Note, the information on this page is only for positions posted in PageUp before 18 September 2020.
Flinders University applies a merit-based selection process when recruiting for vacancies. Read the information below for the recruitment steps and for guidelines on crafting your submission documents (ie - CV/resume and suitability statement).
An acceptable application should contain the following information or documents:
Each vacancy advertised by Flinders has a unique job number, to help differentiate roles with similar job titles. Quoting this number will ensure Flinders is assessing your suitability for the role you are most interested in obtaining. We’d recommend quoting the Job Number on the first page of your suitability statement.
This is a written statement of no more than 3 A4 pages, introducing yourself and describing how your skills, attributes, experience, qualifications etc. are a match to the position description.
When crafting your suitability statement, we recommend you:
This document supports the suitability statement you provide, by highlighting your experience, qualifications and attributes that are relevant to the position you are applying for.
When crafting your CV/resume, we recommend you:
Referee reports are typically obtained on shortlisted applicants. Flinders requests that:
In some instances, the Appointment Committee may wish to obtain feedback from a referee you have not provided in your application. Such references will be conducted with your knowledge and consultation.
For applicants, the recruitment process is focused on two main components:
In each component, the Appointment Committee is looking to obtain and verify evidence of your capabilities to perform the requirements of the position, as described within the position description (PD). We recommend you familiarise yourself with the PD and be prepared to share information which illustrates your capabilities throughout the recruitment process.
We request that you notify us of any medical or physical conditions that could preclude you from fulfilling the requirements of a position, or that could make the recruitment process difficult for you. As an equal opportunity employer, Flinders will make reasonable adjustments to meet your needs in these instances. We ask you include the details of your condition(s) within your suitability statement.
Each recruitment process is conducted by an an Appointment Committee, usually consisting of staff members within the work unit where the vacancy exists. The Committee decide on what the selection process will involve (ie interviews, presentations, samples of work). The Appointment Committee Chairperson ensures the decisions made by the Committee adhere to Flinders recruitment-related policies and procedures.
Each Appointment Committee will nominate a contact person, who will manage queries presented by applicants. Their name will appear in each advertisement, with a hyperlink to their page on the staff directory. If the hyperlink is not available, please search for the contact person via the staff directory.
Instructions on how to operate the application system are available on the how to apply page.
If you have trouble submitting a casual vacancy application, email email@example.com
Late applications are not encouraged, but may be accepted by the Appointment Committee under exceptional circumstances. Late applicants require authorisation from the Appointment Committee Chairperson. Please contact the Appointment Committee delegate listed in the advertisement to discuss your individual circumstances.
If a position requires any additional screening (ie pre-employment medical, National Police Certificate, Ochre Card or DCSI clearance), it will be stated within the PD for each vacancy. The relevant PD will be available within the body text of each advertisement.
There is no set format an Appointment Committee must follow, but most selection processes involve a panel-style interview. Alternate selection methods such as presentations or the preparation of a portfolio may be used. Additionally, reference checks form part of every selection process.
The recruitment process aims to uncover the strongest matched individual(s) against the PD. We recommend you become very familiar with the PD and be prepared to participate honestly and fully in the recruitment process.
A typical recruitment process at Flinders takes approximately six weeks. As a guide, timeframes can include:
The appointment committee are looking for applicants who closely match the requirements of the PD advertised with the vacancy. They will use the suitability statement you prepare, and refer to your CV/resume for further evidence of your suitability. Carefully preparing these two documents will put you in the best possible position to be shortlisted.
Flinders applies a merit-based selection methodology by referencing each applicant’s suitability against the PD. If your application is considered to be a close match to the PD, you will be invited further into the selection process. In these circumstances, parts of the selection process may be conducted by telephone or video conference. For all academic positions, as well as professional positions above HEO8, you may be brought to the selection process for face-to-face discussions.
Please note: all applicants must hold eligible working rights within Australia to be considered for any vacancy.
Flinders may recommend an overseas applicant for academic positions (Level B and above) or professional positions (HEO8 and above), after conducting a merit-based selection process. However, if a recommended applicant is unable to provide evidence of working rights within Australia, an offer of employment cannot be issued. Intending international applicants should refer to international applicants for more information, with further information available about relocating to Australia from overseas (PDF).
Please contact the Appointment Committee delegate listed in the advertisement for an update. If you do not have a copy of the advertisement, please email firstname.lastname@example.org quoting the job number, requesting the relevant contact details.
Unexpected delays during recruitment processes can result in extended periods of non-contact from us. However, all applicants are provided with written feedback throughout the recruitment process, via email. Please check for correspondence from us in the email you nominated in your application form (including junk and spam folders). If you have not received any correspondence from us, please contact the Appointment Committee delegate listed in the advertisement for an update.
Please contact the Appointment Committee delegate listed in the advertisement with you decision, Alternately, you email email@example.com with your withdrawal, quoting the relevant vacancy reference number.
There may be additional screening steps to be conducted by People and Culture Client Services (ie DCSI clearances, Australian working rights checks) before a written offer of employment can be issued to you.
Upon accepting an offer we make to you, People and Culture Client Services may require additional information in order to complete your profile in payroll and HR systems. Specific instructions on what is required and by when will be provided to you at the point of offer.
Complaints or grievances about recruitment and selection processes should be lodged in written form and addressed to the Director, People and Culture
GPO Box 2100
Adelaide SA 5001
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