Recruiting is critical to our success

Great vision without great people is irrelevant. So becoming good at hiring is one of your vital responsibilities and a key to sucsess. Skills and experiences are important, but primarily we are looking for attitude and character.

This section including out tips for sucsessful recruiting that will help you become a great recruiter. Put in the time and don’t take shortcuts. A bad hire can damage your team performance and out hard won reputation. For help, contact [NAME EMAIL LINK] in HR or read our recruitment policy.


How do I recruit?

You need to know the difference between permanent (fulltime and part time), temporary (fixed term) and casual employees and contractors. Also how not to discriminate illegally when hiring, what questions we can and can’t ask and our rights to obtain, keep and use personal information (Privacy act summary).

Our recruitment responsibilities are…:Steps in the recruitment process
Approvals you need are…

Your manager must sign an approval to recruit form before any recruitment process begins. In addition the following approvals are required;

  • Waged and salaried roles. Replacement within budget – Regional Manager
  • Waged and salaried roles.  Additional in or out of budget – Regional Manager
  • Using non-approved temping agencies – HR Director
  • Using non-approved agency  – HR Director
  • Rehiring former employees – HR Director
  • Non-standard employment agreements (e.g. extra annual leave) – HR Director
  • Hiring family members within your profit centre – HR  Director
  • Engagement of individuals as contractors  – HR  Director and CEO.

Support from HR

HR can advise and guide you through the process and provide specific support services. Involve them early.

HR Support Includes:
  • Suggesting alternatives to recruitment.
  • Advice on job descriptions, terms and conditions, remuneration and sourcing strategy.
  • Creating advertisements and advertising the vacancy.
  • Advising candidates who have not been shortlisted for interview.
  • Participation in interviews.
  • Pre-employment checks e.g. criminal record, credit checks, drug & alcohol etc.
  • Drafting employment agreements and letters of offer.

Using our Talent Propeller recruitment system

Talent Propeller is our online recruitment service that streamlines and automates the recruitment process. This video explains how it works and how you can get the best results. It explains what activities you can undertake using the system (e.g how you can review CV’s, select shortlisted candidates and request approval to hire) and what activities our recruitment team will undertake.

Our recruitment process


Our process and the resources you need are set out below. The flowchart opposite explains our process in full detail.


Process StepGuidelines and Documents
Step 1: Plan recruitment and get approval to recruit.
Approval to recruit form

Tips: Successful recruiting
Position descriptions
Step 2: Advertise and/or brief agency.
Tips: Writing great ads

Approved recruitment agencies
Recruitment agency brief
Step 3: Receive applications, screen, shortlist for interview. Decline unsuccessful applicationscandidates. Employment application form
Tips: Shortlisting
Short listing template
Application declined email
Step 4: Organise interviews.Tips: Interviewing Video
Waged interview questions
Salaried interview questions
Step 5: Interview and select preferred candidates. Tips: Making selection
Step 6: Complete pre-employment checks. Pre-employment checks list
Reference check form
Step 7: Second interview. Tips: Second interview
Step 8: Final decision. Tips: Selection
Employment agreement request
Step 9: Verbal offer. Tips: Negotiation
Step 10: Issue offer pack.Offer pack contents
Step 11: Advise unsuccessful candidates. Tips: Debriefing unsuccessful candidates
Step 12: Signed acceptance received.
Step 13: Plan orientationOrientation planning