Recruitment Procedure

Merit Based Selection

At the heart of UNSW's people strategy is attracting the best people to perform their best work at UNSW.  This involves a rigorous and equitable selection process to source the best person for each job, and people who share the University's values and culture.
This procedure outlines the primary process through which people are recruited at UNSW. It also contains the common requirements and rules for all appointments at UNSW. This procedure aims to ensure that:
  • employees are selected based on merit - the person whose skills, knowledge and experience best match the job requirements is selected
  • applicants have a positive experience - applicants are treated with respect, fairness and equity, and are not subjected to discrimination or harassment
  • information provided by applicants is managed in accordance with the UNSW Privacy Management Plan
  • recruitment is conducted in an efficient, cost effective and customer-focused manner

When To Use This Process

This Procedure applies to the recruitment, selection and appointment of all employees at UNSW, except:
 This Procedure does not apply to:
  • The conferral of academic titles such as visiting, conjoint, adjunct and honorary appointments, which are covered by the Conferral of Academic Appointments Procedure
  • The engagement of independent contractors, which are managed through the University's financial management procedures
  • The engagement of Agency staff which should be conducted in accordance with the Procedure for Engaging Agency staff.  Prior to utilising this type of arrangement, consider whether the work need could be met through a form of direct employment (for example, a fixed term employment contract or a casual employee)


Casual employee refers to a person employed and paid by the hour.
External search agency refers to an external company engaged to source candidates for a vacant position, and manage aspects of the recruitment process (e.g. long listing).
Eligibility list refers to a list of people who have been assessed through a merit based selection process and have been determined as suitable for appointment.
Hiring Manager is the manager at the local School/work unit level responsible for the position.
Internal applicant refers to current UNSW employees (including UNSW Global and UNSW Canberra) employed on a continuing, fixed term or casual basis.
Long listing refers to an initial process conducted by HR, an external search agency or the Presiding Member to exclude any unappointable applicants prior to consideration by the selection committee. It is common where there is a large volume of applications (e.g. some jobs may receive over 50 applications).
Merit refers to the capacity of the person to perform particular duties, having regard to the person's knowledge, skills, qualifications and experience and the potential for future development of the person in employment.
Presiding Member is the person who leads the selection committee in the recruitment and interview process, and is ultimately responsible for ensuring this procedure is followed.
Referee refers to a person who can verify information provided by the candidate and attest to merit of the applicant.
Senior appointment refers to the appointment of an applicant at the following levels:
  • Academic Staff - Levels D and E
  • Academic Management Positions E.g. Dean, Associate Dean, Head of School 
  • Professional Staff - Levels 10 to14
Short listing refers to a systematic process of assessing applications against the selection criteria to identify applicants who should be interviewed.
Work unit refers to a school or research centre within a Faculty, or a department within a Division.