Recruiting Top Talent

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Top Australian Talent

Hiring the right talent in Australia to expand your company can result in a thriving business with numerous opportunities. However, the recruitment process can be complicated when you have no physical presence in China yet. Our PEO and EOR service can be the solution for your company. Our comprehensive knowledge of all Australian employment sectors and understanding of the culture and customs guarantee an untroubled transition. Look through our guide to familiarize yourself with everything an employer needs to know about the recruitment process in Australia.

The Recruitment Process in Australia

Unsurprisingly for the world’s sixth largest landmass, with major cities spread hundreds and even thousands of miles apart, recruitment in Australia for employers and jobseekers largely depends on online resources. These include corporate, sector and careers’ websites, ‘job boards’ and social media. Referrals and internal promotions are also factors. Apart from the significant tourism and services sectors, incoming foreigners will need to be highly qualified for industries such as science and technology, engineering, energy, mining, and healthcare.

Recruitment is the first stage of making your company operational and competitive in Australia. It is vital to know where to locate the finest talent to be a perfect fit for your company’s global expansion plans. Foreign companies who decide to ‘go it alone’ on the recruitment road, must follow strict procedures after recruiting staff and launching operations.

These include:

  • Remitting payments for income tax via Pay As You Go (PAYG) and Fringe Benefits Tax (FBT) to the Australian Tax Office (ATO). Thresholds and rates may vary between states
  • Registering with Centrelink for social security support, which is generally restricted to Australian citizens and long-term residents and funded from general revenue rather than by employer and employee contributions
  • Filing tax returns within four months of the end of the tax year, which runs from July 1 to June 30
  • Creating employment contracts

However, the simple answer to avoiding these time-consuming and unproductive demands is to engage Bradford Jacobs as your recruiter through our Professional Employer Organization (PEO) networks. Then, as your Employer of Record (EOR), we will convert your Australian expansion blueprint into an action plan with additional payroll support, including:

  • Calculating employees’ monthly salary and sending their pay slips
  • Submitting employees’ and employers’ wage tax returns
  • Creating and submitting your company’s annual accounts and year-end statements
  • Creating payment schedules for salaries and any insurance contributions (if applicable)
  • Ensuring accurate personal income tax returns are filed for you and your employees, where required

Legal Checks You Can Make on Employees in Australia

Scope: The Fair Work Act, Privacy Act and the Australian Human Rights Act govern most legal checks that employers can make on employees during the pre-hire screening process. Generally, the applicant’s permission is required to verify suitability for employment, and they should be interviewed solely as their experience relates to the position in question.

  • Criminal record checks: May be required to determine suitability for a particular role.
  • Health Checks: Medical checks and examinations may be necessary to confirm fitness for certain jobs.
  • Discrimination: Protection against discrimination both before and during employment comes through a combination of the Age Discrimination Act, Disability Discrimination Act, Racial Discrimination Act, and the Sex Discrimination Act. It is unlawful to discriminate for reasons including age, race, sex or inter-sex status, gender identity and sexual orientation.
  • Qualifications and references: Employers can check relevant references with previous employers but must not request information of a personal nature. It is permissible to check educational qualifications.
  • Credit checks: Can be made only with the applicant’s written permission.
  • Required: Checking that the prospective employee has cleared all immigration and legal requirements to live and work in Australia.