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.
Contact your Talent Acquisition Partner
| Group | Element | Talent Acquisition Partner | HR Business Partner | Senior HR Business Partner |
|---|---|---|---|---|
| Arts, Education and Law | Arts, Education and Law | |||
| Griffith Business School | Griffith Business School | |||
| Griffith Sciences | Griffith Sciences | |||
| Griffith Health | Griffith Health Clinics Pro Vice Chancellor (Health) School of Medicine and Dentistry | |||
| Griffith Health | Griffith Research Centre for Mental Health School of Applied Psychology School of Health Sciences and Social Work School of Nursing and Midwifery Technical Partners Health |
| Group | Element | Talent Acquisition Partner | HR Business Partner | Senior HR Business Partner |
|---|---|---|---|---|
| Corporate Services | Office of the Chief Operating Officer | |||
| Corporate Services | Human Resources | |||
| Corporate Services | Health, Safety and Wellbeing | |||
| Corporate Services | Finance | |||
| Corporate Services | General Counsel | |||
| Corporate Services | Campus Life | |||
| Corporate Services | Digital Solutions | |||
| Corporate Services | Major Projects and Planning |
| Group | Element | Talent Acquisition Partner | Senior HR Business Partner |
|---|---|---|---|
| Industry and External Engagement | Industry and External Engagement | ||
| Marketing and Communications | Marketing and Communications | ||
| Office of the Vice Chancellor | Office of the Vice Chancellor | ||
| Office of the Deputy Vice Chancellor (Education) | Office of the Deputy Vice Chancellor (Education) | ||
| Office of the Deputy Vice Chancellor (Research) | Office of the Deputy Vice Chancellor (Research) | ||
| Office of the Deputy Vice Chancellor (Indigenous, Diversity and Inclusion) | Office of the Deputy Vice Chancellor (Indigenous, Diversity and Inclusion) | ||
| Provost | Provost | ||
| Advancement | Advancement | ||
| Griffith International | Griffith International |
Resources
Position Number Guides
Find the guides for creating and approving new position numbers here.
Position Descriptions
Find out about academic, research and general staff position descriptions.
Guiding principles
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.
Advertising a job
Vacant positions at Griffith are usually advertised on the University's Jobs at Griffith website and through our new SmartRecruiter platform. We also advertise through a range of online media, professional associations and journals.
- You will need appropriate approval to advertise positions. Approvals are according to the Staffing Delegations – leaders can contact their Business Partners for further information or clarification on their delegation band
- When raising the Request to Advertise in the SmartRecruiters 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. Position numbers can be found in the HR Dashboard (in the staff portal) – leaders can contact their Business Partners for guidance on using the HR Dashboard.
- The Talent Acquisition Partners will provide sourcing strategy and support through the whole process.
If you require support or are unsure how to use our new recruitment system, please contact your relevant Talent Acquisition Partner prior to submitting a request, as they will guide you on how to use SmartRecruiter.
Sourcing candidates through an agency
Key roles and responsibilities
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.
Sole-Trader Contractor Engagements
If you are engaging an individual as a contractor or consultant, make sure you are following the Engaging Contractors and Consultants Procedures and consulting with your HR Business Partner when required under those procedures.
Selection decision
The selection panel will base their decision on the principles outlined in the Talent Acquisition Policy, and includes assessment of the candidate via a range of selection techniques. Consideration is given to Achievement Relative to Opportunity.
Reference checks
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. However, your Talent Acquisition team are able to support the reference checking process if required. A referee report must be obtained either via written or verbal form using the Reference Template (DOCX 43k)
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.
How to prepare a direct appointment/secondment How to prepare an unpaid appointment Hiring Manager Appointment checklist
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 Create a Sessional Appointment How to Create a Sessional Appointment Using the Sessional Pool
Manager Guide (Onboarding Checklist – How to Onboard Your New Starter)
This resource contains guidance and supporting information for managers / other Griffith staff members who are responsible for onboarding new starters. It is designed to enable you to create a positive onboarding experience for your new starter, so that they feel welcomed, informed and equipped for their new role. This document is not designed to be exhaustive, so please keep in mind the local-level onboarding activities that will also need to take place to supplement the activities outlined in this document.
Individual Guide (Ready Set Griffith – Onboarding Guide)
This guide is designed to be shared with your new starter to support them as they onboard into their new role at Griffith. It outlines key activities they should complete in their first few weeks and serves as a reference point for information and links that will be useful throughout their time as a Griffith employee. Please note: The second page should be customised with the employee's details.
Equity, diversity and inclusion
Griffith University is committed to equity, diversity and inclusion through recruitment and selection activities. The overall strategic equity goal of the University is to develop a staff profile that reflects the diversity of its communities. The University welcomes applications from Indigenous Australians, people with disabilities, people who identify as LGBTQIA+ and people who are from cultural and linguistic diversity groups. In particular, the University understands that some candidates (for example, trans gender or gender diverse and people with a disability) may have specific questions or concerns regarding their application and welcomes candidates to contact Ashley Vidulich, Senior Diversity and Inclusion Partner at a.vidulich@griffith.edu.au for a confidential discussion. We have a number of resources available to ensure hiring managers and any other staff involved in a recruitment process are equipped to create a more inclusive recruitment process for trans and gender diverse applicants. Find out more here.
Contact Human resources and safety
Talent acquisition enquiries
The HR Business Partnering team provide expert consultancy and assistance to leaders and managers across a broad range of services including but not limited to Talent acquisition (recruitment).
