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Recruitment

Targeted searches

A targeted search is a search method that may be used to identify candidates who belong to a 'category' or 'group' that is under-represented in the work area but who may be able to meet the selection criteria. Searches can be conducted both within and outside the University but both search types require the authorisation of the Head of the unit or nominee.

A targeted search may be used either:

  • as part of the standard advertising process if it is anticipated that there will be insufficient candidates from under-represented groups; or
  • following the standard advertising process if it has failed to attract sufficient candidates from under-represented groups.

Use of targeted searches in the recruitment process is advisable for the following categories of staff and circumstances:

  • Women (in particular senior women i.e. academic staff level C and above and general staff HEW level 8 and above)
  • Indigenous people
  • Other categories (including market competitive disciplines)

Please note that whilst targeted searches are an effective means of attracting potential candidates, staff conducting the searches should keep the provisions of the Information Privacy Act 2000 and the Freedom of Information Act 1982 (Victoria) in mind. Targeted individuals may have the right to access any personal information that is held about them by Monash University, subject to applicable exemptions from disclosure provided for in the Freedom of Information Act 1982 (Victoria). This may include details about the person or organisation that recommended them for the position.

Conducting targeted searches to attract women

In order to achieve targets for the representation of women in senior positions, the university aims to attract women applicants, especially to senior academic and general staff roles and positions in non-traditional areas.

To encourage applications from female candidates, a targeted search is required for positions where female staff comprise less than 50% of the total number at the level of the position. It may not be necessary if women predominate in a particular occupational grouping represented by the position and are likely to form the majority of applicants.

Information on search plans for women can be found on the Equity and Diversity Centre website.

Conducting targeted searches to attract indigenous people

Conducting a targeted search can assist departments in meeting their responsibilities for increasing the representation of Aboriginal and Torres Straight Islander people. In order to achieve the targets for Indigenous staffing, the University aims to attract Aboriginal and Torres Straight Islander candidates for positions across all levels of the University. Assistance in conducting targeted searches for Indigenous candidates can be obtained by contacting the Co-ordinator Advancing Indigenous Employment in Human Resources on ext 53857 or email Lynda.Nicholson@adm.monash.edu.au.

Conducting targeted searches to attract other categories of staff

Targeted searches may also be helpful for positions where the position is highly specialised and suitable candidates are difficult to find or are in great demand, due to a skill scarcity and high market demand.

Formulating a targeted search

A plan for a targeted search is developed either at the same time as the advertisement and included in the documentation forwarded to Human Resources or following advertising, if it has failed to attract sufficient candidates from under-represented groups. The decision to conduct a search using the strategies outlined on the Equity and Diversity Centre website, in the following Targeted Search Guidelines, or to engage an external search firm is a matter for the Dean, Divisional Director, Head of Unit (or nominee).

All persons contacted during a search process should be informed that all applicants will be assessed on their merits, relative to the position and the selection criteria.

Targeted searches may be conducted internally or externally:

Internally administered targeted search

An internally administered targeted search may be appropriate when potential applicants are likely to be identified through existing contacts and networks.

The Head may choose from a variety of search options in an effort to ensure the widest possible field of candidates. The following options often have the advantage of being free of charge:

  • distributing advertising fliers to other universities and relevant industry and professional organisations
  • making use of personal and professional networks
  • advertising at conferences and workshops
  • e-mail announcements to colleagues and to industry and professional groups
  • advertising through professional organisation vacancy pages on the internet
  • publishing in the University's Redeployment Bulletin

Sample targeted search letter

The Targeted Search Guidelines provide more detailed information on methods of conducting an internally administered search.

Externally administered targeted search

If a search firm would be better able to locate potentially suitable applicants and there are sufficient funds available, then engaging a search firm may be more effective than undertaking an internally administered search. The appointed search firm is required to comply with the university's policy on advertising and selection. For further information refer to:

Guidance on engagement of external consultants to assist in conduct of searches can be obtained from the Senior HR Specialist, Remuneration and Sourcing, on ext 56933 or by e-mail John.Denier@adm.monash.edu.au

The Guidelines for externally administered targeted searches will assist with this type of search.