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Identify attraction and advertising methods

The Public Service Act 2008 requires ‘public service employment is directed towards promoting a diverse and highly skilled workforce drawing from government and non-government sectors’.

Attracting and retaining a diverse and skilled workforce is supported by:

  • advertising vacancies to the open market
  • being open to alternative and flexible working arrangements
  • advertising vacancies in a way that maximises diverse, high quality applicant pools.

Requirement to advertise

The minimum requirement is that positions are advertised for a period of 10 working days (exclusive of the Christmas—New Year closure period) on SmartJobs.

Find out if you need to advertise a job vacancy.

Under the recruitment and selection directive, vacancies are not required to be advertised where they are:

  • for entry level roles
  • to be filled for a period of less than 12 months
  • to be filled via transfer, redeployment or secondment at or below level
  • to be filled using an order of merit for a recurring vacancy
  • for a casual role
  • exempted from advertising, or advertising is limited by the chief executive, where they consider there is justification for doing so—including ‘direct appointments’
  • positions that are filled using your agency graduate program.

How to advertise a position.

Consider other advertising channels

  • Job Board
  • external job search agencies
  • recruitment firms
  • Leader Connect
  • professional networks
  • social media
  • direct appointment
  • Graduate Portal
  • National Disability Recruitment Coordinator
  • extend advertising to reach overseas residents
  • newspapers or industry media
  • diversity focused forums

When to re-advertise

The role may be re-advertised if the process fails to find a suitable applicant. Positions can also be withdrawn for business reasons. In all circumstances, it is important to ensure all applicants are advised in a timely fashion.

If only 1 application is received

Receiving only 1 application does not mean the applicant is necessarily the best person for the job. It could indicate the job has not been advertised widely enough to maximise the potential field of applicants. Conversely, you might be satisfied that you are not going to find a better applicant.

Late applications

Late applications can be accepted at the discretion of the panel.