Again, all staffers and recruiting companies are a bit different and may have different terms or offerings. Therefore, on your FAQ page, you’ll want to cover everything that your audience needs to know about temporary work or recruiters. Contract jobs are tricky and come with their own terms. Some people will still expect you to be able to answer this question, though, so be sure to include it so that you can explain how it’s just not reasonable. You could list that you offer positions with 30- and 90-day assignments, 6- and 12-month contracts, and even the potential for ongoing work or an in-house full-time position if you work with clients that offer that. Whatever you provide, this is the place to list it, but advise people that there’s not really a “typical” assignment or contract.

Several different people want to know what the benefit is to choosing a staffing or recruiting agency as opposed to finding their own jobs. Fortunately, this is where you excel—selling your business to others. Here’s your chance to show employees all the perks that come from working with your staffing or recruiting firm. You can point out things like the potential for long-term employment, easier access to jobs without having to do all the searching, and more. There are several different perks you could list here, but make sure that you highlight the biggest selling points to show people that you’re on their side in helping them find the best work, no matter what industry they’re in.

This is a common misconception that needs to be dispelled. A lot of people assume that staffing agencies only work with temporary positions that only last 30, 60, or 90 days. In reality, there are all kinds of staffing and recruiting firms with all kinds of positions and jobs available. Help people get a better understanding of the industry and explain that there’s a lot more to staffing and recruiting than the “temp agencies” of decades past. You can also advise people that if they are interested in shorter contracts, you offer those options. It’s just not all that you do, and it’s certainly not all that the industry is, so you need to make that clear.

Many staffing agencies today work with companies that offer temp-to-hire contracts or the potential for long-term employment. A lot of employees are looking for this, specifically, and will not want to waste their time with agencies or firms that don’t provide those connections. Make sure that you explain not only how your permanent placements work, but also the various options you have for them, including the fact that sometimes, a placement just goes so well that the company outright asks to hire the employee on, so there’s always the potential for those who seek it. If you really do only recruit for temporary jobs or short-term contracts, make that clear for people, as well.