The Recruitment Process
Public Sector agencies are required to comply with the Public Sector Standard for Recruitment, Selection and Appointment. The minimum standard of merit, equity and probity is met for recruitment, selection and appointment if:
- A proper assessment matches a candidate’s skills, knowledge and abilities with the work-related requirements of the job and the outcomes sought by the public sector body, which may include diversity
- The process is open, competitive and free of bias, unlawful discrimination, nepotism or patronage
- Decisions are transparent and capable of review.
The Department of Racing, Gaming and Liquor is committed to selecting and appointing the best available person to a vacant position. To achieve this outcome all applicants for the position can expect recruitment and selection processes to progress in the following manner.
|Vacancy Advertised || |
All Departmental vacancies are advertised on the Jobs WA Board, and occasionally through other mediums such as the West Australian. Applicants are strongly encouraged to lodge job applications online through the Job WA board. However applications can be forwarded through:
|In Person: ||Gordon Stephenson House, Level 2, 140 William Street, Perth WA 6000 |
|Post: || PO Box 6119, East Perth WA 6892 |
|Fax: || (08) 9325 1041 |
Applications Collated after Deadline
Upon the closure of job applications, all applications are collated and forwarded to the selection panel for review and shortlisting.
|Shortlisting of Applications ||Shortlisting is the process used to identify those applicants who warrant further consideration. It involves a systematic assessment of the strengths of the applicants’ claims against the work related requirements of the position. |
|Further Assessment of Shortlisted Applicants ||The Selection Panel carries out further assessments to determine applicants’ suitability for the job. This may include a formal structured interview, a more informal meeting with the Panel, situational prompts, presentations, practical tests, case studies, role plays, and other forms of testing related to the job. Referees are also contacted during this stage to verify experience and determine suitability. |
|| The Selection Panel looks at all the evidence it’s gathered to determine which applicant/s best meet/s the work related requirements and the business and diversity needs of our agency at the level needed to do the job. We write to all applicants letting them know the outcome and offering the opportunity to ask for feedback. |
|Notification & Feedback ||Upon completion of the selection process, all applicants are advised of the outcome through form of letters and are encouraged to obtain feedback on their application.
|Review of the Selection Process
The Department of Racing, Gaming and Liquor is committed to meeting the Public Sector Standards on Recruitment, Selection and Appointment.
All applicants can expect that the compliance requirements of this standard will be adhered to throughout the selection process. However, if you believe that the selection process has breached these standards, you can apply for a review of the process used. You must specify which part of the standard you believe was breached. You must also provide sufficient information to enable the claim to be properly assessed against the relevant standard.
Please note that a claim cannot be lodged to review the merits of the unsuccessful applicant against the recommended applicant.
Applications for review occur once the selection process is completed. All applicants are provided with details on how to apply for a review of the process when letters advising of the selection decision are sent. All applications for review must provide full details in writing and be received by the specified review date.