- Accounts Assistant
Staff Agencies Frequently Asked Questions (FAQs)
Accounts Assistant - Accounting - Admin
The most common frequently asked questions (FAQs) asked by candidates and recruiters can be found on this page.
- Job Seekers FAQ
- Employment Agencies Services
- Temporary Staff Agency Services
- Current Contractors or Temp Employees FAQ
If your questions are not covered here or they are more specific, please do not hesitate to call Staffing on 1300 790 330. Our specialist recruitment team will be glad to provide you with the right answer!
What will Staffing do for me?
In simple terms, we work on behalf of thousands of employers throughout Australia to attract suitably qualified candidates for their temporary and permanent vacancies. Staffing will match your personality compatibility, career aspirations and work experience 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 should I expect from a recruitment 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 employment agency with meeting preparation, continued communication, constructive feedback and salary negotiation advice.
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 employment services where they would source candidates on behalf of hirers 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 employers, 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.
Can I just email my resume directly to staffing agencies?
Most larger staffing agencies use sophisticated databases to search for an identify candidates that match the needs of hirers. You need to register on recruitment 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 recruitment agency website. For Staffing you should complete your personal details and upload your resume here Find Work Of course, you may be asked by recruitment companies 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 companies.
What happens after you have applied for a job through a staff agency?
Recruitment consultants typically manage multiple jobs at once. Candidates resumes are reviewed and short-listed, selected candidates are interviewed by the recruiter and those candidates whom the recruiter believes are suitable for the role will then have their resumes forwarded on to the clients. If the client chooses to interview the candidate this will then be arranged via the recruitment consultant. Often there is testing and assessments, plus sometimes multiple rounds of interviews, before reference checking is conducted by the recruitment agency prior to an offer of employment being presented to the successful candidate. This process can sometime occur quickly, however on average takes between 3 - 6 weeks to take place. It is not usually after a candidate has accepted a role, and in some cases actually starts working, that recruitment companies will then notify other applicants that they were unsuccessful in their application. Often no notifications are made, with all applicants made aware at the outset of the process that only successful applicants will be contacted by the recruitment agency. Don’t despair as you can always call recruitment agencies to ask them about the status of your application and your resume is also usually kept on file in case another role that better suits your skills and background becomes available. You may also be added to a mailing list where you will receive notification about future roles that you can apply for.
What does a employment agency do?
Recruitment Agencies operate on behalf of their clients the employers. Staffing 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 agency employs, to their clients.
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 attitude towards change and continual learning, education and credentials and career aspirations 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 employment agency?
No the service is FREE! Almost all staffing agencies are paid by either organisations or on some occasions the government to help unemployed candidates find work. Recruitment Companies 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 employment agencies is FREE and even if you are offered a role it is the clients of the recruitment agency who pays a fee for their services.
Do you recruitment companies offer replacement guarantees if things don’t work out?
Absolutely! We do expect candidates we have sourced to be very well matched to the roles. Staffing does however guarantee to provide you with an alternative candidate for the same position if the original candidate departs or is dismissed within 3 months. In our experience 3 months provides plenty of time for a candidate to settle nicely into the role. In our experience it’s unusual for carefully recruited and well matched candidate to leave a position. Perhaps our clients’ high retention rate is because we spend so much time carefully matching candidate skills, experience, personality, achievements and aspirations to your needs in order to source you the perfect candidate.
What services do a recruitment 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 – Staffing 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 Company 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 – Companies with temporary staff needs enter into an agreement with a temp staffing and recruitment agency to fill jobs with appropriately talented staff. A temp staff agency, also known as a temp staffing and recruitment agency or temp agency, finds and retains capable worker to send out on short or long-term assignments.
- Preferred Supplier Agreement (PSA) Recruitment Services – Recruiting Services are provided to a enterprise on a pre-agreed fee schedule based on a the recruitment agency receiving a large volume of work on an exclusive or semi-exclusive basis.
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.
How much do staff agencies 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. Employment Agencies typically charge for permanent recruitment a placement fee of between 10% and 30% 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 $45 per hour after direct employment costs. When calculating temp or contract margins a temporary 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?
We have a PSA or PSL in operation. How can I use Staffing?
