Title:

Staff Recruitment and

Selection Procedure
Version 2.1
TRIM file number 06/277
Short description A procedure on recruiting and selecting staff at CSU
Relevant to All employees involved in recruiting and selecting
applicants for continuing or fixed-term appointments
at CSU
Approved by Executive Director, Human Resources
Responsible officer Director, Human Resource Services (Recruitment)
Responsible office Division of Human Resources
Date introduced 16 December, 2005
Date(s) modified 29 August, 2006
30 August 2007
Next scheduled review date December, 2006
Related University documents Staff Recruitment and Selection Policy
Guidelines for Recruiting Indigenous Staff or Staff
Providing Specific Services to Indigenous Students
Applicable industrial instrument (i.e. Enterprise
Agreement, Australian Workplace Agreement,
contract of employment)
Equal Opportunity Policy
Employment Plan for People with Disabilities
Ethnic Affairs Priority Statement
Policy on Accommodating Work and Family
Responsibilities
Occupational Health and Safety Policy
Honorary, Visiting and Adjunct Appointments Policy
Schedule of HR Delegations
Code of Conduct for Staff
Generic Responsibilities of CSU Staff
Related legislation
Key words procedure, recruitment, selection, staff, appointments

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CONTENTS

1. Purpose
2. Scope
3. Definitions
4. Recruitment of a Charles Sturt University Chair
5. Exemptions from Advertising
6. Advertising and Application Process
7. Formation of Selection Committees
8. Composition of Selection Committees
9. Responsibilities of Selection Committee Members
10. Shortlisting Procedure
11. Interview Procedure
12. Recommendation for Appointment
13. Eligibility Lists
14. Reports of Referees
15. Authorisation of Appointments
16. Advice to Applicants
17. Non-Resident Appointments
18. Interview Expenses
19. Assistance to New Employees with Travel and Removal Expenses
20. Removal and Relocation Agreement
21. Qualification Register
22. Transfer and Reappointment

1. PURPOSE

The purpose of this procedure is to describe the recruitment and selection

process for employing staff at Charles Sturt University (CSU).

2. SCOPE

2.1 This procedure applies to CSU employees involved in recruiting and

selecting applicants for continuing and fixed-term appointments at CSU.

2.2 This procedure does not apply to the appointment of casual staff.

3. DEFINITIONS

3.1 Recruitment refers to the process of attracting the best available

applicants for employment at CSU.

3.2 Selection refers to the process of identifying the best candidate(s) from a
particular field for employment at CSU.

4. RECRUITMENT TO A CHARLES STURT UNIVERSITY CHAIR

4.1 Under special circumstances, a direct appointment to a Charles Sturt

University Chair may be made of an eminent person such as an
outstanding researcher, teacher, scholar or specialist in a field relevant to
CSU’s mission.

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 4.2 An eminent person shall have an outstanding international reputation and
be engaged to:

(a) enrich the teaching and research programs of CSU;

(b) undertake a project of national importance; or

(c) enhance the academic standing of CSU.

4.3 The appointment of an eminent person to a Charles Sturt University Chair

shall be for a period of up to three (3) years, renewable by mutual
agreement.

4.4 An eminent person may occupy an existing position on CSU’s

establishment or a position created by the Vice-Chancellor for the
express purpose of appointing the eminent person. The position will be
attached to the establishment of the appropriate Faculty/Division.

4.5 Where a new position is created, then:

(a) an external body may provide the funding. Where the external
body provides 50% or more of the total funding for the position, the
appointment may be named; or

(b) it shall be funded through the budget process in addition to the

allocations made to the Faculties/Divisions for their staff
establishment.

In either case, the position shall be disestablished at the conclusion of the

fixed-term appointment.

4.6 A Deputy Vice-Chancellor, Pro-Vice-Chancellor, Dean, Executive Director

(or equivalent) may recommend the appointment of an eminent person.
Such recommendation shall be made in writing, stating the objectives of
the appointment, its advantages to CSU and attaching the person’s
curriculum vitae. Subject to satisfactory referees’ reports, the
appointment will be referred to the Vice-Chancellor for approval.

