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Call us at (02) 8604 3972

Looking for staff?

BRC offer a comprehensive consultancy service ensuring our clients are able to find that right candidate, at the right time, for the right role.

We recognise that our clients increasingly require a flexible workforce and we can introduce staff who are available for both short and long-term contracts across many disciplines and at all levels of seniority.

We aim to build on our relationships and business partnerships to continue our success.


Client services - FAQ


Q. How does BRC work?


Q. How can BRC understand my business?


Q. Where does BRC source applicants from?


Q. How does BRC shortlist applicants?


Q. Will BRC manage the interview process?


Q. Will BRC manage the offer stage for me?


Q. Will BRC still keep in touch with me and our new recruit after the recruitment process?


Q. What do clients say about BRC?


Q. How does BRC work?


We supply temporary on-hired workers, interim contractors and permanent staffing solutions. Our permanent solutions are offered on both a contingent and retained basis. To find out more about our Executive and Senior Management recruitment process and options available please contact the team on 02 8245 1400.


Q. How can BRC understand my business?


We have been operating since in Australia since 2005. During this time we have always specialised in the Not for Profit, Public and Building Maintenance and Construction sectors, so you can be confident that we know our stuff.  We have a number of experienced Consultants who have been working across our specialist areas for many years and understand your needs and requirements.


Before we accept an assignment we do require an in-depth consultation with the hiring manager to gain a comprehensive understanding of your business, the culture, and candidate specification. This is imperative , so that we can offer the right recruitment solution for your business.


Once we have a full understanding of your requirements, we will start our recruitment process by agreeing timelines for the search process. We also require commitment from our clients in the form of dates to conduct the interviews and signed terms of business. You can be confident we will only identify and present candidates who can succeed in the specified role including completing selection criteria’s where required.     


Where on-hired staff (temporary workers) are required we will just need to conduct an on-site WHS inspection. This ensures candidates safety and minimises any risks for both the candidate and the client, it also helps you to keep on-top of the ever changing OH&S obligations employers face. BRC will provide a corrective action plan where required.


Q. Where does BRC source applicants from?


We use a variety of methods to find the right candidate including:            

  • Extensive in-house candidate database
  • Online tailored advertising
  • Local and national print where required
  • Existing networks

We search our database and manage the response to tailored online advertising such as NCOSS, Seek and other specialised job boards to ensure maximum exposure. We utilise  local and national print media to attract the right audience and where required source oversees UK candidates. We also find the best way of sourcing and creating a 'long-list' of relevant candidates is through our existing networks and from client referrals.


Q. How does BRC choose the best candidates to put forward?


We start be collating a “long list” of potential candidates for your company, we will initially pre-screen all of these candidates by telephone, in order to identify their suitability for the role. This will be assessed against a number of criteria including; communication skills, past experience and the information they provided on themselves.


Candidates who stand out and impress are invited to take part in a more formal interview which will investigate their background and current situation. We discuss past achievements, industry experience, analyse their strengths and potential areas for development and then move on to their career aspirations, and motivators for finding a new position, and finally reassess their suitability for the role we are recruiting for including their values.


BRC will also conduct the following compliance checks:

  • Minimum qualification required as agreed e.g. Certificate  IV in Community Services (certificates will be sighted )
  • CV & registration form complete
  • ID will be checked (passport, driver's license where applicable, citizenship certificate). Immigration status is verified
  • Police checks & Working with Children’s checks carried out where necessary


From here a shortlist of candidates is developed who are then informed fully about the opportunity and asked to research the company. This is to justify their commitment to the position and their interest levels in attending an interview. After this process we select our top applicants for the role and make our recommendations for interview.


We strongly believe that if you interview one of the candidates we present to you, you will find the right candidate for the role.


Q. Will BRC manage the interview process?


We arrange all interviews on your behalf, whether at your offices or at our interview suite. Post interview feedback will be given as soon as we speak to the candidate, ensuring you have information immediately on candidates that are interested in working for you. We also look to give the candidate immediate feedback so everyone involved knows the outcome of the interview as soon as possible.


Q. Will BRC manage the offer stage for me?


We strongly believe that offers between clients and candidates are more successful if handled by a neutral party. We want to ensure you recruit the candidate you really want, which on many occasions involves negotiation. With our recruitment experience we manage this process effectively so a mutual agreement is reached and a start date is organised efficiently.


Q. Will BRC still keep in touch with me and our new recruit after the recruitment process?


Following acceptance of an offer, we will maintain regular communication with all parties up to the start date. We offer resignation and counter offer advice in order to make sure the candidate is 100% committed to their new position. We also contact the candidate after they have started to ensure they have settled into their new role successfully. We provide you with any feedback from your new employee.

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A CV is simply a tool to get you an interview and not a method of winning you that new position.

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