In short
The challenge: The challenge many aspiring or existing recruiters face is cutting through the noise of countless agencies promising big commissions, flashy perks, and rapid growth to figure out which firm truly aligns with their values, goals, and well-being.
The answer: How to choose the right recruitment agency for you. We provide a simple framework to clarify your why, research and verify culture and support, ask the right interview questions, and trust your gut, with red and green flags plus tailored advice for both experienced and aspiring recruiters.
The result: You’ll confidently choose a recruitment agency that truly fits you by clarifying your reasons to join an agency, researching culture and reputation, speaking with consultants, and asking smart interview questions. The result is feeling grounded, informed, and ready to take your next step with clarity and confidence.
If you are reading this, you are probably one of two people.
Either you’re a seasoned recruiter with years of placements under your belt or someone just starting to consider recruitment as a career path.
No matter which one you are, the moment you start thinking about joining a recruitment firm can feel like standing at a crossroads.
If you’ve been here before, you know there’s a mix of emotions that come with it. Uncertainty, pressure, and often, a quiet but persistent hope. Maybe you’ve been working in an environment that’s drained your energy, where leadership talks a big game but delivers little support. Or maybe you’ve just stumbled across recruitment, intrigued by the potential for growth, autonomy, and the idea of helping people land life-changing opportunities
Either way, deciding which the right recruitment agency to trust with your next step is a personal choice.
As you probably know, the recruitment world can be noisy. Agencies of all sizes are everywhere. Promises of “uncapped commission,” “incredible culture,” and “next-level growth” are easy to throw around. But how do you know what’s real? How do you know what’s right for you?
That’s where we come in.
In this blog, our team will help you cut through the noise and help you make a confident, clear-eyed decision about which recruitment agency is actually worth your time and talent.
If you find yourself:
Feeling stuck in your current role and craving something more aligned with your values,
Looking to break into recruitment and unsure how to tell a good agency from a transactional one,
Or simply curious about what the right fit might look and feel like
You're in the right place.
You’ll hear from tenured Robert Half leaders about their journey in finding the right recruitment agency for them. Some had recruitment experience, others took an unexpected leap. By hearing from their experience, we hope this helps you reflect on where you’re at and what you really want.
Then, we’ll explore what makes an agency the right fit not just on paper, but emotionally, culturally, and practically. You’ll learn the key signs to look for (and avoid), how to ask the right questions during interviews, and what kind of red and green flags matter most especially if you’re new to the industry.
We’ll also break things down separately for experienced recruiters and aspiring ones, because your needs, fears, and motivations are different. If you’ve been in the game for a while, you might be looking for more autonomy, better leadership, or a place that actually values you as a person, not just your billings. If you’re just starting out, you’re probably wondering whether this is a career you can succeed in, and what kind of support will be there when things get tough.
By the end of this blog, you won’t just know what to look for in a recruitment agency, you’ll feel more grounded, more informed, and more empowered to take the next step in your career journey with clarity and confidence.
Let’s dive in.
Meet the team
This blog will draw on the insights and experience of some of our tenured leaders at Robert Half across Australia.
Sana Keenan is a Practice Director and specialised technology recruiter based in Sydney. With a strong academic foundation, a Bachelor of Laws & Postgraduate Diploma in Communications & Public Relations, she began her professional career with Robert Half back in 2012. Over the past 13 years, Sana has built a career she’s proud of, specialising in Software Development & QA Testing recruitment and supporting businesses across Sydney shape their high-performing tech teams.
Elise Martin is the Senior Practice Director of our Mulgrave branch in Melbourne South East. She specialises in the finance sector, recruiting from newly qualified roles through to CFO level. Her expertise lies in delivering skilled contract solutions during periods of change, transformation, or growth and works closely with organisations to ensure they have the right finance talent in place.
Stewart Selwood is a Senior Manager based in Brisbane who specialises in working with finance and accounting professionals looking to take the next step in their career; mainly working across permanent opportunities but also working closely with the Management Resources team (senior interim placements). Stewart began his career with Robert Half in London, where he spent three years, before transferring to Brisbane in 2017.
