Before beginning the recruitment process, the manager/supervisor may wish to consider options other than traditional recruitment and selection, which may better meet the needs of the organisational unit.

When a vacancy occurs, the manager/supervisor may consider the following questions:

Some thought also needs to go into when to recruit. Some organisational units experience busy periods at different times of the year, and may find it appropriate to defer recruitment during a slow period. Also, attempting to recruit during certain times of the year, ie. Christmas/New Year break or Easter break, can sometimes mean there is less likelihood of attracting a wider pool of applicants.

Whether filling an existing vacancy or creating a new position, the manager/supervisor needs to consider:

If filling an existing vacant position

If creating a new position

By analysing the outcomes, duties and responsibilities of the position, this will help to identify the knowledge, competencies, skills and attributes required of the applicant to adequately perform these duties.

A job analysis should be undertaken both for existing vacant positions and new positions and forms part of the review of the position description. Good job design is fundamental to ensuring that the new staff member recruited is both productive and satisfied in their position.

The manager/supervisor should consider the following issues when undertaking a job analysis:

The following documents must be signed off and approved by the Dean/Head of School or appropriate budget unit manager:

The approved documentation should then be forwarded to your HR Consultant together with a copy of the WEBAD.