Checklist for selecting suitable applicants—a guide for Aboriginal and Torres Strait Islander corporations 

HELP FOR CORPORATIONS

This guide is intended to help corporations registered under the Corporations (Aboriginal and Torres Strait Islander) Act 2006. It is not legal advice and ORIC disclaims any liability arising from its use. People using this document may seek further assistance from ORIC or obtain other professional advice.
 
© Commonwealth of Australia 2010
 
This work is copyright. Apart from any use as permitted under the Copyright Act 1968 no part may be reproduced by any process without written permission from the Office of the Registrar of Indigenous Corporations. Requests and inquiries concerning reproduction and rights should be addressed to the Manager Communications and Policy, Office of the Registrar of Indigenous Corporations, PO Box 2029, Woden ACT 2606.
 
Produced by ORIC November 2010 
 
First edition

ISBN 978-1-921542-42-8 

Checklist for selecting suitable applicants 

Three crucial steps for effective and efficient recruitment for Aboriginal and Torres Strait Islander corporations

Define

•	know your business and your corporation 
•	determine what is involved in the role 
•	determine the team’s needs 
•	determine who you need in the role 
•	identify the opportunities and work through the options
•	know your selection options

Attract

•	know the labour market
•	determine what’s attractive about your corporation 
•	determine the selling points of the role 
•	write and place the ad
•	prepare an application kit 
•	convert interest into quality applications

Select

•	prepare for the selection process 
•	start the selection process
•	hire staff
•	retain your new staff member

Note:  taken from Get it right—a recruitment kit for managers, Australian Public Service Commission, www.apsc.gov.au.

Planning for and completing each step in the process will ensure you can:
•	identify the right skills and capabilities needed for the role
•	advertise the role in a way that attracts the right people to apply
•	run a selection process that is timely and selects the best person for the job.
The recruitment panel as a whole should discuss the characteristics and experience of its ideal candidate. At the same time you need to be flexible and forward thinking. You can sometimes receive an application that is not quite what you expect but you can see the applicant’s skills may bring a fresh approach to the position. 
Ultimately, you are looking for a person who:
•	shows evidence of meeting the requirements of the position statement/description
•	has the right temperament for the job and would fit in well in the existing team
•	has the experience and qualifications for the job
•	has references that confirm suitability.