Limited search recruitment is available for agencies to use under exceptional circumstances that are set out in:
- Commissioner’s Instruction 48: Recruitment, Selection and Appointment to Permanent Vacancies
- Commissioner’s Instruction 49: Recruitment, Selection and Appointment to Fixed Term Vacancies
- Commissioner’s Instruction 50: Backfilling Temporary Vacancies.
There is guidance on each of the 4 limited search recruitment methods:
When limited search recruitment may be used
Limited search recruitment may be used only where it is clearly justified and one of the circumstances apply. It should not replace advertising as the default recruitment method.
Multiple limited search recruitment methods may be used. Limited search recruitment may be used in conjunction with advertising.
Under Commissioner’s Instruction 48 and 49, agencies must advertise vacancies as soon as practicable if no circumstance applies.
For further information on the circumstances see the Commissioner’s Instructions and:
- Filling Permanent Vacancies: Decision Tree
- Filling Fixed Term Vacancies: Decision Tree
- Backfilling Temporary Vacancies: Decision Tree
Ensuring merit, equity and probity when using limited search recruitment
Agencies need to ensure hiring managers are diligent when using limited search recruitment to ensure it delivers good outcomes, decisions are robust and integrity risks are managed.
It is of paramount importance that hiring managers document the rationale for using limited search recruitment methods based on the circumstances under the applicable Commissioner’s Instruction.
Examples where limited search may be justified:
- To reduce costs and ensure timely appointments to vacancies in regional locations, an agency has an open call for applicants living in the region to be considered for future employment.
- To make an urgent appointment to vacancies for major projects requiring contract management experience, an agency seeks the referral of former public sector employees with these skills.
- To address a failure to appoint after advertising in the previous 12 months, a recruitment consultant is engaged by an agency to source suitable applicants.
- To ensure employment stability during a period of organisational change, an agency targets its advertising to existing employees at level.
At a glance
| Limited search recruitment method | Who is considered | |
| Applicant initiated approach | Applicants who express interest in employment and give consent to be assessed by the hiring manager for a vacancy. | |
| Referral | Applicants referred by a third party and who give consent to be assessed by the hiring manager for a vacancy. | |
| Use of a recruitment consultant | Applicants identified by a recruitment consultant and who give consent to be assessed by the hiring manager for a vacancy. | |
| Targeted advertising | Applicants who responded to targeted advertising and are assessed by the hiring manager for a vacancy. | |
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