1. Do existing employees have the capability, knowledge and experience to fill the role?
Movements within Public Service agencies or between government sector agencies can be a good solution where:
- there is strong capability within the agency or sector to fill a role
- the vacancy is for a common role where the knowledge, skills and abilities required are transferable, and organisational knowledge can be developed on the job.
2. Do existing employees have development potential to build their capabilities in the role?
Performance development processes and human capital management systems are the main sources for identifying employees for development opportunities based on their capabilities, knowledge and experience.
Mobility opportunities for developmental purposes can be at-level, above-level or below-level when on a temporary basis or at-level for an assignment.
See: Assignment to role guidelines for more information on mobility opportunities for development purposes for employees within the agency.
See: Transfer and secondment guidelines for information about secondments for developmental purposes
3. Are there gaps in the capability, knowledge or experience of the workforce for the role?
Capability gaps are identified through an assessment of the knowledge, skills and abilities of the existing workforce compared with those employers need.
External recruitment and selection is generally the best option for filling a vacancy where there are gaps in capabilities or professional or technical knowledge and skills.
4. Are you filling a large number of vacancies or establishing a talent pool?
It is generally appropriate to use external recruitment and selection to:
- fill a large number of vacancies
- establish a talent pool.
This is because you are looking to attract a diverse and competitive field for a large number of vacancies (whether immediate or over the next 18 months).
See: Talent pools guide for HR and hiring managers for information about how to set up and use talent pools.
5. Is there a need to fill a role quickly to meet a short-term need?
The Contingent workforce management guidelines assist agencies to plan and manage their contingent workforce.
If you are looking to engage contingent workers you are required to use the contingent labour suppliers on the Contingent workforce prequalification scheme for the relevant employment category.