Planning the recruitment process

Differentiated recruitment is the term used to describe a recruitment process where candidates are assessed using different assessment methods.

Continuous recruitment, also known as consecutive or sequential recruitment, is where an APS agency conducts continuous successive recruitment processes for the same vacancy or vacancies.

Recruitment in the APS doesn’t need to be time consuming. Taking a planned approach with scheduled milestones can assist in keeping the process on track, eliminate delays and can reduce the risk of the right candidate no longer being available.

Robust, well-considered recruitment processes assist hiring managers to select the best person for a role. This factsheet provides five strategies that APS HR practitioners can adopt to support recruitment capability in their agency.

The APS merit principle requires that recruitment assessments are based on the relationship between the candidates' work-related qualities and the work-related qualities genuinely required to perform the role.

Bulk recruitment, also sometimes referred to as large-scale recruitment, describes recruitment processes that are designed to fill multiple vacancies.

Information on non-ongoing and casual employment

Australian Public Service (APS) agencies may sometimes engage the services of an outside supplier to provide recruitment services. Recruitment services outsourced by agencies can include administrative support, such as scheduling and scribing, assessment tools, and coordinating large-scale recruitment exercises.

Classifications have been developed to provide a consistent platform for classifying jobs. They accommodate the diversity of roles across the APS and are structured to clearly differentiate between the work expected (i.e. responsibilities and duties) at each classification level