Recruitment Agencies Frequently Asked Questions (FAQs)

Emergency Staff - Extra Staff - Last Minute Staffing

The most common frequently asked questions (FAQs) asked by candidates and organisations can be found on this page.

If your questions are not covered here or they are more specific, please do not hesitate to call Staffing on (02) 8015 7730. Our specialist recruitment team will be glad to provide you with the right answer!


Job Seekers FAQ

  • Can I just email my resume directly to employment agencies?

    Most larger employment agencies use sophisticated databases to search for an identify candidates that match the needs of companies. You need to register on employment agency websites in order for your resume to be uploaded into their talent database. Applying for jobs on jobs board such as Seek or Indeed does not necessarily mean you have been registered on their database so it is often worthwhile both applying directly for roles and also registering on a staffing agency website. For Staffing you should complete your personal details and upload your resume here Find Work
    Of course, you may be asked by staffing agencies on occasions to email your resume directly. Sometimes this is because they want your resume in a MS Word (or similar editable) format so that they can remove your contact details from your resume in order to forward it to employers.

  • Why should I work with a recruitment company?

    Working with recruitment agencies is just one of many ways of maximizing your chances of securing a new role. Recruitment Companies often act as the ‘middle-man’ identifying and connecting you with the hiring needs of recruiters. Around 20% - 50% of jobs are advertised by recruitment agencies so it is likely you will apply for a job advertised by recruitment companies on behalf of their clients. You should also register on multiple employment agency websites by uploading your resume as recruitment companies will usually search their own database for candidates before advertising roles, whether they be permanent, temp or contract positions.

  • What will Staffing do for me?

    In simple terms, we work on behalf of thousands of hirers throughout Australia to attract suitably qualified candidates for their temporary and permanent vacancies. Staffing will match your skill set, attitude towards change and continual learning and personality compatibility against our clients’ hiring needs. If you are the best fit then you may be shortlisted and invited for either a preliminary interview with Staffing, an interview directly with the our employer client or both before an offer of employment is made to the successful candidate.

  • What does a staffing agency do?

    Recruitment Agencies operate on behalf of their clients the companies. Employment Agencies are external service providers who source candidates for employers to employ directly. Staff Agencies also frequently offer temporary or contract staffing services where they on-hire (or 'on-sell') candidates, whom the recruitment company employs, to their clients.

  • What is the difference between a recruitment agency and employment agency?

    The distinction between recruitment agencies and employment agencies was historically based on recruitment agencies only offering recruiting services where they would source candidates on behalf of employers who would then employ the candidates directly. In turn, employment agencies would offer temporary staff or contract staffing services where they would employ the candidate and then on-hire (or on-sell) the candidate to hirers, charging a margin on top of the salary and direct employment costs. Most recruiters operate both services so the distinction is no longer as relevant as it may have been in the past.

  • What should I expect from a staffing agency if I am short-listed for a role?

    The recruitment starts with the submission of your resume. From there you can expect from a recruitment consultant if your skills and experience best match with a vacancy being recruited for. If you aren’t judged to be the most suitable candidate your resume will be retained in their candidate talent database to be matched with future employment opportunities. The Recruiter will then strive to meet you before presenting your application to their client. Through the client’s interview process you’ll be supported by the recruitment agency with meeting preparation, continued communication, constructive feedback and salary negotiation advice.

  • What can I do to improve my resume?

    At Staffing we offer you a Rapid Resume Builder as a FREE tool to generate a resume that you can then easily edit and update. Also once you have Registered For Work you will be setup with a FREE CareerController profile containing the education and credentials, career aspirations and attitude towards change and continual learning we have extracted from your resume. You can easily update this profile and also output your profile as a resume with hundred of modern designs. Be mindful that we can only search on information with is accurate and up to date so please ensure you regularly log into CareerController to update your profile, even if you are working, so that we can match with current and future vacancies.

  • As a candidate, do I have to pay for the services of a recruitment agency?

