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Attachment A: RecruitAbility
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The RecruitAbility status of the candidate will not be published and is collected for statistical purposes only