Over the years we have worked with many organisations where a Preferred Supplier List (PSL) or Preferred Supplier Agreement (PSA) is in place for hiring services which does not include Staffing. Typically Staffing is approached by organisations who are struggling to find suitable candidates through their normal recruiting 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 hiring partner. Whatever the scenario, if you need the best candidates give Staffing a call on 1300 790 330 so we can discuss your enterprise's issues.
How is Staffing different to other recruitment agencies?
We are consistently ranked in the top 8 employment agencies in Australia for our recruitment systems, expertise and experience. Feedback from regular surveys of our clients and candidates is that our consistant delivery of service excellence stems from our focus on:
- Apply smarter staffing solutions that optimise employer and jobseekers outcomes
- Exceed customer expectations and add value at every interaction
- Quality, service and value will not be compromised
- Services expectations will be communicated, mutually agreed and continuously surpassed
- Innovation - I will embrace continuous learning. I will strive to continuously think outside the square.
- Excellence - I will strive to surpass the expectations of my colleagues and customers.
- Respect - I will treat all people with dignity and respect.
- Passion - I will aim to impact my passion onto my colleagues and clients.li>
- Teamwork - I will aim to build team work through sharing knowledge, valuing the insights of others and building on others ideas.
- Commitment - I will continuously demonstrate my commitment to myself, the company and the wider community to be the best I can be.
Contact Staffing on 1300 790 330 to speak to a Consultant about your company's employment needs.
What are the duties of a recruitment consultant?
Good communication skills are critical to a role as a recruitment consultant. Much of a recruitment consultant's work involves utilising advanced interpersonal skills to build rapport separately with hirers and candidates, understand the needs and personality traits of both in order to determine whether there is a good match and then facilitate an interview process. Recruitment consultants assist companies to identify, select and recruit staff for their vacancies, and help individuals find and gain appropriate employment. Great marketing, sales and persuasion skills are critical to a job as a recruitment consultant. What does a recruitment consultant do? Recruitment consultants are also responsible for:
- interviewing and assessing prospective applicants and matching them with vacancies
- screening candidates and drawing up shortlists of candidates for clients to interview
- coordinating interviews
- creating and placing advertisements
- helping prepare applicants for interviews
- building relationships with clients
- negotiating employment contracts
The background and experience of recruitment consultants is varied with personal characteristics such as interpersonal skills, communication skills, confidence and initiative being the more common traits. For graduates, a degree in any discipline is acceptable for entry into the profession, although a qualification in a relevant subject such as human resources, marketing, psychology, business studies or management is beneficial. For specialist recruitment consultants, qualifications in IT, accountancy or engineering may be required. Key skills for recruitment consultants include:
- Verbal and written communication
- Good sales skills
- Drive & Determination
- Commercial awareness
- Advanced organisational skills
If you believe you have what it takes to be a fantastic recruitment consultant with Staffing visit our Career Contact Us Form and include a link to your LinkedIn profile. Join Staffing, one of the fastest growing recruitment agencies in Australia.
What happens when I contact a recruitment agency?
Normally you will be asked about your organisation, your organisation's issues 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 staff 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 company 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 staffing agency. Call Staffing today on 1300 790 330 to outline your organisation's needs and find out more about how our services can assist you.
Do temp 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?
Temp Agency make their money in different ways. They take a percentage of the temp staff or contact salary. They also charge a placement fee to their clients of between 12% and 25% of the annual salary for any roles that go from temp-to-perm.
Do temp staff sign an employment contract?
Yes. The temping agency employs you directly and will therefore expect you to sign an employment contract. Not only will the contract outline your employment status and conditions, it will also include certain restrictions regarding your ability to work directly for, and discussing your salary with, the companies that they introduce you to. When the temp staff agency send you on a role, you cannot accept any other temporary or permanent position with the business without going through the temp agency. Should the company want to hire you permanently, they will pay the temp staffing and recruitment agency a certain amount to release you from your contract. Typically this is between 15% and 26% of the annual salary package that is offered to you.
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.
How long does it take to hire a temp?
Typically for temp roles the notice period from recruiters to a temporary staff agency would typically 2 to 10 days. For some roles such as reception, nursing, laborers and teachers where a staff member is sick, organisations will often call a temping agency on the day that they require someone. For contract and more senior role typically companies would provide 14 to 30 days' notice in order to secure sufficiently experienced and capable staff.
Why do companies hire temporary employees?
