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University Recruitment Process Overview

The document outlines a 4 step recruitment process: 1) Workforce planning to determine if there is a staffing need through environmental scanning and gap analysis. 2) Preparing to recruit by designing the role and obtaining approvals if there is a need. 3) A selection process to hire candidates. 4) Final appointment of a candidate if selected through the process.

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17 views2 pages

University Recruitment Process Overview

The document outlines a 4 step recruitment process: 1) Workforce planning to determine if there is a staffing need through environmental scanning and gap analysis. 2) Preparing to recruit by designing the role and obtaining approvals if there is a need. 3) A selection process to hire candidates. 4) Final appointment of a candidate if selected through the process.

Uploaded by

AbdulSamad
Copyright
© All Rights Reserved
We take content rights seriously. If you suspect this is your content, claim it here.
Available Formats
Download as RTF, PDF, TXT or read online on Scribd

RECRUITMENT PROCESS (link to process overview)

1. Workforce Planning
Triggers for workforce planning

Staff vacancy Change in internal or


Opportunity to re-shape external environment
or re-invigorate Social Economic
your workforce Political Technological
Annual Planning Cycle Environmental

Is there a gap between the appropriate profile of your work area and your current staffing profile?

When deciding on the appropriate staffing profile, be forward thinking (5 years plus). Construct a
profile that will strengthen and prepare your work area for the future. Scan your environment, do a
SWOT analysis and consider (amongst other things):
· The strategic and operational plans of The University, your faculty/division and your work area
· Workloads, staff to student ratios and anticipated changes in student or client demand
· Anticipated changes in discipline emphasis and/or activities
· Research strengths, weaknesses & emerging areas and the need for critical mass
· Budget/funding forecasts
· The state of the current and future labour market
When assessing your current staffing profile, consider:
· The potential and performance of existing staff (incorporate discipline strength)
· Employment terms of existing staff (e.g. fixed/ongoing, salary levels, funding sources)
· Anticipated retirements, resignations, contract ends and other career plans of existing staff
· Succession plans and the need to provide development opportunities to potential leaders

Yes No No further action required

Is a new staff member


needed to help fill the gap? No Remember, there are other interventions available, such as -
Training & Development Job re-design
Organisational Restructure Succession Planning
Yes Performance management
Seek assistance from Human Resources

Vacant
existing role New role

Design the role


Consider the elements of good job design-
Skill variety Task identity Task significance Autonomy Feedback

Obtain approval to fill vacancy/create new position from Approved Delegate

2. Preparing To Recruit (link to detailed process map)

3. Selection Process (link to detailed process map)


4. Appointment

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