Lauren Haxby is a Practice Director based in Melbourne. She leads a team delivering on high impact talent solutions across industries such as retail, FMCG, healthcare, non-profit and property amongst others.
Hayley Bacher is a Talent Acquisition Partner for Robert Half in Australia & New Zealand. She plays a strategic role in workforce planning, connecting top talent across sectors, and shaping the employer brand across the region. Hayley works closely with hiring managers to anticipate workforce needs, foster sustainable growth, and ensure Robert Half remains a trusted recruitment partner.
Alex Minter is the APAC Talent Acquisition & Inclusion Manager at Robert Half, based in Australia & New Zealand based in Melbourne. Since joining the business in 2015, initially as a recruiter, he has led internal hiring across the APAC region and now combines this with a regional leadership role in our inclusion programs. Alex partners closely with hiring leaders to align recruitment with business goals, embed inclusive hiring practices, and build a strong, future-ready workforce.
Together, based on their impressive experience, our team of experts will help you decipher how to find the right recruitment agency for you to join.
Related: How to become a recruitment consultant
Step 1 – Figure out your ‘why’
Before you even start scanning job boards or scrolling agency websites, take a step back and ask yourself one crucial question: Why are you looking to join a new recruitment agency?
The reason should revolve around what’s driving you to make a move emotionally, mentally or professionally rather than simply job titles or commission schemes. Getting clear on that helps you avoid jumping from one mismatch to another. Your “why” is your compass. Without it, you risk saying yes to the loudest offer or company instead of the right one.
If you’re an experienced recruiter, your drivers could be:
Burn out from unrealistic KPIs
Poor leadership
Feeling like a cog in a machine
Hitting a ceiling and crave growth
If you’re brand new to the industry, you may be in a position where:
You’re curious about recruitment as a career path
Been told you’d be great at it
Seen friends build a fast-moving career that looks both challenging and rewarding.
You're not 100% sure what the job involves, but something about the mix of people, pace, and potential excites you.
These emotional drivers matter because the right recruitment agency will offer more than a desk.
Let’s make it simple. Do any of these sound like you?
“I’m an experienced recruiter stuck in a toxic culture.”
“I want to make more money but still feel human.”
“I’m curious about recruitment but unsure where to start.”
“I’m ambitious and ready to grow, but I need the right support.”
“I’ve been doing okay—but I’m starting to wonder if there’s something better.”
If even one of those lines resonates with you, that’s your starting point. That’s your “why.”
Why your ‘why’ matters when choosing an agency
Every recruitment agency, including Robert Half, has its pitch. It could include big billings, great culture, or uncapped commission. But none of that matters if it doesn’t match your values or fix the challenges you’re facing.
If you’re escaping burnout, you’ll need to dig into culture, team dynamics, and leadership style.
If you’re chasing growth, you’ll want transparency on promotion paths and access to top-tier clients.
If you’re new and curious, you’ll want hands-on training, mentorship, and a safe place to learn (and fail).
Without knowing what you need, even the best agency won’t feel like the right fit. So pause before you start comparing offers or obsessing over perks. Get honest with yourself first.
To find the right recruitment agency, self-reflection is step one.
Related: What does a recruitment consultant do on a daily basis?
Step 2: Research each agency and what they offer
The next step is figuring out what kind of agency truly fits you, from values, culture, and how the agency supports your growth and wellbeing. The right agency should help you thrive, not just survive.
Lauren Haxby says, “For example, before joining Robert Half, I spent a lot of time researching recruitment agencies to ensure I was making the right decision. I spoke with friends already working in the Melbourne recruitment industry, and the consistent feedback I was receiving about Robert Half was it’s highly respected in the market. I also took the time to review the backgrounds of Robert Half employees on LinkedIn and noticed how many had been with the business for 5–10 years or more. That level of tenure spoke volumes about the culture and career opportunities at RH and gave me confidence that it would be a supportive and rewarding place to build my career.”
The seven main things to research on your potential recruitment agency of choice are:
The culture
Agency culture will shape your daily experience more than anything else. A supportive culture feels collaborative, growth-focused, and human. You’d be encouraged to succeed, but not at the cost of your wellbeing. A cutthroat one might drive quick wins but often leads to burnout and toxic competition.
You want to feel like you belong, not like you're constantly proving yourself. Supportive cultures build confidence, reduce anxiety, and make the wins more meaningful.
Ask yourself and the hiring manager: Do people celebrate each other’s wins? Do I feel safe being honest here?
The training and mentorship
If you’re brand new or ten years in, quality training and mentorship matter. Good agencies invest in your development, offer structured onboarding, and give you access to leaders who coach you (beyond just management).
Training gives you clarity and confidence, especially in the early days. Mentorship gives you purpose and someone in your corner when things get tough.
Ask yourself and the hiring manager: Will I be supported, or just expected to figure it out?
Elise reflects on her training and mentorship experience at Robert Half and says, “from day one, I’ve been incredibly fortunate to receive some of the best training in the industry, be mentored by experienced and inspiring leaders, and grow professionally in ways I hadn’t imagined. What stood out to me early on was their clear investment in people as well as being part of a culture where everyone is invested in your success.”
Stewart Selwood says: “What convinced me to join Robert Half was the promise of training and learning, the absolute honesty that it is hard work but you have fun doing it, and that you can genuinely be in charge of your own career path, plus everyone was more than happy to answer my many questions throughout the process, which felt more like a chat than an interview (it’s an approach I take to this day when meeting people to possibly join us).”
Related: What qualifications do I need to be a recruitment consultant?
Commission structure and earning potential – the most popular question
Of course commission matters. But so does how it’s structured. Is it uncapped? Transparent? Achievable without sacrificing your mental health?
You want to feel fairly rewarded for your work, not constantly stressed about unattainable targets. Fair earnings = financial security + peace of mind.
Ask yourself and the hiring manager: Do I understand how I’ll get paid, and does it feel fair?
Hayley says, “of course, earning potential and rewards are also critical. Commission structures vary greatly, and you’ll want to make sure you’re joining somewhere that truly rewards effort and celebrates achievement.”
Related: How much does a recruitment consultant earn in Australia?
Leadership transparency
A strong agency starts with strong (and visible) leadership. Can you see what the leadership team stands for? Do they communicate clearly? Are they accessible?
Transparent leadership creates trust. It allows you to feel grounded, informed, and connected to the direction of the company.
Ask yourself and the hiring manager: Do I know who’s leading the agency and do I trust them?
Work-life balance – the second favourite
Recruitment is fast paced, which is one of the best things about it, but that doesn’t mean it should consume your life. The right recruitment agency willl create space for breaks, downtime, and flexibility.
Work-life balance prevents burnout and keeps your passion alive. It helps you sustain long-term success, not just sprint to short-term wins.
Ask yourself and the hiring manager: Will I have a life outside of work or will I be living in my inbox?
But even beyond these given aspects, it’s easy to get dazzled by bold commission claims or flashy office perks. “Uncapped earnings!” “Team holidays to Ibiza!” “Ping-pong tables and prosecco Fridays!”
They are certainly eye catching but they don’t tell you what it’s really like to work there.
This is where you dig deeper in your research.
Start with the digital footprint:
Glassdoor reviews can offer unfiltered (and sometimes brutally honest) insights into leadership, support, and burnout levels.
LinkedIn posts reveal what the agency actually celebrates. Are they sharing consultant wins, supporting mental health awareness, or just bragging about record billings?
Testimonials or career stories from current or former recruiters can give you a behind-the-scenes look at what day-to-day life is like.
This is where you can make an assessment on whether the firm aligns with your ‘why’:
Do they seem to care about their people, or just their numbers?
Is there any sign of long-term consultant growth, or just rapid turnover?
Would I feel like a valued human here—or just another target-hitter?
