Selection Policy Principles

The strategic staffing objective of the University’s Operational Priorities Plan is to recruit, develop and retain high quality staff, supporting development of their full potential, within “a one staff-one University” philosophy. The Selection policy supports this goal.

The recruitment and selection of staff to fill vacant positions is the responsibility of individual work areas and applies a framework common to the whole University.

The University uses a merit based system to optimise the search and selection for the most suitable applicant who best meets the requirements of a position.

Managers and supervisors first define the position requirements and its selection criteria. They then develop attraction and search strategies to target potential applicants and advertise the vacancy.

The University’s Selection policy no longer requires applicants to specifically address the selection criteria in a written statement. Applicants are assessed on their merit and the extent to which they meet or exceed defined selection criteria. This assessment is made on the basis of their written application, the application of behaviourally-based interview questions, their performance in work tests and/or presentations and the information gained from references and/or background checks.

The procedures and the selection guide provide helpful information to assist members of the selection committee in implementing the policy. They promote the best possible choice of applicant and are designed to ensure that decisions are not made on the basis of considerations unrelated to the requirements of the position. To do so could, in some circumstances, lead to claims of unlawful discrimination.

Applications for vacancies are strictly confidential and access is restricted to those directly involved in the selection process including Human Resources staff.

Committee members are required to sign the Statement of Confidentiality.

To ensure that the most suitable person for a vacant position can be selected, the Preparing to Recruit and Attract Staff policy provides managers and supervisors with a framework to apply competitive and wide-ranging search processes. The Advertising policy clarifies how targetted advertising is to be implemented.

“Hard-to-fill” positions are those for which targeted advertising yields poor results. Searching more creatively and widely for likely candidates may be more effective. Search efforts may include searching the Candidate Register, contacting preferred recruitment service providers, or using professional networks to obtain leads about potential applicants. Refer to the Preparing to Recruit and Attract Staff policy. The normal selection process applies.

Vacancies, for a period of up to 2 years, may be filled without advertising. However, this non-competitive process precludes the staff member from future promotion. This can be avoided be applying a competitive selection process on entry to the University.

Internal professional and general staff vacancies may be filled by applying the Fast Track Appointment policy.

Please consult the following flow chart on Staff Selection Procedures: