes what may be a very good > opportunity with a large well established place that is insourcing and > building a new team right in your preferred geography. It is also a 6 > month contract to start out, but the company wants to make it permanent > based on all information given.**** > > ** ** > > Do you share with your current gig that you are checking into this?**** > > ** ** > > Or if you don't share the info, and you get the offer, how do you tell > your current gig so as not to burn any bridges?**** > > ** ** > > And if the new gig was a go, they want an immediate start time (within 2 > weeks) because their outsourced people doing the support are going to be > gone in that time. However, you are working on finishing up projects for > the current gig.**** > > ** ** > > Any thoughts appreciated.**** > > ** ** > > Thanks**** > > ** ** > > Don K**** > > ** ** > > ** ** > > ** ** > > ** ** > > ** ** >
