Workforce Sourcing
Finding candidates at the volume and pace the operation actually needs.
Workforce Outsourcing
Flexible workforce. Better business efficiency.
Workforce demand moves with projects, seasons and contracts. Your hiring capacity usually does not. We carry the sourcing and coordination load so your team can stay on the work itself.
What The Service Covers
Eight functions you stop having to run yourself
The exact split between what we handle and what stays with you is set in the engagement, because it has to match the contracting model and the Australian workplace rules that apply to it.
Candidate Screening
Experience, competency, work rights and role-specific checks before anyone is put forward.
Worker Mobilisation
Coordinating the practical steps that get an accepted candidate to their first shift.
Onboarding Coordination
Start dates, inductions, site requirements and first-week arrangements.
Workforce Administration
Keeping the records, documents and details of the engagement in order.
Attendance & Workforce Monitoring
Visibility of who is where, and early warning when something is slipping.
Payroll Coordination
Coordination of the payroll process with the engaging entity and its providers.
Replacement & Support
Ongoing worker support and a route to a replacement when a placement does not hold.
Engagement model and licensing. Workforce services in
Australia are delivered under different contracting models, and some of
those models are regulated. Labour hire licensing requirements apply in
Queensland, Victoria, South Australia and the Australian Capital Territory.
We scope every engagement against the model and the jurisdiction it will
run in before we commit to it, and we will tell you plainly where a
requirement means the arrangement has to be structured a particular way.
The Case For It
Focus on your business. We support your workforce.
Recruiting is a full-time job that most operations staff are doing on top of a full-time job. That is why roles stay open for months and why the eventual hire is often whoever was still available.
- Scale a crew up for a harvest, a build or a contract, then scale it back down without carrying the overhead in between.
- Stop losing operations hours to screening, chasing and rescheduling candidates.
- Fill from whichever talent pool is realistic for the role, rather than the one pool you happen to have access to.
- Have one accountable point of contact instead of three agencies with three versions of the shortlist.
- Keep working when a placement falls over, because replacement is part of the arrangement rather than a new search.
Where It Applies
Sectors this model suits
Outsourcing works best where demand is uneven or where the volume of hiring is larger than the hiring capacity.
Discuss your workforce needs
Tell us the volume, the locations and the period. We will come back with a model that fits the work and the rules that apply to it.