4.7 Existing employees are not eligible for appointment to a Charles Sturt
University Chair.

4.8 The eminent person shall be subject to the normal terms and conditions
applicable to their level of appointment, with the exception of probation.

5. EXEMPTIONS FROM ADVERTISING

5.1 A vacant position need not be advertised where it is intended to fill the
vacancy:

(a) by a casual appointment;

(b) by a direct appointment;

(c) from an eligibility list (see clause 13 of this procedure);

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 (d) by the transfer of an employee to a position at their existing level, in
accordance with organisational needs;

(e) by secondment;

(f) through a staff exchange program;

(g) pursuant to a designated employment plan of the University;

(h) by internal advertisement for the purpose of managing

organisational restructures, in circumstances where there is to be
no increase to the number of positions on the establishment; or

(i) by invitation of the University Council.

5.2 A vacant position need not be advertised where it is intended to employ a

person:

(a) to a research funded position for a period not greater than two (2)
years;

(b) nominated in a research grant;

(c) in accordance with the “Honorary, Visiting and Adjunct

Appointments Policy”;

(d) as a replacement employee to cover a period of approved leave of

absence up to a maximum of two (2) years, provided that the
Executive Director, Human Resources is satisfied that it is
reasonable in the circumstances not to advertise; or

(e) on a continuing basis who, immediately prior to appointment, has

held the same or similar position on a fixed-term basis for at least
three (3) years, provided that the original appointment was made
through a competitive selection process.

5.3 A vacant position need not be advertised where it is intended to utilise a

position for the redeployment of an employee due to an organisational
restructure, or in accordance with an injury management program.

5.4 Nothing in this procedure shall prevent CSU from making a concurrent
appointment for a fixed-term over and above an employee’s substantive
appointment.

6. ADVERTISING AND APPLICATION PROCESS

6.1 The principal objective of CSU’s advertising policy is to attract the best
applicants available in the most cost-effective way.

6.2 The Division of Human Resources may develop and distribute a schedule
setting out the dates for advertising vacant positions. This will not
prevent urgent advertising outside the schedule.

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 6.3 The publications in which advertisements are to be placed will be
determined on the basis of relevance to the professional field, potential
readership and publication costs. Web-based recruitment, email
distribution lists, professional recruitment agencies and individual
consultants will also be utilised as necessary.

6.4 The placement of a public advertisement shall normally precede the filling
of any new or vacant position on the CSU establishment. The placement
of a vacancy on CSU’s Human Resources’ web pages shall meet the
requirements of this sub-clause.

6.5 Where a position is advertised across two (2) levels, the selection criteria
should clearly identify the requirements for appointment at each level.

6.6 The Division of Human Resources shall be the first point of contact for
prospective applicants. The Division will arrange the distribution of
information packages which shall include the name and contact details of
the contact person from whom further information can be obtained.

6.7 The Division of Human Resources shall receive all applications.

7. FORMATION OF SELECTION COMMITTEES

7.1 Selection committees shall be established to shortlist applications and to

interview and recommend applicants for employment.

7.2 Selection committees may vary in size, depending on the level of the
vacancy to be filled. However, a committee of three (3) to five (5)
members is generally recommended.

8. COMPOSITION OF SELECTION COMMITTEES

8.1 Every effort should be made to achieve gender balance and diversity of
membership on selection committees. As a minimum, a selection
committee shall normally have in its membership at least one male and
one female and be comprised of persons who are equal or senior in rank
to that of the expected appointment.

8.2 Committees shall also be constituted to ensure that, as a group, there is

sufficient expertise in the discipline area or job content.

8.3 For the purposes of constituting a selection committee, members of the

committee shall perform in only one capacity (e.g. Professor or Head of
School).

