Here are some suggested points to get the team together:
- Determine who is on your hiring team and their roles such as:
- a human resources team member (for example to provide expertise or operational support depending on your agency processes)
- a recruitment consultant (for example to provide operational support such as organising shortlisting, interviews and drafting the selection report but not to be part of any recruitment decisions)
- staff from your team (for example to be part of recruitment decisions or to provide operational support)
- staff from another team (for example to be part of recruitment decisions)
- staff from outside the agency (for example to be part of recruitment decisions).
- Make sure everyone is available on the dates set out in your hiring schedule so there are no delays once the recruitment process starts (such as when the job advertisement goes live).
- Brief the team with a focus on ensuring each person understands the role, suitability requirements and how applicants are to be assessed. A well briefed team is better positioned to attract suitable applicants; apply criteria consistently; and deliver a timely, transparent and high quality recruitment outcome.
- Set expectations about confidentiality and integrity throughout the recruitment process. Your human resources team can help you here.
- Work through how you would manage any conflicts of interest or unconscious bias. Again, your human resources team can help here.
- Apply human oversight if artificial intelligence is being used in any of the recruitment processes or activities to avoid new forms of discrimination or bias.
Resources
Links
- Conflicts of Interest Guide (Public Sector Commission)
- Psychologically Safe and Inclusive Workplaces (Public Sector Commission)
- Guide for managing candidate use of AI in recruitment (Australian Government)
- Principles for agency use of AI in recruitment (Australian Government)
- WA Government Artificial Intelligence Policy and Assurance Framework (WA Government)
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