Employer

Frequently asked questions

What are the benefits of using PKL Recruitment?

  1. Improved organisational performance by having the right people in the right job
  2. Higher team engagement and motivational levels as a result of job satisfaction
  3. Increased client satisfaction from excellent customer service
  4. Improved organisational reputation through candidate advocacy
  5. Greater focus on core business rather than time wasted in recruiting people who do not fit the culture and don’t stay (attrition)
  6. Targeted training to develop skills rather than ‘fix’ weaknesses
  7. Improved team satisfaction through shared focus and objectives
  8. Improved efficiency and performance of the recruitment process
  9. Access to a larger and more qualified candidate pool through an improved ‘Employer Brand’
  10. Improved return on recruitment investment across all measures including time to fill, retention and performance.

Do you charge for advertising?

No. The cost of advertising is covered by us, unless a client wishes to specifically brand an advertisement.

What recruitment processes does PKL Recruitment use?

There are a number of layers to the recruitment process to ensure the right quality candidate is placed. Recruitment processes such as advertising, screening, interviewing, background checks and reference checking are undertaken to ensure the candidate’s background as stated on their resume is correct. Our recruitment specialists conduct face-to-face interviews with our candidates but if the candidate is interstate or overseas we use Skype. We also conduct two reference checks to ensure due diligence.

During interviews, we follow a standard format to ensure we are consistent and thorough to gain insight and qualify the candidate for our client’s requirements. We use strength based and behavioural interviews that ascertain the candidate’s skill, experience and expectations.

We only refer candidates that we have obtained their permission prior to submitting their details to our specific employer.

What happens if the candidate does not work out?

If a candidate does not work out for whatever reason within their probationary period, we will replace them free of charge as per our terms of business. For permanent staff the probationary period is 3 months, for temporary staff we offer an 8-hour guarantee.

What sourcing channels do you use?

At PKL Recruitment we use a range of social media platforms, search tools, networks, our database and head-hunting to find quality candidates. We also receive a large number of referrals from our existing clients and candidates. 40% of our business is generated through both client and candidate referrals.

Is there a certain timeframe I must have a temporary employee for?

You are only charged for the hours the temporary staff member works. If you request a temporary staff member to work a public holiday then public holiday penalty AWARD rates will apply.

Will I be charged for public holidays and annual leave?

You are only charged for the hours the temporary staff member works. If you request a temporary staff member to work a public holiday then public holiday penalty AWARD rates will apply.

What is the difference between retained and contingent invoicing?

If we are retained, as the client, you pay an upfront 30% of the estimated recruitment fee to engage our service. An additional 30% is invoiced when candidates are short-listed and then the final fee balance is invoiced upon successful completion of the recruitment phase. If our engagement is contingent, then as the client you only pay upon successful placement of a candidate.