8.4 If a committee member is unable to participate in the selection process,

then the Presiding Officer shall endeavour to seek a replacement
member who will maintain the original expertise, gender balance and/or
diversity of the committee.

8.5 The Vice-Chancellor and Deputy Vice-Chancellors may be ex officio

members of any selection committee.

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 8.6 Selection committees for general staff up to Level 9

8.6.1 The Dean/Executive Director (or equivalent) in whose

Faculty/Division the vacancy is located shall nominate a selection
committee with at least the following membership:

(a) the Dean/Executive Director (or equivalent) in whose

Faculty/Division the vacancy is located (or nominee);

(b) the Executive Director, Human Resources (or nominee); and

(c) a third person.

8.6.2 Where deemed appropriate, the Executive Director, Human

Resources (or nominee) may add members to the selection
committee.

8.6.3 The Executive Director, Human Resources (or nominee) shall serve
as the Presiding Officer, except where the relevant Dean/Executive
Director (or equivalent) elects to preside.

8.7 Selection committees for general staff at Level 10 and above

(including executive appointments)

The selection committee shall be determined by the Vice-Chancellor and

have at least the following membership:

(a) Vice-Chancellor (or nominee) – Presiding Officer;

(b) a Deputy/Pro-Vice-Chancellor, a member of the University Council

or a Dean/Executive Director (or equivalent) from another
Faculty/Division;

(c) the Dean/Executive Director (or equivalent) with direct line

responsibility for the vacant position; and

(d) at least one person external to the University of executive rank (or
equivalent) who is a specialist in the professional area to which the
appointment is to be made.

8.8 Selection committees for Lecturers and Associate Lecturers

(Academic Levels A and B)

A selection committee shall be determined by the Dean of Faculty and

have at least the following membership:

(a) the Dean of the relevant Faculty – Presiding Officer;

(b) the Head of the relevant School; and

(c) up to three (3) other members, one of whom shall be a specialist in

the discipline/vocational area to which the appointment is to be
made and one of whom shall be external to the Faculty.

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 8.9 Selection committees for Senior Lecturers (Academic Level C)

The selection committee shall be determined by the Deputy Vice-

Chancellor (Academic) and have at least the following membership:

(a) the Dean of the relevant Faculty - Presiding Officer (unless the
Deputy Vice-Chancellor (Academic) elects to serve on the
committee as an additional member, in which case the Deputy
Vice-Chancellor shall be the Presiding Officer);

(b) the Head of the relevant School;

(c) a Professor or Associate Professor from the relevant Faculty;

(d) a Dean, Professor or Associate Professor from another Faculty;

and

(e) up to two (2) other members, one of whom shall be a specialist in

the discipline/vocational area to which the appointment is to be
made.

8.10 Selection committees for Associate Professors and Professors

(Academic Levels D and E)

8.10.1 The selection committee shall be determined by the Vice-

Chancellor and have at least the following membership:

(a) the Vice-Chancellor or, in his/her absence, the Deputy Vice-

Chancellor (Academic) – Presiding Officer;

(b) the Pro-Vice-Chancellor (Research and Graduate Training)

or, in his/her absence, a Deputy Vice-Chancellor or a
member of the University Council;

(c) the Dean of the relevant Faculty;

(d) a Dean of Faculty, Professor or Associate Professor from

another Faculty; and

(e) at least one person external to the University of professorial

rank (or equivalent) who is a specialist in the
discipline/vocational area to which the appointment is to be
made.

8.10.2 The addition to the committee of the relevant Head of School may
also be considered.

8.11 Selection committees for research only academic positions within a

Faculty

The composition of the committee will be consistent with the comparable

academic levels outlined in sub-clauses 8.8 to 8.10 of this procedure,
provided that the Pro-Vice-Chancellor (Research and Graduate Training)
shall be invited to serve as Presiding Officer of the committee.