    No the service is FREE! Almost all employment agencies are paid by either recruiters or on some occasions the government to help unemployed candidates find work. Staffing Agencies such as Staffing benefit that you register for work with them, as it makes it much easier to source fantastic talent on behalf of their clients who pay them for their service. Registering with recruitment companies is FREE and even if you are offered a role it is the clients of the staffing agency who pays a fee for their services.


Recruitment Agencies Services

  • What sectors or industries do recruitment agencies operate in?

    Each year staff agencies place hundreds of thousands of professional candidates into permanent and contract roles across a broad range of industries and job categories. These include:

    • Accountancy & Finance
    • Architecture
    • Banking & Financial institutions
    • Construction
    • Digital Technology
    • Engineering
    • Executive Search
    • Healthcare
    • HR
    • IT
    • Legal
    • Marketing
    • Mining
    • Office Support
    • Oil & Gas
    • Property
    • Sales
    • Supply Chain & Logistics

    No matter what service you are seeking, give Staffing a call on (02) 8015 7730 so we can discuss your organisation's needs.

  • We have a PSA or PSL in operation. How can I use Staffing?

    Over the years we have worked with many enterprises where a Preferred Supplier List (PSL) or Preferred Supplier Agreement (PSA) is in place for recruiting services which does not include Staffing. Typically Staffing is approached by recruiters who are struggling to find suitable candidates through their normal hiring partners. In this situation we always suggest that authority is first sort to work with Staffing. This may require us speaking to your commercial team so that agreement can be reached on commercial terms. We are happy to work with you to justify why Staffing should be engaged as your recruitment partner, whether it is on a one-off role or as an ongoing PSL or PSA employment partner. Whatever the scenario, if you need the best candidates give Staffing a call on (02) 8015 7730 so we can discuss your organisation's needs.

  • How does Staffing source the best emergency staff candidates?

    After more than 12 years, Staffing has earned an Australian wide reputation from candidates for supporting their careers and matching them with roles from some of the largest, and also smallest, employers. With between 200 and 500 new registrations on our Casuals.com.au website every week, Staffing has a talent database of more 153,000 candidates looking to maximise their career success. Candidates are given FREE access to CareerController where they can manage job applications, see roles that match their requirements and update their profile with the latest skills, experience and achievements. We also have access to an affiliate network and jobs boards that provides us with access to millions of capable extra staff, last minute staffing or emergency staff candidates, whether your company requires contract, staff agencies or recruitment agencies staffing services.
    Call us on (02) 8015 7730 to discuss your enterprise's needs to discover why Staffing has a reputation for service excellence as one of the top 9 staffing agencies in Australia.

  • What happens when I contact a staffing agency?

    Normally you will be asked about your organisation, your enterprise's needs and your contact details. Role specific questions will also be asked regarding the preferred start date of the role, salary range, skills and experience requirements, working hours, interview preferences and the location. Usually the placement fee will be confirmed or hourly rate quoted on the phone for you to make a decision. This will also be confirmed via email along with a copy of the recruitment agency terms of business (TOB) outlining the conditions of their services. There is no obligation to use their services at this stage, whereby the onus is on the recruitment agency to source fantastic candidates that meet your recruitment needs in order for them to be paid. Based upon your agreement to proceed with hiring a candidate or hiring temp staff, you we will be allocate the Staffing Consultant who will become your point of contact thereafter. If you have multiple roles, a primary Staffing Consultant will be appointed by Staffing who will liaise with other specialist consultants within the staff agency.

    Call Staffing today on (02) 8015 7730 to outline your business' needs and find out more about how our services can assist you.

  • How much do recruitment companies charge?

    Other than executive search where an upfront retainer usually charged, recruitment agencies typically don’t charge any upfront fees unless they source a fantastic candidate who starts working for their clients. Recruitment Agencies typically charge for permanent recruitment a placement fee of between 10% and 21% of the annual salary package of the candidate. For temporary staffing services the margin varies significantly based on such factors as the volume of work, length of the role, candidate salary rate and whether there is a preferred supplier agreement (PSA) in place, and with an average per hour margin of $11 to $34 per hour after direct employment costs.

