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Many trusted companies rely on labor workers, and of course, there are also some companies that have never used dispatch work. Some companies wanting to hire dispatch workers from human resources dispatch companies might ask, "This is the question."Human resource dispatchWhether the company is legitimate or not is not reliable. Is there any guarantee for me to assign them as dispatched laborers? All of these are related to a company's profits, so how can you tell if a staffing agency is legitimate?

First, check the qualifications ✍ of the staffing agency

1. To operate human resources dispatch affairs, the administrative consent certificate for human resources and social security shall be legally requested from the competent human resources and social security administrative department (hereinafter referred to as the agreeing authority) at the location for the "Human Resources Dispatch Operation Consent Certificate."

2. Without consent, no organization or individual may operate human resource dispatch services.

3. The following conditions must be met to request the operation of human resource dispatch affairs:

(1) Registered capital must not be less than RMB 2 million;

(2) Have fixed operating premises and facilities appropriate for conducting affairs;

(3) Have a human resource dispatch management system that complies with laws, administrative regulations, and rules;

(4) Other conditions of laws, administrative regulations, and rules.

4. The 'Human Resources Dispatch Operation Consent Certificate' shall specify the unit's title, address, legal representative, registered capital, promised operation matters, validity period, number, issuing authority, and date of issuance. The "Human Resources Dispatch Operation Consent Certificate" is divided into the original and a copy. The original and copies have the same legal effect.

5. The "Human Resources Dispatch Operation Consent Certificate" is valid for 3 years.

6. The "Human Resources Dispatch Operation Consent Certificate" shall be uniformly formulated by the Ministry of Human Resources and Social Security, and printed by the human resources and social security administrative departments of each province, autonomous region, or municipality directly under the central government, responsible for printing, distribution, and management.

7. After obtaining the "Human Resources Dispatch Operation Consent Certificate," the dispatch agency must properly keep it and must not alter, resell, lease, lend, or illegally transfer it in any other form.

8. If the title, address, legal representative, or registered capital of the human resources dispatch agency changes, a change request shall be submitted to the agreeing agency.

9. If a human resources dispatch agency continues to exist after division or merger, and its title, address, legal representative, or registered capital changes, it shall be handled in accordance with the rules of Article 16 of these Measures.

10. When a human resources dispatch agency is divided or merged to establish a new company, it shall reapply for administrative approval from the human resources dispatch agency in accordance with these measures.

11. If a human resources dispatch agency establishes a subsidiary to operate human resources dispatch affairs, the subsidiary shall request administrative consent from the local competent authority; When a human resources dispatch agency establishes a branch to operate human resources dispatch affairs, it shall submit a written statement to the competent authority, and the branch shall file with the local human resources and social security administrative department.

Second, look at the human resources dispatch company contract ✍

1. Human resources dispatch agencies shall, in accordance with the law, sign a fixed written labor contract of at least two years with the dispatched worker.

2. The human resources dispatch agency can, in accordance with the law, agree on a probation period with the dispatched worker. The human resources dispatch agency and the same dispatched worker can only agree on one probation period.

3. The human resources dispatch agreement shall specify the following contents:

(1) The title and nature of the dispatched job position;

(2) Work location;

(3) Number of dispatched personnel and dispatch period;

(4) The amount and method of payment for labor remuneration determined according to the principle of equal pay for equal work;

(5) The amount and method of payment of the social stability fee;

(6) Work hours and matters related to rest and leave;

(7) Relevant benefits for dispatched workers during work injury, childbirth, or illness;

(8) Labor safety, hygiene, and training matters;

(9) Economic compensation and other expenses;

(10) Term of the human resources dispatch agreement;

(11) Methods and standards for paying human resource dispatch service fees;

(12) Liability for breach of human resource dispatch agreements;

(13) Other matters that laws, regulations, and rules should be included in the human resources dispatch agreement.

4. Human resources dispatch agencies shall fulfill the following obligations to dispatched workers:

(1) Truthfully inform dispatched workers of the matters under Article 8 of the Labor Contract Law, the rules and regulations to be observed, and the contents of the human resources dispatch agreement;

(2) Establish training systems and provide on-the-job knowledge and safety education training to dispatched workers;

(3) Pay the labor remuneration and related benefits of the dispatched laborer according to national rules and the human resources dispatch agreement, in accordance with the law;

(4) In accordance with national rules and human resources dispatch agreements, pay social security fees to dispatched workers according to law, and handle related social security procedures;

(5) Urge employing units to lawfully provide labor protection and labor safety and hygiene conditions for dispatched workers;

(6) Legally issue proof of exemption or termination of the labor contract;

(7) Assist in handling disputes between dispatched workers and employers;

(8) Other matters concerning laws, regulations, and rules.

Third, look at the company's reputation, planning, and service ✍

1. Error rate

(1) Errors in the number of people when calculating monthly expenses;

(2) Personal accounting errors during monthly expense calculation;

(3) When calculating monthly expenses, both the number of people and individual accounting errors are presented;

2. Response speed

(1) The fastest time to summarize and prepare the expense settlement statement when employees start or leave;

(2) When an employee suffers a work injury, from the moment the news is received to the time the human resources dispatch company sends personnel to handle the matter;

(3) When employees have a secure claim, from the moment they receive the claim documents to the payment is in place;

(4) When receiving complaints from employees or customers, the moment of response to the complaint;

(5) When a conflict arises between an employee and a client, from the moment the news is received to the human resources dispatch company dispatching personnel to investigate;

(6) When receiving formal recruitment requests from clients to hire employees, provide the necessary moments for candidates;

(7) When the human resources dispatch company receives a formal request from a client to randomly inspect service data or service status, the time the document is provided;

3. Service frequency

(1) The number of scheduled communications between service providers and customers and employees;

(2) The number of formal statements agreed upon by the service provider to guarantee to the client at the agreed time;

(3) Number of scheduled on-site visits by the human resources dispatch company's service provider or their entrusted representative;

4. Overall satisfaction of dispatched employees

The above points are the criteria for evaluating a good human resources dispatch company. Nowadays, many labor dispatch companies just brush off clients, thinking that finding workers for them is enough, but this falls far short of meeting the requirements. Therefore, employers must be vigilant when choosing a human resources dispatch company, selecting one with good service quality and reliable service.