Developing a position description The recruiting manager must write a Job

Developing a position description the recruiting

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Developing a position description The recruiting manager must write a Job Description and Person Specification or review existing ones for each post advertised. Advice on writing these documents is available from the HR Department and standard formats should be used. The Job Description and Person Specification are available to all job applicants together with the application form. They must be a clear representation of the job and the skills, experience and other attributes required to perform the role competently. They should be reviewed on a regular basis to ensure their currency. Information for candidates All candidates will be able to access the following information on the college’s website: a. The relevant Job Description and Person Specification with the terms and conditions that apply to the post; b. Job Application form; c. Information on the date and format of the selection process where available. d. The Safeguarding and Child Protection Policy: Information will be made available to candidates in alternative formats. Where this is requested. Candidates invited to interview will be asked if any adjustments need to be made to allow them to attend interviews or participate in other selection activities. Advertising All approved vacancies will be advertised internally and some will also be advertised externally. All externally advertised posts are advertised on seek.com.au, on the College's web page and where appropriate in other specialist and local/community publications. The minimum duration for advertising is 2 weeks for entry-level position and 4 weeks for senior level positions. The policies of advertising are as follow: Positions must first be advertised internally for at least 5 working days. The minimum requirement for internal advertising is listing on the website as a position available to internal applicants only. After reviewing all applications received by the closing date the selection committee may authorize external advertising. However, the College encourages selection committees to interview potentially suitable internal applicants, or a short list of such applicants, before deciding to advertise externally. Method of application Application must be written in response to an advertised position directly to the college. The candidates may be asked to fill in an application form. The application is made up of resume, cover letter, and any other required documents, to be sent as attachments to an introductory email. Short listing Selection for the shortlist should not be decided by one person alone and should be based only on the information contained in the application form using the criteria in the job specification and job description. The criteria for initial selection must be consistently applied to all applicants. A quantitative scoring system will be used in all short listing. Short listing decisions may need to be
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explained to applicants and need to be supported by documentary evidence. Wherever possible
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