RECRUITMENT AND SELECTION - City of Vincent

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CITY OF VINCENT POLICY MANUALCHIEF EXECUTIVE OFFICER - HUMAN RESOURCESRECRUITMENT AND SELECTIONPOLICY NO: 5.2.1• current job specifications detailing the post title, its purpose, scope,reporting relationships, duties and responsibilities (these must not containunnecessary or unjustifiable conditions or requirements).• Current non-discriminatory person specifications detailing the essentialskills, education and training, attitude, knowledge and experience directlyrelated to the job specification, and competencies needed for effectiveperformance (these will be used as the basis for the shortlisting ofcandidates for interview).• application forms which are appropriate to the level of the post underconsideration.• internal and/or external advertisement of posts to stimulate satisfactorynumbers of suitable candidates at reasonable cost, and which clearlyreflects the competencies required for the job, rewards, and ensureequality of opportunity.• the use of assessment techniques appropriate for the level and needs of thejob with such techniques being fairly and consistently applied and whichwill permit selection decisions to be made on job related criteria.• the conduct of structured and systematic interviews by trainedinterviewers to ensure non-discriminatory decisions are made using jobrelated criteria.• the use of references obtained and treated confidentially to inform theselection decision, (one of which should be the current employer).• the use of a medical questionnaire, and medical references if the demandsof the job necessitate this.• the checking and validation of qualifications which are required for anappointment.• appropriate checks on criminal convictions to be made.• the use of external assistance in the recruitment process where this isessential given the level and/or nature of the post (to be agreed with theChief Executive Officer).• information on applicants being treated in confidence and restricted tothose involved directly in the recruitment process and its administration.• the accurate documentation of the recruitment process in a fair andconsistent way.1.3 THE NEED TO RECRUITGenerally the need to recruit arises from either:• a vacancy due to the departure of the incumbent; or• the creation of a new position through organisational expansion orrestructure.Reviewing the position validity and organisational requirements whenexamining the need to recruit is a sound human resource practice in order todetermine that the position is necessary to the City.Page 6 of 38
CITY OF VINCENT POLICY MANUALCHIEF EXECUTIVE OFFICER - HUMAN RESOURCESRECRUITMENT AND SELECTIONPOLICY NO: 5.2.1Points to Consider• document organisational recruitment policies and procedures, and relevantAward requirements and make these available to all staff and potential jobapplicants.• ensure that all management staff involved in recruitment are familiar with,and use, the document.• ensure all management staff are trained in the use of the documentedprocess, and particularly in the practice of non-discriminatory language orpractice in the document.• ensure that there is no discriminatory language or practice within thedocument.• when recruiting, take time to consider all possible sources of recruitmentand choose the most appropriate.• advertise internally, either before placing external advertisement or at thesame time as going outside.• consider the following options for internal advertising - noticeboards,email, memos or staff circulars, newsletters, word-of-mouth - but ensurethat all staff receive sufficient notice of vacancies.1.4 RECRUITING SOURCESLocal Governments provide a wide range of employment options. Attractingquality employees provides a challenge for all Local Governments and needsto be directed to different sources, depending upon the type of employeerequired.1.5 INTERNAL ADVERTISINGLocal Governments’ policies vary in relation to internal applicants. SomeLocal Governments advertise externally if there are no suitable internalapplicants. Internal advertising is inexpensive and will maximise the pool ofcandidates. In addition, it provides current staff with opportunities to advanceor express their career aspirations.1.6 EXTERNAL ADVERTISINGNewspapers are the popular recruitment sources, particularly in LocalGovernment. Media sources include:-• “The West Australian” – Large employment pages predominately onSaturdays, with a smaller employment section on Wednesdays.Professional appointments on Saturdays and Wednesdays. LocalGovernment Vacancies Section on Saturdays. The WA Local GovernmentAssociation offers an advertising service to reduce costs and gain volumediscounts.• “Sunday Times” – Employment section on Sundays.Page 7 of 38
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RECRUITMENT AND SELECTION - City of Vincent

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