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Hiring managers: to understand and follow the required steps when hiring staff.

Applicants: to understand the hiring process.

Recruitment staff: to support and advise applicants and hiring managers to ensure the right steps are followed when hiring.

Our hiring processes must be fair, transparent, and promote diversity and inclusion.

Fixed-term and casual staff are encouraged to apply for continuing positions, and will be treated no less favourably than other candidates.

Academic staff (Levels A-D): Internally and externally for a minimum of 2 weeks.

Academic staff (Level E): Internally and externally for a minimum of 4 weeks.

Professional staff (Continuing and fixed-term roles over 12 months): Internally and externally.

Temporary professional staff (3-12 months): Internally for at least 3 days, unless an eligibility list exists from a recent similar advertisement.

• Certain positions, such as those identified for Aboriginal or Torres Strait Islander people or people with disabilities, may have different advertising requirements.
• The Chief Human Resources Officer can waive advertising requirements in exceptional circumstances.

A candidate is selected by a selection committee, taking into account their:

• application
• interview
• qualifications
• referee reports
• other relevant information.

Appointments on nomination are fixed-term roles primarily used for:

• short-term, unexpected vacancies
• to appoint someone named on a grant.

Direct or modified appointments bypass the usual advertising process and require high-level approval from:

• the Vice-Chancellor or Senior Vice-Chancellor and Provost for academic roles
• the Vice-President (Operations) for professional staff roles
• the Chief Human Resources Officer for an applicant with a disability.

Yes, fixed-term and casual staff can apply for conversion to continuing employment as provided in our .

Applications are assessed against specific criteria and timeframes, and refusal is only permitted on specified grounds.