Client FAQ

At MAYDAY Blue, we have an extensive database of candidates and tap into our directors' extensive industry networks, which have a combined 60+ years of experience. We use our personal and professional connections for referrals and use creative methods to attract the right candidates for our clients through social media. Additionally, we use premium job boards such as SEEK, LinkedIn, and LinkedIn Professional Search. For a complete list of our sourcing strategies, please don't hesitate to contact us at info@maydayblue.com

Yes, MAYDAY provides candidates for full-time permanent roles or fixed term contracts. 

At MAYDAY Blue we have 2 main divisions, Construction, Engineering & Infrastructure; which covers everything across the civil, built, facilities and engineering sectors and Supply Chain which services the Manufacturing and Logistics Industries.

MAYDAY recruits for all Australian state capitals and are able to service regional areas.

Our efficient recruitment process and ability to quickly adjust our resources allow us to provide a shortlist of candidates in a short period of time. Any delays that may occur are often due to scheduling conflicts or indecision on the part of the client. During our initial consultation, we work with you to plan the recruitment project effectively and address any potential challenges upfront, which helps minimise the risk of delays.

• Time savings: Finding and hiring the right candidates can be a time-consuming process. A recruitment agency can handle many of the tasks involved, such as sourcing and screening candidates, saving the employer time and allowing them to focus on their core business. 
• Expertise: Recruitment agencies specialize in matching job seekers with appropriate employers. They have a wealth of experience and expertise in the hiring process, which can be valuable to an employer looking to fill a position. 
• Wider reach: MAYDAY Recruitment can tap into our wider pool of candidates than an employer might be able to reach on their own. This can be especially useful for employers seeking niche or hard-to-fill positions. 
• Cost-effectiveness: Using MAYDAY Recruitment can be more cost-effective than trying to handle the hiring process in-house, especially for small or medium-sized businesses that may not have the resources to devote to it.
• Temporary staffing: MAYDAY provide temporary staffing solutions, allowing an employer to bring in temporary workers as needed. This can be a flexible and cost-effective way to meet fluctuating staffing needs. MAYDAY manage all payroll and compliance.

Our fees are determined by a number of factors, please get in touch with us to discuss! info@maydayblue.com

How our clients are charged for our services depends on the type of services and level of support you need from us, to find out, please get in contact with us at info@maydayblue.com

At MAYDAY Blue, we offer a guarantee period for candidates who leave within the first few months of their new role with you. The details of this guarantee will be outlined in the terms and conditions that we agree upon when you sign with us. 

If you've never conducted an interview before, don't worry! MAYDAY Blue offers training to our clients to ensure they are following best practices when interviewing candidates. Let us help you feel confident and prepared during the hiring process.

There is no one "best" interview process that works for every company and every job. However, there are certain best practices that can help ensure a thorough and fair evaluation of candidates. Here are some general tips for designing an effective interview process:

1. Determine the job requirements and the skills and qualities that are necessary for success in the role. Use this information to develop a list of interview questions that will help you assess candidates' fit for the job.

2. Make sure to give candidates an opportunity to ask questions about the role and the company. This can help you gauge their interest and enthusiasm for the position.

3. Consider having multiple people participate in the interview process, including representatives from different departments and levels of the organisation. This can provide a diverse perspective on the candidate's fit for the role.

4. Be consistent in your evaluation process. Use the same criteria to evaluate all candidates and make sure to take thorough notes during the interview process to help with decision-making.

5. Finally, be respectful of candidates' time and make sure to communicate clearly about the next steps in the process.