Third-Party Recruiting Agreement Sample Contracts

Third-Party Recruiting Agreement
Third-Party Recruiting Agreement • July 1st, 2020
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Dear Staffing Agency or Consultant:
Third Party Recruiting Agreement • August 18th, 2011

If you are receiving this letter, you are considered a Third Party Recruiter. A Third Party Recruiter is defined as a staffing agency that recruits candidates on behalf of another company, organization or individual, and collects a placement fee. This letter outlines the requirements and procedures for Third Party Recruiters to partner with UNF.

Third-Party Recruiting Agreement
Third-Party Recruiting Agreement • June 14th, 2016

Oklahoma State University (OSU) recognizes a variety of third-party employment agencies exist in today’s competitive business world. Third-party recruiters are defined according to the National Association of Colleges and Employers (NACE) as agencies, organizations, or individuals recruiting candidates for temporary, part-time, or full-time employment opportunities other than for their own

Third-Party Recruiting Agreement
Third-Party Recruiting Agreement • February 27th, 2017

Oklahoma State University (OSU) recognizes a variety of third-party companies exist in today’s competitive business world. Third-party recruiters are defined according to the National Association of Colleges and Employers (NACE) as agencies, organizations, or individuals recruiting candidates for temporary, part-time, or full-time employment opportunities other than for their own needs. This includes entities that refer or recruit for profit or not for profit, and it includes agencies that collect student information to be disclosed to employers for purposes of recruitment and employment. Third- parties include but are not limited to third-party companies, headhunters, search firms, contract recruiters, temporary agencies and staffing services. Most agencies are very reputable, efficient at their craft, and a credit to the profession. Some engage in unethical and/or illegal registration, recruiting, interviewing, and selection practices. Such practices are damaging to all parties invol

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