But the hiring process does not stop there. Process challenges may arise making it important to understand applicants’ rights and manage issues appropriately and transparently. You also need to ensure all documentation is completed and retained.
Here are some suggested activities related to offers to applicants as well as reporting and recording the recruitment process.
- Provide offers
- Ensure eligibility requirements are confirmed before a formal offer is made (for example, a copy of the mandatory qualification is provided).
- Confirm pre-employment conditions are met before a formal offer is made (for example, a police check is undertaken and the result is received).
- Be aware that a job offer can be withdrawn at any time before the successful applicant accepts the offer; however there is a process to follow to ensure transparency and procedural fairness so get advice from the human resources team.
- Coordinate with the human resources team to arrange the letter of offer to be provided to the successful applicant or applicants.
- Begin the onboarding process once the successful applicant has accepted the offer.
- Notify unsuccessful applicants
- Coordinate with the human resources team to arrange the notification of advice to the unsuccessful applicants.
- Be aware that all notifications include details of the right for applicants to lodge claims under the Public Sector Recruitment Standard (see breach of standard claim process) if they believe they have been adversely affected by the agency’s recruitment decision.
- Speak with the human resources team about any claims made.
- Finalise recruitment report
- Finalise the recruitment report and arrange relevant approvals in line with agency delegations and policies.
- Save the final report in accordance with the agency record keeping requirements.
Link
- Breach of Standard Claims (Public Sector Commission)
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