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 8.12 Selection committees for research only academic positions within a
Research Centre

8.12.1 The composition of the committee will be consistent with the

comparable academic levels outlined in sub-clauses 8.8 to 8.10 of
this procedure, provided that the Pro-Vice-Chancellor (Research
and Graduate Training) shall be invited to serve as Presiding
Officer of the committee.

8.12.2 If the Pro-Vice-Chancellor elects not to serve on the committee,

then the Director of the relevant Research Centre, group or unit
shall be Presiding Officer.

8.13 Executive Officer

A representative of the Division of Human Resources shall normally act

as the Executive Officer of academic selection committees.

9. RESPONSIBILITIES OF SELECTION COMMITTEE MEMBERS

9.1 The Presiding Officer shall be responsible for:

(a) ensuring a selection committee is properly constituted;

(b) ensuring the shortlisting and interview processes are properly

conducted;

(c) ensuring referees are contacted; and

(d) completing all relevant documentation on the “Recommendation for

Appointment” form.

9.2 All members of a selection committee shall ensure that they:

(a) have a sound knowledge of the conduct of selection committees;

(b) have examined in detail the formal application lodged by each

applicant as well as any supporting documentation; and

(c) do not sign a “Recommendation for Appointment” unless they are

satisfied that the details completed thereon by the Presiding Officer
are accurate and relevant to the decisions made by the selection
committee.

9.3 Where a member of a selection committee has a close personal

relationship or possible conflict of interest with an applicant, the member
shall disclose such personal relationship or possible conflict of interest to
the Presiding Officer. Such disclosure should be made before the
shortlisting of applications or, where this action was not taken, before the
holding of interviews. It is expected that selection committee members
shall disqualify themselves from acting as a referee for any applicant for
the position in question.

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 9.4 Pursuant to sub-clause 9.3 of this procedure, the Presiding Officer shall
decide whether the member should serve on the selection committee and
advise the member accordingly.

9.5 Selection committee members are bound by a confidentiality

requirement. The deliberations of the selection committee and the
views of its individual members are not to be disclosed to any
person outside the recruitment process and must remain
confidential. This principle applies to applications, referee names and
reports or comments, shortlisting, interviews, discussions and
deliberations. This applies equally during the recruitment process and
after it is completed.

9.6 Any breach of confidentiality in the recruitment process may, for staff,
constitute a breach of CSU's Code of Conduct and lead to disciplinary
action.

9.7 All documentation shall be returned to the Division of Human Resources

after completion of the selection process.

10. SHORTLISTING PROCEDURE

10.1 The Division of Human Resources shall be responsible for coordinating

the shortlisting process. The Presiding Officer shall be responsible for
ensuring that applicants are shortlisted according to the selection criteria.

10.2 Only members of a selection committee shall be involved in the

shortlisting process. All employees serving on a selection committee
shall normally participate in the shortlisting process. If external
committee members are available, it is preferable that they are included.

10.3 Where a selection committee member has to be replaced and the

shortlisting process has not been completed, the replacement member
shall, where practicable, participate in the shortlisting of applicants.

10.4 A selection committee shall shortlist applications either collectively or

individually, provided that an evaluation of each applicant shall be made
independently by each member of the selection committee and recorded
on the “Recommendation for Interview” form using a lettered scale "A" to
"C" where:

"A" = applicant meets the essential selection criteria;

"B" = applicant meets the essential selection criteria but to a lesser

degree than those applicants rated "A"; and

"C" = applicant does not meet the selection criteria sufficiently to

warrant an interview.

10.5 An applicant, either internal or external, who is clearly not competitive

with other applicants in terms of the selection criteria, shall not be
interviewed.

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 10.6 A representative of the Division of Human Resources shall collate the
results of the shortlisting process, and in consultation with the Presiding
Officer, shall determine the final list of those applicants to be:

(a) advanced to the interview stage ("A");

(b) deferred for round two interviews, if required ("B"); or

(c) advised that they have been unsuccessful ("C").

