Prior to your first interview with Dixon Appointments

What you need to know

Once you have been asked to attend an interview with a Dixon Appointments Recruiter, we will require a few details before we are able to offer you any job opportunities. This will include:

  • Referees: You will need to provide professional referee details covering your most recent 3 years of professional employment.
  • Right to Work: All temporary employees and contractors are required by law to prove their legal entitlement to work in Australia. Check what ID is required before we can confirm an offer of employment.
  • Qualifications: If the position you have applied for requires a formal qualification, you will need to bring proof of any professional qualifications.
  • Testing: You may be asked to complete online testing prior to your interview.
  • Employment Status: If you wish to be employed as a contractor, verify if you are a PAYG Employee or a Proprietary Limited Contractor and review the checklist of required information.

Referee Details

Before we can confirm an offer of employment, you will need to provide the name, mobile number and work email address of at least two professional referees covering the most recent three years of your employment. These referees will be contacted prior to any job offer, so please make sure we have accurate information. A referee should be a supervisor or manager who is familiar with your work performance.

Proof of Professional Qualifications

A certified copy of any relevant qualification may be required if you are applying for a professional role.

Right to Work in Australia

When you register for temporary or contract employment with Dixon Appointments you will be required to demonstrate that you have a legal entitlement to work in Australia. Even if you are born in Australia, employers are required to verify this by the Department of Immigration and Citizenship. You will be required to upload a photo of your identity documents which we will verify prior to commencing employment.
The following documents are suitable to confirm your right to work in Australia:
  • Visa Details
  • Passport
  • Australian Citizenship Certificate
  • Birth Certificate and Photo ID

For information on Visa and immigration issues, visit The Department of Immigration and Citizenship website at http://immi.gov.au.

Superannuation

If you wish to nominate your own superannuation fund, complete a SuperChoice form carefully and provide all required information as your request cannot be processed if the information is missing. Once we have received a fully completed application, we have 60 days to process your application and arrange to pay contributions to that fund. You are entitled to change funds once a year by submitting a completed SuperChoice form. Until Dixon Appointments has received and processed your completed SuperChoice form and compliance statement, your superannuation will be paid to Aware Super.

Are you an Employee or a Contractor?

As Dixon Appointments will pay you while on assignment, you need to establish the legal basis of your employment.
Employees: For most people, this will be as an individual PAYG employee, so Dixon Appointments will withhold tax and remit it to the ATO, cover your insurances including WorkCover, and contribute to your superannuation fund. All you need to do is complete a Tax File Declaration and provide your Tax File Number.
Contractors: To be recognised as a Contractor, your company needs to be an Australian Private Company or Trust Structure. You will be required to provide information to Dixon Appointments prior to any assignment, quarterly and on the renewal of a contract, including:
  • Your ABN, ACN and trading name to enable an ABN search and proof of registration for GST
  • Your company bank details
  • Company WorkCover certificate of currency
  • Company Professional Indemnity and Public Liability insurance certificates of currency
  • Verification that you are a Director of the company
  • Substantiation that any contract with Dixon Appointments is not your sole source of income
  • Substantiation of superannuation payments

The factors stated in the table are used (amongst other tools) by the Tax Office in deciding whether a Master/Servant relationship exists, in which case tax instalments must be withheld. It is up to the employer to decide whether a person is an employee or a contractor. If an independent contractor relationship exists, tax does not need to be withheld, however, tax must be withheld from the remuneration of an employee. The existence of a right to control how, where, when and by whom, particular work is to be carried out, points very strongly and usually conclusively to employee status. A contract which is actually just an attempt to disguise what is really a Master and Servant relationship will not avoid the requirement for tax to be withheld.

Click here for the ATO's Tax Offices' Employee/contractor on-line decision tool to help employers understand whether their individual workers are employees or contractors in order to comply with their tax and superannuation obligations. It is not designed for situations where an employer enters into an agreement with a company, partnership or trust, or obtains workers through a labour hire firm.

Please note: Sole Traders that are not an incorporated company (ie, not Proprietary Limited) are treated in the same manner as individual PAYG employeeper ATO rulings