Robert Half’s hybrid work policy (usually one day from home per week) allows consultants to balance work and life. Alex says, “Well-being drives performance. That’s why flexibility and balance are embedded into how we work, from hybrid work options to flexible work hours.”
Mobility
When evaluating a potential recruitment agency, one of the most important aspects to research is its mobility offering, whether national or international. Mobility determines how far the agency can support you if your career or hiring needs go beyond a single location. For jobseekers, a recruitment firm with a strong national presence can connect you with opportunities across multiple cities, industries, or states, making career progression and relocation smoother. If the agency has an international footprint, it can be even more powerful, opening doors to global assignments, cross-border career moves, or placements in organisations expanding overseas.
Sana Keenan, originally from Ireland, was drawn to the mobility options that a global company like Robert Half can provide.
“I was fresh to recruitment and fresh to the working world. Originally coming from overseas, I wanted to work for a global company for a chance to move with the business elsewhere down the line. Plus, having interviewed with several recruitment companies at the time, the management team at RH was the most memorable and most impressive; I knew they were people I could learn a lot from whilst having fun at the same time.”
Reputation
When deciding on the right recruitment agency for you, a key factor is the company’s reputation. A reputable firm acts as more than just a middleman between jobseekers and employers, it becomes a trusted advisor throughout the hiring process. Take the time to investigate how the agency is viewed by both clients and candidates.
Start by exploring online reviews, testimonials, and ratings on platforms like Google, LinkedIn, or industry-specific forums. Pay attention to consistent themes: Do clients praise the agency for delivering quality candidates quickly? Do jobseekers feel supported, informed, and respected during their search? Equally important, check whether there are red flags such as poor communication, mismatched placements, or hidden fees.
Lauren says “I was new to recruitment when I joined Robert Half in 2017, so it was important to me to start my career with a reputable, values-driven organisation. Throughout the interview process, what really stood out was the genuine emphasis on values and culture. Everyone I met took the time to understand me as a person, what I was looking for in a career, and how Robert Half could support that journey. It felt less like a transaction and more like a mutual decision to ensure the fit was right on both sides, which gave me confidence in choosing RH as the place to begin my recruitment career.”
Sana echoes this sentiment, adding, “Robert Half’s history of being a truly proven and established global recruitment firm was an important factor for me. I was only beginning my professional career, and I knew it was important for me to have access to resources and benefits that only a global business could lend me.”
Reputation also ties closely to credibility within your industry. Leading agencies often publish research, salary guides, or thought leadership content, positioning themselves as experts in the market. Strong relationships with well-known employers can be another indicator of trustworthiness and reach.
Not only will a strong company reputation make it more enjoyable to work day to day, but it can also make your job easier.
Hayley explains, “A strong, recognised branch name gives you instant credibility with clients and candidates, making it easier to build trust and make those business development calls that much easier.
“For people trying to pick the right recruitment agency, they are drawn to the fact that Robert Half has been named one of Fortune’s Most Admired Companies for 28 consecutive years. And locally, we’ve been ranked on the Best Place to Work List. These accolades show Robert Half’s strong reputation in the Australian business landscape.”
Step 3: Connect with current or former consultants
One of the most powerful ways to understand what it’s really like inside an agency is to speak directly with people who’ve worked there. Online research can only tell you so much. True culture and leadership are often revealed through lived experience.
Don’t be afraid to reach out to recruiters who are currently working at the agency you’re considering, or even those who have recently moved on. Most consultants are open to sharing their perspective if you approach them with genuine curiosity and respect. A quick LinkedIn message, a virtual coffee, or even a casual phone chat can give you insights that no job description ever will.
This is exactly how Stewart landed his first role with Robert Half in London.
“I was fresh to recruitment. I was at a career crossroads having been made redundant and I’d always toyed with the idea of recruitment. I’d met several agencies in the past but hadn’t been impressed by the people – they weren’t genuine. I remember one meeting which was my first with a particular agency, and they quizzed me for 30 minutes on the full history of their business: and seemed frustrated that I couldn’t remember every tiny detail. They didn’t ask anything about me. Other agencies seemed like they just wanted to know if I could bring any business or were disinterested in my previous experience.
