The following recruitment process is for recruitment of:

• Continuing staff – where there is no set date for when they finish.
• Contingent staff – where the staff member is funded by external funding for a specific task or project.
• Fixed-term staff – where the person is employed for a specific term with a defined end date.

The recruitment process

1. Review the Talent, Recruitment and Appointment Procedure.
2. Contact your HR Business Partner for advice on recruitment and the position needs.
3. Get verbal permission from your delegated approver to start the recruitment process.
4. Review the Find a Candidate request to check current required information.
5. If unsure, check details of the required information for your request with the relevant HR contact.
6. Draft a position description, or review the current PD (use the Position classification and reviews).
7. Submit your Find a Candidate request for HR and Finance Business partner review and approval from your delegated approver.

Sometimes managers or supervisors might need to recruit someone quickly for a short period of time or irregular work. By using our casual and short-term appointment process you do not need to undergo the full recruitment process. However you should contact your HR Business Partner or Client Services Advisor for advice on the process.

This recruitment process can be used for:

• Casual staff – where the staff member is employed on an hourly basis.
• Short-term appointments – a fixed-term appointment (both full or part-time) for less than 12 months.
• Fixed-term Research staff-  from non-operating funds for a period up to 3 years.

The recruitment process

1. Consider whether this type of recruitment suits your needs in line with Enterprise Agreements.
2. Identify your candidate through your network.
3. The engagement of temporary staff through an external recruitment agency may be an option for short term appointments – engagement of an agency and appointment of a temporary staff member is managed at a local level and is subject to the relevant Procurement policies and University delegations.
4. Conduct appropriate reference checks and complete a file note.
5. Complete either a Direct Appointment Casual Professional Form or a Direct Appointment Fixed Term or Contingent Form (refer to the Position classification and reviews to ensure correct classification of the position) and check pay rates. If the staff member is new to UoN you will also have to attach:

- UoN employment pack (PDF, 635KB) that includes proof of their right to work in Australia

- Tax file number declaration form

- Superannuation form

- Current resume

- Qualifications record (PDF, 175KB)

6. Send this form to the relevant Delegate approver. See the Delegation of Authority Policy for more information.

Managers can employ independent contractors to carry out a specific project or piece of work. This type of recruitment is not normally used for teaching duties.

There are a range of requirements that need to be satisfied before employing an independent contractor. See the Engagement of Contractors and Consultants Procedure for more information.

Secondments can be mutually beneficial to both the staff member and UoN. Secondments can provide a rich professional development opportunity and new network of contacts for the staff member. While UoN sees operational benefits in building capacity, strengthening skill sets, enhancing performance, meeting future business needs and succession planning.

Secondments are generally between six and 12 months and are available for ongoing full-time and ongoing part-time staff. A secondment may be extended but the maximum length of a continuous secondment is two years.

If you are interested in hosting a secondment or are looking for a secondment opportunity for a member of your team please contact your HR  Business Partner.

There are several entry/work visas that can be used to appoint international staff. If you are recruiting someone from overseas please see our Immigration Coordinator or email immigration@newcastle.edu.au