We work quickly. We like to work quickly to fill roles. We also don’t just throw any old CVs at you to be “first across the line” if you are approaching several agencies. We determine the top three CVs against your skills and requirements – as well as the culture of your organisation which can be a large part of the role. Many of our candidates are or become clients so we usually have a good idea of the personalities behind the scene and take care to match them so you don’t have an unpleasant experience with someone who doesn’t “fit”.

Recruitment Agreement – We need to have agreed terms and conditions in place before we will provide names and CVs. This is to protect your organisation (which needs terms of business clearly articulated and agree upfront) and our candidates (under the Privacy Act and other legislation to ensure their CV isn’t forwarded to destinations they have not agreed to). Once signed, we can work very quickly. For organisations with current Recruitment Agreements in place, we can start work as soon as we have the job specifications.

      To check if you have a current Recruitment Agreement with us, email us at recruitment@publicaffairs.com.au

What are our Fees?
Our fees are contained in our Recruitment Agreement.

• We charge a client a standard percentage of the remuneration that will be paid to the successful candidate.
• We have some 260 Recruitment Agreements signed with various organisations (please refer our client list).

How Quickly Can I Get Staff?
Average timeframe – our average timeframe for providing names and CVs to a client is within two working days.

• Once the Recruitment Agreement is signed and in place - and we have all the documentation related to the role (and you have briefed us about the role) - we can commence your search to find suitable staff.

Role of the Job Alert! – The Job Alert! is the quickest way to access the large pool of public affairs officers who are keeping an eye on the market. It is issued each Friday and the week-end provides people with the time to consider their future, update their CV or provide additional information relevant to the job and by Monday noon we have a list of interested and available candidates – all of whom have been previously interviewed by the company. We will normally also check the database for the relevant skills and add to the list before commencing to cull and create a shortlist.

We will shortlist down to the top three candidates and forward those CVs for consideration.

Recruitment Enquiry
If you would like to enquire about filling a role, please use the following form to provide details: Recruitment Enquiry Form

Professional Development Enquiry – for staff
If you would like to enquire about a tailored course for your organisation or your staff attending some of our standard courses, please use the following form to provide details: Course Enquiry Form

Who are our Candidates?
Our Candidates come from many sectors: government - federal and state, statutory authorities,industry associations, not-for-profit organisations, the education sector as well as the private sector (from small and micro PR agencies to large retail organisations).

What our candidates say about the company: What Our Candidates Say 

How We Prepare Our Candidates
We spend a significant amount of time with our candidates to ensure they are well prepared for their next employer. We ensure they focus on their achievements in their CV (not as easy as you may think), coach them to see themselves as communications problem-solvers, work out how how they will contribute to your business goals, provide career advice so they don’t take jobs that aren’t for them and much more. It’s why they keep returning to update us on their career developments.

Who are our Recruiters?
Our Chief Executive is a former Director, Public Affairs in the Commonwealth and worked in federal government in five different agencies over 15 years.

• She worked on major communication campaigns including the float of Qantas as Director, Marketing (Qantas Float) and the government’s Regional Australia Strategy campaign.
• As (senior) Director, Communication Strategies in the Office of Government Information and Advertising (OGIA) she provided advice to the range of federal departments and agencies who were required to obtain the clearance of the Ministerial Committee on Government Communications.
• Before entering the public affairs field at a senior level, she worked in a variety of disciplines including legal, project management, financial programs and administration.

Our recruiters are senior public affairs officers with experience in government and the private sector and are able to provide substantive career advice to our candidates.

Work Level Standards
If you need more information on the level of performance to expect from a public affairs officer refer to the industry’s  Work Level Standards

Job Information
Our key communication channel to all our candidates is our weekly Job Alert!

This ensure regular information and updates about recruitment and professional development training opportunities for our candidates.

We understand that anecdotally it is sent to another 5-6 people and as soon as it is received in government agencies it is up on all computer monitors!

About Professional Development

Link to courses & training page