Faculty of Science
Recruitment - Advertising
The following Faculty procedures should be read in conjunction with information on the Hiring at Macquarie Website.
Only vacancies over 24 months need to be advertised unless it is anticipated that you will need to recruit from overseas. See below for guidelines in these cases.
For direct appointments and reappointments up to 24 months where you have a candidate in mind and don't need to advertise go to Recruitment - Appointing Staff
To advertise you will need access to Taleo. See the Hiring at Macquarie Website.
You will also need
- a position description (general staff only)
- an account number, budget and evidence that funds are available
- names of selection committee members to list in Taleo (as collaborators)
Accessing Applications
When a position is advertised all applications are submitted on line in Taleo. Applications will be automatically acknowledged by the system. Enquiries about access can be directed to Philip Dartnell in HR. There is a process for entering applications for candidates who are unable to submit on line. Contact Philip Dartnell in HR for assistance.
Short listing dates should be set as soon as possible after advertising commences for approximately 1 week after closing date.
Recruiting from overseas - requirement for local labour market testing
The Department of Immigration usually requires local labour market testing to be carried out before it will allow us to sponsor an applicant that does not have Australian work rights. Labour market testing is usually undertaken through advertising in the Australian press. Thus all vacancies where you believe that you need to recruit from overseas to get the required expertise, will need to be advertised. Exceptions are listed below:
- where the vacancy is for less than two years and you have a particular candidate in mind who meets the criteria and
(a) the required occupation is listed in the Department's Migration Occupations in Demand List (MODL) OR
(b) the skills are so specialised that local labour market testing is unlikely to attract suitable local applicants. A written case must be made that provides evidence for this claim. A case could include details of a recently advertised similar position which did not attract any suitable applicants and/or provide details of expressions of interest circulated to other groups doing similar research within Australia.
In all cases of sponsorship, the position must be full-time and available for more than three months.
Sponsorship Process
Central HR normally facilitate the sponsorship process and use a migration service. For vacancies less than 3 years the sponsorship application will be for a temporary work visa (457) . For vacancies 3 years or more the application will normally be for permanent residency unless there are specific time constraints on recruitment. Staff sponsored on a temporary work visa may apply for permanent resident visa after they start work here.
1. Sponsorship application is submitted
2. On approval the applicant is advised and must apply for a visa and meet all requirements of that process.
Giving immigration advice to overseas applicants
Applicants seeking advice about visa application processes and moving to Australia can be referred to the the Department of Immigration's comprehensive website at http//:www.immi.gov.au (look especially under 'employer sponsored immigration'). There is also more information on the induction page of this website. For detailed advice, please contact the Faculty Staffing Adviser Anne Kumanan x9745.
Relocation
Management of relocation is a complex matter. Relocation costs are normally paid where the vacancy is for two years or longer. New relocation guidelines will soon be available. Where relocation applies, costs will be met from the account code against which the appointment is made unless other arrangemetns are made in advance.
Relocation amounts to be paid are negotiated at the time the applicant is advised they are being recommended for the position. It is negotiated on the basis of MQ guidelines and indicative airfares, removal and anticipated temporary accommodation costs. The negotiated amount will be included in the contract and no amounts in excess of those contracted are to be paid or reimbursed to the appointee. For this reason the appointee must have input to what temporary accommodation is to be booked and what company is used for removal and how much they will bring.