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The trouble with multinational recruitment agencies

Thu, 02 Nov 2017, 01:12 PM

Enabled Employment, 2017
Breaking into the employer market on behalf of our candidates may sound relatively easy, but in the age of globalisation we’ve been butting our heads against a few unexpected walls.
Exclusivity Clauses in Contracts Between Multinationals
Companies which are global multinational corporates generally have massive contracts for supply of labour or recruitment of staff. Because they operate globally, it’s cheaper for them to contract one provider who is also a multinational, to provide human resources, recruitment and temporary staff. Generally, when a contract is signed between two multinational companies for those services, there is an ‘exclusivity’ clause, meaning that no other recruitment provider can supply candidates or advertise jobs on their behalf.
This presents a bit of a problem for diversity and inclusion in employment, as global companies generally do not include a clause which specifies that candidates must be from diverse backgrounds, like our candidates. This effectively ignores the job seekers who are most disadvantaged in the labour market. Global multinationals do not specialise in diversity, nor negotiate reasonable adjustments or facilitate accessibility arrangements on behalf of candidates.
It also locks out agencies such as ours which do specialise in diversity and inclusion.
No ability for local teams to choose how they want to recruit
Another unfortunate side effect of a global supply contract is that local Australian branches of a multi national may be more enlightened, and want to recruit from a diverse range of candidates, and be ready to offer flexible working and accessibility arrangements, but because of their company’s global policy and exclusive contract with one supplier for staff and labour hire, they cannot recruit through an agency such as ours. They are locked in to a contract which offers no specialisation in candidates from diverse backgrounds.
Outsourcing labour to companies where recognition of diversity is not compliant with the UN Convention on the Rights of Persons with a Disability
Despite the fact that Australia has both signed and ratified the Convention on the Rights of Persons with a Disability[1], and the Optional Protocol, we have no control over the way a multinational company operates in terms of their compliance with the Convention.  Multinational companies operate as a global entity, not subject to anything other than the law of the land in each different country.  Let’s face it, businesses aren’t signatories to United Nations conventions, so there’s no obligation other than corporate social responsibility to consider the rights of marginalised workers.
Read: the full blog post at Enabled Employment

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