Making the Decision
- Documenting the decision
- Verbal Offers of Employment
- Probation and other conditions of employment
- Feedback and counselling of applicants
- A decision not to appoint
Documenting the decision
Having gathered and considered all the evidence the panel then selects the best applicant. Panels are required to agree on the reasons for their decision, that is, how the selected candidate meets the criteria for appointment for the particular position, and why the person has the potential to learn and grow in a University environment. Reference checks should also be considered.
Verbal Offers of Employment
In order to avoid confusion over the terms of an offer of employment, verbal offers should not be made. The successful applicant may be informed that he or she is the preferred candidate and that, subject to the University's approval, an Offer of Employment (Employment Contract) will be provided.
The Panel Chair or Department Administrator may complete the offer details information in the e-recruitment system for the preferred candidate. The Chair of the selection panel is required to approve the recommendation of appointment on behalf of the selection committee. The offer details needs to be approved by the Head of Department and Dean, or equivalent. The completion of the offer details is a major accountability requirement. The Chair of the panel certifies that University policies and procedures have been followed. It will be used in the context of affirmative action reporting, and may be used as a source in any disputes or litigation.
It is important that other applicants are notified of the outcome of their application in a timely manner and that the selection panel determines which panel member will provide counselling for unsuccessful applicants. Resumés of all unsuccessful candidates should be destroyed, or returned to Human Resources for destruction.
Refer to the Department Administrator Quick Reference Guide for information on entering the offer details into PageUp.
Probation and Other Conditions of Employment
In addition to selecting the successful candidate, the selection panel, with the Head of Department or immediate supervisor, is responsible for setting appropriate probation criteria for the successful applicant. The successful candidate may have displayed, during the selection interview and/or during other tests, the need for the development of certain work-related skills. The opinion of the members of the selection panel with respect to the length of the probation period and the meeting of such developmental needs should be recorded on the Additional Offer Information Form.
More information about Probation...
Feedback and Counselling of Applicants
University staff who are unsuccessful must be counselled. The selection panel must establish clear reasons why the person is not suitable for the position based upon the selection criteria identified in the position description. Feedback provides a unique career development opportunity by identifying those skills or experiences the candidate needs to acquire to increase their chances of success in the future.
A Decision not to Appoint
It is open to the selection panel to determine that no candidate is suitable. It is important the panel ensure all applicants are notified in a timely manner of the outcome of their application. At this stage it is important to contact a Human Resources Consultant to discuss future action.