What characterizes 'fixed-term contracts' in recruitment?

Fixed-term contracts in recruitment are characterized as temporary agreements for specific durations. These contracts have a defined start and end date, distinguishing them from permanent or indefinite contracts. They are often used for short-term projects or when an employer has a temporary need for additional staff.

This type of arrangement is beneficial for both employers and employees: companies can manage staffing needs flexibly, while candidates enjoy opportunities for temporary employment that may lead to future positions or valuable experience in a particular sector.

The other options do not accurately reflect the nature of fixed-term contracts. For example, indefinite agreements for permanent positions do not have a set endpoint and imply stability, which contrasts with the temporary aspect of fixed-term contracts. Extensive training requirements are not a defining characteristic of fixed-term contracts, as this can vary widely based on the job and employer. Furthermore, fixed-term contracts are typically shorter than standard full-time contracts, which usually do not define a specific end date.