Temping Agency can quickly provide your organisation with reliable staff. Some common reasons organisations 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.
How much money does a temp staffing and recruitment agency take?
The margin varies according to the temp pay rate and also the length and type of assignment. Often the client is aware of the margin and understands the premium they are paying for the temp staff service. For example, if a temp worker may be paid $30 per hour, the client for which they are working may actually be paying $40 per hour to the temp staffing and recruitment agency for their temporary staff services. Of the $10 differece, around 30% to 50% is likely to be attributed to direct employment costs (e.g. superannuation, payroll taxes and Workcover insurance) leaving around $5 per hour margin for the temping agency.
How long does a temporary job last?
Short-term temp positions might last 1 day or up to 4 weeks. When the role continues longer than about 7 weeks, a temp staffing and recruitment 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).
Will I be interviewed for a temp or contact role?
The type and number of interviews varies for different assignments. You will always be interviewed by a Staffing Recruitment Consultant, who may undertake a preliminary screening prior to a more in-depth interview regarding your motivation, personality, aspirations, experience and general suitability for a specific role. Clients may elect to start you immediately on our advice (particularly for urgent short-term assignments) or undertake a phone interview. For medium to longer term assignments, you would normally attend 1 or 2 rounds of onsite face-to-face interviews with our clients, followed by reference checks.
Can I be setup as a contractor?
Yes. Let us know if you would be setup as a contractor. Your Staffing Consultant will ask you some more questions and also adjust your hourly rate upwards as you will be responsible for paying your own superannuation. You will otherwise be setup as a PAYG casual employee on an hourly rate.
How much will I get paid?
The hourly rate is based on an agreed charge out rate with our client. Staffing will pay your salary, Superannuation, State Payroll Tax and Workcover and then make a small margin. This is agreed with your Staffing Consultant in advance of you accepting an assignment – including you having the right to specific your hourly salary and annual salary expectations (should there be an opportunity to switch to working directly for our client) - and generally doesn’t change unless the nature of the role changes or the assignment stretches over 13-months. If you believe the role you agreed to had changed please let us know. Your Staffing Consultant will be happy to look at rate increases if they are justified and we can secure agreement from our client. Remember your hourly rate is highly confidential (a condition of your employment) - as such you should only discuss it with your Staffing Consultant.
How is my super contribution paid?
You can nominate any approved super fund when you setup your Staffing Payroll Profile. We will make superannuation contributions to your nominated super fund every 3-months. If you have not nominated a super fund you will be setup with a super account with our default super fund SunSuper who you can call directly on 13 11 84. You will receive information from SunSuper once your accounts is setup following their receipt of a super contribution from Staffing on your behalf.
How often do temps or contractors get paid?
You will be paid by Staffing every second Friday. This means you are paid on the Friday for work completed both the week prior and 2 weeks prior. You are effectively been paid 1 or 2 weeks in arrears based on your time-sheet been approved by your supervisor. You will receive a pay slip with monies transferred out of Staffing's bank account Friday AM and transferred into your account over the course of the Friday (usually early in the morning with most banks).
How do I manage my time-sheet as a temp or contractor?
You can update and ‘Save’ time-sheet every day, however only after you have finished working for a week (with Sunday being the last day) should you ‘Submit’ your time-sheet. Your time-sheet will then be sent automatically via email to your ‘Approver’ (usually your boss) to review and either ‘Approve’ or ‘Reject.’ Assuming the time-sheet is approved you will then be paid by Staffing on a fortnightly basis every second Friday. If the time-sheet is ‘Rejected’ you will be provided with a reason and have the opportunity to resubmit it. If you accidentally submit the time-sheet then please call Staffing on 1300 790 330 and we can reset the time-sheet for you.
What happens if I am offered a role as a temp?
You will have already been interviewed by Staffing and also usually our client so you should already be aware of the hourly salary, location of the role and other details. In some cases where a role needs to be filled at short notice, a Staffing Recruitment Consultant will provide this information over the phone and then follow-up with an email. Please confirm your acceptance of the role via email. If you have not worked for Staffing you will receive a separate email inviting you to setup your bank, super, tax and personal details in our time-sheet payroll portal. Please ensure you do carefully do this, as you will thereafter be completing a weekly online time-sheet and paid on a fortnightly basis on every second Friday.
How long do temp assignments normally last?