At the time of redundancy I reached out to a few people I know and the first person to come back was Luke Davis, within 5 minutes of me sending the email.
He worked for RH London and headed up the Management Resources team who place interim senior finance professionals. He invited me into the city for a chat and we spent 3 hours chatting, with him telling me all about RH. Of course he knew me so he didn’t need to go into detail about me personally but he asked all about my previous work and we chatted about where things would align.
He then invited me into the office and I met with Dave Rose and Andy Dallas. Both showed genuine interest in my experience and me personally. They told me about the business and stressed the amount of training I would receive, and having had no previous experience, this was something that was absolutely crucial to me. I felt valued and that I’d already built a connection with genuine people.
I researched the business online and could see they were a highly stable, global business with a great reputation, but whilst that was great, in reality it would be the people that I would be working with daily that convinced me that it was the right move. It’s always been about the people: whether it was London or Brisbane.”
When you do connect with a current or previous employee, focus on the things that matter most to your decision. For example:
Leadership style: Do managers act like coaches, or are they micromanagers?
Support during tough times: What happens if you hit a rough patch with billings, do you get guidance, or just pressure?
Values in action: Does the agency genuinely live by its stated values, or are they just buzzwords for marketing?
Team culture: Are consultants supportive of each other, or is it every person for themselves?
Growth opportunities: Have they seen people promoted fairly, or is progression more about “who you know”?
These kinds of unfiltered conversations help you cut through the polished image an agency may project online. They also give you a sense of whether the agency is a place where you can thrive, not just survive. A 15-minute chat could save you months of frustration or confirm that you’ve found the perfect fit.
But you don’t even need to know someone at the exact company; it could be someone in the recruitment industry, past or present. That was how Elise found her role at Robert Half.
She says, “I didn’t have any professional connections in recruitment. A family friend who had worked in the industry encouraged me to give agency recruitment a go. I didn’t overthink it. Once I learned more about the company’s reputation and career development pathways, I applied and went all in.”
Step 4: Ask the right questions in your interview
The interview goes both ways.
When you’re exploring a new recruitment agency, it’s easy to slip into “candidate mode” feeling like you have to prove yourself, answer their questions perfectly, and hope for the best. But choosing the right agency is just as much about you interviewing them.
A strong agency will expect you to ask smart, thoughtful questions. Not only does it show you’re serious about your career, but it also gives you the insight you need to avoid stepping into the wrong environment.
Here are four powerful questions to ask and what they reveal:
What does support look like in my first 3 months?
A good agency won’t just throw you a phone and a target. They’ll have structured onboarding, training, and mentorship in place to help you build momentum. If the answer feels vague or overly focused on “hitting the ground running,” that’s a sign support may be limited.
How do you handle underperformance?
Every recruiter has slow months. The right agency understands that dips happen and will focus on coaching, not punishment. If their response sounds punitive or dismissive, consider how that might feel when you hit a tough patch.
What is the path to promotion or higher billings?
Progression shouldn’t be a mystery. Listen for clear, transparent criteria about promotions, commission thresholds, or senior opportunities. If the answer feels like smoke and mirrors, it might mean progression isn’t as realistic as advertised.
How do you define success beyond just targets?
This one cuts straight to culture. If they talk about collaboration, client relationships, and personal growth, it’s a positive sign. If success only equals hitting numbers, you’re likely looking at a more transactional, high-pressure environment.
Related: How to prepare for a recruitment consultant interview
Step 5: Trust your gut
After you’ve done your research, asked the tough questions, and maybe even had a couple of interviews, it’s time to take a step back. This is where the emotional side of decision-making meets the practical.
Ask yourself:
Do I feel respected here? Did the people I spoke with listen to me, value my experience, and answer my questions openly?
