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Find all you need to know about partnering with Creative Recruiters below in our handy FAQ. Further FAQ's are available specifically for freelance jobs, fixed term contracts or permanent jobs.
You can apply and register directly to a job you are interested in on our job page or you can self-register and upload your CV.
If you’re a specialist in a particular field or industry, eg FMCG packaging, you will get value from calling a Recruitment Consultant directly.
Click here for a list of our contact details.
From our home page, click on the yellow tile called Candidates.
You will see a big button that says please register by submitting your CV. Click that.
Click Upload your Resume and upload it.
You can add a cover letter.
Tip: Write it in bullet point form, specifically covering your expertise, so it is easily scanned for information.
You can record a Video Cover Letter too. Be sure to keep it short, giving our Recruiters a quick understanding of what your absolute expertise is.
If you have a Folio, please combine it with your Resume and upload it in the field Upload Folio.
Fill in ALL the remaining fields.
In the specialisations area, be sure to only choose those that you are an expert in. Choosing everything will reduce the likelihood of you being chosen for work.
Click the Apply Now button.
When our Recruitment Consultants are looking for candidates for specific roles they will search our database looking for particular expertise.
When you appear in that search, the Consultant will review your Resume/Folio and if you do have the expertise and industry background they are looking for, they will give you a call.
Unfortunately, we simply don’t have enough hours in the day to respond to every person who registers. Therefore keep an eye on our job listings.
Tip: Be sure to only apply for jobs where you can demonstrate more than 3 years experience in the expertise the Job Ad asks for.
Go to the job search page
Do a search on the job title of the job
Scroll down to the end of the page and you will see a yellow Create Alert button on the bottom right hand corner.
Click the button to save the search and receive email alerts.
Go to our jobs page on our website
Find the job you want to apply for
Click the ‘Apply Now’ button on the job Ad.
Fill in the required details.
Hit apply now.
Tip: If you apply for roles and you are unable to demonstrate in your CV/Folio the expertise requested, it is unlikely that you will be contacted. If you continually apply for roles without demonstrating the expertise requested you will permanently damage your professional reputation so be mindful of which jobs you apply for. Please also note that you need to have a visa to work in Australia for jobs that we post. We do not have jobs that are based in other locations.
If you’re ideal for the role you may already be in the Recruitment Consultants shortlist, but it’s a good idea that you apply anyway, so you don’t accidentally get missed.
Email or phone your Recruitment Consultant and they will update your profile details for you.
Click the link for all our Recruitment Consultants contact details
Be sure to email your CV/Folio to your Recruitment Consultant well before your interview.
If you have work that you’d like to show your Recruitment Consultant that isn’t in your Folio be sure to bring your IPAD or Laptop.
Tip: You’ll need to be able to show your work offline or connect to your personal wifi
Tip: Practice telling your case studies that demonstrate the experience your Consultant is looking for.
Click to list to our Vlog or read our Blog on how best to tell your case studies
Email your Recruitment Consultant who will remove your email from our database.
If you’re wanting to be removed from our eDM’s you’ll need to click unsubscribe.
Unfortunately our client base comes to us looking for candidates with more than three years, full time commercial experience.
Please refer to these links for helpful employment tips:
How to make your Folio stand out
Also check out all of our Blogs and Vlogs for many more valuable job hunting tips.
Yes we can. Part time work is becoming more common. Simply let your Recruitment Consultant know which days of the week and how many hours are best for you.
Tip: Try to work consecutive days as it is the preference of most employers.
Our clients pay us a fee to find the ‘perfect’ candidate. Rarely are they interested in seeing candidates from Recruiters with transferable skills as they feel they could have done that search themselves.
Tip: Your resume is your most powerful sales tool so you will need to find a way to make your transferable skills stand out.
Watch our webinar for tips on how to transform your CV
Absolutely not. We will always ask your permission first and then we will send you a form for you to digitally sign giving us your permission.
