Set out below are the steps generally taken in recruitment processes, with RecruitAbility activities identified in italics.
Identify the vacancy
- Evaluate the role using the APS or SES work level standards to confirm classification level.
- Review or develop supporting documentation for the vacancy.
- Determine if the vacancy is to be notified under RecruitAbility.
Advertise the vacancy
- Submit vacancy notification to APSjobs ticking the RecruitAbility box under the 'Position Initiatives and Programmes' heading if RecruitAbility is to apply.
- Include RecruitAbility branding in the notification and in applicant information packs.
Accept applications and assess the suitability of candidates
- Assess and shortlist candidates as per standard agency process.
- Review all RecruitAbility candidate applications that were not included in the initial shortlist for satisfaction of minimum requirements.
- Add RecruitAbility candidates who meet the minimum requirements to the shortlist noting that there must be no displacement of non-RecruitAbility applicants who would otherwise have been shortlisted for further assessment.
Conduct further assessment of all shortlisted candidates
- Ask all candidates, including those who have opted into RecruitAbility, whether they require any reasonable adjustments to the recruitment process.
- The recruitment process proceeds as usual and all candidates are assessed on the basis of merit.
- Prepare selection report and refer to delegate to make decision.
Make job offer and provide feedback to unsuccessful candidates
- Agencies should aim to provide good quality feedback to all candidates and in particular to the individuals who applied through RecruitAbility.
- If the outcome is a promotion, notify in the Public Service Gazette (APSjobs), indicating whether the successful candidate had applied under RecruitAbility.
- The RecruitAbility status of the candidate will not be published and is collected for statistical purposes only.