11. INTERVIEW PROCEDURE

11.1 Selection shall be based on merit, which is determined through an

assessment of an applicant's qualifications, experience, standard of work
performance and personal qualities relevant to the selection criteria for
the position and relative to the credentials and attributes of other
applicants.

11.2 Applicants should be asked similar core questions based on the selection
criteria for the position. Supplementary questions may be asked to clarify
issues or to obtain further information deemed by the selection committee
to be relevant to identifying the best applicant.

11.3 All shortlisted applicants shall be interviewed in person or, where this is
not possible or practicable, by telephone or video conference. Where it is
not feasible to bring a shortlisted applicant to a campus for interview, the
selection committee may choose to consider the applicant without formal
interview by relying on the application and reference checks.

11.4 Applicants shall not be questioned in relation to age, gender, marital

status, pregnancy, family responsibilities, racial or ethnic origin, religious
or political affiliation, disability, sexual preference or transgender status,
except where the position is an identified position (that is, a particular
characteristic such as ethnic origin or language background is included in
the selection criteria).

11.5 Where a person with a disability is an applicant for a position and further
information is necessary to establish whether the person can perform the
inherent requirements of the position, questions should be framed in
relation to the selection criteria.

12. RECOMMENDATION FOR APPOINTMENT

12.1 Following a selection committee's assessment of the applicants, the

“Recommendation for Appointment” form shall be completed and signed
by the Presiding Officer and all members of the selection committee. The
recommendation shall include the commencing salary, type of
employment (i.e. continuing or fixed-term), period of probation and any
special conditions attached to the appointment. The recommendation
should also include the proposed commencement date, subject to any
immigration processes that may be required.

12.2 Where the selection committee reaches consensus on the candidate to

be recommended for appointment, the delegated officer shall authorise

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 an offer of employment and shall determine the terms of the appointment,
taking account of the recommendation of the selection committee.

12.3 Where the selection committee cannot reach consensus, the selection
committee shall be re-convened. The re-convened committee shall be
enlarged by the inclusion of a person nominated by the Vice-Chancellor,
who shall be Presiding Officer and will:

(a) examine the selection criteria for the position against the
qualifications and experience of the applicants and consider the
views of members of the committee; and

(b) determine whether to re-interview any of the applicants and/or take

any other appropriate course of action.

12.4 The re-convened committee shall come to a decision on its

recommendation and, in doing so, the Presiding Officer shall have a
casting vote as well as a deliberative vote.

12.5 The Vice-Chancellor shall be advised of the decision taken in relation to

sub-clause 12.4 of this procedure and be provided with all relevant
papers. Upon receipt and consideration of this material, the Vice-
Chancellor shall determine the outcome of the selection process.

13. ELIGIBILITY LISTS

13.1 An eligibility list may be established where a selection committee

determines that there are other interviewed applicants who meet the
criteria for appointment.

13.2 Such a list may be used to fill a vacant position at the same level of
appointment and with similar duties for a period of up to twelve (12)
months from the date of the selection committee's recommendation.

13.3 An eligibility list may be used where:

(a) the recommended applicant declines an offer of employment for the

position;

(b) an appointment to a position has been made but the appointee,

after taking up duty, subsequently vacates that position; or

(c) a subsequent vacancy occurs for a similar position.

14. REPORTS OF REFEREES

14.1 The Presiding Officer (or other member of the selection committee
nominated by the Presiding Officer) shall make contact with at least two
(2) referees prior to finalising the committee’s recommendation, with at
least one referee being an immediate or recent supervisor of the
applicant.

14.2 CSU may make such other enquiries as it deems appropriate to validate
the selection process, provided that the applicant's current employer shall
only be contacted with the applicant’s consent.

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15. AUTHORISATION OF APPOINTMENTS

15.1 Before authorising an offer of employment, the delegated officer shall

ensure that:

(a) the selection committee was properly constituted;

(b) the “Recommendation for Appointment” form is completed correctly

and contains all relevant details;

(c) the candidate has the qualifications and experience for the position;

(d) at least two (2) referees have been contacted to attest to the
suitability of the applicant for the position;

(e) the proposed offer is consistent with the advertisement; and

(f) the recommended salary is consistent with internal and, if

appropriate, external relativities.