    When calculating temp or contract margins a temp staff agency typically take into consideration such factors as:

    • How many staff does the client require?
    • What is the duration of assignment? (if not Permanent)
    • What is the potential for repeat business?
    • Will we be added to the Preferred Supplier List (PSL)? Will a Preferred Supplier Agreement (PSA) be put in place?

    Contact Staffing on (02) 8015 7730 to speak to a Consultant about your organisation's employment needs. Alternatively click on Find Staff or complete a Contact Us enquiry.

  • What are the qualities of a great recruiter?

    Recruitment consultants, also known recruiters and resourcers (who just focus on candidates), are typically outgoing, sociable, organized, good communicators and motivated. They may specialize in permanent recruitment, temporary staffing, executive search (“head hunting”), specific role types (e.g. IT, engineering, accounting, change management, etc.) or be generalists running a “360 degree desk” (managing the sourcing of clients and candidates, recruiting process and achievement of budget gargets) with end-to-end responsibility. To be a successful recruitment consultant there are few top qualities that differentiate average recruitment consultants from great recruiters.

    • Extrovert & Confident – There’s a reason that the industry tends to attract extroverts. Working as a recruiter involves a lot of interacting with people, whether it be on the phone or face-to-face. The industry tends to attract extroverts with a social confidence to engage with people at any level.
    • Great Communication Skills – Recruiters are constantly on the phone, sending emails, writing job ads or providing feedback on position descriptions and employment contracts. They spend from the start of the day to the end of the day (and often in the evenings and weekends) communicating with clients and candidates in order to get the perfect match.
    • Approachable & Good Listener – Recruiters need to be approachable and create long lasting genuine relationships. Candidates and even clients need to feel confident in expressing their personal opinions, reservations and concerns with someone whom they trust and who they feel is actively listening to them. A great recruiter’s ability to gain a deep insight into both the employer and candidate that really distinguishes them apart. This is essential in order to create a long-term relationship which ideally created with both employers and candidates (including those who were ultimately unsuccessful).
    • Sales & Target Driven – Recruitment consultants must firstly sell their service to the employer and then they must sell the job to the candidate. As with any sales, both parties need to benefit from the process or they won’t proceed. The recruitment industry is very competitive with most recruiters employed on a base salary with commission or bonuses comprising a large percentage of their on-target earnings. If they are not achieving the results they won’t survive!
    • Multi-Tasker & Super Organised – Recruiters need to work on a number of jobs at the same time, often with short-lead times. To be successful a good recruiter will need to juggle multiple tasks and projects simultaneously. Priories can be easily changed by clients requiring someone to start tomorrow or a candidate not showing up to their first day, so they must also be good at managing their time effectively under pressure.
    • Patience – Things don’t always go to plan with dealing with people. Whether it is a candidate withdrawal, client changing their minds or leaving 20 messages without getting through to anyone, recruiters need to be flexible and patient. Typically, they are very conscience so it is also a personal challenge if they feel like candidates (and very occasionally clients) whom they trust to do the right thing let them down. It doesn’t happen very often but can be particularly frustrating when their reputation is at stake!

    Staffing is always after fantastic Recruitment Consultants. If you believe you have the above qualities and are already (or might become) a fantastic recruitment consultant visit our Career Contact Us Form and include a link to your LinkedIn profile.

  • What services do a employment agency offer?

