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Start with the tasks and the result you need, not just a job title. Add the number of workers, working hours, location and a realistic start date. Before a placement is confirmed, ACS agrees availability, role requirements, rates and the start-up arrangements with you.
1. Describe the work and the location
A job title alone says little about the daily work. Explain what the worker must do independently, which machines or systems they will use and who supervises them on site. Include the full work address and any special access or travel instructions.
- Main duties and the expected working pace.
- Required experience, certificates and working languages.
- Work address, department, contact person, parking and access instructions.
2. Make the schedule and headcount specific
State how many people you need per shift and whether the requirement is ongoing, temporary or seasonal. Share the preferred start date, shift times, breaks and expected assignment length. This clarifies the flexibility you require from candidates.
- Number of workers per shift and preferred start time.
- Fixed or variable workdays and any shift pattern.
- Expected duration, busy periods and possible extension.
3. Prepare safety and onboarding
Explain which instructions a new worker receives before and during the first shift. Discuss relevant risks, personal protective equipment, workwear and practical skills. Agree who answers questions and supports the first day; a certificate alone does not replace workplace instruction.
4. Request a complete, comparable quote
Ask which wage and rate components are included in the proposal. Have arrangements for shift allowances, overtime, transport, equipment and schedule changes itemised. Statutory minimum and youth minimum wages can change; use current official information rather than an old hourly rate from a vacancy or quote.
5. Agree time recording and follow-up
Decide in advance how worked hours, breaks and absence are recorded and who approves them. Choose one contact for planning and one for operational issues. After the first shift, hold a short review of quality, attendance and the next staffing requirement.
6. Submit the request and confirm the arrangements
With this information, a recruiter can provide relevant options and resolve open questions. Submitting the form does not guarantee availability or a suitable match. The start is final only after the candidate or team, schedule and arrangements have been confirmed in writing.
