Recruitment

Recruiting the best person for the job is important. Finding someone who is the right fit will ensure your team works cohesively; achieves results and targets; and that the new staff member is more engaged and likely to stay with the organisation.

Your HR Business Partner (PDF, 36KB) and the HR Recruitment Team will provide expertise and advice throughout the entire recruitment process.


The recruitment process

Recruitment is about more than calling for applications and running interviews. The process for different positions varies but will generally include the following:

1. Defining needs and getting started

To commence the recruitment process, we first need to determine the position needs, the level, employment type, duties etc.  If a position has been previously held, a position description can be obtained from HR via your Business Partner or Recruiter. If it is a new role, the position description templates for academic and professional staff will help.

A competitive recruitment process then requires a completed Staff Recruitment Request and a Health and Hazard form (Parts A & B only). See the Guidelines (PDF, 68KB) for further information.


2. Developing a recruitment strategy

Once the details of the role have been determined, the HR Recruitment Team will work with you to develop a recruitment strategy to target candidates. Their expertise covers an in depth knowledge of advertising and working with recruitment firms. They can also help you recruit students.


3. Selection committees, shortlisting and interviews

Appointing the right selection committee is an important part of the recruitment process. The Recruitment, Selection and Appointment of Academic, Teaching and Professional Staff Procedure will help ensure you have the correct membership for the level of the role.

Each member of the Selection Committee shortlists independently to ensure applications are assessed objectively and fairly. Your Recruiter can provide support and advice if required. The skills, experience and qualifications of each applicant are compared with the job requirements, to eliminate those applicants who do not meet the criteria.

After shortlisting, the Chairperson/Hiring Manager will work closely wtih the Recruiter to develop behavioural based interview questions. The questions will be circulated to panel members and the Chairperson will allocate the questions at convene.


4. Reference checks, appointments and feedback

Reference checks are undertaken after interviews. Preferred candidates should be informed that we intend to contact referees. Verbal reference checks should be undertaken by the Chairperson or other suitable member of the selection panel. There is a template that your Recruiter will provide and once completed this should be returned to the Recruiter for record keeping.

Following advice from your Recruiter, the Chairperson or Hiring Manager is responsible for informing the successful candidate. Once the candidate has verbally accepted, notify your Recruiter who will commence the appointment process.

Internal candidates who have been unsuccessful should be contacted and provided with feedback by the Chairperson or another suitable member of the panel. All other candidates will be provided initial feedback and outcome by the Recruiter. The Chairperson has the responsibility to provide additional feedback if requested.