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Stop the time stopgap job!

Job miracle work. A industry whose business model already in 1948 with an idea of the two American lawyers Aaron Scheinfeld and Elmer L. Winter of Milwaukee (Manpower Inc.) began and then initiated legal action the company Adia Interim (since the merger with the French employment agency Adecco known as Ecco) early 1970s, also recorded their triumph in Germany, it has yet to make today really able to establish itself as the top industries on the job market. Although it is growing steadily growing, at least in the same way the distrust towards it. The job miracle turns out to often as a simple stopgap. "Better time work, unemployed" describe many temporary workers are still their choice of a job in the industry.

Most of the fears of candidates has been known for many years. Faster job loss, uncertainty about the length of use in the client company or repeat business niedrigerere wages than the permanent employees of the client company, low or only occasional training opportunities, dubious work contract structures, revolving door effects, and bring more candidates repeatedly in connection with the temporary employment industry. Moreover, the negative coverage in the media piling on temporary work and so uncomfortable for many of the temporary employment agency also is: frequently not without reason. Popular cases are also currently to be satisfied:

• The case Schlecker XXL .
• The case painting trade.
• The case retail .
• The case black money time work.
• The case AWO Eating .

to do by people without at all these examples of popular and selected cases on the actual truth of the details are, however, these examples are symptomatic of the image problem of temporary work. Although many positive examples can be listed and also opportunities for temporary work, so it is increasingly clear that in most cases depend only negative examples forget literally of the people.

Even more than the temporary employment agency and to the associations themselves, ägern, however, the so-called operational staff of personnel and sales planning and administration and employee support, as they face day in and day out of the mistrust of the candidates have, without a clearly identifiable support of businesses and associations themselves no great image campaign or good press channels to the many positive examples really sometimes to publicize and support them in their work. They even have a really the best jobs in the world: to teach people a job and thus offer a perspective on independent living

instead. have many operational forces already developed a "healthy" portion of gallows humor to the daily new allegations and suspicions have placed them flat or simply refer to the "black sheep" of the industry that wants to but just as real, no one mentioned by name. In addition, there is no concrete definition of what constitutes a "black sheep" and what one recognizes it. Everybody understands something else underneath. Some make it fast to the respective collective agreement. Sending you to other laws. Finally, it is only going agreed that a temporary employment agency to be the "black sheep" is one, if it by the competent supervisory authority of its license withdrawn for temporary employment agency was, but this is happening very rarely and then usually does not appear in the media or at least not perceived by the general population.

Trade unions also provide the operational forces no help, although they were meant to be also stop this employee group. What to do when you simply can not - like many others before - will get frustrated from the industry? If you instead prefer to fight to ensure that the sector should be on par with all other industries? should be no longer a negative-prone workaround for the candidate market?

Possible solutions could come from a direction in which for some time even after pre-holding hands, quietly, almost unnoticed, something is brewing. A concentration of forces operating beyond the temporary employment organizations and trade unions. A true guild of operational forces, which are the model of honest Kaufmannstums and the industry is convinced. Who are willing to face the current problems, they want to call it by its name and finally present constructive solutions to this want. Here they are supported by industry experts, lawyers, other specialists, buyers and HR managers on the client side and outs of the industry. In addition, they should also maintain close contact with temporary workers and former workers time and talk with them to do so. It will be interesting in any case, what will this force to develop in the coming weeks and months to invest in the already many, a lot of passion, commitment and time. Especially the candidate and the client market will keep this new force within the time work in mind.