Hiring managers: to understand and follow the required steps when hiring staff.

Applicants: to understand the hiring process.

Recruitment staff: to support and advise applicants and hiring managers to ensure the right steps are followed when hiring.

Our hiring processes must be fair, transparent, and promote diversity and inclusion.

Fixed-term and casual staff are encouraged to apply for continuing positions, and will be treated no less favourably than other candidates.

Academic staff (Levels A-D): Internally and externally for a minimum of 2 weeks.

Academic staff (Level E): Internally and externally for a minimum of 4 weeks.

Professional staff (Continuing and fixed-term roles over 12 months): Internally and externally.

Temporary professional staff (3-12 months): Internally for at least 3 days, unless an eligibility list exists from a recent similar advertisement.

• Certain positions, such as those identified for Aboriginal or Torres Strait Islander people or people with disabilities, may have different advertising requirements.
• The Chief Human Resources Officer can waive advertising requirements in exceptional circumstances.

A candidate is selected by a selection committee, taking into account their:

• application
• interview
• qualifications
• referee reports
• other relevant information.

Appointments on nomination are fixed-term roles primarily used for:

• short-term, unexpected vacancies
• to appoint someone named on a grant.

Direct or modified appointments bypass the usual advertising process and require high-level approval from:

• the Vice-Chancellor or Senior Vice-Chancellor and Provost for academic roles
• the Vice-President (Operations) for professional staff roles
• the Chief Human Resources Officer for an applicant with a disability.

Yes, fixed-term and casual staff can apply for conversion to continuing employment as provided in our Enterprise Agreement.

Applications are assessed against specific criteria and timeframes, and refusal is only permitted on specified grounds.