Business FAQs

Running a recruitment process properly takes real time — writing the ad, screening applicants, coordinating interviews, checking references, managing the offer. That’s usually more than one person’s worth of work, on top of everything else your team already does. A good agency doesn’t just take that off your plate — they bring you access to strong candidates who aren’t actively browsing job boards, the kind you’re unlikely to reach through an advert alone.

Look for genuine local knowledge — someone who understands the Nelson, Tasman and Marlborough market, not just the national picture — and a track record in the specific area you’re hiring for. Ask for evidence: recent placements, references, and examples of similar roles filled.

For most roles, expect an initial shortlist within about a week. Senior, specialist or executive-level roles can take longer — often 2–3 weeks — simply because the right person may not be actively job-hunting.

A properly screened shortlist is usually 3–5 strong candidates, not a stack of CVs for you to sift through. If you’d like to see more, that’s fine too — the process should flex to what works for you.

Tell us. Honest, specific feedback lets us recalibrate quickly — whether that means refining the brief or acknowledging we’ve missed the mark.

Generally, one or two is plenty. Juggling several agencies usually means more admin for you, duplicate CVs, and no single agency fully owning the outcome. One trusted partner who knows your business tends to deliver better results over time.

Unless agreed otherwise in writing, a fee is only payable once a candidate has formally accepted an offer and started in the role.

Unless you sign terms stating otherwise, a fee is only payable when the candidate is formally engaged and has officially started their employment with you.

Most reputable firms — Search Recruitment included — offer a replacement guarantee for a defined period after the start date. It’s worth confirming the specific terms before engaging any recruiter.

As standard: candidate registration and documentation, right-to-work verification, in-person or video screening of every shortlisted candidate, timely correspondence with all applicants, and reference checks on your preferred candidate.

Available on request: psychometric screening, criminal record and qualification checks, branded advertising campaigns, and interview support.

The Recruitment, Consulting & Staffing Association (RCSA) is the industry body for recruitment and HR services across Australia and New Zealand — rcsa.com.au.

This is often a sore subject for some businesses. The cost of recruitment for its entire lifecycle is not cheap. Which is why you have to (wherever possible) get it right 1st time. If you pay below market rate you will receive a below market rate candidate, product, or service. The more senior a role is the higher the percentage tends to be due to the extra work required to source and attract the right talent at that level. With this sliding scale increment in in mind a ‘specialist’ recruiters fee tend to start around 14% of annual salary, with some International corporates charging as much as 20-25%. Wherever possible you can sometimes negotiate a reduction for exclusivity or something else that can ‘sweeten the deal’ for the recruiter. If you feel you recruit on a fairly regular basis there should always be scope to have a preferred agreement in place and this is something worth asking for as can represent good value to business or department that recruits annually or more. In most cases, you should not be expected to pay a fee up front. Always query this.