Do I feel inspired? Can I see myself growing here not just making placements, but building a career I’m proud of?
Do I feel safe to grow? Does this agency create the kind of environment where I can take risks, learn, and develop without fear of being torn down?
For Lauren, her gut said yes.
“Throughout the interview process, I had the opportunity to meet a number of Robert Half employees, and I was consistently impressed by the calibre of people I met. It gave me a real sense of excitement about the prospect of working in an organisation filled with talented and supportive colleagues.”
It’s easy to get swept up in promises of high commissions or fancy perks, but those won’t matter if you don’t feel respected, inspired, and safe. That emotional “gut check” is often the truest signal of fit.
To bring structure to your decision, use a simple checklist and compare each agency side by side. Rate or reflect on factors like:
Culture – supportive vs. competitive
Mentorship – hands-on training, coaching, or sink-or-swim?
Ethics – do they recruit with integrity or cut corners?
Flexibility – how do they treat work-life balance?
Values alignment – do their values match yours, or just look good on a website?
This process helps you cut through the emotion of the moment and see which agency consistently aligns with both your career goals and your personal well-being. Sometimes the best choice isn’t the loudest or flashiest agency, it’s the one where you feel you’ll genuinely thrive.
Red and green flags to watch for
To make it simple, here’s a quick look at the red flags to avoid and the green flags to look for when choosing your next agency.
All these green flags reflect the life of Robert Half recruiters. Alex explains, “people don’t just join us, they stay with us. We’re proud to have some of the strongest tenure in the industry, and that doesn’t happen by chance. It’s because we’ve built a culture where people feel supported, challenged, and valued from day one. Our consultants know they’re not locked into a single path. With boundless opportunities to progress your career, whether that’s moving into leadership, specialising in a niche market, or exploring opportunities across our global offices, their future can grow as fast as their ambition. And culture matters. At Robert Half, you’re part of a team that celebrates wins together, backs each other during challenges, and genuinely cares about your success. Add to that the flexibility and balance we offer, and it’s easy to see why so many of our people choose to build their careers with us for the long haul.”
Experienced vs. aspiring recruiters
Not every recruiter is starting from the same place. Some of you have been in the industry for years and know exactly how an agency can make or break your career. Others are just dipping a toe in and wondering if recruitment is the right path at all. Wherever you are, the questions you should be asking and the signals you should look for will be slightly different.
Let’s break it down.
A) If you’re already a recruiter
You’ve been around the block. You know the highs of smashing targets and the lows of working under poor leadership or endless KPIs. If you’re considering a move, here’s where to focus.
Questions to ask in interviews:
“What does success look like here beyond hitting numbers?”
“What support will I get if I hit a tough quarter?”
“What are realistic earnings in year one versus the potential long-term?”
These kinds of questions go beyond sales talk and push leadership to show how they really operate.
Culture can’t be faked for long. Pay attention to how people interact in the office if you visit, how leaders talk about their team, and even how they describe ex-consultants who’ve left. Do you hear respect, or bitterness? That tone says a lot.
Salary and commission are obvious, but think beyond money. If flexibility, mentorship, or progression opportunities matter most, and are a big part of your ‘why’, make that clear. Good agencies will be upfront and collaborative.
B) If you’re considering recruitment for the first time
Look for agencies that advertise structured onboarding, not just “training.” Ask about shadowing opportunities, access to mentors, and whether you’ll have a clear 90-day plan. If it sounds vague, chances are you’ll be left to sink or swim.
Good training isn’t just a PowerPoint and a pep talk. It’s hands-on role plays, guided calls, feedback loops, and leaders who check in regularly. You should walk away from training with confidence, not confusion.
Recruitment is fast-paced, people-focused, and target-driven. That means resilience and adaptability are just as important as charisma. Go in expecting to learn, fail, and grow. If you treat setbacks as part of the journey, you’ll thrive.
Sana agrees, adding, “recruitment can be a challenging job. But luckily for me, RH, senior leadership, and my peers have consistently supported me through all the highs and lows.”