You will normally be told by your Staffing Recruitment Consultant advance of accepting the assignment how long the assignment is expected to last. We sometimes have 1-day assignments (e.g. assist with reception due to illness), 7 – 14 days (e.g. replace someone annual leave or during busy times), 3 – 5 week assignments (e.g. backup whilst our client employs someone, extended annual leave coverage, special projects) through to 1 – 12 month roles such as maternity leave contracts. Often the exact length of an assignment is not known by our clients and they will advise you whilst you are undertaking an assignment. We will ALWAYS try and provide you with as much notice as possible of when an assignment will end, ideally providing you with a new role or contract immediately thereafter. There are no guarantees however of the length of an assignment with our clients having the right to end the assignment at any stage (as long as they advise us the day prior or pay a minimum of 4-hours on a particular day) based on their own changing needs and your performance. It is not unusual for us to put a great temp or contactor into a 1-week role and 7-months later a full-time is being offered!
Will I get training as a temp?
You have normally been selected as you already possess the motivation, achievements, aspirations and personality required to undertake the role. Our clients typically expect you to get up and running very quickly, particularly for short-term assignments or roles that don’t require much job specific systems or procured training. Even if you are a accounts assistant expert, we understand that every organization has its own systems and processes. If there is no formal training program available, ask if there is a manual you can read, whether you can ‘shadow’ someone already undertaking the role or who is the best person to ask questions of. Not only do you want to feel comfortable and confident in your role as quickly as possible, but it is in your best interests to make yourself indispensable to your supervisor and our client as fast as you can!
What happens if I have a payroll question?
Firstly you can update and self-manage your own payroll profile. If you need to update your tax status, bank account details or super fund then please login into your Staffing Payroll Profile. If you have any concerns about your time-sheet approval please contact your Staffing Consultant on 1300 790 330. For issues with payment summaries, pay slips or the support of incorrect pay information please call Staffing and ask to be transferred to the Finance & Payroll Office. You can also submit any queries or concerns in the Payroll Contact Us Form and we will respond as quickly as possible. If you have any concerns or questions about your superannuation please contact your preferred fund directly. If you do not have a fund then please visit SunSuper or call 13 11 84.
What if I don't like the temp assignment?
Call your Staffing Consultant on 1300 790 330 to discuss your concerns. Whether it be your supervisor, colleagues, the work or location, they are in the best position to sort any problems - no matter how trivial it may seem! On some occasions this may be a confidential conversation you are after. In some cases it is simply easier for your Staffing Consultant to raise a matter or concern on your behalf directly your supervisor (our client).
Do I have to wear a suit every time?
If in doubt, yes! Your Staffing Consultant should tell you what the working environment is like. It is better to be more formally dressed, until you are better informed and can see the general level of presentation of your colleagues.
What if I miss the timesheet deadline?
You should have submitted your time-sheet by 5pm on the Sunday each week you have worked. If you have missed your timesheet deadline please call your “&AE7&” Consultant immediately! Remember no approved timesheet no pay!
Can I get time off?
Unless arranged in advance with your Staffing Consultant of you accepting a temp assignment, we would not expect you to need time off in short-term assignments (i.e. less than 2 weeks). If you are attending interviews for permanent jobs, they should be made outside of normal business hours where possible. Otherwise, always check with your Staffing Consultant first (not the client) no matter how little time off is needed so that we can liaise with our client.
Do temps get holiday pay?
No. You are casually employed by Staffing and are not therefore entitled to holiday pay, sick leave or to be paid for public holidays.
What if I am sick?
Call, email or SMS your Staffing Consultant by 8am so that they can inform the client and if necessary, find a replacement. If you have been working long-term in a Temp or Contract role is also advisable to let your supervisor know directly via email, SMS or a call. Remember sick leave is not paid.
Can I look for permanent work while I am temping?
Absolutely. Make sure your Staffing Consultant understands your needs, as we may be able to place you into a permanent position or even negotiate a temp-to-perm opportunity with the temp role you are currently working in.
Can I use my mobile phone?
Of course, but not on the client's time! Make sure you get a voice mail facility set up, then you can turn the phone off. Listen to your messages during breaks! Receiving or making personal calls should be kept to emergencies only (e.g. call regarding sick children at school or childcare), having ideally notified your supervisor in advance and left your phone on silence or Do Not Disturb.