Getting and Keeping Applicants Interested

This University provides a number of benefits, both tangible and intangible, which can be very attractive to potential applicants. They include:

• tenure
• fully paid study leave and generous travel grant
• an attractive superannuation scheme
• excellent on-campus child care and out of school care facilities
• working in a top class institution with high quality undergraduate students and a significant proportion of post-graduate students
• national success in research grant applications
• the Western Australian lifestyle, weather and public amenities

Ensuring that applicants are fully aware of these benefits should assist to expand the applicant pool.

Information about the position and the University can be accessed through the UWA web site. Alternatively it can be sent via e-mail. It is suggested that an E-mail address is included in the advertisement and in other materials disseminated in regard to the position.

Additionally, for serious candidates at a senior level, the following web sites may be of assistance:

http://www.crownrelo.com/unirelo

http://www.wa.gov.au/

http://www.streetsofperth.com.au/homepage.htm

Applicant follow-up is important to keep them interested in the position while the selection process is underway. Some suggestions:

• Be prompt. Because top class candidates often have a number of options available to them, it is helpful to complete the selection process as quickly as possible.
• While Human Resources can provide standard information about the University many applicants will have specific questions which can be answered only by the head of school. By encouraging applicants to ask questions and being open in response, important information essential for making a significant family decision, which goes beyond the position itself, can be communicated.
• It is helpful to inform applicants about the support the University can offer in terms of resettlement. In some instances it may be useful to engage the services of private relocation consultants who will assist a successful candidate with housing and schools.
• Given that a personal interview is required for any position three years or more in length, this time becomes an important opportunity to 'sell' the school, the University and the city to shortlisted applicants. If funding is available it may be helpful to ensure that interviewees see as much as possible of the region. Where funding permits, consideration may also be given to bringing the partners of serious candidates to Perth. Such additional costs must be borne by the school or faculty.
• It is important to keep shortlisted applicants informed about the progress of the selection process. Human Resources will let non-shortlisted candidates know their position.

Sample Search Plans are at Attachments A and B.