Tip: Keep an excel or google sheet with a list of where each of your recruiters have sent your details as well as the companies you have applied directly to and share this with our Recruitment Consultants. It may be detrimental to your professional brand were we to also send your CV and Folio to the same businesses so this is an important request.
This is a term that the recruitment industry uses to describe the act of making an introduction to a company when we aren’t actively recruiting for them.
We will only float you to our Contacts with your permission.
Tip: Watch our Vlog on Floating
Many of our clients have asked us to let them know when suitable Talent comes on the market. Knowing you are on the job market can prompt them to create a job opportunity for you, either on a freelance or more permanent basis.
We are always strategic about who we float you to and that is always done in consultation with you.
No. PDF only please.
Our clients are extremely specific about their requirements and therefore we are within our job ads. If your CV and Folio doesn’t demonstrate the minimum amount of experience asked for, or contain a background of similar work, in each of the areas we have requested, you may not be suitable for the role. Each role is specific and each client is different.
Please only apply to the roles that you are a close match for. If you are known for applying for everything you’ll be passed over and may miss out on your ideal role.
Tip: Tailor your CV and Folio so it nails the Job Ad
Unfortunately, we simply don’t have the time.
We state on every job Ad that you will only hear back from us if your CV/Folio demonstrates that you have the exact experience our client is looking for. We may keep you in mind for other roles in the future and you will hear from a consultant if they feel your experience and folio aligns with a role.
Yes, but only once a week. Those who send a very quick email reminding the Consultant that they are available for work are often remain top of mind.
Yes, a minimum of two Referees is required. Your Consultant will advise you prior to contacting them though so you can give them prior notice.
Some organisations, particularly government departments and financial institutions, will require you to complete a police check prior to working for them.
Your Recruitment Consultant will inform you if this is the case.
In partnership with a Creative Recruiters Consultant, your hiring manager is the best person to manage the hiring process as they will be best placed to manage questions effectively and efficiently.
It is tempting when you meet someone you like to keep the interview casual. In our experience you should certainly keep the interview up-beat but a too casual interview can leave the candidate disconnected or confused about the job opportunity. It is really tempting to get excited about selling your company to the candidate, but they are equally excited to share their experience with you so don’t forget to ask them questions. A well prepared candidate will have prepared case studies that they are very keen to share with you that demonstrate what they can bring to the role. Therefore, prepare in advance no less than 3 “Tell me about a time……” questions so that you can give the candidate the opportunity to showcase their talents. If you struggle preparing interview questions be sure to ask your Recruitment Consultant who can provide them for you.
You will receive a weekly timesheet from our freelancer requesting your approval. Once approved you will receive an invoice from Creative Recruiters which is due within 7 days from the date of invoice unless otherwise agreed.
The quick answer is no. However, you can pay a fee to employ our Freelancer on a Fixed Term Contract basis. This means that you will employ them directly and pay them as a PAYG, taking responsibility for their annual and sick leave, taxation, workcover, superannuation and professional insurances.
Otherwise, in accordance with employment law, Creative Recruiters is responsible for paying our Freelancers directly and for paying their taxation, workcover, superannuation and professional insurances.
We take a full job brief from you. We then send out an alert to those within our Freelance community who we know can do the job for you. We choose the best 1 or 2 that are interested and present their CV/Folio along with our hourly charge rate to you via our online submission process.
Our hourly charge rate includes:
● the Freelancer rate
● their superannuation
● their workcover
● professional indemnity and public liability insurances
● and our small margin
You choose a freelancer and we lock them into the project for you via an email confirmation.
We check-in with you within the first 4 hours of them starting to make sure you’re happy with them, if not we replace them (which is highly unlikely given this is what we specialise in). We then check-in weekly with you from there to ensure you’re fully satisfied with their work.
At the end of each week the freelancer fills in an online timesheet and hits submit.
You receive an email requesting online approval. This needs to be done by Midday on a Monday.
When you approve the timesheet, an invoice is generated and emailed to you. Our invoices are due 7-30 days from the date of invoice depending on our agreement.
