Griffith University is committed to attracting and retaining exceptional and diverse staff
We provide information and resources for hiring managers and support staff in best practice approaches to the recruitment, selection and appointment of employees at Griffith University. This is in accordance with the University's Recruitment and Selection Policy and Recruitment and Selection Procedures. A recommendation to make an offer of appointment can be made as a result of an advertised position, a direct hire process or an unpaid appointment.
Griffith Gigs was developed, in part, to help identify alternative work for staff whose duties were impacted by COVID-19 (for example, those unable to do their usual work remotely). The tool provides information on work opportunities for staff who might have the capacity to work across functions or wish to engage in professional development opportunities. Work opportunities could be for just a few hours, partial days per week or a whole position for some time.
Who is this for?
Griffith Gigs is a site for supervisors to upload work opportunities where staff can search these opportunities when they can help another team. Griffith Gigs work opportunities are open to fixed-term and continuing staff.
Please note that taking up opportunities, in other work areas, is subject to approval by the current supervisor, and fixed-term staff will not be able to engage in an opening that extends beyond their current fixed-term appointment end date.
Where can I view opportunities?
Supervisors and staff can load and view work opportunities on the Griffith Gigs site.
How does it work?
By accessing the Griffith Gigs site, a supervisor can complete the embedded form to load the work opportunity. Staff can review work opportunities and register their interest by requesting a connection. Your interest will be automatically sent (via email) to the work opportunity supervisor. The supervisor may contact you to discuss the opportunity.
The intention is for Griffith Gigs to be quick and easy for both supervisors and staff supervisors to use and, as such, there will be no requirement to submit a CV, job application or selection criteria, and there is no closing date. Work opportunities will be removed when they have been filled (or cancelled or put on hold).
Where can I find further information?
You can access the attached Griffith Gigs User Guide directly from the Griffith Gigs site or contact your HR Business Partner.
Advertising a job
Vacant positions at Griffith are usually advertised on the University's Jobs at Griffith website. We also advertise through a range of online media, professional associations, journals, and print media for some senior positions.
- You will need appropriate approval to advertise positions.
- When raising the Advertisement Request in the e-Recruitment system, it is critical you have the correct position number and updated positions description in accordance with your Element's workforce plan and position profile.
- Once approved, the HR Advisory Services team will source the position using the nominated channels.
Find out about academic, research and general staff position descriptions
The University is dedicated to the selection of high quality candidates in a competitive market, guided by the following principles:
- The University will only select staff of high quality and may decide not to make an appointment if the candidate field is not of sufficiently high quality.
- Recruitment and selection is on the basis of merit and will be free of patronage, bias (conscious and unconscious) and unlawful discrimination.
- Recruitment and selection will promote equity and diversity.
- Recruitment and selection will be conducted in a manner that enhances the University's reputation as an employer of choice.
Roles and responsibilities of the recruiting panel
Conflicts of interest
Conflicts of interest in recruitment and selection activities are taken very seriously by the University. Chairs and staff members of selection committees must ensure that any conflicts between their personal or private interests and their University duties are promptly identified and managed.
References are a critical part of the selection process and only the leading candidates should have references taken before a recommendation is made to the relevant senior officer.
Normally, the Chair will carry out the reference checks, however, may delegate this to another member of the selection panel. A referee report must be obtained either via written or verbal form using the a Referee Report Proforma (DOCX 42k). The report must be provided to the relevant senior officer via the e-Recruitment system.
Making an offer or engagement
For advertised positions
A selection panel will usually make its decision on the basis of consensus however, where this is not possible, may make a decision based on the majority of members. The offer will be supported by a copy of the applicant's resume, referee reports and any other associated documentation relating to the application process.
For direct hires and unpaid appointments
A recommending officer will make a recommendation based on an applicant's resume, referee reports (where required) and any other associated documents.
For casual and sessional appointments
To appoint an hourly casual (general staff) or sessional (casual academic) staff member, the recommending officer will raise an online engagement using the University's online engagement system. For casual and sessional staff engagements, referee reports and associated documents are not required.
How to prepare an unpaid appointment How to prepare a job offer (advertised) How to prepare a job offer (direct appointment) How to approve a job opening in eRecruit How to engage sessional staff How to engage casual staff How to engage a guest lecturer
Equity, diversity and inclusion
Recruitment and selection activities at Griffith will promote equity, diversity and inclusion. The overall strategic equity goal of the University is to develop a staff profile that reflects the diversity of its communities. In particular, the University's equity plan targets the recruitment of women in senior positions, Indigenous Australians, people with disabilities, people who identify as LGBTI and other minority groups.