Frequently Asked Questions for Staff Recruitment

Read below some of the frequently asked questions that we get from people looking to hire staff with a recruitment agency. If you find that your question isn’t answered here, please feel to contact us directly as we aim to maintain complete transparency with our services.

Click on each question below to show the answer.

Frequently Asked Questions

Hiring the right staff takes time. We manage the entire process by providing free HR expertise and advice on job analysis, current market trends and salary guides, writing specific job descriptions and effective advertising to attract your ideal candidate. These services are provided free of charge regardless of whether you choose to work with AER or not.
Fees are charged once an AER candidate starts their employment with the Client and are based on a percentage of the total annual remuneration package of the candidate;
  • 12% + GST
  • Minimum fee - $3,000
  • Where a company vehicle is provided, this will be assessed as remuneration of $10,000 per annum.
Temporary staff
We offer competitive hourly charge rates, dependent on the skill level required, the temps experience and qualifications.
  • Full Job analysis
  • Advertising online and through social media
  • Shortlisting through telephone screening
  • Comprehensive interviewing using situational and behavioural based questions
  • Personality and cognitive assessments
  • Computer and office skills testing relevant to the position
  • CV and profile presentation
  • Verbal reference checking
  • Job offer and negotiation management
  • Post placement support and feedback including monthly phone and onsite visits
AER guarantees all of our placements, both temporary and permanent. We understand there are times when things don’t work out or a candidate leaves soon after starting. Call us immediately and we will talk through the issues and work together to find a solution.
AER will locate free of charge, a suitable replacement candidate for any reason other than, redundancy, merger, company relocation or change of original job specification within three (3) months of the employment start date. In the event we do not replace a pro rata credit will be issued
If you are not happy with an AER temp, let us know within the first 3 hours of the assignment commencing and there’ll be no charge.
Yes - an essential starting point to the recruitment process. A well written job description should include the desired skill set, experience and attitude best suited to the role and your company. You can also include KPI’s or performance standards.
You can hire a new employee on a trial period for up to 90 days as long as this is agreed in the written employment agreement before the employee starts work. Read more here:
Yes, all candidates presented for roles are police and credit checked