15.2 The following delegations of authority shall apply to the authorisation of

appointments (and starting salaries):

Approval of appointment and Delegation

starting salary
General Staff - Levels 1 to 4
General Staff - Levels 5 to 7
General Staff - Levels 8 to 9
General Staff - Level 10 and above
Academic Staff - Levels A and B
Academic Staff – Level C
Academic Staff - Levels D and E
Manager, Client Services (on the
recommendation of the selection
committee)
Director, Human Resource Services
(on the recommendation of the
selection committee)
Executive Director, Human Resources
(on the recommendation of a Deputy
Vice-Chancellor for those positions
within their portfolio of responsibility)
Vice-Chancellor
Dean
Deputy Vice-Chancellor (Academic)
Vice-Chancellor

15.3 Where an academic position is advertised across the range Level A/Level
B and an appointment recommended at Level A, the selection committee
may recommend to the Dean of Faculty that provision be made for the
successful applicant to progress to the first salary point of Level B upon
satisfying special conditions attached to the appointment.

15.4 The special conditions attached to the salary progression referred to in

sub-clause 15.3 of this procedure shall be stated in the letter of
appointment.

15.5 Notwithstanding sub-clauses 15.3 and 15.4 of this procedure, nothing

shall preclude the applicant from applying for promotion in accordance
with the “Academic Staff Promotion Policy” approved by the University
Council.

16. ADVICE TO APPLICANTS

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 16.1 The Executive Director, Human Resources (or nominee) shall be
responsible for representing the University in any discussions with both
appointees and non-appointees.

16.2 All prospective employees will be provided genuine choice in agreement

making by being offered an Australian Workplace Agreement.

16.3 All applicants shall be advised in writing of the outcome of their

application.

16.4 External applicants shall not be informed of the reasons for their non-
appointment to a position.

16.5 The Division of Human Resources shall facilitate post-interview feedback

to internal applicants upon request.

16.6 There shall be no appeal, either by internal or external applicants,

resulting from the determination of the delegated officer made pursuant to
sub-clause 15.2 of this procedure.

17. NON-RESIDENT APPOINTMENTS

17.1 Where an appointee does not hold permanent or temporary residence in

Australia, CSU may sponsor the employee for permanent or temporary
residency. In these circumstances, the University will pay the sponsorship
fee, and the employee will be responsible for the payment of all other
associated expenses.

17.2 Some appointees sponsored for temporary residence on Class 418 visas
will not be covered by the Australian Medicare system. Such appointees
shall be required to join an appropriate private health insurance scheme
as determined by the Division of Financial Services.

18. INTERVIEW EXPENSES

The reimbursement of reasonable expenses incurred by an applicant to attend

an interview shall only be payable for all academic staff and for general staff at
Level 6 and above. This shall be authorised by the campus Director, Human
Resource Services.

19. ASSISTANCE TO NEW EMPLOYEES WITH TRAVEL AND REMOVAL

EXPENSES

19.1 Except as approved otherwise by the Executive Director, Human

Resources, assistance to new employees with travel and removal
expenses shall only be payable for all academic staff and for general staff
at Level 6 and above.

19.2 CSU will pay actual travel expenses on a “per kilometre” basis or up to
the cost of a single economy airfare for the new employee and any
dependent family.

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 19.3 CSU will meet the cost of reasonable expenses associated with the
relocation of household goods and personal effects, subject to the
approval of the Vice-Chancellor or nominee. This will normally be based
on the least expensive of three competitive quotes, and normally up to a
maximum of 10% of the commencing salary of the new employee.

19.4 A contribution towards temporary accommodation for new appointees

may be made at the discretion of the relevant Dean/Executive Director (or
nominee). In such circumstances, the relevant Faculty/Division shall
make the necessary arrangements.

