The first step is to screen out candidates who do not meet essential requirements such as holding a qualification, having the right to work in Australia, or identifying as Aboriginal for an Aboriginal identified role.
You can do this using gross negative disqualifiers (or disqualification questions) in your organisation’s recruitment system (e.g. Taleo). Alternatively, you can create your own questions in the application form.
Gross negative disqualifiers
Gross negative disqualifiers (or disqualification questions) are built into the application form to allow candidates to self-select out. Candidates who do not meet the requirements cannot complete their application.
You may need to confirm that candidates meet an essential requirement at a later stage if the requirement is a condition of engagement. For example, you may need to verify that the successful candidate does in fact have the right to work in Australia. To minimise the potential for discrimination based on age or other irrelevant considerations, screening checks, including service checks, police checks and qualification checks, should be done after a verbal offer is accepted. See: Pre-employment screening for more information.
You can also include questions in the application form (see: Designing the application form) to help screen out candidates who do not meet essential requirements for the role. These questions may include targeted questions. (See: Reviewing the resume and application).