Resources for people involved in recruiting, appointing and inducting staff at the University.
A one-stop portal for Hiring Managers to action their recruitment, appointment and selection activities for ongoing, fixed-term, casual and unpaid appointments. The Recruitment Kiosk also provides resources to assist hiring managers along the recruitment journey.
The process and information for creating or modifying organisational positions is provided on this page, including specific condition requirements and pre-employment screening such as, but not limited to, police clearances, working with children checks, record of immunisations or pre-employment health and medical assessments for example.
This page provides information on how to fill the following vacancies: Ongoing, Fixed Term, Casuals/Sessional, Unpaid appointments and Research fellowships
The Recruitment, Selection and Appointment Guidelines on this page outline the process for advertising. It is the responsibility of the Hiring Manager to ensure that the University’s recruitment, selection and appointment policy, principles and practices are adhered to and all positions are recruited in accordance with these guidelines.
Consistent, fair and equitable selection processes are vital to attracting a diverse applicant pool. This page provides information on the many ways to assess applicants' skills, experience and potential job fit.
All successful appointees to the University will be appointed under a contract of employment issued and accepted prior to commencement. Requests for contracts can be found on this page.
The online staff induction has been developed to ensure employees starting at ECU have the information they require throughout their time with us. Information includes key information for their first week, required items, information about ECU and ways to stay connected with the rest of the ECU community, campus facilities, salary, superannuation, benefits, recognition, reward and support and advice.
All new fixed-term and ongoing appointments at ECU are subject to a probationary period which provides an opportunity for both the line manager to assess their new employee’s ability to meet the work requirements, and for the new employee to decide if the role aligns with what they want in both the short and long-term.