Temping Agency Frequently Asked Questions (FAQs)

Labor Hire - Employment - Labor Agency

The most common frequently asked questions (FAQs) asked by candidates and employers 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 temping team will be glad to provide you with the right answer!


Job Seekers FAQ

  • What happens after you have applied for a job through a employment 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 company 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 agencies 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 staffing 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 will Staffing do for me?

    In simple terms, we work on behalf of thousands of recruiters throughout Australia to attract suitably qualified candidates for their temporary and permanent vacancies. Staffing will match your career aspirations, work experience and skill set against our clients’ recruiting 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 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 hiring services where they would source candidates on behalf of recruiters 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 does a recruitment agency do?

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

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

    No the service is FREE! Almost all recruitment companies are paid by either hirers or on some occasions the government to help unemployed candidates find work. Recruitment 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 staff 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.

  • 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 staffing 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 personality compatibility, skill set and education and credentials 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.

  • Why should I work with a employment agency?

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


Employment Agencies Services

  • What happens when I contact a recruitment agency?

    Normally you will be asked about your enterprise, your organisation's staffing 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 employment 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 staff 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 recruitment 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 does Staffing source the best labor hire candidates?

    After more than 11 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 LabourHire.Agency website every week, Staffing has a talent database of more 145,000 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 personality, motivation and aspirations. We also have access to an affiliate network and jobs boards that provides us with access to millions of capable employment, labor agency or labor hire candidates, whether your business requires temporary, recruitment agencies or staffing agencies staffing services.
    Call us on (02) 8015 7730 to discuss your organisation's needs to discover why Staffing has a reputation for service excellence as one of the top 3 recruitment companies in Australia.

  • How is Staffing different to other employment agencies?

    We are consistently ranked in the top 7 staff agencies in Australia for our recruitment systems, expertise and hiring processes. 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
    With a vision to providing optimum solutions for uniting jobseekers and employers, Staffing aims to be the leading employment agencies throughout Australia and the preferred career partner of job seekers nationally. At Staffing we also carefully select and hire recruitment consultants who embody and are committed to the following core internal values:
    • 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 (02) 8015 7730 to speak to a Consultant about your company's recruiting 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 employers 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 organisations 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
    • headhunting

    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.

  • Do you employment agencies 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 motivation, experience, personality, skills and aspirations to your needs in order to source you the perfect candidate.

  • 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 sectors or industries do recruitment agencies operate in?

    Each year staffing 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 staffing needs.

  • 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 employment services which does not include Staffing. Typically Staffing is approached by hirers 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 recruiting 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 staffing needs.


Temping Agency Services

  • How do temping agencies make their money?

    Temping 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 14% and 24% of the annual salary for any roles that go from temp-to-perm.

  • What is temp to perm?

    ‘Temp-to-perm’ is an industry terms for temp 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 temp 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?

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

  • Why do companies hire temporary employees?

    Temp Agency can quickly provide your operation with hard working staff. Some common reasons companies 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.

  • 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 enterprises 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 staffing and recruitment agency. Should the company want to hire you permanently, they will pay the temporary staff agency a certain amount to release you from your contract. Typically this is between 12% and 25% 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.

  • 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 long does a temporary job last?

    Short-term temp positions might last 1 day or up to 3 weeks. When the role continues longer than about 7 weeks, a temporary staff 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).


Current Contractors or Temp Employees FAQ

  • 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.

  • Will I get training as a temp?

    You have normally been selected as you already possess the achievements, skills, 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 labor hire 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!

  • 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 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 11-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.

  • 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.

  • 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.

  • 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 experience, motivation, skills, achievements 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.

  • 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).

  • What happens on Day 1 of a temp assignment?


    You should plan your route ensure you arrive at least 15 min early. Be well researched about the company (including reviewing their website), well briefed by your Staffing Recruitment Consultant and ensure you are calm and confident when arrive on Day 1. For most temp or contract roles you have already been selected because you already have the skills, experience, personality and aspirations to undertake the role. You are therefore expected to get up and running very quickly, demonstrating straight away that you are motivated, hard-working, proactive and conscience. Our clients do not want someone who needs to be ‘task-managed’ or who is asking obvious questions about tasks that have already been explained. Our client needs to feel like they couldn’t survive without you after a few hours. This not only ensures your temp role will continue, but also maximizes your chances of securing additional work from Staffing or even the chance of being offered a full-time role, if you interested, working directly for our client.

  • 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.

  • 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.

  • 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!

  • 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 don't like the temp assignment?

    Call your Staffing Consultant on (02) 8015 7730 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).

  • 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.

  • 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.

  • 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.

  • 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 (02) 8015 7730. 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.

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