20. REMOVAL AND RELOCATION AGREEMENT

20.1 All employees who receive a contribution from CSU towards the cost of
relocation and removal expenses shall be required to enter into an
agreement to serve the University for a period of two (2) years or the
duration of the contract, whichever is the lesser.

20.2 Where an employee resigns within the period of the agreement, the
employee shall be required to reimburse CSU, on a pro rata basis, the
financial contribution paid by the University towards removal and
relocation expenses.

21. QUALIFICATION REGISTER

21.1 At the time of entering on duty, the employee shall provide the Division of
Human Resources with evidence of the original qualifications listed in
his/her application, date of birth and any other specific matters pertinent
to his/her appointment.

21.2 Where an employee's appointment, rate of salary or payment of an

allowance is dependent upon the possession of a qualification, the
employee shall be required to provide the Division of Human Resources
with evidence of the original qualification. Failure to provide evidence of
such qualification within a reasonable time will lead to the appointment
being annulled.

22. TRANSFER AND REAPPOINTMENT

22.1 Where an employee is appointed or transferred to another section within

CSU, the relinquishing section will be charged for the value of the
employee’s annual leave to credit, as at their last day of service with that
section.

22.2 CSU shall not normally re-employ a person to whom it has made a
redundancy payment, other than on an honorary or casual basis.
However, the University may, with the approval of the Vice-Chancellor,
make an offer of re-employment to a person to whom such a payment
has been made.

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 22.3 A person who accepts an offer of re-employment shall be required to
refund to the University that proportion of the redundancy payment
applying to the period of re-employment within the period covered by the
separation agreement. The amount of the refund shall be calculated on
the same formula applied to the redundancy payment made to the person
by the University.

Table of amendments

Version Date Short description of amendment

number
2.0 29/8/2006 Sub-clause 6.4 – advertising on HR’s web page added.
2.1 30/8/07 Sub-clause 4.6 – replaced “Standing Committee of Council”
with “Vice-Chancellor”.
Sub-clause 6.2 – advertising schedule now discretionary
rather than compulsory.
Sub-clause 6.3 – amended to reflect greater use of web-
based recruitment.
Sub-clause 11.1 – amended to reflect appointment on the
basis of relative merit.
Sub-clause 16.2 – new clause to reflect choice of agreement
making via offering of an AWA.
Sub-clause 21.2 – amended to strengthen the action if
qualifications are not produced or are not correct.

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 1. Recruitment and Selection Process
Recruitment & Selection

Chapter 1: Introduction

In this modern day, working is one of the certain needs for living. Imagine if
someone is not working, they cannot eat, pay the bills, pay their child school tuition,
etc. For working, there are some steps that have to pass before working in some place.
The step is called RECRUITMENT and SELECTION.
Recruitment and selection are the important things to build a good workforce in the
working environment of the company. Recruitment is an Act of seeking prospective
new employees or members for an organization. Recruitment is a vital function for an
organization to maintain its personnel. Recruitment originally meant reinforcement.
Selection is a preference from among choices. The act of choosing between or among
a variety of options or alternatives. The process by which various factors or
mechanisms determine and modify the reproductive ability of a genotype within a
specific population. Based on the source, the writer concludes that selection is a
process in which members of a population perform at different rates, due to either
natural or human-influenced factors. Selection has a result, characteristics that found
from the organisms within the population in the society.
Recruitment and Selection Procedure sets out how to ensure as far as possible, that the
best people are recruited on merit and that the recruitment process is free from bias
and discrimination. Recruitment and selection allow management to determine and
gradually modify the behavioural characteristics and competences of the workforce.
According to the slide from the Lecturer, The recruitment and selection process is a
series of hurdles aimed at selecting the best candidate for the job. The firms or
companies of course want their employees to be well-prepared and suite for the
criteria on the job.

Staff Recruitment and Selection Procedure Page 16

Version 2.1 – 30 August, 2007