Frequently Asked Questions

Signature Staff Employment Agency Australia

At Signature Staff Australia, we recognize that as an employer, you may have questions and concerns regarding your staff and recruitment process. We are committed to providing comprehensive support and guidance to address any issues you may have.
If you feel like your questions have not been answered, please do not hesitate to contact us. Our team is always ready to assist you.

Do you conduct background checks on your candidates?

Our Full Search Recruitment and Temporary and Short-Term Contract services include reference checks as part of the package. However, if you opt for our Recruit Intel products, background checks can be purchased separately for an additional fee. The cost of this service is based on the number and type of checks you require.

I have advertised for a position but would like assistance with other aspects of the process, such as screening, background checks etc. – can you help with this?

Yes, we can assist with these services. We can assist with full search recruitment or parts of the recruitment services. We have some of the Recruitment processes bundled in the Recruit Intel packages or can offer parts of the Recruitment function at an hourly rate. Hourly rate is calculated on the specific service you require starting at $80 per hour.

I require a staff member to fill a limited-time contract, are you able to assist with this?

Our Temporary and Short-Term Contract services are perfect for your needs. Our short-term contracts start at $200.00 per week for a minimum of 4 weeks. If you prefer our temporary/labour hire services, they are charged at an hourly rate, which is calculated based on the position you are looking to fill and the award it falls under. For more information, please email us at

Do you specialise in a specific industry?

We recruit for a number of different sectors; however, our candidate database is strong in the following industries:

  • Hospitality and Tourism
  • Administration and Accounts
  • Real Estate
  • Sales Professionals
  • Retail
  • Construction
  • Health and Safety
  • Aged Care
  • Marine
  • Transport and Warehousing

Can you assist me with my workforce planning?

Effective Workforce Planning requires a sound framework and could be a very difficult task unless you have the right tools.

We can assist you if you are starting a new business, expanding or downsizing. The way we can assist is through our consulting service or if you prefer to DYI version.

We have developed a Workforce Planning Tool kit which provides clear direction and worksheets to guide organisations through the process of collecting and structuring a workforce plan.

I have a job vacancy can you help me?

Yes, we certainly can… We offer a number of different recruitment services;

  1. Recruit Intel – Shortlisting Service
    Our Recruit Intel shortlisting service is fast and accurate. If you’re short on time and looking to save money, Recruit Intel is a great choice. Your dedicated consultant will create a professional advertising campaign and handle the most time-consuming tasks, allowing you to save up to 80% of your recruitment time. This service is effective for filling most common positions, including entry-level staff
  2. Full Search – Full Search Recruitment
    With our Full Search Recruitment service, you’ll take advantage of our professional networks and expertise. We’ll help you find the right candidates by tapping into our database and online and offline networks. We’ll also target relevant sectors and companies, as many top performers are already employed. Our 4-step process includes scoping the position, attracting suitable candidates, identifying a shortlist, and setting the candidate up for success. Our Full Search Recruitment service is 100% guaranteed. If the candidate leaves or is let go within the guaranteed period, we will replace them at no extra cost.
  3. Temporary and Short-Term Contract
    Our Temporary and Short-Term Contract services provide you with access to qualified and skilled personnel, keeping your operations running smoothly. If you choose our temporary/labour hire services, we’ll help you find skilled personnel at short notice, from 3 hours to as long as you need them. We hire our employees to your organization at an hourly rate, including all payroll-related legislative requirements such as superannuation, workcover, and payroll tax. If you need someone for more than 4 weeks, we’ll find you a candidate who can be added to your payroll for a weekly administrative fee starting at $200.

Do you charge me to fill my job vacancy?

Our company is a private entity and is not funded by the government. All of our services come with a set fee or an hourly charge.

My employee has resigned and is working out his / her notice, but has become lazy and disruptive – What do I do?

The best option is to pay them out for the notice period and let them go. (Often referred to as ‘gardening leave’)

However, if the employee engages in serious misconduct you can dismiss the employee summarily without any payment in lieu. Summarily dismissal is a serious step, and you should be seeking qualified advice before you do this.

Do I have to give my employee 3 warnings before I dismiss them?

The often quoted ‘3 warnings before dismissal’ is not a legal requirement. The Fair Work Act does not set out any minimum amount of warnings that must be issued in order for a dismissal to be considered fair and not harsh, unjust or unreasonable. Instead, the number of warnings given to an employee will depend on the facts and circumstances of each case.

To ensure that your process is fair, ensure to:

  • Set clear expectations from start (written policies, procedures and job description)
  • Explain in detail to the employee why they are getting a warning
  • Allow them a reasonable opportunity to respond, correct or improve
  • Record all the details

Failure to give an employee a reasonable opportunity to respond, correct and / or improve before a decision to dismiss is made will increase the likelihood of the dismissal being found to be unfair.

Note: One exception to this rule is if the employee has committed gross or serious misconduct. See separate Q & A on this subject