End To End Recruitment Process Steps

The end to end recruitment process steps are straightforward. What is usually missing is the obligation attached to each, which tends to get deferred to a compliance check at the end.

• Define the role. Test each requirement as genuinely necessary, since inherited requirements are where indirect discrimination sits.
• Advertise. Wording reviewed for terms that skew the applicant pool.
• Screen. Against criteria agreed before applications opened, ideally de-identified.
• Interview. Structured, same questions, more than one independent scorer.
• Check. References, right to work, and any licence or clearance the role requires.
• Offer. Correct award, classification and employment type.
• Onboard. Statements, forms and acknowledgements collected before the start date.

Handled at each step, none of this is onerous. Left to a compliance check at the end, it becomes a scramble and something usually gets missed.

The Australian Human Rights Commission covers recruitment obligations. This is general information rather than legal advice, and obligations vary by state and territory.

See Sentrient’s job postings software and pre-boarding software.