The Selection Committee:

The Presiding Member forwards the completed HR12 form to the HR Consultant/HR Officer, where the HRC/HRO is responsible for Selection Committee Management. The Presiding Member or HR Consultant/HR Officer will then contact shortlisted applicants in order to arrange interview times.

Once the application deadline has closed, Human Resources will send the Presiding Member the applications received together with an alphabetical summary listing of all the applicants.

The Presiding Member then distributes copies of the applications to all Selection Committee members.

The Presiding Member should ensure that all Selection Committee members receive all relevant documentation necessary for shortlisting, including:

Selection Committee members will then assess the applications to determine who will be invited to interview. This process is called shortlisting.

During shortlisting, Selection Committee members compare all applicants against the essential and desirable selection criteria to:

The Selection Committee may wish to use the Shortlisting Grid to assist in the shortlisting process.

Ensures all Committee Members have received a copy of, and had an opportunity to review:

Organises the shortlist meeting.

 

Reminds the Selection Committee of the nature of the position to be filled and the criteria for selection.

 

Identifies any Committee Member with prior knowledge of applicant/s to avoid any potential conflict of interest.

 

Ensures the Selection Committee discusses the merits of each applicant and comes to an agreed shortlist.

 

Ensures the Selection Committee has completed, and all members signed, the HR12 Shortlist for Interview form.

 

Ensures that the Selection Committee has identified:

Outlines to the Selection Committee the next stage of the recruitment and selection process.

Review all the applications, the advertisement, the position description and any information package sent to applicants.

 

Read the Confidentiality of Proceedings guidelines, and the UNSW Equity and Diversity Policy.

 

Initially compare and rate each applicant against the essential/desirable criteria.

 

Eliminate any applicants not matching the criteria.

 

Discuss the merits of each applicant and rankings with other Committee Members and agree on the shortlisted applicants to be interviewed.

 

Sign the HR12 Shortlist for Interview form.

 

With other the Selection Committee identify:

For some criteria it may be more appropriate to determine merit by means other than questions at interview. Some examples of additional forms of assessment are:

Providing an equitable recruitment and selection process is essential if UNSW is to continue to meet its legislative obligations under Federal and State anti-discrimination legislation.

One way to do this is for the Selection Committee to recognise prior learning. Prior learning includes all learning acquired through life experience, work experience, formal and informal education whether it is job related or not.

The skills and experiences of members of EEO groups, particularly those from racial and ethnic minorities, including Indigenous Australians and people born overseas, are likely to be less familiar, and so less recognisable, to Selection Committee members.

If in doubt, request further information, or note the issue for further questioning at interview.

Applications written at a level of English that is similar to that required for performance of the job in question should be acceptable.

Do not eliminate applicants or make negative assumptions where an applicant has overseas qualifications with which members of the Selection Committee are not familiar.

Request information on the Australian equivalence of the overseas qualification from the National Office of Overseas Skills Recognition (Telephone: 1800 020 086).

Much emphasis is put on the written application. For some Indigenous people this can be the biggest hurdle to overcome.

An application that is poorly written or presented does not necessarily mean that the person could not fulfil the required duties. It may only mean they have had little experience, assistance and feedback on how to write applications.

Think carefully about the application and whether or not the applicant can fulfil the inherent requirements of the job, given the training and experience they have outlined in their resume.

Just because the application is not structured in the way the University prefers, it does not necessarily mean that the Indigenous applicant may not be the best person for the job.

Contact the Manager, Employment Equity and Diversity Strategy, telephone 9385 2736 or email l.odwyer@unsw.edu.au for further advice.