Could Robert Half be the right recruitment agency for you to join?
When reflecting on why Robert Half could be considered the right fit for someone, Alex says, “We take the long view: helping professionals find careers where they can thrive and helping organisations secure the talent that will shape their future success. For someone considering joining us, this means you’re not just part of a transactional business model. You’re contributing to meaningful partnerships that change people’s lives and help businesses grow. It’s a place where your work creates lasting impact, not just quick wins.”
When asked what makes Robert Half different from other recruitment agencies, Hayley cites to following:
Specialisation, not generalisation - Our consultants focus on defined industries and skill sets. That means that our consultants get a deep understanding of what the candidate does and what the client needs
Relationship-driven, not transactional - We don’t just place people, we invest in long-term partnerships with candidates and clients. Many of our placements lead to repeat business and long term career connections
Commitment to ethics - Robert Half was the first recruitment firm ever listed on the NYSE and has a long-standing reputation for integrity. Our code of ethics underpins everything we do .
Support beyond the job offer - For candidates, we offer coaching, feedback, and ongoing career support. For clients, we provide salary guides, market insights, and we are consultative in our approach.
Beyond our additional benefits like loyalty leave, novated leasing services, career breaks, health insurance discounts, wellness at work programs and charity leave days, Robert Half takes a holistic view on what it means to provide a healthy and enjoyable employee experience.
You deserve the right recruitment agency for you
Careers page
At the end of the day, joining a firm is about building a career that you can feel proud of. The right recruitment agency does exist, and it’s worth taking the time to find the one that aligns with your values, supports your growth, and gives you the energy to thrive.
Don’t be afraid to dig deeper in your search. Research thoroughly. Reach out to consultants who’ve been there. Ask bold, honest questions in interviews and pay close attention not just to the answers, but to how those answers make you feel.
You deserve to be in a place where you’re respected, inspired, and supported to grow.
As Hayley concludes, “When you put all of these pieces together, the right recruitment agency is the one that sets you up for long-term success. It should be a place where you can learn, grow, be rewarded for your hard work, and be your true self at work.”
Ready to take the leap?
Explore what a recruitment career at Robert Half has to offer.
Frequently Asked Questions (FAQs)
How to spot a fake recruitment agency?
Whilst job scams are becoming increasingly sophisticated, the best way to help prevent yourself from becoming a victim of a job scam is to educate yourself on things to look out for during your job search.
We have set out our top tips to help you spot a potential job scam.
You are asked for money, an “administration fee”, “security fee” or an “accreditation fee”. Robert Half will never ask you to pay any type of fee, transfer cash or provide credit card information.
Poor spelling or grammar in communications.
The job description is vague or poorly written.
Communications are from generic addresses such as Gmail or Hotmail accounts.
You are asked for unnecessary personal information before submitting your application.
You are asked to click unsolicited links or attachments.
You are offered a job offer immediately or without an interview.
You are instantly offered a high salary.
Check the website: Security clues to watch for
SSL Certification – Legitimate sites use HTTPS with a padlock icon in the browser address bar. Click the padlock to view the certificate details. If it’s missing, or the connection isn’t secure, this may be a scam site.
Missing Information – If a site claiming to be Robert Half has no “About Us” page, no contact details, or vague company background, treat it as suspicious.URL Check – Look for correct spelling and standard domain formats (e.g., roberthalf.com).
Avoid sites with unusual endings (.info, .biz), extra hyphens, or slight misspellings. You can also paste the URL into Google to find the genuine company site.
Remember if it sounds too good to be true, it probably is.
How much do recruitment consultants get paid in Australia?
Check out our blog about how much does a recruitment consultant earn here.
What questions should I ask a recruitment agency?
Relating to culture: Do people celebrate each other’s wins? Do I feel safe being honest here?
Relating to training: Will I be supported, or just expected to figure it out?
Relating to leadership: Do I know who’s leading the agency and do I trust them?
Relating to work-life balance: Will I have a life outside of work or will I be living in my inbox?
