Casual Recruitment Process

Canvassing Interest

It is acknowledged that given the circumstances of casual employment (often an immediate and urgent need for work to be performed), the normal advertising processes for permanent and fixed term positions are not practicable for casual work opportunities. However, consider what efforts could be made to communicate the casual work opportunity and canvass potential interest Potential options include:
  • Posting the casual work opportunity on the Jobs@UNSW website.
  • Sending an email to the relevant School, Faculty, Division or Business Unit alerting staff to the vacancy and seeking any expressions of interest;
  • Posting the casual work opportunity on the Careers and Employment job listings (commonly used by UNSW students);
  • Placing flyers around the campus; or
  • Sending an email to relevant UNSW networks (e.g. admin net).

Who should conduct the recruitment process?

The recruitment process should be conducted by the relevant manager. If more than one person applies for the casual work opportunity or an interview process is occurring at least one other person should also be involved in the recruitment process. 

Making a selection decision

Where more than one person has expressed interest in the casual work opportunity, principles of merit based selection apply. 
The casual work opportunity should be granted based on merit – that is, the person whose skills, knowledge and experience best match the requirements of the casual work opportunity will be selected. For more information about merit based selection techniques, refer to the Recruitment and Selection Procedure.
The fact that an applicant is related to or has a personal relationship or friendship with an existing employee of UNSW should not be considered as a relevant factor in determining who is given the work opportunity, either in favour or against the applicant. For more information, see Conflict of Interest below.

Conflict of Interest

The normal rules in relation to conflict of interest during recruitment, also apply to the casual recruitment process. For more information, see the minimum requirements in the Recruitment and Selection Procedure.   
In particular, if you are involved in the selection process, you must declare any conflicts of interest (actual, potential or perceived) to your manager and any other people involved in the selection process, and agree a reasonable management plan. The management plan will vary depending on the level of conflict (for example, stepping out of the selection process altogether through to practical strategies such as canvassing the views of others involved in the selection process prior to giving your views).