    Recruitment Agencies typically offer a large range of services to their clients, including:

    • Executive Search or Headhunting – Executive search services involve the payment of a retainer and success-based placement fee for identifying and recruiting highly qualified candidates for senior-level and executive roles often from a particular industry.
    • Permanent Recruitment – Employment Agencies offer permanent recruitment services where they pre-screen candidates based on your particular skill, experience and background staffing requirements, who if successful in their interview, will be employed directly by the client. Fees for such service for Staffing are 10% of the agreed annual salary package which comes with a 3-month replacement guarantee.
    • Fixed Term Recruitment – Staff Agencies offer fixed term recruitment services where we will pre-screen and supply suitable candidates who will become your employee for a fixed period of time. Staffing fees are based on 10% of the first year’s remuneration package which is applied pro-rata for the contract period up to a maximum of 12 months, with a minimum placement fee of $4,000 payable.
    • Contract Staff – Recruitment Agencies provide contract recruitment services where they will supply pre-screened candidates who are registered as independent contractors and usually engaged on a day rate. Recruitment Agency fees are based upon a percentage of the day rate that varies according to the period of the contract and agreed day rate.
    • Temp Staff – Employers with recruitment needs enter into an agreement with a temping agency to fill jobs with appropriately skilled staff. A temp agency, also known as a temp staffing and recruitment agency or temp staffing and recruitment agency, finds and retains experienced worker to send out on short or long-term assignments.
    • Preferred Supplier Agreement (PSA) Recruitment Services – Hiring Services are provided to a organisation on a pre-agreed fee schedule based on a the recruitment company receiving a large volume of work on an exclusive or semi-exclusive basis.
    Contact Staffing on (02) 8015 7730 to speak to a Consultant about your organisation's employment needs. Alternatively click on Find Staff or complete a Contact Us enquiry.


Temp Staff Agency Services

  • How long does a temporary job last?

    Short-term temp positions might last 1 day or up to 2 weeks. When the role continues longer than about 5 weeks, a temp agency would typically consider the role long term with an increased chance that it may lead to the candidate being offered a permanent role with the client (temp-to-perm).

  • How long does it take to hire a temp?

    Typically for temp roles the notice period from employers to a temp staff agency would typically 3 to 9 days. For some roles such as reception, nursing, laborers and teachers where a staff member is sick, organisations will often call a temp staffing and recruitment agency on the day that they require someone. For contract and more senior role typically employers would provide 14 to 30 days' notice in order to secure sufficiently capable and talented staff.

  • Do temporary staff employees get paid holidays?

    No. You are casually employed by Staffing and receive a loading on your salary. You are not entitled to annual leave, sick leave or payment for public holidays.

  • How do temping agencies make their money?

    Temping Agency make their money in different ways. They take a percentage of the temporary staff or contact salary. They also charge a placement fee to their clients of between 14% and 20% of the annual salary for any roles that go from temp-to-perm.

  • Can temp work benefit my career?

    Every temp assignment adds to your skills and demonstrates your ability to quickly adapt to new and varying working conditions and even industries. Ensure you regularly update your resume and online CareerController profile, including denoting that it was a ‘Contract’ role and listing your skills and achievements. If you excel as a temp you will also often find yourself being offered permanent roles by our clients. Often Staffing Consultant also find themselves as Referees to other employers and even agencies.

  • What is temp to perm?

    ‘Temp-to-perm’ is an industry terms for temporary staff assignments that start as temporary, but could lead to being permanently employment by our client. We often offer this type of role. A company will us to find a candidate to fill a role temporarily, with an eye to possibly making them permanent if they are suitable. Often your salary expectations would be communicated to the client by your Staffing Consultant at the outset of the assignment. There is never any guarantee that that a temporary staff role will go temp-to-perm and as a temp you are not obliged to accept a direct employment offer if one is made.

  • How does a temp staffing and recruitment agency work?

    Employers with recruitment needs enter into an agreement with a temping agency to fill jobs with appropriately skilled staff. A temp agency, also known as a temp staffing and recruitment agency or temp staffing and recruitment agency, finds and retains experienced worker to send out on short or long-term assignments.

  • Why do employers hire temporary employees?

    Temp Staffing And Recruitment Agency can quickly provide your business with enthusiastic staff. Some common reasons businesses hire temps are: employee annual leave or sickness, maternity or disability leave, staff sudden departure, unexpected or temporary demands, special projects, seasonal or peak periods or general employee shortages.

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