Tools Classification Standards Position Classification Standards (Academic Staff) Position Classification Standards (Research Staff Only) Classification Standards Policy (English Language Teachers) Classification Levels Academic and Research-only Staff Grant-funded Research-only Staff Costs Salary Costs for Budgets Course & Program Coordination Allowance

Preparing to Recruit

Prior to commencing the recruitment process, Areas are advised to conduct a review of the need for the position that will take into account the following:

• Strategic and Operational plans for the area and the University
• budget/funding
• current staffing structure
• qualifications and specialisations – current and future requirements
• current staffing and skill levels
• any foreseeable changes that might impact on the area or the role
• how the needs for the position might best be met

Plan Role

Determine the most appropriate level for Academic and Research-Only Academic staff using the classification policy and guidelines.

Develop Selection Criteria

Selection Criteria form the list of skills, knowledge, experience and attributes:

• that a candidate requires to do the job
• that a candidate should use when completing his or her applications
• against which the appointment committee will assess the candidate

The Appointment Committee is responsible for drawing up the Selection Criteria, based on the guidelines and having care to ensure that equity and diversity issues are considered. The Committee is also responsible for making sure that the criteria are available to candidates. The Selection Criteria are recorded on the Selection Criteria proforma.

Guidelines and Examples

• Selection Criteria proforma
• Guidelines for writing and using Selection Criteria 
• Example Selection Criteria

There is also the option to use a Position Description (doc 101kB) in place of the selection criteria but this is not essential. A Position Description outlines the position in terms of objectives, responsibilities and outcomes, capabilities and behaviours, and knowledge and experience required to successfully perform the role. Please contact your relevant Human Resources Consultant to assist with this process.

A Role Statement is required for Academic Head of School positions only. For further information please refer to the Senior Recruitment Section.

Decide Whether to use External Consultants

Use of an external recruiter may improve the quality of the selection process. However, the responsibility for meeting the University of Adelaide policy requirements, for appropriate conduct of the process and for the final solution decision rests with the relevant manager.

The University does not currently have a preferred supplier panel for recruitment agencies and as such does not advocate the use of specific recruitment suppliers. However, below is a database containing contact details received from recruitment agencies for your information.

If the decision is made to use  External Consultants, Human Resources will still need to be provided with a signed copy of the Request to Advertise Form and the advertisement, as prepared by the External Consultants, in order to upload the advertisement to the University Jobs website.

The Recruitment Services Team welcomes feedback regarding recruitment suppliers.

External Consultancy Information

• Using External Consultants in Recruitment
• Recruitment Consultancy Services Agreement
• Recruitment Agencies Database

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