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Recruitment & Selection Process
The Selection Committee
- The role of the Selection Committee is to assess the comparative merits of each applicant based on the selection criteria and recommend the applicant with greatest merit for appointment.
- The composition of selection committees varies for academic staff and general staff positions. Further details may be found under: UNSW Protocol for the Membership and Composition of Selection Committees.
The Shortlist
- Once the application deadline has closed, the Selection Committee will assess the applications to determine who will be invited to interview. This process is known as shortlisting.
- During shortlisting, selection committee members compare all applicants against the selection criteria in order to:
- eliminate unsuitable applicants, and
- identify applicants who best match the criteria.
- Only those applicants who demonstrate that they meet the criteria will be considered for interview.
- Unsuccessful applicants (except Levels 1-6) will be informed by letter.
The Interview
- If you are selected for interview you will be contacted by phone, fax or email in due course.
- At interview, the Selection Committee will be seeking to assess each applicant in relation to the position and the selection criteria. Each applicant will be asked the same core questions based on the job related criteria to ensure a consistent and fair approach.
- At the end of the interview you may discuss matters that may not have emerged in response to questions raised during the interview, add any information, or ask any questions.
- The Selection Committee will advise you about the timing of decision-making and when applicants will be notified of the outcome.
- In addition to the interview, the Selection Committee may use other forms of assessment eg. copies of written reports, books or journal articles, or an assessment task. If this is the case, you will be advised at the time you are contacted for interview.
Contacting Referees
- Only referees nominated by you will be contacted.
- Referee checking is designed to seek employment related information about an applicant from present or past supervisors or other people with a direct personal knowledge of an applicant's work performance.
- Referees may be contacted by phone or requested to provide a written report. In most instances, written referee reports will be sought for academic positions.
EEO & AA - Equity & Diversity Policy
The University is an equal opportunity employer, and employees are selected on merit. This means the person whose skills, knowledge and experience best match the job requirements will be selected.
If You are Successful - Offer of Employment
If you are selected for the position, you will be telephoned with a job offer. The offer of employment will then be confirmed in writing.
If You are not Successful - Post Interview Feedback
- All applicants who are unsuccessful after interview receive notification in writing;
- If you are unsuccessful, it may not be a reflection of your ability, but another applicant being better qualified/experienced at the time;
- You may wish to request post-interview feedback from the Presiding Member of the Selection Committee to help you understand the Committee's decision and improve your performance in future interviews.
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