Receptionist: front desk and practical computer skills
Define visitor reception, telephone handling, appointments and basic administration before interviewing. If the role includes email, spreadsheets, document formatting or an internal system, specify the actual tasks rather than asking only for “good computer skills”. English communication should be assessed against the calls and visitors the office handles.
A short exercise can use fictional information: enter appointments into a calendar, format a visitor list and draft a polite email confirming a meeting. Assess accuracy, communication and ability to ask sensible questions. Do not use live customer records or ask a candidate to perform unpaid operational work during an interview.
Office boy, office cook or a combined batman role?
An office boy may prepare meeting rooms, serve tea, handle agreed errands and keep shared areas ready. An office cook prepares the agreed meals and manages the related kitchen routine. Some employers use “batman” for a combined office-support and cooking role; define the tasks explicitly because the title alone does not establish cooking ability.
Give meal times, staff headcount, tea rounds and purchasing responsibilities. If lunch preparation overlaps with visitors, deliveries and cleaning, a combined role may be unrealistic. Decide which task takes priority and whether you need separate people. Assess cooking separately from general office support.
Driver: your vehicle, routes and working day
Specify the vehicle, transmission, regular routes and whether the driver supports one executive or the wider office. This is recruitment of a driver for your vehicle; it should not be confused with a taxi, car-rental or pick-and-drop transport package. Fuel, maintenance and vehicle arrangements need their own agreement.
Review the relevant licence and experience, and arrange a proportionate supervised driving assessment. Explain out-of-city travel, waiting periods, evening duties and how extra hours are handled. For offices in Blue Area, DHA or Bahria Town, confirm the reporting point and where the duty day ends, especially if the vehicle is kept at another address.
Separate monthly salaries from the one-time agency fee
The quotation should list each role, proposed salary, agency placement fee and the total. Staffly’s standard permanent-placement fee equals one month of the agreed salary, charged once. Employee salaries are paid separately; the placement fee is not a recurring monthly agency commission. Any multi-person concession must appear in the written quotation rather than being assumed.
As a budgeting illustration, salaries of PKR 40,000 for a receptionist, PKR 40,000 for an office cook and PKR 35,000 for a driver total PKR 115,000 per month. At the standard fee, the one-time placement total would also be PKR 115,000. These figures illustrate arithmetic, not current candidate offers, a legal minimum wage or a guaranteed package price. Confirm the budget for the actual duties and applicable requirements.
Use one recruitment request, with separate hiring decisions
Send the three briefs together and identify the manager who approves interviews and offers. Set an order of priority if the opening date is close. A receptionist may be ready before a suitable cook or driver; agree whether staggered starts are acceptable rather than treating the team as a single interchangeable unit.
Compare candidates against the same role-specific criteria and discuss completed identity, reference and skills checks. Record any outstanding information before deciding. Provide one supervisor per employee, a written work schedule, agreed rest days and a clear route for raising problems during the first week.
Six-month replacement terms and ongoing responsibilities
Permanent placements include six-month replacement cover under the written agreement. Check its eligibility conditions, replacement process and start date for each hire. A replacement arrangement is not the same as an unconditional refund or unlimited staff changes.
Your office remains responsible for the working environment, day-to-day supervision and agreed salary payments. Recruitment does not automatically include outsourced payroll, attendance administration or employment-law compliance services. If you need additional support, describe it separately so the written scope accurately reflects what is being supplied.
What to send for a quotation
- Office location and proposed start dates
- Separate duties and hours for each role
- Salary budget and any agreed fee concession
- Computer tasks and language requirements for reception
- Menu and daily meal count for cooking
- Vehicle, routes and travel expectations for the driver
Share the brief through the form or call our team. Staffly will confirm availability, the proposed scope and the written quote before you commit.
Explore the individual services
- Receptionist recruitment in Islamabad
- Office boys
- Batman / personal attendants
- Drivers in Islamabad
- Drivers in Rawalpindi
- Replacement terms
Meet the Staffly team · Placement fees · Candidate checks
Published 25 October 2026. Planning examples are illustrative and do not confirm candidate availability. Editorial standards.