We pay the Freelancer each week and manage their superannuation and taxation obligations.
Creative Recruiters is a team of the most highly experienced Recruiters in our niche. We have the largest following from those within our creative community across Australia (Asia Pacific actually) and we win Awards for our search and engagement strategies. For you this means access to a wider range of Talent and quicker job fill times. We fill every role we are engaged to source and our client service is second to none.
1. We develop a deep understanding of your business and culture.
2. We take comprehensive Job Briefs.
3. We pay for Advertising (private /public).
4. We conduct an extensive database search.
5. We conduct a Local, National and/or Global network Talent search.
6. We contact candidates and engage them in conversation about your job.
7. We telephone screen candidates.
8. We interview suitable candidates.
9. We influence shortlisted candidates to explore your job.
10. We conduct a first Reference on each shortlisted candidate.
11. We gain our candidates permission to make a formal introduction to you.
12. We write detailed candidate assessments to highlight their experience and to inform you of pertinent information discovered during the interview process.
13. We assist you in assessing the value each candidate will bring to your business.
14. We coordinate for the candidate/s to meet with you for an interview.
15. We prepare the candidate/s for your interview.
16. We prepare you/your hiring manager for your interview.
17. We debrief candidates post your interview.
18. We debrief you/your hiring manager post interview, passing on candidates feedback.
19. We call back candidates with your feedback and next steps.
20. We re-qualify shortlisted candidates of their reasons for leaving to ensure they are committed to the process.
21. We coordinate candidate/s second interviews.
22. We prep candidate/s 2nd interviews (repeat for 3rdinterviews).
23. We prep you/your hiring manager for 2nd interviews (repeat for 3rd interviews).
24. We debrief candidate/s post interview (repeat for 3rd interviews).
25. We debrief you/your hiring manager post interview, passing on candidate feedback. (repeat for 3rd interviews)
26. We discuss in detail the strategy for making an offer to your preferred candidate.
27. We conduct 2nd and 3rd (if required) References.
28. We will make the offer to the successful candidate.
29. We will manage any concerns and explore solutions.
30. We prepare the candidate for their resignation date and pencil in their start date.
31. We manage potential and actual counter offers.
32. When we receive your Letter of Offer and Employment Contract, we get it signed for you.
33. We inform you of the candidates resignation and start date with you.We keep in touch with the candidate until they start with you.
34. We phone the candidate regularly during their first 100 days to ensure they are settling in.
35. We conduct a post placement review with the candidate and you to ensure a successful placement.
Ideally the first person a candidate meets should have a deep understanding for the role. This person is likely to make the best first impression so it’s important they have developed strong interview skills to assess the candidate/s. If they lack the interview skills we suggest you invite someone more experienced in interviewing to join in such as a Human Resource Manager.
The next interview should be with the decision maker. This avoids having multiple interviews with a candidate that you really like, only to be told no by the decision maker.
The final interview should be with key members of the team that the candidate will spend the majority of their time with. This will help the candidate connect on a deeper level to your role as they will be able to imagine what it would be like working with their new team mates.
Ideally you will tell us in advance how many interviews you prefer to do and with whom so we can prepare the candidates. We recommend a minimum of two interviews. No matter how many interviews you need to do, the most important thing is that they are done within days of each other, not weeks or risk losing the candidates to other roles.
We offer a 100 day replacement guarantee should our candidate not be able to perform the duties as per your supplied position description.
Creative Recruiters will also conduct a post placement review at the 50 day mark. This tool is designed to uncover resignation/termination triggers giving everyone the opportunity to iron out any concerns before the end of our guarantee period. This is a proven method which is incredibly successful in ensuring a successful placement.
In the unlikely event that we are unable to fill your position, there is no cost to you for our service.
Creative Recruiters is committed to partnering with businesses of all sizes so there is no ‘one size fits all’ fee structure. Please contact a Recruitment Consultant to discuss.
