Temporary staffing and recruitment: which model fits?

The Federal Employment Agency also calls temporary agency work Zeitarbeit or Leiharbeit. Employees work for a period at another company; their existing employer becomes the agency and the receiving company the client. Authorisation is generally required, subject to case-specific exceptions. Clarify the actual model and documentation before commissioning.

For direct employment, describe the position in your company: tasks, workplace, qualifications, contract scope and selection. The hiring company decides on employment. Recruitment services and fees are agreed separately. Contacting a staffing agency does not by itself determine whether direct recruitment or temporary staffing is intended.

Is the aim to fill a position directly and permanently, or to cover an assignment, extra shifts or peak demand? Describe the objective first. Then discuss contractual relationships, selection and preparation. Origin from Poland or another Eastern European country is additional context, not a separate employment model.

Temporary staffing terms should be explained in relation to each other. People using them may still ask different questions about costs, tasks, documents or the process. Specific explanations help; three nearly identical service pages would not clarify the underlying model.

In agency work, the employment relationship is with the agency while the assignment is at the client. Assignment duration does not automatically equal the term of the employment contract. Agency work therefore does not always imply a fixed-term employment contract. Direct recruitment leads to employment with the hiring company; the recruitment fee concerns a separate agreed service.